Podcasts about myers briggs

AI can write website copy that outperforms 80% of what is online today. You just have to teach it who it is writing for. In this episode of Intended Consequences, Conversion Sciences founder Brian Massey shows you how to use AI to generate website copy that actually converts. The secret is not a better prompt. It is writing for the four ways people make buying decisions. You will learn the Modes of Research framework, first published in "Waiting for Your Cat to Bark," and how to map it onto Myers-Briggs types so any language model speaks your language. Then you will watch live rewrites that turn flat, jargon-filled copy into messaging built for Competitive, Methodical, Spontaneous, and Humanist visitors. By the end you can build your own AI messaging agent in ChatGPT, Claude, or Gemini and let it do the rewriting for you. WHAT YOU WILL LEARN Why most B2B copy sounds the same and caps your conversion rate The four research modes and the buyer behind each one How to use Myers-Briggs as a shared vocabulary with any AI The simple prompt that teaches your chatbot to rewrite by mode How to generate personas straight from a URL How to A/B test copy that is finally different enough to win How to build a reusable AI messaging agent for your brand CHAPTERS 00:00 Why AI copy beats 80% of website copy 01:30 Styrofoam copy and the conversion ceiling 02:40 How our own biases sabotage copywriting 04:10 ICPs and the four-persona problem 05:40 Corner cases: copy big enough to A/B test 06:00 The 4 Modes of Research framework 06:50 Competitive and Methodical buyers 08:00 Spontaneous and Humanist buyers 09:30 Placing copy on the page by buyer mode 10:30 Why language models beat humans at this 11:20 Myers-Briggs as a shared language with AI 14:00 The simple prompt to train your chatbot 15:00 Generating personas from a URL (Calm.com) 17:40 Rewriting copy for each mode, live 24:00 B2B example: HR services, CHRO vs CFO 29:50 Laying out multiple voices on one page 31:00 Q&A: getting your team to trust AI copy 33:20 Building your own AI messaging agent 38:00 What is next: ad and landing page alignment 38:50 Q&A: CTAs, ad frequency, and brand salience RESOURCES Messaging skills and full prompts: https://conversion.science/msg-skills Conversion Sciences: https://conversionsciences.com Book: "Waiting for Your Cat to Bark" by Bryan and Jeffrey Eisenberg: https://conversci.com/catbark Roy H. Williams and the Wizard Academy: https://www.wizardacademy.org Subscribe for more on conversion optimization, AI, and the experiments behind what actually works. #AICopywriting #ConversionOptimization #CRO

Pastor Courtney on the Enneagram, Myers-Briggs, Strengths Finder, and why personality tests can be helpful tools for loving our neighbors and ourselves

Do you know your sexual personality type? Welcome to today's ICYMI, where we kick off the week with a quick game-changing tip from an episode that you might have missed.  If you like personality tests and frameworks like Myers Briggs, learning your sexual profile can make a huge difference in your sex life. We're throwing it back to this helpful segment from TikTok's #1 sex educator, Dr. Tara, on how to know if you and your partner are sexually compatible, what to do if you have different sexual preferences, and the key to connecting in bed if you have different sexual personality types. Dr. Tara is a certified sexologist, award-winning researcher, tenured professor of relational and sexual communication, TV host, radio host, a coach and the Internet's Resident Sex Expert. She's the host of Luvbites Podcast that focuses on sexual wellness and sexploration, and she just released her new book, How Do You Like It? A Guide for Getting What You Want (in Bed).  Listen to the full episode here! Take the Sexual Profile Quiz: https://www.luvbites.co/quizzes/whats-your-sexual-profile Tune in every Monday for an expert dose of life advice in under 10 minutes. Follow Dr. Tara on TikTok and Instagram Get Dr. Tara's new book, How Do You Like It   Subscribe to my Substack:teachmehowtoadult.substack.comFollow us on the ‘gram:@teachmehowtoadultmedia@gillian.bernerFollow on TikTok: @teachmehowtoadultSubscribe on YouTube

Send a question or message to Kate & SamWelcome to Episode 11 of the Roadmap to Business Success series, and our second episode in Quadrant 3: Grow Smart | Scale with Ease.Hiring is one of the scariest decisions a business owner can ever make. The compliance is complex, the stakes are high, and the fear of getting it wrong stops many people from doing it at all. But there's a compelling reason to build a team: the burnout rates of solopreneurs are significantly higher than business owners who build a team. In this episode, Kate and Sam get honest about both sides of the hiring equation, and give you a practical framework for doing it well."If you can't take four weeks off and leave your business running, you're a slave to your own business."In this episode, you will learn:Should you even hire? Why the answer depends entirely on the type of business you're running, what you want from it, and whether you actually enjoy managing people, because if you don't, there are other optionsThe maths of leverage: How hiring one person who takes 20 hours of work off your plate every week gives you 80 hours a month back, and why those hours should generate far more revenue than the salary you're payingSigns you're ready to hire: You're constantly turning away work, working unsustainable hours, tasks are falling through the cracks, or you're doing work someone else could do for less than your hourly rateSigns you're not ready: You don't have documented systems, you can't clearly articulate what the role involves, your revenue isn't consistent enough to support a salary, or you haven't identified what you're actually hiring forHire for your weaknesses, not your familiarity: Why hiring a mini-me is one of the most common and costly hiring mistakes, and how personality profiling tools like B.A.N.K, Harrison Assessment and Myers Briggs help you identify who will actually complement your teamUse AI in the hiring process: How Kate used Claude to analyse Harrison Assessment reports for multiple candidates simultaneously, and how it ranked them in order with reasons, picking up things that an hour of human analysis had missedHire slow, fire fast: Why desperation hiring almost always goes wrong — and why the cost of keeping the wrong person is almost always higher than the cost of starting the search againThe compliance minefield: Why navigating awards, Fair Work, workers' compensation and workplace health and safety is one of the biggest barriers to hiring in small business — and why even Fair Work won't tell you if you're interpreting an award correctlyIt's not just about the money: Why the research consistently shows that fulfilment, autonomy, flexibility and purpose drive performance far more than salary — and how to build those things into your hiring process and culture from day oneThe goal: A team that runs the ship when you're not there — so you can take a holiday, recharge, and come back betterKate and Sam also share real stories from the trenches — including a workers' comp situation that left them frustrated by the system, the bookkeeping firm with eight remote women who've built an extraordinary culture over 15 years, and why Sam has started including collaborative goals and personal development pathways in every staff contract.Coming Up Next: Episode 12 — how to deliver a remarkable client experience every time. Onboarding, communication, feedback loops, and turning clients into raving fans who refer others.Save the Date — Grow Smart Workshop: Kate and Sam are hosting their third live workshop on Wednesday 25 June — bring your hiring, team building, capacity and business model questions and get coached live.Details coming soon — keep an eye on thrivingbusinesspodcast.com/workshopsAnd save the date — Bali Business Retreat: 27 August – 1 September 2026. Secure your spot with a $200 deposit. Reach out directly to lock in your place.Connect with Your Hosts:Kate De Jong, PhD | Inspired Business

▶️ If you want your personality to finally make sense, you should join Evolve where you can learn how to stop fighting your natural strengths: http://evolve.geekpsychology.comYou took a Myers-Briggs test, got a result, then started questioning everything.Maybe you got INFP once, INFJ another time, ISFP later, then somehow ended up back at INFP. That doesn't always mean your personality type changed. It often means the test was measuring your mood, behavior, stress level, role, or environment instead of the deeper pattern underneath.In this video, I explain why your personality type doesn't really change, why tests can give different results, and why cognitive functions give you a better way to understand what's actually going on.You'll learn why work, stress, family roles, and self-examination can make you look like different types at different times. You'll also learn what to look for instead of just retaking the same test again and again.Chapters:00:00 Why your test result might not feel right00:55 Your type doesn't change, but your behavior does01:45 Why IFPs often keep questioning their type02:40 Why personality tests give different answers03:35 Behavior vs cognitive functions04:10 Is personality type just astrology?05:10 Why cognitive functions matter06:10 What to do instead of retaking the test06:20 Learn the cognitive functions06:50 Study your patterns under pressure07:15 Try on a few types and watch for resonance08:35 My personality type assessment09:30 Path of Heroes Academy and EvolveWhat personality type have you tested as most often? And which types do you keep getting stuck between?Subscribe for more videos on personality type, cognitive functions, INFP growth, and using your type as a tool for real self-development.

Emma Dunwoody - master coach, human design expert, and author of Human Design Made Simple - joins Dr. Will Cole for a wide-ranging conversation on the energetic blueprint beneath our personality, how we're designed to make decisions, and why trying to live someone else's design is one of the most common sources of exhaustion and disconnection. They cover the five human design types, the gene keys framework, the neutrino science behind the system, what the undefined spleen center means for health and burnout, and how Emma healed her own depression and panic disorder using these tools. Plus the Camino de Santiago, Ibiza's spiritual history, Dr. Hawkins' Power vs. Force, and what a Brazilian man around a campfire taught Emma about just showing up. For all links mentioned in this episode, visit www.drwillcole.com/podcast.Please note that this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.Sponsors:Sign up for your one-dollar-per-month trial and start selling today at SHOPIFY.COM/WILLCOLE!Get a free 8-count Sample Pack of LMNT's most popular drink mix flavors with any purchase at drinklmnt.com/artofbeingwell. Find your favorite flavor, or share with a friend.Use code WILLCOLE at puori.com/WILLCOLE to get 32% off Puori Grass-fed Whey Protein when you start a subscription. In addition, you get a free shaker worth $25!Wake up with clearer skin, smoother hair, and cooler sleep. Use code WILLCOLE for an extra 30% off at blissy.com/WILLCOLE!Produced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailWhat are you actually wired to do? Betsy Wills, co-founder of YouScience and author of Your Hidden Genius, joins Daniel Rock and Jason Adair to disrupt the traditional follow your dreams model of career counseling. In this episode, Wills breaks down why self-reported personality tests fall short, how unused biological aptitudes drive adult burnout and how educators can use performance-based data to uncover the unique treasure chest of talent in every single student. Key TakeawaysDefining Aptitudes: Why aptitudes are objective, performance-based, unchanging biological traits rather than learned achievements or temporary interests. The Braided Rope Framework: Balancing personality, exposure-based interests and innate abilities to navigate a changing workforce. The Anatomy of Burnout: Why professional unrest is often caused by an unused aptitude and how avocations can restore career fulfillment. The "Slow Drip" vs. "Blender" Mind: Understanding how traits like idea rate dictate whether you belong in a courtroom, a creative studio or an operating room. The Danger of Mirror Tests: Why self-reported surveys like Myers-Briggs create a boomerang effect that fails to offer rigorous career direction. Democratizing Guidance: Shifting career exploration away from an expensive luxury to a standard tool accessible to all high school students. Resources MentionedYour Hidden Genius: Your Hidden Genius: Leverage Your Natural Talents to Discover Your Career Pathway by Betsy Wills. YouScience Platform: Learn more at YouScience.com. The Southern Regional Education Board is a nonprofit, nonpartisan organization that works with states and schools to improve education at every level, from early childhood through doctoral education and the workforce. Follow Us on Social:FacebookInstagramX

The Power Of Synergy with Gabrielle Cardona Human Connection, Positive Energy, and Rebuilding Relationships in an AI-Driven World From Life Coaching to Relationship Coaching In this episode of The Power of Synergy, Gabrielle Cardona introduces herself as a relationship coach who originally began as a life coach because she believed the mental health industry often focused too much on labels, problems, and medication rather than strengths, success, and practical growth. She explains that her early coaching goal was to help people “score in the game of life” by identifying where they were, defining where they wanted to go, and building strategies to succeed. Over time, she realized that nearly every coaching issue—career, health, money, time management, or personal growth—had one common factor: relationships. Technology, AI, and the Loss of Human Presence Gabrielle argues that technology, social media, and artificial intelligence have damaged people's ability to be physically and emotionally present with one another. She says computers and devices may make life easier in some ways, but they cannot replace human connection, eye contact, conversation, body language, voice, and shared time. She contrasts older generations who remember life without constant technology with younger people who feel dependent on devices, and she warns that “social media” often functions as anti-social media. Her larger concern is that people are becoming isolated even while surrounded by others. Animals, Emotional Substitutes, and the Human Need to Bond A recurring theme in the episode is Gabrielle's concern that some people now use pets as substitutes for human relationships. She says animals can offer affection and comfort, but they cannot fill the deeper human need for substantive connection with other people. Gabrielle specifically discusses seeing people treat pets like children and argues that this places an unhealthy emotional burden on animals while avoiding the work required to build real human bonds. For her, human beings need appreciation, respect, trust, communication, and shared purpose in order to truly bond. The Principles of Synergy Gabrielle explains several coaching principles behind her idea of synergy. She says there is no neutral energy: people are either positive or negative, and they are either moving toward others or away from them. She encourages listeners to ask whether people feel better or worse after interacting with them. She also describes synergy as more than cooperation, using number examples to show that people working together can create exponentially greater results than individuals working separately. To achieve this, people must communicate, understand one another's personalities, recognize different strengths, and decide who is best suited for each role. Personality, Marriage, Parenting, and Real Connection Gabrielle connects synergy to personality differences, especially through Myers-Briggs-style profiles and the idea of dominant, auxiliary, tertiary, and inferior functions. She says people should learn what they and others naturally do well, then use those differences constructively instead of criticizing them. She applies this to her own marriage of more than 30 years, describing how she and her husband make time to reconnect, talk through issues, avoid going to bed angry, and keep their relationship strong. She also shares stories about her children to show how private jokes, shared reading, time together, and technology-free moments can create lasting emotional bonds. Positive Energy, Service, and Practical Relationship Tools Toward the end, Gabrielle discusses spiritual principles such as love, joy, peace, patience, kindness, goodness, faith, mildness, and self-control, saying these qualities create healthier relationships and reduce conflict. She also shares her experience working with people at a shelter in Phoenix, explaining that when she offered coaching without a political or selfish agenda, residents and staff began to trust her intentions. She closes by directing listeners to her coaching resources and books, including work on marriage, life success, and personality, while encouraging them to use positive energy, self-awareness, and human connection to improve their relationships and communities.

In this podcast episode, Dr. Jonathan H. Westover talks with Dustin Snyder about his book, Sink or SWIM: Stop Managing Employee Behavior. Design Systems That Drive It.Dustin Snyder stewards the trajectories of companies navigating critical inflection points. As founder and Chief Advisor of Wayforward, he personally developed Strategic Workforce Insight Mapping - the diagnostic methodology that defines the standard for organizational behavior consulting - and wrote the book on it. Sink or SWIM: Stop Managing Employee Behavior. Design Systems That Drive It is the definitive framework for diagnosing and solving workforce dysfunction at its root, deployed across organizations nationwide - from family businesses navigating generational transition to Fortune 500 multinationals launching new divisions. Dustin's client portfolio spans mid-market companies in manufacturing, healthcare, professional services, agriculture, distribution, and hospitality, alongside divisions of large enterprises in aerospace & defense, SaaS, and advanced manufacturing. He works extensively with executive teams charged with managing challenging, multi-stakeholder operations, to build structures that can sustain aggressive growth while preserving founding values. He serves on the AWS Workforce Development Advisory Committee and the Harvard Business School Research Advisory Group. His practice bridges psychology and executive business leadership. Prior to founding Wayforward, Dustin served as President of Aurubis AG's 600-employee US manufacturing division, leading it to profitability through an organizational transformation. Earlier HR leadership roles spanned tier 1 automotive supplier Oetiker Group, Kaleida Health, and Roswell Park Cancer Institute. He also founded an axe-throwing venue chain that was acquired in 2019. Dustin holds an MBA from SUNY Buffalo, an MA in Industrial Labor Relations from Cornell, and a BA in Organizational Psychology from Canisius University. He is a Six Sigma Black Belt and Myers-Briggs certified practitioner. His next book, Learn to SWIM, a practical field manual for HR executives, is currently in development. Outside work, Dustin practices muay thai, competes in strongman and shooting sports, and is an avid mountaineer working toward the goal of summiting the highest peak on all seven continents. Wayforward specializes in organizational diagnostics and change management for companies at critical growth or transition points. Its Strategic Workforce Insight Mapping (SWIM) process provides leadership teams with the most actionable insights and implementation roadmaps that consistently generate workforce buy-in on change.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of Carmen Talk, Carmen breaks down the real story behind the Myers-Briggs personality test and why it isn't scientific. She shares her own experience being mislabeled as an introvert as a kid, explains how the test became a corporate marketing tool, and clarifies why most people are actually ambiverts. Carmen also talks about how old beliefs can stick with us and why it's important to question what we were taught. This episode encourages listeners to rethink labels, trust their own experiences, and stay curious about what's actually true. Thank you for stopping by.  Please visit our website: All About The Joy and add, like and share.  You can now watch the livestream version of the show on YouTube at @CarmenLezeth You can also support us by shopping at our STORE - We'd appreciate that greatly.  Also, if you want to find us anywhere on social media, please check out the link in bio page. Music By Geovane Bruno, Moments, 3481Editing by Team A-JHost, Carmen Lezeth DISCLAIMER:  As always, please do your own research and understand that the opinions in this podcast and livestream are meant for entertainment purposes only. States and other areas may have different rules and regulations governing certain aspects discussed in this podcast.  Nothing in our podcast or livestream is meant to be medical or legal advice. Please use common sense, and when in doubt, ask a professional for advice, assistance, help and guidance. 

Why do so many Christians trust personality tests more than biblical anthropology? Dr. Greg Gifford breaks down the hidden assumptions behind Myers-Briggs, temperament theory, and modern self-labeling while showing how Scripture reframes personality through stewardship, giftedness, repentance, and Christlikeness. This discussion confronts the tension between natural tendencies and spiritual growth without letting believers hide behind excuses.  Transformed Podcast Episode 174 | May 07, 2026 ___ Thanks for listening! Transformed would not be possible without the financial support of our Gospel Partners. If you would like to support Transformed we would be extremely grateful. VISIT https://fortisinstitute.org/donate/ If you are already a Gospel Partner we couldn't be more thankful for you if we tried!

LEITURA BÍBLICA DO DIA: ROMANOS 12:4-8 PLANO DE LEITURA ANUAL: 2 REIS 1–3; LUCAS 24:1-35  Já fez seu devocional hoje? Aproveite e marque um amigo para fazer junto com você! Confira:  Há algumas décadas, fui a um retiro universitário onde todos falavam sobre um teste de personalidade. “Eu sou um ISTJ!”, alguém disse. “Sou um ENFP”, disse outro. Eu fiquei confuso. “Sou ABCXYZ”, brinquei. Desde então, aprendi muito sobre esse teste (Myers-Briggs) e muitos outros. Acho-os fascinantes pois podem nos ajudar a entender a nós mesmos e aos outros de maneiras úteis e reveladoras, esclarecendo nossas preferências, pontos fortes e fracos. Desde que não os usemos exageradamente, eles podem ser uma ferramenta útil dada por Deus para nos ajudar a crescer. A Bíblia não nos oferece testes de personalidade. Mas afirma a singularidade de cada pessoa aos olhos de Deus (SALMO 139:14-16; JEREMIAS 1:5) e mostra-nos como Deus equipa a todos nós com dons e personalidade únicos para servir aos outros em Seu reino. Paulo apresenta esta ideia ao dizer: “Deus, em sua graça, nos concedeu diferentes dons” (ROMANOS 12:6). Esses dons não são apenas para nós, mas tem o propósito de servir ao povo de Deus, o corpo de Cristo (v.5). Eles são uma expressão de Sua graça e bondade, trabalhando em nós e por meio de nós. Eles convidam a sermos um utensílio único a serviço a Deus.  Por:  ADAM R. HOLZ 

Can't sleep? Great, let's sort humanity into tidy little personality boxes and see how that goes. In this episode, we read about the Myers-Briggs Type Indicator, including its origins, personality preferences, type categories, popularity, and the criticism surrounding whether it actually measures what people think it measures. This episode is calm, steady, and intentionally low-energy, with no whispering and no sudden nonsense. Just an interesting enough topic to keep your brain occupied without encouraging it to start a group chat at 2 a.m. Happy sleeping! Read with permission from Myers-Briggs Type Indicator, Wikipedia (https://en.wikipedia.org/wiki/Myers%E2%80%93Briggs_Type_Indicator), licensed under CC BY-SA 4.0. Learn more about your ad choices. Visit megaphone.fm/adchoices

Creating Psychologically Safe Workplaces for Neurodivergent Teams | Dear Dyslexic PodcastThis Dear Dyslexic podcast episode introduces the show's focus on lived experiences of dyslexia and other neurodivergent conditions, then explores strategies for supporting neurodiverse people at work through psychologically safe environments. Ben discusses leadership practices grounded in understanding individual and team needs using tools like Myers-Briggs, Clifton Strengths, and emotional intelligence testing, and defines psychological safety as being able to speak up without judgment or retaliation. They outline three key factors: great leadership, job design and demands, and environmental factors, sharing examples such as setting non-judgmental meeting norms, creating online social check-ins during COVID, and redesigning a council appeals process from 23 manual processes to 11 automated systems through inclusive, iterative feedback. Ben also covers workplace adjustments like managing sensory triggers, role clarity, confidential one-on-ones, performance expectations, and building extra time and AI support for proofreading and deadlines.00:00 Welcome to Dear Dyslexic00:34 Self Awareness Strategies03:14 Leadership Builds Safety04:32 Remote Team Culture06:25 What Psychological Safety Means07:34 Job Design and Demand09:50 Inclusive Process Redesign14:21 Environmental Factors at Work18:21 Role Clarity and Supports23:05 Reasonable Adjustments and KPIs27:31 Personal Dyslexia Workarounds29:11 Wrap Up and Resources

What if the reason you and your partner drive each other absolutely crazy over the washing, the cushions, or even the toilet paper roll has nothing to do with bad habits and everything to do with personality?Kate Mason takes a warm, witty, and surprisingly eye-opening dive into the everyday irritations that quietly shape our closest relationships. Drawing on the melancholic and phlegmatic temperaments and the Myers-Briggs judging and perceiving preferences, Kate explores why some of us are natural organizers who feel genuine calm when things are in order, while others live happily in flexible, "good enough" mode. Through hilarious real-life stories from laundry debates at a dinner party to her 94-year-old mother's enduring love of perfectly folded clothes, Kate reveals how understanding your partner's or family member's personality type can transform daily conflict into genuine connection. This episode will leave you asking a different question: am I loving them, or am I reorganizing them? Listen For4:14 What everyday moment reminded Kate how strongly our personalities show up in daily life?6:07 Are you a folder or a scruncher  and what does it actually reveal about your personality?7:10 What are the key strengths and challenges of the melancholic and phlegmatic temperaments?12:00 How do judging and perceiving types experience time differently and why does it cause conflict?15:02 What does Kate's 94-year-old mother teach us about how deeply personality is woven into who we are? Leave a rating/review for this podcast with one clickContact Kate:Email | Website | Kate's Book on Amazon | LinkedIn | Facebook | X 

Angela and Bradford get delightfully real (and a little spicy) about The Bonding Project (https://www.bondingproject.com/) from the Center for Positive Sexuality; a research-driven relationship quiz that's basically Myers-Briggs for intimacy, mapping how you bond across dimensions like stability vs exploration, independence vs togetherness, and structure vs flexibility. They tease apart the 16 relationship archetypes, then reveal their own results: Bradford as a Villager and Angela as a... well you'll have to listen and see! Using their dynamic as an example, they talk compatibility, friction points, and how shared rituals can keep love connected without feeling trapped. Want to help us out? Sure you do!!!Help us out on Patreon and join our Discord chat hereFind us on social media!!!On Facebook BytheBiPodcastOn Instagram @BytheBiPodcastOr email us hereLeave some feedback for us on whatever medium you listen to your podcasts on! Hosted on Acast. See acast.com/privacy for more information.

Most hiring decisions are made on gut feel and most bad hires reveal themselves long after the interview is over. In this episode, we sit down with Jane Allen, owner of Smart Work Assessments, and Mark Repkin, NCG Sales Coach and Principal of Unicorn Sales Advisory, to introduce the POP™ (Predictor of Potential) Assessment  a science-backed tool that Nolan Consulting Group is now certified to offer clients across sales, management, and key roles throughout a trades business. Jane and Mark break down what the assessment actually measures, how it differs from tools like DISC and Myers-Briggs, and how it can transform not just a single hire, but your entire hiring process. We're also sharing details on our upcoming May 20th workshop, designed to help NCG clients benchmark their current team and build a smarter foundation for future hiring.

John hosts the show and Brandon Quittem fills in for Brady, setting up a show centered on one big question: has Bitcoin already put in its cycle low The core argument is that this drawdown looks structurally different from past cycles because Bitcoin now has stronger institutional support, ETF demand, and a much deeper capital-market base John walks through why 2022 was uniquely brutal: high inflation, aggressive Fed tightening, shrinking money supply, crypto blowups, absent ETF infrastructure, and far less institutional sponsorship The hosts argue those conditions are mostly absent today, making comparisons to the 2022 collapse less useful and strengthening the case that roughly $65K-$70K was a likely bottom They highlight Morgan Stanley's ETF launch and Goldman Sachs' planned Bitcoin-linked income product as evidence that large financial institutions now view Bitcoin as a durable part of the financial landscape, not a passing trade  Macro discussion ranges from Fed chair drama and the cost of the Federal Reserve renovation to Hank Paulson's treasury-crash warning and the likelihood that future stress gets papered over through more intervention A major segment covers Strategy's “Stretch” preferred structure and how new financing tools are expanding the company's ability to keep accumulating Bitcoin Brandon shares results from his Myers-Briggs survey work, arguing Bitcoiners skew heavily toward “analyst” personality types and that future adoption will require messaging that reaches more conventional, risk-averse audiences The episode closes with discussion of socialist-style tax proposals, falling consumer sentiment versus rising asset prices, bad Bitcoin takes from credentialed critics, X becoming an “everything app,” and Bitcoin's use in global trade outside the U.S.-centric financial system   ► For high-net-worth individuals and corporations seeking to build generational wealth with Bitcoin, Swan Private is your guide ✔ https://www.swanbitcoin.com/private?utm_campaign=private&utm_medium=sponsorship&utm_source=podcast&utm_content=swan_signal_live ► Secure your bright orange future with the Swan IRA today! Real Bitcoin, no taxes ✔ https://www.swanbitcoin.com/ira?utm_campaign=ira&utm_medium=sponsorship&utm_source=podcast&utm_content=swan_signal_live ► Secure your Bitcoin with Swan Vault ✔ https://www.swanbitcoin.com/vault?utm_campaign=vault&utm_medium=sponsorship&utm_source=podcast&utm_content=swan_signal_live ► Download the all-new Swan Bitcoin App ✔ https://www.swanbitcoin.com/app?utm_campaign=app&utm_medium=sponsorship&utm_source=podcast&utm_content=swan_signal_live ► Want to learn more about Bitcoin? Check out Welcome To Bitcoin a FREE Introductory course. Learn about Bitcoin in under 1 hour! ✔ https://www.swanbitcoin.com/welcome?utm_campaign=welcome_to_bitcoin&utm_medium=sponsorship&utm_source=podcast&utm_content=swan_signal_live ► Connect with Swan Bitcoin: ✔ Twitter: https://twitter.com/Swan ✔ Instagram: https://instagram.com/SwanBitcoin ✔ LinkedIn: https://linkedin.com/company/swanbitcoin ✔ Threads: https://www.threads.com/@swanbitcoin ✔ Facebook: https://www.facebook.com/SwanBitcoin/ ✔ TikTok: https://www.tiktok.com/@realswanbitcoin

Beginning the Discussion on Praying for Others: The group shifted topics to "A Course in Miracles," specifically "The Song of Prayer," and began reading the section "Praying for Others". The reading established that prayer is always for oneself, and prayer for others, when rightly understood, helps the individual release projections of guilt from their sibling. Jevon Perra noted that the idea of praying for others is sometimes approached with a "scarcity mentality," believing that giving prayer diminishes one's own benefit.The Projection of Guilt and the Creation of Enemies: Jevon Perra discussed how the perception of an enemy is a self-creation, similar to the placebo effect, where one creates an experience of "enemy" instead of "friend". They shared a story of a town guru who was saddened by the death of the town's antagonist, stating the "a-hole" was their best friend and teacher for revealing the guru's remaining judgments. Jevon Perra concluded that the world is a projection, suggesting that sickness and wellness are experiences created from within.The Fear of Annihilation and Cherishing Guilt: The conversation returned to the idea that people "cherish our guilt" because the world is projected from this guilt, which is tied to the fear of annihilation or the end of a separate, special self. Jevon Perra explained that wishing hell on another means that the state of wishing hell must come through oneself first, so freeing one's sibling also brings salvation to themself. Brian Genovese connected this to the ego-building competition often seen in churches regarding who has "saved" the most people.Prayer and Vengeful God: Soo Kim read that the lowest forms of prayer are fueled by envy and malice, calling for vengeance, and asking upon a "vengeful God" who seems to answer them. Jevon Perra noted that those who are in hell can ask for help, but those who have accepted forgiveness could never make such a prayer. The group also discussed how religious systems often create a multi-level marketing scheme, where the highest levels of spiritual attainment are always just out of reach.The Internal Source of Love and Experience: Denise Darlene emphasized that feelings of love, compassion, and kindness come through the individual, not from outside sources. Jevon Perra agreed that assigning an external source to determine one's love is the flaw in romantic notions. Denise Darlene used the analogy of a person smoking in front of a mirror and telling the reflection to quit, illustrating that the reflection (external reality) will not change until the person (internal state) changes first.Self-Regulation and External Judgment: Soo Kim asked about the feeling of seeing someone else doing what one self-regulates against, such as having an emotional meltdown that derails a class discussion. Jevon Perra identified this as basic projection, where one's own unallowed behavior is projected onto others. Denise Darlene suggested Soo Kim research the Enneagram type one, the "reformer," to understand the patterns of the ego that limit their experience and struggles with justice.The Enneagram and Temperament: Soo Kim acknowledged that their results on the Enneagram test had been inconsistent in the past, unlike their consistent Myers-Briggs results. Jevon Perra explained that the Enneagram identifies dominant "go-to" temperaments that are helpful for framing one's behavior without the heaviness of being identified *as* the anger. Jevon Perra further discussed three ways the "Course" can be used: as magic to get what is wanted, for personality development, and ultimately, to realize that one is "none of it".The Value of the "Don't Know Mind": The conversation shifted to the importance of approaching life with an "innocent mind" and avoiding the assignment of meaning or judgment. Brian Genovese related this to the biblical story of Adam and Eve, who were innocent until they ate the apple, which represented the knowledge of judgment. Denise Darlene suggested the practice of being a "witness" to the "movie" of life, where everything is neutral until one places meaning upon it.Innocence, Wonder, and Social Constructs: Denise Darlene spoke about the innocence and wonder of a baby's mind, which operates in a state of hypnosis and curiosity before being programmed by the world. Jevon Perra noted that societal constructs force people to adhere to predetermined agreements to be "a little bit miserable" all the time, preventing expressions of love and joy with strangers. Soo Kim related the concept of the "don't know mind" to the relief experienced during travel or intense practices like Bufo, which cause temporary identity loss.The Ego's Security and the Invitation to Trust: Denise Darlene stated that the ego bases its security on the belief that it knows, and acknowledging "I don't know" raises the fear of the unknown. This fear of the unknown is described as an invitation to trust and merge with the "I am". Soo Kim recounted a negative classroom experience of a classmate screaming and accusing others of racism, which Denise Darlene reframed as potentially the "best thing for them to do" as a teacher, setting up a lesson.Experiences of Childhood Conditioning and Attachment: Denise Darlene recounted an experience with a 70-year-old participant in their women's spiritual group who had a difficult childhood, which included a cruel mother and an attempted killing by their father at age three. This individual, who is an atheist, had never trusted anyone and believed that opening up for a friendship would inevitably lead to loss, resulting in non-attachment to any human or animal. Denise Darlene contrasted this with their own similar experience that led them toward love, suggesting that they both required the specific teachers they had, possibly chosen before birth, for their soul's mission.The Metaphorical Story of the Angel and Forgiveness: Jevon Perra shared an incomplete story about two angels, one of whom wanted to experience forgiveness. The story outlines that in order to experience forgiveness, one must have something to forgive, which requires the cooperation of a second angel who must commit an act worthy of forgiveness. The second angel agrees to play this necessary role, but the first angel is cautioned that the second angel will forget they are an angel and that the first angel must remember that the second angel is a friend and an angel there to love them.Alternative Perspective on Adversity and Roles: The story's gist is that people, including those perceived as "assholes" or attackers, are playing a crucial role by accepting a large personal cost to provide others with a necessary experience. Denise Darlene agreed that this perspective is sacrificial and supported the idea of adopting perspectives that are empowering rather than limiting, regardless of their literal truth. They suggested that these alternative viewpoints allow for a happier or better experience concerning the idea of love.

Big Idea Healthy churches are not defined by programs or personalities—but by clarity, culture, and conversations. Coaching provides the mindset and structure that helps churches rediscover purpose, develop leaders, and navigate change. Episode Flow & Key Themes 1. The State of the Church Today The church is a mixed bag: Thriving churches: Clear purpose and identity Spiritually grounded Balanced leadership (pastor + laity) Willing to experiment Struggling churches: Operate from scarcity, anxiety, nostalgia Avoid change Lack deep relationships Drift toward apathy or conflict Key Insight: Clarity + courage to adapt separates healthy churches from declining ones. 2. The Shift: From Center to Margin Church is no longer at the center of culture Now operating at the edges Reframe: This is not just a loss—it's an opportunity The church may actually function more faithfully at the margins 3. Why Churches Need Coaching Coaching helps churches move from: Reaction → Intention Maintenance → Development Activity → Clarity 4. Three Key Areas Coaching Transforms A. Leadership Development (Pipeline Thinking) Many churches rely on the same people in the same roles Coaching helps: Identify emerging leaders Develop people before they're "ready" Increase engagement and ownership Shift: From "holding roles" → to developing people B. Clarity of Identity (Purpose, Values, Vision) Most churches lack clarity on: Why they exist Who they're trying to reach What they uniquely offer Coaching Questions: What brought you here? What keeps you here? Deeper Insight: Surface answers: habit, family, invitation Deeper answers: "I recognized Jesus here" "My gifts were called out" "I connected faith with real life" Key Idea: Clarity fuels everything—leadership, outreach, decisions. C. Conflict & Healthy Conversations Conflict is inevitable because people are different Coaching provides tools to: Build trust and safety Listen deeply Surface real issues Disagree in healthy ways Important Distinction: Coaching ≠ mediation But coaching creates the environment where resolution is possible 5. The Power of Agreements (Culture Design) Every healthy team needs a clear agreement or covenant Includes: Expected behaviors Shared values Accountability Shift: From "unspoken expectations" → to shared ownership of culture 6. A Coaching Insight on Church Growth Many churches say: "We want young families" But that's vague and often unhelpful Better approach: Understand who you are first Then identify who you're uniquely called to reach Key Line: You can't find "the lost" if your definition is "anyone." 7. The Role of Self-Awareness Tools like Working Genius or Myers-Briggs reveal: Why people think differently Why conflict happens Awareness creates understanding instead of frustration 8. Final Hope for the Church To be a faithful witness to Jesus Not just about eternity—but about: Bringing heaven to earth Living out faith in real, tangible ways Vision: A church that reflects: Love Clarity Alignment Shared mission Key Takeaways Coaching helps churches move forward with clarity instead of fear Leadership development is essential—not optional Most churches don't need more people—they need better alignment Healthy culture is built intentionally, not accidentally The future church will thrive through: clarity adaptability meaningful conversations

When trying to grow your property management business, have you ever thought to yourself, "Man, it would be great if I just had more leads?"  In this episode of the #DoorGrowShow, property management growth experts Jason and Sarah Hull discuss the Leads Myth and how "just having more leads" will not actually help you grow your business. We talk about the importance of exposing yourself to something unique and different to escape your current rut of thinking. You'll Learn (00:00) Exploring Meow Wolf: An Immersive Experience  (02:34) The Importance of Thinking Differently  (05:36) Discovery and Exploration in Business  (08:18) Unlocking Hidden Opportunities  (09:59) The Joy of Problem-Solving in Business Quotables "Sometimes we just need to put ourselves in an environment in which we're going to be exposed to something unique, different, in order to get us out of our current rut of our current level of thinking." "Our current level of thinking is what's causing us to stay stuck or to stay trapped." "Business should be a problem that we enjoy working on, because I think that's the secret to happiness is to have a problem that's fun." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason & Sarah Hull (00:00) All right, welcome everybody to the DoorGrow show. So we're going to skip all the lengthy intro, just know DoorGrow is awesome and you should be working with us and we've helped hundreds of property managers grow their business. So we're going to do a quick episode today. So Sarah and I just got back from Las Vegas and one of the cool things we got to do, got to do a lot of cool things over there, go see some shows. But one of the cool things we went and did is Meow Wolf.   So what is Meow Wolf? God only knows. I don't know how to explain this at all. It's a combination of like a museum, an art gallery installation, I don't know, an art exhibit maybe. ⁓ Sort of like an escape room. of. It's not like you're locked in there. you're out puzzles and Yeah, there's like puzzles along the way to figure out. And also there's a story. Yeah.   So it's not, you you go through like an art exhibit and you just look at things. This is interactive, this is immersive. You are meant to touch things and interact with them. ⁓ And there's a whole story that you're trying to figure out and solve the mystery if you want to. If you don't want to do that part, then you don't have to do it. You can just walk through and go, wow, that's cool looking. So it's that.   So Meow Wolf is- How would you explain it? I don't, I don't know. That's pretty good. That's why you make me explain it? Yeah. Okay. I just like watching you struggle. don't know. that's okay. That was on camera, ladies and gentlemen. Recorded. right. So- my evidence. No, she actually described it really well. So Meow Wolf, ⁓ I think they have like maybe five locations that like we've been to. This was our third one that we went This is our third.   And each one is designed on the surface like something normal that we're used to, right? Like the one in Vegas is designed as a grocery store. Another one was a radio station and another one was a house, like a family's home. But as you dig into it, you can like open up things you didn't think you should be able to open that become better doors into secret areas. It gets really weird once you get past the surface level.   and things get even stranger. And it's just, it's really kind of a magical place where you really get to focus on discovery and exploration. And it really gets you to think differently. And so we're like, what should we talk about on today's podcast? I was like, let's talk about Meow Wolf and how important it is to think differently or to expose ourselves to something new or different from what we've been doing. Cause this is what we do with our coaching clients. A lot of our stuff is very   contrary to what they've been told or what they've been taught or ⁓ what they think they should be doing. And so we focus and get into, you know, different ideas, different ideas of how to do pricing from what everybody else is doing, different ideas of how to do growth and build these growth engines than everybody else is doing. And sometimes we just need to put ourselves in an environment in which we're going to be exposed to something unique, different.   in order to get us out of our current rut of our current level of thinking. Because our current level of thinking is what's causing us to stay stuck or to stay trapped. And this is why I value a lot getting coaches, getting mentors, joining masterminds, joining programs, because it exposes us to new ideas and new things and gets us to think differently.   And it challenges our current thinking, allows others to challenge our current thinking. And they can see things that we can't see because we're too close to the fire sometimes to see it. And I can tell you how many times I've had one of my coaches give me some advice or point out something should have been super obvious to me. And I thought that's exactly what I would have told the client to do. And I'm just like, just kind of kicking myself. And   but it's good medicine and it's really helpful. like, yeah, that makes sense. Let's do that. So, um, yeah, we'll feel like you might open up the refrigerator in the house and find out it is actually a hallway that leads into a whole different area. Um, if you're in the grocery store, you might open up one of the, the refrigerator freezer door sections and the whole thing opens, including what you see in the glass door. And then you can walk into a whole different area. And so,   It's just, there's multiple floors in each of the ones we've been in. there's like stairways and elevators and it's just pretty wild. And the deeper you get into it, the weirder it all gets. And it gets really, really weird. And so it's totally outside of your current normal reality. In fact, that's kind of the idea between all the three we've been to is you're kind of stepping into, there's always this theme of alternate realities.   and multiple realities and sometimes weird alternate life forms and non-human creatures and things are just really strange. it's really fun to get into because you don't know what to expect. so what I thought is brilliant is it puts you into a state that we usually only experience as children, which is this state of discovery and this joy of exploration and of discovery. And I feel like that's where we should be as business owners, but business gets hard.   and we learn through pain and we have a lot of trauma as business owners. And so we start avoiding, we start avoiding like new things and discovery and getting excited about making changes. And this is something I think we've been really good at at DoorGrow is bringing this newness, almost like they're starting their business fresh with a new lens and a new set of, you know, ideas to...   look at their business and it's like starting a business, which is over again, which is the exciting part. And so that's my challenge to everybody listening is make sure to expose yourself to new ideas. It doesn't have to be us. It doesn't have to be door grow. I think we're the best in the industry at doing this. We're very different, very unique, ⁓ but get something, get something ⁓ that's going to inject some new ideas and some new life into what you're doing.   So yeah, so that was my that was kind of my thought or take on it. I think one of the cool things about Meow Wolf is as you're kind of walking through it, there's these seemingly normal items or objects that don't function as you would think they would. They're actually a portal or a secret door or there's more to it than you would think.   For example, the first one we went to in the house, you're walking through and you see the laundry room. And there's normal items that would be in a laundry room, like a washer and a dryer. And I think they had a sink and some detergent and things like that. And if you didn't ever stop to look or really stop to explore, you would have looked at it for surface value and went, OK, washer and dryer. Yeah, cool. Laundry room, whatever. Let's move on to the next thing because I don't know why we're supposed to be in here.   if you actually stopped to explore it and you opened the washer and the dryer, they were both actually this way, it was one was a slide and one was like this tunnel that you had to like crawl through. You remember like when McDonald's used to be fun as a kid and you'd have all the like nets and the tubes and slides and all, it's that. It's not that extensive, but so one was a slide and one was like this tunnel that you crawl through and then it takes you to a whole.   different area and a whole different room and that's kind of their alternate universe is back through that way and that's one of the many ways that you can reach that alternate. But if you don't actually stop to explore it and really check it out instead of just looking at it and thinking ⁓ this is useless okay why is there a washer and dryer here and that's stupid well then you would miss the whole other part.   that you would only find if you explore it. So really, it's like this whole secret world back there and this portal that can transport you to somewhere else. And I think there's a lot of things in life that are like that. How many times have we looked at something, I do this all the time because I'm a J and Myers-Briggs, I look at something and I go, useless, stupid, not worth my time. This is an important, I don't need this. I don't need to worry about this. We all do it in different ways and in business, it's one of them.   Right? How many times did you hear an idea or research a tool or you know think about something, doing something a different way and then go, yeah I'm not gonna do that because on the surface all you were seeing was washer and dryer and perhaps you failed to see what was deeper is yeah it's a washer and dryer but there's so much more that you didn't even check out, you didn't even get to learn about because you immediately brushed it off.   You know, I realized that ⁓ I think that's what DoorGrow is for a lot of clients. Like we look like the normal thing on the surface. People are like, yeah, they focus on growth. They probably do some sort of lead gen service or marketing or something. But when they start asking questions or talking to us, they start going, hey, this is pretty unique. This is different. They're telling me like they're explaining to me why what everybody else is telling me to do doesn't actually work or should be different.   And when people join our program and get into it, they're always like surprised. There's so much available, so many new ideas, so many things they can fix or tweak in their business, ways that could work less ways they could generate more revenue. And, ⁓ and they're always surprised because they've been to all the conferences. They've learned all the stuff that is generally out there, they think. And so, yeah, we give them that. Aladdin experience, all new.   Right. Maybe I'm not. No, it's time to end. A whole new world. All right. So, yeah. So, yeah. So that's kind of, you know, like there's this state of wonder learning and that's what business I think should be. Business should be a problem that we enjoy working on, because I think that's the secret to happiness is to have a problem where that's fun. It's a challenge going through and figuring out all the spaces and how to reach all the areas and me.   It's a challenge, but it's fun. Yeah, it's really enjoyable. And now I want to go visit all the other ones that we haven't seen yet. So we might plan trips just to go see these because it's just so interesting and unique. Yeah. Cool. So that's that's our message today. And so we'll go ahead and wrap up. But if you are struggling to think differently or get new ideas, you feel like you know it all, maybe reach out to DoorGro and let us blow your mind a little bit. You can check us out at door.com.

Your followers won't want to buy from you if they don't know anything about you, so it's a great idea to write intro posts as a way to showcase who you are. If you're stuck on what to write, you can use Jill's "4S" framework. The four elements are: Social Proof (credentials, years of experience, certifications, or personal transformations that establish authority), Self-Identity (personality markers like Myers-Briggs, Enneagram, or fun personal descriptors that help followers connect with you), Special (personal details like hobbies, family life, and quirks that build trust and rapport), and Sell (a clear overview of your offers and calls to action, even if those programs aren't currently open). Introductions aren't icky self-promotion, but a genuine service to followers—helping potential clients understand who you are, what you do, and how they can work with you.   Get on the Priority List for Jill's brand new offer, Mini Course Mastery! https://jillfitfree.com/mini-course-waitlist/   Get on the waitlist for FBA: https://jillfitfree.com/fba-waitlist/     Jill is a fitness professional and business coach who effectively made the transition from training clients in person and having no time to build anything else to training clients online and actually being more successful. Today, Jill helps other coaches to do the same.   Connect with me! Instagram: @jillfit | @fitbizu Facebook: @jillfit Website: jillfit.com

In this episode of the Tim Ahlman Podcast, Tim sits down with Jordan Boessling to unpack the power—and potential danger—of leadership assessments like StrengthsFinder, Enneagram, Myers-Briggs, and Working Genius.They explore how tools designed to help leaders grow can sometimes lead to overthinking, comparison, and misplaced identity. But when used properly, these assessments can unlock deeper self-awareness, stronger teams, and more effective ministry.This conversation dives into emotional intelligence, adaptive leadership, and the tension between knowing yourself and finding your identity in Christ. If you've ever taken a personality test—or questioned whether you should—this episode will challenge and sharpen your perspective.Ultimately, it's not just about knowing yourself… it's about knowing who you are in Jesus.Support the showWatch Us On Youtube! 

Tara, Caroline, and Allison welcome longtime friend and entrepreneur Lacy Garcia, who discusses her unexpected path from education and marketing to becoming a financial advisor, primary breadwinner, and then a divorced single mom who built Trust Willow to center women in financial planning. Garcia explains that many smart, successful women don't know basic household financial details like mortgage costs, bank balances, or even their spouse's income, and argues the shame around money needs to end. Trust Willow offers a free concierge matching service that vets and trains advisors (including CFPs and divorce financial analysts) and also matches for personality fit using factors like Myers-Briggs, hobbies, birth order, and astrological sign. She shares practical tips: know what your life costs, ensure access to your own money, and audit credit card subscriptions to stop wasting cash. Visit https://www.trustwillow.com/ Email Lacy at lacy@trustwillow.com Topics 00:34 Meet Guest Lacy Garcia 02:27 Lacey's Career Pivot 04:21 Why Women Feel Unprepared 05:27 What Willow Actually Does 06:49 Women Supporting Women 08:08 Women's Wealth Trends 09:44 No Shame Money Questions 11:09 How Trust Willow Works 11:59 Free Matching and Vetting 13:21 Three Money Tips Today 15:31 Tease Beauty Routine Next

Personality tests are often treated as truth markers. Myers-Briggs. Enneagram. Labels meant to explain who someone is and how they move through the world. And yet, for many people on a spiritual path, these systems begin to feel incomplete or even inaccurate over time. As survival patterns unwind, ego identities soften, and old coping strategies dissolve, the personality that once felt defining may no longer exist in the same way. What remains underneath is not a fixed type, but something far more fluid, spacious, and alive. This episode invites compassion for the personalities that once protected you, while opening space for what is ready to emerge next. Beneath every label lives something deeper than personality. Something infinite. Something untouched by tests. I'm with you on your journey… Xoxo, Sarah   Helpful Links:   Join us in THE JOURNEY Our mentorship portal https://sarahnoble.com/journey/   Subscribe to our Substack for exclusive teachings and content.  https://snoble.substack.com/   The Devotion Codes is a FREE transmission that guides you out of the cycle of self-discipline and self-control, and into the loving embrace of self-devotion. Listen here! https://schoolforthesoul.learnworlds.com/course/the-devotion-codes-free   Take the quiz! Discover The Intuitive Language of your Soul  https://sarahnoble.com/quiz-landing-page/   Follow us on youtube  https://www.youtube.com/@sarahnoble-awakened   Dive into our Intuitive Development Courses at School for the Soul  https://schoolforthesoul.learnworlds.com/pages/home   Meditate with me on the Insight Timer App https://insig.ht/7pToN8LxVmb?utm_source=copy_link   Want to be a guest on the podcast? Apply here!  https://docs.google.com/forms/d/e/1FAIpQLSf2iitYw5Fkf8k8r878kImR6svk8YeytB_N4fr0lv2tA3Znyg/viewform PODCAST EDITOR: Angelina Gurrola  https://theintentionaledit.com/   PODCAST ART: Vanessa  Guerrero  https://www.elevationdesignstudio.co/ Want to Find Out More about Sarah?   WRITER • MYSTIC • CREATIVE • SPIRITUAL MENTOR Throughout my life I have been guided by the warrioress archetype, an independent female spirit whose primary purpose is to achieve freedom and sovereignty of her life. This was not always a conscious endeavor for me, yet she pulled at my heart and led me on adventures far and wide and wild. She has taught me to live by spirals and wheels and cycles. To live each day as a ritual, knowing that I am the source of my life. Everything comes FROM me and that my obstacles are actually the path to living an even greater and wilder existence. She has shown me that true LEADERS rally for and with life, not against it. So, now I live in devotion to a higher standard of LIFE for us all.   You can find more resources at the links below…   Website: http://www.SarahNoble.com/ Instagram: https://www.instagram.com/awakened.embodied.empowered/ Facebook: https://www.facebook.com/awakened.embodied.empowered Substack: https://snoble.substack.com/ Email: Hello@SarahNoble.com

Most people think of personality type as a fun way to understand themselves. What they don't realize is that your cognitive functions also predict a lot about which friendships will feel effortless and which ones will require more work. In this episode I share what I've noticed about making friends as an adult through the lens of Myers-Briggs cognitive functions, including what happens when types are just one letter apart, why the perceiving functions shape what you want to talk about, and why none of this shows up on a standard personality test. This is part two of a two-part series. You don't need to listen to part one first, but it's worth going back to. Let's connect! To suggest a podcast topic, send email to hello@signaturestylesystems.com. Want to learn more about how to discover your Style DNA? Start with The Congruence Code! Check out the FREE video masterclass: The Myers-Briggs Key to Signature Style.

“Breaking the Glass Ceiling: Julia Carreon’s Fight Against Corporate Gaslighting” In this episode, Frazer Rice sits down with Julia Carreon to explore her recent high-profile litigation against a major financial institution and her powerful insights on women in leadership, corporate culture, and overcoming systemic barriers. YOUTUBE https://youtu.be/e05k7SVQ2xI We discuss: Julia's experience with workplace gaslighting and her litigation journey with Wells Fargo The importance of transparency, accountability, and protecting yourself in corporate environments How societal and corporate cultures disadvantage women, especially around motherhood and leadership The themes and motivations behind Julia's book, Walking on Broken Glass Practical strategies women can use to build political capital and safeguard their careers The significance of external networks and understanding your personal strengths The evolving landscape of equity, ownership, and governance in corporations How to proactively prepare for and respond to systemic workplace challenges SPOTIFY https://open.spotify.com/episode/5c546gs6Qctx4bGOvalgXj?si=1dDyJxnwSyu4tnhXxpzVxg Timestamps: 00:00 – Introduction: Julia's litigation and book overview 02:03 – Gaslighting in corporate culture and early experiences 04:14 – Dealing with systemic backstage politics and fighting for justice 05:10 – Motivations for writing Walking on Broken Glass 08:08 – Diagnosing workplace culture and gender dynamics 09:33 – The weaponized HR department and accountability 11:38 – Protecting yourself: cultural awareness and bias 13:12 – Demographics, gender disparities, and moving forward 15:12 – Institutional misogyny and societal shifts 16:05 – Motherhood, work-life balance, and corporate support 18:28 – Questions of corporate culture change post-COVID 22:21 – The fear factor and change in workplace loyalty 27:12 – Tactical career strategies and building political capital 28:15 – Always Be Executing (ABE) and tracking success 30:53 – The ownership mentality and equity's role in career resilience 34:45 – Building internal and external networks for support 36:49 – Understanding personal aptitudes through testing and reflection 40:12 – Leveraging political capital and seizing opportunities 43:31 – How to follow Julia and stay updated on her journey Transcript Frazer Rice (00:01.004)Welcome aboard, Julia. Julia (00:03.32)Thanks for having me. Frazer Rice (00:04.652)Well, as I said in the opening, the concept of gaslighting in the boardroom is something that certainly isn’t new, but it doesn’t make it any more comfortable for the people who deal with it on a day-to-day basis or as part of their career. And you’re in the midst of litigation right now with a major financial services company. Maybe talk a little bit about what’s going on there. Julia (00:24.801)Yeah, so I am in a high profile lawsuit with my former employer. I would say this is not a path that anyone chooses on purpose. In my particular case, Frazer, I spent 20 years at Wells Fargo, 15 of which were pretty spectacular. I have come to realize almost maybe fairy tale like in terms of my experience. I want to talk about some of the things later on that made it a fairy tale. So yeah, I wouldn’t have chosen this. I did not see the culture at my former employer coming for me. I was blindsided by it and it got ugly quickly. One of the things that I think I am doing here. Or at least trying to do is not be shy about it. Not hide from it. Try to show women a different way for how to deal with these situations. Because I have very strong feelings about the fact. With the rollback of DEI and the current administration’s point of view on women, that we’re going backwards. If women don’t start fighting for ourselves in a more public way and without fear, then I don’t know where we’re going to be in the next five to 10 years. I am soldiering on and it’s not easy to your point. But it is what it is and it’s a fight that I believe is worthy. Frazer Rice (02:03.608)So it’s a daunting task taking on a big bank. Big financial services firm, whether it’s in this situation or frankly any. It’s just these well-resourced big behemoths. What has been the experience been like so far? As far as gathering information? Of getting the walls built that you need to in order to live your life while you go through this conflict with this bank? Julia (02:29.822)It’s hat that is the million dollar question. Right? I will say that in my case i got really fortunate and came across a quote. It’s going to sound really strange. But i came across a quote that said fear is fake and danger is real but fear is fake. I believe that the patriarchy wants women to be afraid. So it tells us these bad things are going to happen if you take on a big firm like this. It is grueling. The days are long sometimes. But once I internalize the reality that it is all fake in terms of all of the bad things that you think could happen really can’t happen. Worst case scenario, there’s nothing Like I’m not going to die. They’re not going to, you know, take away my family. Like all of these things, right? We tell ourselves that it could get really nasty. And in my case, I have to stay really grounded in the fact that what I’m doing is worthy. We tried my lawyer and I tried for 14 months to come to a different answer. And so in a way, not just telling myself fear is fake. But in another way, I kind of feel like it’s my destiny. Because, I just want to say this real quick, I had 20 years at a place that was not toxic. And so I know what good looks like, and this is not good. So in that way, I really feel like it’s my destiny. And so that’s what you do, and you have to have a good support network. I have a great husband, so that really helps. Frazer Rice (04:14.21)The, as I’ve told people, sometimes doing the right thing or going after something that upholds justice. It can be expensive and hard. I give you kudos for standing up. Not only for yourself, but others who are going through a difficult situation. Where you’ve had a significant wrong done to you. You’ve written a book about this experience as well. We can take some time to think, to talk about what the book tries to do. First of all, writing one in tandem with the process here, I think is a bit unusual. Some people do it after the fact. To go through a catharsis after going through a difficult process. Talk about first the why of the book.thhen we’ll talk a little bit about what you talk about in it. Julia (05:17.241)The book is called Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling.” It was co-written with a fabulous woman named Shannon Nutter. I hope people follow on LinkedIn. The book is not squarely about what happened to me the book came together. With Shannon and I meeting on LinkedIn. Then discovering that we had a lot of the same shared experiences as we are Gen X. in hindsight. Our generation has had the opportunity to have the most benefit of the Gloria Steinem Women’s Movement. Think about the fact that we got the advantage of the birth control and all of the DEI efforts that have been in the last 15, 20 years. And we really felt like there was still a long way to go. Then all of that is starting to go backwards. So last year when we met or the year before, we’re like, my God, the idea that we got the best of the best is shocking to us. And so what are we going to do about it? We really wanted the book to speak to women of all ages in their career. But it was written from a lens of two then 53 year old women who had seen a lot. We wanted to give the book as a love letter or a gift to our 35 year old self. To say, this is what we should have or wish we had known 20 years ago. Because we would have done things differently if we had really faced kind of what the challenges were that women are facing at work. In a real way right not in a way that sugarcoats it or pretends to throw it under the rug. And or always makes it the woman’s fault like the woman always has to be changing and evolving in order to adapt to the systems and i you know it’s exhausting right so the book was written for that reason and it does tap into a lot of the things that we both experienced. Julia (07:35.17)But it isn’t a kind of a personal journal of what happened to me with my former employer. Frazer Rice (07:39.82)Right, one of the things that I found useful about the book is you divided it into three sections. I think it brings us sort of clarity into what you’re trying to achieve here. The first one is just diagnosing the situation that you’re in. Maybe talk a little bit about that. Part one the understanding of your surroundings. What’s happening around you. The conditions that women are facing as they embark on these big situations in the workplace. Julia (08:08.982)Yeah. So the first part of the book does give a primer on kind of the history of feminism and how did we get here and what are some of the big open questions that are still left to answer. We also want to set the stage that makes it very clear that women are accountable for our actions in the workplace. Like this is not in any way a book that seeks to make someone who’s failing feel good about the fact that they’re failing, right? Shannon and I both reached really high levels of corporate success at major global firm. There is a lot of work to do. So we really try to dimension how, what are some effective ways for you to approach that work? What are some of the pitfalls and how are some of the ways that you can handle that? In a way that’s kind of clear-eyed, but never about putting the blame or the onus on the company. And if you don’t mind, I want to say something about that because it relates to my lawsuit. One of the things that I’ve heard criticisms about is that people on social media often I saw when I kind of scanned the landscape of it recently are, this woman is naive. She thinks. HR is her friend because one of the things that I have sued my former employer for is a weaponized HR department and I want to get very clear. mean, Frazer, you don’t manage hundreds of people in 13 states like I did for a very long time successfully innovating, having great client experience team scores and having great employee team scores, right? If you believe HR is your friend. So that’s not what i’m trying to say what i’m trying to say in my lawsuit is. HR shouldn’t be picking off people for political reasons either. We are saying all the way along there is shared accountability between the employer and the employee. That’s really important. I think that you know one of the backlash is going too far field here. Julia (10:27.401)We went so far politically correct on some things that some employees do show up to work and think that they just need things handed to them. And I do think that that was part of the backlash, right? So I just am always striving for balance. I think we should all be always striving for balance. Frazer Rice (10:45.13)One of the concepts too, I think in the book that I sort of grabbed onto and enjoyed was the idea of taking steps to protect yourself. You’re dealing with a lot of different asymmetries when you work for a big company. You’re dealing with information asymmetry, you’re dealing with political asymmetry, you’re dealing with resource asymmetry. Sometimes you’re even dealing with just… Accountability asymmetry in terms of, you some people get free passes at other times people are judged on things or unfairly judged on different criteria that just don’t make a lot of sense. If we step back for a second and for people who are trying to understand, I’ll put it in quotes, how the world works and how to how to be aware of one’s and to protect yourself, what would be the first couple of things that you would tell people to think about on that back? Julia (11:38.471)The number one thing is I would be very aware of the kind of culture that you’re operating in. And it’s very easy to take for granted what a culture really is, what your own personal bias and history is, and then how is it that you are fitting. into that culture with your own shared history. So I love to be candid, right? And provocative about my own situation. If I could do something different, I would be very aware of what my biases were going into Citi with 20 years of being at a place where It was a really fair game, but probably because I had a lot of political capital and I grew up there. So I understood it. But I went into that place thinking that I was a fancy managing director, that obviously I was hired to be a change maker. I can do a lot of great things. And I was, you know, doing my thing, not realizing that I was swimming in a different lake and that lake was filled. with a lot of different kinds of wildlife that I was unprepared for. So, I mean, that’s really important. Frazer Rice (13:12.398)As we talk a little bit about some sort of bullet questions as far as how your experience has gone, the demographics of the workplace are different and changing. On one hand, college graduates are now majority women or higher in just about every college situation. Yet institutions like the CFP, the women make up… Believe the number is somewhere in the 24 % range. So you have this weird dichotomy of more women entering the workplace, but not in the numbers necessarily that would indicate that they are in places to make as much change as they would like. They are still in the vast minority in terms of boards of directors and executive positions at almost every Fortune 500 company that I can think of. As we chart a path forward where, let’s call it merit. Julia (13:58.813)Mm-hmm. Frazer Rice (14:04.494)presides over sort of misogyny and I guess I would call it sort of political gamesmanship. How do you think about that in terms of advice for people entering the workforce? Julia (14:16.461)Yeah, look, so nobody gets to say that women aren’t in the pipeline, right? I mean, that just, doesn’t hold up, especially at the more junior levels, right, of entering the workforce after college. What starts to happen is that it starts to go downhill as you get higher and higher up into hierarchy. And I believe that there is a mismatch between women who want to work and do the right thing. And we’re going to talk about this. Then what does it mean to also then become a mother and give birth and have to manage all of that? And then coming up against institutional misogyny. Obviously my perspective in the last 18 months has changed about the degree to which institutional misogyny exists. Because I had a fairy tale experience before I was able to be willfully blind about the realities. so a really direct way of answering your question is that our book is seeking to hit women in the face with the realities of this because I don’t think we’re gonna change it overnight, right? And it is so entrenched, it’s getting worse and it will get worse. Before it gets better, but I do believe that it will get better eventually because the old system that’s, know, aging out, baby boomers are aging out. Like I think that there’s going to be cracks in that. And then there would be a tsunami of change. But right now the old guard is hanging on and, we are going backwards. And so we just have to be realistic about what it requires to go forward. And we talk about what that is. Frazer Rice (16:05.58)One of the things, right, and so let’s touch back on the motherhood issue, is, that is biology. And so women who go that route and have kids. Which is frankly one of the big precepts in society. Unfortunately. n some ways takes you out of the normal trajectory of a corporate path, just from a time perspective. Certainly, the balance of work that happens at the household level. Where that ends up alling usually, creates a stress that is not well understood or received at the corporate level. What are your thoughts on that front? As far as charting a path that recognizes that reality and at the same time doesn’t put upon going the other direction necessarily in terms of favoring one outcome or the other. Julia (17:02.019)I know a lot of women who did not have children because they felt like that it would, it would harm their career. And, um, certainly it’s a personal issue and there’s no judgment from me. I don’t think I would have had children if I hadn’t met my husband. He was willing to do 50 % of the workload and he has, and, always has probably does maybe more than 50. It is a very deeply personal issue. What I have strong feelings about the fact that companies who lean in to, don’t expect the woman to lean in, but the company leans in to supporting pregnant women, have higher loyalty scores. They have better team member satisfaction. They get a lot from those women that they have supported. This is a crazy story, Frazer. I was pregnant and or just coming back from maternity leave all three times I got major promotions at Wells. I mean, think about that. And I now, because I lived my life kind of in a vacuum for a long time, I didn’t realize that this wasn’t happening to other people, right? So look at me now. I am 25 years from when I got hired, still saying that Wells is a great company. because of my own personal experience. And they got a lot out of me, but I gave a lot back. So to me, supporting women who are pregnant doesn’t have to be a zero sum game. Yet somehow that is the narrative. And I would love to ask you why that is. Like, I mean, what has happened to corporate culture that this is such a pervasive issue when If you were to scan a lot of my Gen X friends, we did not have the same experience. Frazer Rice (19:04.147)I mean, from my perspective, I don’t know. I think that I blame some of this a little bit on the COVID blip in the sense that managers of all types just have no idea where to go as far as how to treat people fairly, either from a work from home experience or how that reconciles with… women in particular who are having careers and families in addition to what’s going on with other folks like the men in the world. My short answer is I don’t know. The longer answer is that I think between the shorter news cycle, social media, work from home, there are a lot of different change agents out there that have taken the focus off of. maybe the issues that worth talking about right now. And as a managerial class, especially as millennials are taking up the mantle on that front, they’re either forgetting about this particular issue and understanding the importance that it has, or they are just so overwhelmed by change at this point and self-preservation that it’s just an area where they’re triaging the different issues that they can deal with. Julia (20:22.492)Do you do you at all think that it is a problem of losing common sense and like letting rigid ideology take over from common sense. I certainly was benefited from working from home for most of my career, right? So it’s fascinating. Frazer Rice (20:46.061)Common sense isn’t common. And depending on the institution that you’re dealing with, work from home is either an excellent tool or a cover to hide under if you’re a mediocre performer. If you’re a manager out of sight, out of mind is a difficult place to be. I think that we’re I think everyone is reconciling to the relative absence of work and sort of acclimating to Zoom phone calls and things like that. And that gets you then away from taking care of the real issues, which is to make sure that the company’s doing right, the employees are doing right by the company, and at the same time that people are being treated fairly, because I think when people are so disparate, it just becomes a real management challenge. What we’re talking about as far as making sure that women are treated fairly in the workplace, Combine that with, I would say, message confusion that occurs in social media, where some loud voices may not be the right voices to be taking up this mantle, versus some of the quieter, stable people who are really the exemplars that we’d really like to point to. Sometimes that gets mixed. And I think the brew, if you stir it together, I think is created. Maybe if we think that there was progress since the 70s on through the 80s, 90s, 2000s for fairness and women progressing within the corporate ladder nicely, I think this the COVID blip has been a bit of a toe stub on that front. That’s an opinion, extremely uninformed, but more of an observation. Julia (22:35.713)No, no, but well, listen, I just I love it because I do want to unpack it just a little bit. It’s what’s fascinating to me is that I negotiated 15 years before covid to work remote and then my boss knowing that I had to be on the road three to four weeks a month regardless was like, I’d rather you be happy where you live because you’re to be on the road regardless. So I got to work from home and then during COVID when they tried to bring everybody back, they’re like, well, you can’t be the only exception. And I’m like, okay, I have been an exception for 15 years. So that’s where I go back to, know, where is this right balance? did, I mean, COVID is as good a reason as any that it’s things are upside down. I mean, really it’s a great theory. Frazer Rice (23:22.671)Well, it also bespeaks different corporations have different cultures and certainly some people are worried about other things than others. Muriel Siebert, who I think is an amazing example of someone who took a look at Wall Street and said, look, I refuse to be held back by anything here. She started her own company and to call it a company is to not give it the respect it’s due. She’s a major absolute force in Wall Street and one of the real legends. To me, entrepreneurism is one way through this. to create the company that you want to work in is, in some ways, to me, one of the solutions for people who are having difficulty in a corporate environment that they’re in right now. Whether they’re able to be the change agent within, which is often hard at a big, you know, bulky company that turns with the agility of a battleship as opposed to being nimble in doing things or going out and starting on their own, which involves its own risks. That to me is one of the solutions. But again, not without risk, not easy by any stretch. Where did that fit into your mindset as you were thinking about this? Julia (24:37.16)Well, so, so she is an icon, not just because of what she was able to accomplish, but she also did it, I think, without a college degree. And she did it. And this is important. She did it fearlessly. And what I would love to go back in time and have a conversation with her about where did she tap into that fearlessness? And you will start to see. Frazer Rice (24:48.665)Mm-hmm. Julia (25:06.77)On my own social media, am trying to tap into that whole mindset of women need to lose fear. I’ve already talked about it, but here’s what’s important to know, right? By 2030 in the US alone, women will control $34 trillion of investable assets. I believe that that is when you start seeing the game change. Look at how Mackenzie Scott is giving without glory. I posted that in a remark that’s gone semi-viral on LinkedIn. Like she is giving without glory. She wants to give, she wants to be anonymous almost about it, and she’s giving without handcuffs. And what is she giving to? She’s giving to communities, she’s giving to schools, she’s giving to healthcare. I mean, it gives me goosebumps every single time. And so I feel like women When we start to control more, we’ll start giving in, Alice Walton is the same way, giving in a different way to change society in a more meaningful way at scale. And Muriel was a pioneer in that regard. And she is someone I think we need the next generation to know about. because she was so fearless and it’s an inspiration. But you and i both know that all kinds of things that women have accomplished are never spoken about in the same way that they are about man and about men. I do think that that’s one of the great things about some of we can go into social media some of the social media change that we see happening with alpha female and all of these great accounts that are just starting to say, know what ladies, we don’t have to buy into the patriarchy. We can do it our own way. And so I think we will finally see change, but I wanna be very clear, Frazer, it’s going to get worse before it gets better. Frazer Rice (27:12.195)Got it. So for people who are in a corporate structure, corporate environment, aren’t ready to make the leap to starting their own business, which is obviously a difficult decision, but when you’re in there, what are the things tactically that one can do to prepare, not only prepare themselves, but protect themselves against these forces that are out there? One of the thoughts I had is making sure that in the job description that you’re able to point to numerical or formulaic successes so that if a narrative is being built against you, you can point to dollars created or jobs saved or metrics that in the boardroom. Not only just qualitative successes, but also quantitative ones that makes it difficult for people to ignore you from a pure dollar perspective. Things like that, what pops up in your mind? That you would tell people to think about in terms of art directing their career. Julia (28:15.023)Yeah, well, the number one thing that I always say, and I’m kind of, it’s kind of a legend for it. So it’s ABE and it stands for Always Be Executing. And when I look back and see how successful I was in a corporate setting, of course, in my case, it was that I had a great boss and a great mentor and sponsor in him. But actually, I was always focused on executing and doing it in a way that is collaborative so that you don’t have the knives coming for you from every direction. think a lot of people who the more successful that you get in your career, you think, I’m fabulous because I’m fabulous. No. You need a mindset of I’m fabulous because I am creating a team around me, no matter who I am, even if I’m not the boss, to protect each other and help each other and lift each other up. if you are always executing and you hit on it, right, as a woman, you should always be keeping track of your metrics in a way that is tangible and defensible. But you also should never take for granted the fact that no matter how senior you are, you need to be getting something done. And I do think that it is a big mistake for people to get high on their own supply and forget that. And then, and then the sharks will come for you. So always do something. And this is just a final thing, cause I have lots of people that I mentor. They’re like, just name one thing. I’m going to give you one thing. Send meeting notes. If you go to a meeting, and everybody’s on a call, 15 people are on a call. If you’re the one who sends meeting notes and this is a hot button, right? For women, they’re like, well, I’m not the secretary. I don’t wanna take me. You know what? Put your ego, park it in a parking lot and send meeting notes. You would be shocked how much goodwill and how effective you’re perceived when those notes, like say a project is going downhill and somebody goes, but. Julia (30:30.157)Such and so committed to this and you’re like, those meeting notes were written by Julia Carrion. Nobody has to do that. But corporations get unwieldy. lot of churn happens. A lot of stuff doesn’t get done in a day. If you can demonstrate that you are someone who is acting in good faith and doing small things to keep the needle moving, somebody in senior management is going to notice that, I promise. Frazer Rice (30:53.763)The other thing I sort of, and this doesn’t just go for women, this is for people generally, is the ownership mentality and the move toward equity, and by equity I mean stock equity, where the mindset to me shifts when you move from sort of salary and bonus to equity in the firm. And that subtle shift suddenly puts you in a different position in terms of sitting at the same table as someone who is, let’s call it quote unquote, making the decisions. When you’re there and your ownership of the firm, however small it is, is rendered unimportant. First of all, that tells you to go. Second of all, I just feel like the people who exist on that plane bring up different things and then are thought of differently. Does that track with your experience? Julia (31:48.819)It does, but I think that this goes to kind of how is the corporate world changing and then how does that impact employees? So, and where I’m going with this is when I was at Wells, my compensation was a third, a third, a third. So it was a third cash, a third cash bonus and a third in stock. Do you want to know what’s going on? And I don’t know if you know what’s happened on Wall Street. Every single major bank is moving to you only get a quarter in equity and the rest of it is cash. So I think that the onus to here is on corporations to be thinking about how they’re treating employees. And to your point, what, what does that mean when you show up and how vested are you in the option? Just real quick, I want to give a shout out to Maureen Clough. I don’t know if you follow her, she just yesterday did an amazing six minute post on why companies are losing loyalty from employees. so like, again, this goes back to is everybody backsliding right now because these corporations have to realize that in order to keep good talent, you want them to have a stake in the game, but that’s winnowing, I think. Frazer Rice (33:11.819)I know. I agree. Frankly you know to me at the larger institutions that aren’t willing to sort of play ball as far as involving people in the ownership that’s a signal and when it’s a signal then you know if you’re good at your job and you bring things to bear you know there are other there are other places out there. I think those places that value you want you around and they want you to be able to participate and how the broader governance of the company works. It’s a lot like how Goldman Sachs was back when it was in the partnership days. Everyone who was a partner there understood how everything else was working and ultimately that meant that, I don’t know, I feel like Goldman still does well now, but it’s a different climate, different firm where you’re completely involved in everything else and therefore the information is out there and… it’s something that you’re not blindsided as much by what’s happening in other divisions within your firm. Julia (34:15.472)Yeah, totally agree. Frazer Rice (34:16.911)One other thought that as we were sort of squiring through this was the idea that it’s important to have information sources or networks both within your company that are outside of your reporting line, but also information networks and support outside your company. I call it sort of the kitchen cabinet of people who are similarly situated or in different spots so that you have context into which to sort of find out what your what you’re up against both inside the company and outside of it. Is that something that makes sense to you or is it something that was lacking in your current situation? How did you think about that? Julia (34:57.906)Hmm. I love that because in 2017, I took stock of the fact that I had become too comfortable in my lane and I was seeing that my influence at Wells was waning for whatever reason. And so I started blogging on LinkedIn in 2017. Because of a conversation with a Harvard sociologist that I write a lot about. Fscinating guy who predicted the current turmoil 10 years, almost 10 years ago. And so I started networking outside and I could not agree with you more that you need to be building your networks, not just inside. That goes without saying, right? Like I had a great career partly because I was a boss at gaining political capital at Wells all the time, right? Giving goodwill and getting it back but outside is critical. during our book, what we found out is, that women are more likely to put that aside. Because we feel like we’ve got too many other things going on, work, know, kids, all of the pressures, trying not to, you know, have a nervous breakdown on any given day, trying to stay fit, dealing with menopause. Which of course is a whole other thing that is a whole other bag of tricks. And so we don’t do it as much and it hurts us. So I absolutely think being deliberate about an external network is essential. When women ask me how to do that, I say to commit to a certain number of hours, half an hour to two hour, whatever you can give a week to doing it deliberately. I wish I had done that earlier in my career for sure. So it’s great advice. Frazer Rice (36:49.865)Along that line, I’m a big believer in being aware of your surroundings. In a sense aware of yourself and what your skills. Things that you’re annoyed are at are and what you’re good at and what you’re not good at. Did you take any tests or anything to understand what your aptitudes were or what you were interested in or more importantly not interested in or how you interact with other people personality wise and Is that something that resonates with you? sort of am a big sports fan. Dan Quinn, who’s the Washington commander coach. He got fired from the Falcons. He did a real deep soul searching and went in and got tested on a whole bunch of different things and where he came up short, where he was really good. And that allowed him to get hired again and to have at least some initial success with the team and hopefully going forward from my rooting perspective. But where does that fit into your analysis for people? Julia (37:50.351)Did somebody set that question up? That’s what I want to know. I am a huge believer in strength finders. Some people take discs, some do Myers-Briggs. The reason I asked if it was a setup is because strength finders saved my life. I was deemed top talent when I was like 34 years old at Wells and they gave me a career coach who by the way was Sarah Grady is her name. and she was Dick Kvasevich’s legend on Wall Street. She was his leadership coach and she gave me strength finders and I very quickly was very clear my top five strengths and then my bottom five strengths are not a surprise. Like I am zero. I’m like negative zero at woo. I was like, it won’t even shock you for a minute. Yes i do think that those kinds of valuations are critical and in fact i’m gonna talk to my twenty year old son about taking one i think you’ll end up taking disk but. One thousand percent if you if you do not know what you’re good at and why then try to find out because it can save your life i mean the awareness and the learnings that i got about myself. From taking one test have stayed with me for 25 years. And I’m gonna be really blunt here. I forgot those lessons when I stepped into a new culture and it was painful. So I think you have to also be disciplined about… Take it again, remind yourself, reread whatever book helps you stay grounded in who you are and how you’re showing up. And get some friends to give you feedback. Frazer Rice (39:44.111)Well, mean, people get better or change or worse at certain things. And so you’re not the same person you were 20 years ago. And, you know, it merits revisiting every once in a while. As we wind down here, unfortunately, we probably could go on for about three hours, which I wish we could do. But one of the things that I think is interesting, too, you talked about political capital and building it up, is that I think one piece of advice that I tend to give to people who are starting out and might be useful in the situation that we’re describing here is that when you have political capital, you’ve got to be willing to spend it occasionally. Careers, in my experience, take quantum leaps in that you’ll be going around for a while and then something good will happen and then you’ve got to kind of take advantage of the advantage while you have the advantage of having the advantage and moving up and then reestablishing the plane. And it’s a little bit like a ratchet where when the wrench turns, it doesn’t turn backward. You can kind of continue to elevate on that point. Is that something that you saw where, you know, as you were making the moves up the ladder that didn’t happen at the last situation that maybe might’ve been something that could’ve turned out differently? Julia (41:01.791)Yes, and I think that being more aware of my surroundings would have helped. I don’t think it would have changed the outcome in the other example. But the political capital that I was able to gain is that I got promoted every single time Wells did a major merger when people were panicking about their jobs. Frazer Rice (41:08.623)Mm-hmm. Julia (41:31.061)And one of the things that I did that you and I could probably discuss for two days is I gave up control of trying to manage the outcome. In other words, I went to senior management with two major mergers and I said, you know what? I don’t care what I do for the time that the companies are trying to come together. You give me something hard to do and ugly and I will get it done the right way. And then you decide whether I get rewarded or not. And when I crushed both of those tasks, I got major promotions. So I think it, I think a lot of people think, I’m going, I had a, had an employee who told me I should just get promoted because I’m sitting here and I’ve been sitting here for two years. mean, it really, life just really doesn’t work that way. In my experience, you got to work your ass off for it. And, and you have to put your ego aside and you have to hope that the universe is gonna pay you back. And I believe that because the universe always has. I believe that even now with my current situation, like everything that has brought me here has made me a spokesperson for like a better way because of what happened to me, right? I had 20 years of goodness and then I had something really hard happen. And I’m trying to make lemonade out of a very difficult situation because it is the only way, the only way out is through. So I just have to keep going through and I love the idea of yes, you’ve got to spend your political capital. can’t, know, George Bush said that you can’t just collect it. What are you collecting it for? If you’re not going to spend it. Frazer Rice (43:17.817)Exactly. Okay, we have to disembark here, unfortunately. How should people keep track of your situation? How do they find the book? And how do people get in touch? Julia (43:31.846)Yep. I have, um, I’m on LinkedIn. I have a website, juliacarrion.com. If you are looking for, I’m doing some consulting on a digital transformation always and org design or whatever. So you can find me there. And then, um, you know, today’s a big day. We are filing today or tomorrow, a response to my lawsuit. So it would probably make the news. Thank you to you for being a great ally to women and having me on. The book is walking on broken glass.com. It’s such a great name. So you can order the book on the website from any of your favorite book resellers. Frazer Rice (44:14.639)Super, well good luck with the legal proceedings. All of your information will have that in the show notes so people can find it easily. I think you’re coming off of a difficult situation. I think you’re gonna turn it into something far more transformative. Even you’re envisioning it right now. So I’m hoping for the best here. Resources & Links: Walking on Broken Glass: Navigating the Aftermath of the Glass Ceiling StrengthsFinder Assessment Julia Carrion on LinkedIn Julia Carrion's Website Connect with Julia: LinkedIn Website Stay tuned for updates on her legal case and ongoing advocacy efforts. Don't miss her insights into transforming adversity into empowerment and systemic change. https://www.amazon.com/Wealth-Actually-Intelligent-Decision-Making-1-ebook/dp/B07FPQJJQT/ Keywords: Gaslighting, Corporate Culture, Women in Leadership, Workplace Equity, Julia Carreon, Wells Fargo, Citi, Legal Battle, Glass Ceiling, Political Capital, StrengthsFinder, Work-Life Balance, Systemic Change, Weaponized HR

In this episode of the Lead Culture Podcast, Jenni Catron sits down with renowned leadership expert and bestselling author Patrick Lencioni to explore his groundbreaking framework, The Six Types of Working Genius.Lencioni—best known for The Five Dysfunctions of a Team and his work on organizational health—shares how the Working Genius model helps leaders and teams understand the kinds of work that energize them and the tasks that drain them. When teams gain a shared language for how people are wired to contribute, collaboration improves, frustration decreases, and culture becomes healthier.Patrick explains the six types of work required in every project—Wonder, Invention, Discernment, Galvanizing, Enablement, and Tenacity—and how each person typically excels in two of these areas. By identifying these strengths, leaders can build more balanced teams, place people in roles where they thrive, and reduce unnecessary guilt and judgment in the workplace.Throughout the conversation, Catron and Lencioni discuss:Why organizational health is more important than strategy aloneHow the Working Genius framework improves team communicationWhy many leaders unintentionally place people in the wrong rolesHow shared language around strengths transforms team culturePractical ways leaders can use the model to hire, develop, and align teamsWhether you're new to the Working Genius assessment or already using leadership tools like DISC, Myers-Briggs, or the Enneagram, this conversation will help you rethink how work gets done—and how understanding your team's natural gifts can unlock greater engagement, productivity, and purpose.If you want to build a healthier culture, lead people more effectively, and help your team do their best work, this episode is a must-listen.Take the assessment here with 20% off. We need your help to get the LeadCulture podcasts in front of more leaders! There are three simple things you can do that truly help us: Review us on Apple podcasts Subscribe - we're available wherever you listen to podcasts. Share - let your friends know about the podcast by sharing your favorite episode on social media!

Can Buzzfeed quizzes, Myers-Briggs Types, and Enneagrams tell us anything valid about who we are? In episode 163 of Overthink, Ellie and David discuss personality. They talk through the Big Five personality test and its legitimacy, the history of the Myers-Briggs Type Indicator test (MBTI), and how the concept of personality emerged out of abnormal psychology. Why did the concept of personality replace using literature to understand the self? How does the concept of personality presuppose a fixed concept of the self? And what is the connection between MBTI and World War II? In the Substack bonus segment, your hosts think about how personality tests might be susceptible to the Barnum effect and their reduction of the self to egos. Works Discussed:Theodor Adorno, The Authoritarian PersonalityMerve Emre, What's Your Type? The Story of the Myers-Briggs, and How Personality Testing Took Over the WorldColin Koopman, How We Became Our Data: A Genealogy of the Informational PersonEnjoy our work? Support Overthink via tax-deductible donation: https://www.givecampus.com/fj0w3vJoin our Substack for ad-free versions of both audio and video episodes, extended episodes, exclusive live chats, and more: https://overthinkpod.substack.com/See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Are you tired of being misunderstood as “too quiet” or struggling with shyness in social situations, even though you know you have valuable ideas to share? In this empowering episode of The Quiet And Strong Podcast, host David Hall unpacks the common confusion between introversion and shyness—and gives you practical strategies to build confidence as an introvert.You'll learn how understanding your unique personality, strengths, and needs can help you overcome shyness. Discover the differences between introversion and shyness, why embracing your natural reflective style is so important, and how tools like the Myers-Briggs and CliftonStrengths assessments can guide your self-awareness journey. David Hall also shares real-life stories, actionable tips for social interactions, and mindsets to help you stop comparing yourself to others and grow your confidence authentically.Tune in for inspiration, practical guidance, and the reassurance that introversion is a strength, not something to “fix.” If you're ready to move from merely surviving social situations to thriving in your own authentic way, this episode is for you—listen in, embrace your introverted power, and be strong.Episode Link: QuietandStrong.com/265Also see David on the 25 Best Shy Podcasts to Listen to in 2026!Send a textSupport the show- - -Contact the Host of the Quiet and Strong Podcast:David Hall Author, Speaker, Educator, Podcaster quietandstrong.comGobio.link/quietandstrongdavid [at] quietandstrong.com NOTE: This post may contain affiliate links. I may earn a commission if you make a purchase, at no extra cost to you. Take the FREE Personality Assessment: Typefinder Personality Assessment Follow David on your favorite social platform:Twitter | Facebook | Instagram | LinkedIn | Youtube Get David's book:Minding Your Time: Time Management, Productivity, and Success, Especially for Introverts Get Quiet & Strong Merchandise

What if the most powerful clinical tool in healthcare wasn't a drug, a device, or a data platform — but a word? In this episode of Experiencing Healthcare, Jamie and Matt have a conversation that starts with Disney World germs and ends with something that will change the way you lead your team tomorrow. They unpack the idea of Intentional Positive Reinforcement — not the hollow "great job" you throw over your shoulder in the hallway, but the kind of deliberate, meaningful recognition that creates a ripple effect all the way to the patient's bedside. Matt shares what a dental hygienist taught him about doing things right, why a pair of clicking heels in a nursing home hallway was actually a leadership strategy, and what happens to a healthcare team that only ever hears what they're doing wrong. This is a conversation for the bedside nurse and the C-suite executive. For the credentialing specialist who never sees a patient and the clinical coordinator who sees dozens. Because in healthcare, everyone plays a role in the patient experience — and the way we lead people determines the care those people deliver. If you've ever wondered whether your words are adding to your team or subtracting from them, this episode is your answer.

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets organisational culture. In the corporate world, we are obsessed with personality. We use DISC, Myers-Briggs, and Enneagrams to "colour-code" our colleagues and predict who will be a great leader. But what if we've been looking at the wrong data? In this episode, we sit down with Juliette Alban-Metcalfe, a Chartered Occupational Psychologist and CEO of Real World Group. Juliette is at the forefront of leadership research, building on the groundbreaking work of her mother, Professor Beverly Alimo-Metcalfe. Juliette argues that personality only explains a tiny fraction of leadership success. Instead, the real "magic sauce" is behaviour—the specific, observable actions that leaders take to engage their teams and foster success. In this episode, we discuss: Personality vs. Behaviour: Why what you do matters infinitely more than who you are according to your personality test results. The "Accidental Manager" Trap: Why founders and technical experts often struggle to transition into leadership and how 360-degree feedback can bridge the gap. Predictive Validity: The science behind why leadership behaviours can predict up to 60% of a team's motivation and fulfilment. Psychological Safety: How to use assessments to build trust and development rather than fear and judgement. Actionable Advice for Leaders: Two simple things every leader can do today to immediately improve team engagement. If you've ever felt like you're "not a natural leader" or if you're an HR professional frustrated with the lack of ROI from personality workshops, this episode is a masterclass in the science of what actually works.

What does it take to grow a team from just two people to over 120 across 17 locations? According to Brian McQuilkin, it isn't just about technical skill—it's about curiosity, self-awareness, and a "servant-first" mindset.In this episode of the Will Power Project, Brian breaks down his roadmap for building high-performing teams. Whether you are a new hire looking to stand out or a leader trying to scale your culture, Brian's "Grandma's Soup" analogy for business processes and his deep dive into personality testing offers a blueprint for long-term success.Key TakeawaysThe Curiosity Quotient (CQ): Why asking "How would you start this?" is the most powerful question a new team member can ask.Servant Leadership is Redundant: Brian explains why you can't truly lead without serving others first.The Personality Toolkit: How using tests like the Enneagram, Myers-Briggs, and Working Genius prevents "passive-aggressive" office cultures.Avoiding Burnout through AMP: The three pillars of Autonomy, Mastery, and Purpose that keep team members engaged and fulfilled.Writing the "Recipe": Why documenting your core values is essential to ensuring your culture doesn't get "diluted" as you grow.Love the insights from our latest episode? We want to hear from you!What topics or guests should we feature next on the Will Power Project? Whether it's a leadership challenge you're facing or a "Rockstar" you think we need to interview, your feedback drives this show.

Allen, Rosemary, and Yolanda discuss Ming Yang’s proposed $1.5 billion factory in Scotland and why the UK government is hesitating. Plus the challenges of reviving wind turbine manufacturing in Australia, how quickly a blade factory can be stood up, and whether advanced manufacturing methods could give Australia a competitive edge in the next generation of wind energy. Sign up now for Uptime Tech News, our weekly newsletter on all things wind technology. This episode is sponsored by Weather Guard Lightning Tech. Learn more about Weather Guard’s StrikeTape Wind Turbine LPS retrofit. Follow the show on YouTube, Linkedin and visit Weather Guard on the web. And subscribe to Rosemary’s “Engineering with Rosie” YouTube channel here. Have a question we can answer on the show? Email us! The Uptime Wind Energy Podcast brought to you by Strike Tape, protecting thousands of wind turbines from lightning damage worldwide. Visit strike tape.com And now your hosts.  Allen Hall: Welcome to the Uptime Wind Energy Podcast. I’m your host Allen Hall, and I’m here with Yolanda Padron and Rosemary Barnes, and we’re all in Australia at the same time. We’re getting ready for Woma 2026, which is going to happen when this release is, will be through the first day. Uh, it’ll, it’s gonna be a big conference and right now. We’re so close to, to selling it out within a couple of people, so it’ll be a great event. So those of you listening to this podcast, hopefully you’re at Wilma 2026 and we’ll see, see you there. Uh, the news for this week, there’s a number of, of big, uh, country versus country situations going on. Uh, the one at the moment is [00:01:00] ING Yang in Scotland, and as we know, uh, Scotland. It has been offered by Ming Yang, uh, to build a factory there. They’re put about one and a half billion pounds into Scotland, uh, that is not going so well. So, so they’re talking about 3000 jobs, 1.5 billion in investment and then. Building, uh, offshore turbines for Britain and the larger Europe, but the UK government is hesitating and they have not approved it yet. And Scotland’s kind of caught in the middle. Ming Yang is supposedly looking elsewhere that they’re tired of waiting and figure they can probably get another factory somewhere in Europe. I don’t think this is gonna end well. Everyone. I think Bing Yang is obviously being pushed by the Chinese, uh, government to, to explore Scotland and try to get into Scotland and the Scottish government and leaders in the Scottish government have been meeting with, uh, [00:02:00] Chinese officials for a year or two. From what I can tell, if this doesn’t end with the factory in Scotland. Is China gonna take it out on the uk? And are they gonna build, is is me gonna be able to build a factory in Europe? Europe at the minute is looking into the Chinese investments into their wind turbine infrastructure in, in terms of basically tax support and, and funding and grants of that, uh, uh, aspect to, to see if China is undercutting prices artificially. Uh, which I think the answer is gonna be. Yes. So where does this go? It seems like a real impasse. At a moment when the UK in particular, and Europe, uh, the greater Europe are talking about more than a hundred gigawatts of offshore wind,  Yolanda Padron: I mean, just with the, the business that you mentioned that’s coming into to the uk, right? Will they have without Min Yang the ability to, to reach their goals?  Allen Hall: So you have the Siemens [00:03:00] factory in hall. They have a Vestus factory in Hollow White on the sort of the bottom of the country. Right. Then Vestus has had a facility there for a long time and the UK just threw about 20 million pounds into reopening the onshore blade portion of that factory ’cause it had been mothballed several months ago. It does seem like maybe there’s an alternative plan within the UK to stand up its own blade manufacturing and turbine manufacturing facilities, uh, to do a lot of things in country. Who I don’t think we know. Is it Siemens? Is it ge? Is it Vestus or is it something completely British? Maybe all the above. Rosemary. You know, being inside of a Blade factory for a long time with lm, it’s pretty hard to stand up a Blade factory quickly. How many years would it take you if you wanted to start today? Before you would actually produce a a hundred meter long offshore blade,  Rosemary Barnes: I reckon you could do it in a year if you had like real, real strong motivation [00:04:00] Allen Hall: really. Rosemary Barnes: I think so. I mean, it’s a big shed and like, it, it would be, most of the delays would be like regulatory and, you know, hiring, getting enough people hired and trained and that sort of thing. But, um, if you had good. Support from the, the government and not too much red tape to deal with. Then, uh, you know, if you’ve got lots of manufacturing capability elsewhere, then you can move people. Like usually when, um, when I worked at LM there were a few new factories opened while I was working there, and I’m sure that they took longer than, than a year in terms of like when it was first thought of. But, um, you know, once the decision was made, I, I actually dunno how long, how long it took. So it is a guess, but it didn’t, it didn’t take. As long as you would think it wasn’t. It wasn’t years and years, that’s for sure. Um, and what they would do is they don’t, you know, hire a whole new workforce and train them up right from the start. And then once they’re ready to go, then they start operating. What they’ll do to start with is they’ve got, you know, like a bunch [00:05:00] of really good people from the global factories, like all around, um, who will go, um, you know, from all roles. And I’m not talking just management at all, like it will include technicians, um, you know, every, every role in the factory, they’ll get people from another factory to go over. And, um, you know, they do some of the work. They’re training up local people so you know, there’s more of a gradual handover. And also so that you know, the best practices, um, get spread from factory to factory and make a good global culture. ’cause obviously like you’ve got the same design everywhere. You want the same quality coming out everywhere. Um, there is, as much as you try and document everything should be documented in work instructions. That should make it, you know, impossible to do things wrong. However, you never quite get to that standard and, um. There is a lot, a lot to be said for just the know-how and the culture of the people doing the um, yeah, doing the work.  Allen Hall: So the infrastructure would take about a year to build, but the people would have to come from the broader Europe then at [00:06:00] least temporarily.  Rosemary Barnes: That, that would be the fastest and safest way to do it. Like if it’s a brand new company that has never made a wind turbine before and someone just got a few, you know, I don’t know, a billion dollars, and um, said, let’s start a wind turbine factory, then I think it’s gonna be a few years and there’s gonna be some learning curve before it starts making blades fast enough. And. With the correct quality. Um, yeah. But if you’re just talking about one more factory from a company that already has half a dozen or a dozen wind turbine blade factories elsewhere in the world, then that’s where I think it can be done fast.  Allen Hall: This, uh, type of situation actually pops up a lot in aerospace, uh, power plants, engines. The jet engines on a lot of aircraft are kind of a combined effort from. Big multinational companies. So if they want to build something in country, they’ll hook up with a GE or a, a Honeywell or somebody who makes Jet engines and they’ll create this division and they’ll [00:07:00] stand this, this, uh, plant up. Maybe it’s gonna be something like that where GB energy is in the middle, uh, providing the funding and some of the resources, but they bring in another company, like a Siemens, like a Vestas, like a GE or a Nordex even to come in and to. Do the operational aspects and maybe some of the training pieces. But, uh, there’s a, there’s a funding arm and a technical arm, and they create a standalone, uh, British company to go manufacture towers to go manufacture in the cells to manufacture blades. Is that where you think this goes?  Rosemary Barnes: It depends also what kind of, um, component you’re talking about. Like if you’re talking about, I, I was talking a specific example of wind turbine blades, which are a mediumly complex thing to make, I would say, um. Yeah. And then if you go on the simpler side, when turbine towers, most countries would have the. Rough expertise needed, um, to, to do that. Nearly all towers at the moment come out of [00:08:00] China, um, or out of Asia. And with China being the, the vast bulk of those. Um, and it’s because they’ve got, aside from having very, very cheap steel, um, they also have just got huge factories that are set up with assembly lines so that, you know, there’s not very much moving of things back and forth. So they have the exact right bit of equipment to do. The exact right kind of, you know, like rolling and welding and they’re not moving tower sections around a lot. That makes it really hard for, um, for other countries to compete. But it’s not because they couldn’t make towers, it’s because they would struggle to make them cheap enough. Um, so yeah, if you set up a factory, you know, say you set up a wind turbine, um, factory in, uh, wind turbine tower factory in Australia, you, you could buy the equipment that you needed for, you know, a few hundred million dollars and, um. You could make it, but unless you have enough orders to keep that factory busy, you know, with the, the volume that you need to keep all of that [00:09:00] modern equipment, uh, operating just absolutely around the clock, your towers are gonna be expensive out of that facility. So that’s kind of the, that it’s cost is the main barrier when it comes to towers  Allen Hall: with Vestus in Mitsubishi recently having a partnership and then ending that partnership. It would seem like Vestus has the most experience in putting large corporations together to work on a, an advanced wind turbine project is they would, it would make sense to me if, if, if Vestus was involved because Vestus also has facilities in the uk. Are they the leading choice you think just because they have that experience with Mitsubishi and they have something in country or you think it’s somebody else? Is it a ge  Rosemary Barnes: My instinct is saying Vestas. Yes,  Allen Hall: me too. Okay.  Rosemary Barnes: Ge. It’s wind turbine Manufacturing seems to be in a bit of a, more of an ebb rather than a flow right now, so I [00:10:00] mean that’s, that’s probably as much as what it’s based on. Um, and then yes, like the location of, of factories, there are already some vest, uh, factories, vest people in the uk so that would make it easier. : Delamination and bottomline failures and blades are difficult problems to detect early. These hidden issues can cost you millions in repairs and lost energy production. C-I-C-N-D-T are specialists to detect these critical flaws before they become expensive burdens. Their non-destructive test technology penetrates deep into blade materials to find voids and cracks. Traditional inspections completely miss. C-I-C-N-D-T Maps. Every critical defect delivers actionable reports and provides support to get your blades back in service. So visit cic ndt.com because catching blade problems early will save you millions.[00:11:00] Allen Hall: Can you build a renewable energy future on someone else’s supply chain? Well, in Australia, the last domestic wind tower manufacturers are down. Last year, after losing a 15 year battle against cheaper imports from China, now the Albanese government wants to try again, launching a consultation to revive local manufacturing. Meanwhile, giant turbines are rising in Western Australia’s. Largest wind farms soon to power 164,000 homes. Uh, the steel towers, blades and the cells, they all arrive on ships. And the question is whether that’s going to change anytime soon. Rosemary?  Rosemary Barnes: Yeah, it’s, uh, it’s a topic I’ve thought about a lot and done a fair bit of work on as well, local manufacturing and whether you should or shouldn’t, the Australian government does try to support local manufacturing in. General, um, and in particular for renewables, but they focused much more on solar and [00:12:00] batteries. Um, with their manufacturing support, Australian government and agencies like a uh, arena, Australian Renewable Energy Agency have not traditionally supported wind like at all. It bothers me because actually Australia is a fantastic place to be developing some of these supporting technologies for wind energy and even the next generation of wind energy. Um, technologies, we, not any manufacturing. There are heaps of, um, things that would make it more suitable Australia, like just actually a really natural place to develop that. The thing about Australian projects is that they are. Big. Right. That makes it really attractive to developers because like in Europe where they’re, you know, still building wind, but you know, an onshore wind farm in Europe is like a couple of turbines here or there, maybe five, like a big wind farm would be 10, 10 turbines over there. Um, in Australia it’s like a hundred, 200 turbines at a time. Um, for onshore also choosing. Really big turbines. Australians, for some reason, Australian developers really like to [00:13:00] choose the latest technologies. And then if we think about some of the, um, you know, like new supporting technologies for existing wind turbines, like, you know, let’s, um, talk about. O and m there’s a whole lot of, um, o and m technologies, and Australia’s a great place for that too because as Australia wind farms spend so much on o and m compared to other countries. So a technology provider that can improve some of those pain points can much quicker get like a positive, um, return on investment in Australia than they would be able to in somewhere like America or, or Europe. So I think it makes sense to develop here  Allen Hall: with the number of wind farms. Rosie, I, I completely agree with you and. When we were talking about the war Dge wind Farm, which is the Western Australian wind farm that’s gonna expand, they’re adding 30 turbines to provide 283 megawatts. That’s like a nine and a half megawatt machine. Those are big turbines. Those are new turbines, right? That’s not something that’s been around for a couple years. They’ve been around for a couple of months in, in terms of the lifespan of, of wind [00:14:00] turbines. So if Australia’s gonna go down the pathway of larger turbines, the, the most advanced turbines. It has to make sense that some of this has, has to be developed in country just because you need to have the knowledge to go repair, modify, improve, adjust, figure out what the next generation is, right? I don’t know how you, this happens.  Rosemary Barnes: We see some examples of that. Right. And I think that Fortescue is the best example of, um, companies that are trying to think forward to what they’re going to need to make their, you know, they’ve got ambitious plans for putting in some big wind farms with. Big wind turbines in really remote locations. So they’ve got a lot of, um, it’s a lot of obvious challenges there. Um, and I know that they’re thinking ahead and working through that. And so, you know, we saw their investment in, um, nbra wind, the Spanish company and in particular their nbra lift. The bit of the tower that attaches to the rotor. It looks [00:15:00] pretty normal. Um, but then they make it taller by, um, slotting in like a lattice framework. Um, and then they jack it up and slot in another one underneath and jack it up and slot in another one underneath. So they don’t need a gigantic crane and they don’t need, um, I mean, it’s still a huge crane, but they don’t, they don’t, it doesn’t need to be as, as big because, you know, the rotor starts, starts off already on there by the time that the tower gets su to its full height. So, um, yeah, it’s a lot. That’s an innovative solution, I think, and it would, I would be very surprised if they weren’t also looking at every other technology that they’re gonna need in these turbines.  Allen Hall: If Australia’s gonna go down the pathway of large turbines on shore, then the manufacturing needs to happen in country. There’s no other way to do it. And you could have manufacturing facilities in Western Australia or Victoria and still get massive turbine blades shipped or trucked either way. To [00:16:00] wherever they needed it to go. In country, it would, it’s not that hard to get around Australia and unlike other countries like, like Germany was a lot of mountains and you had bridges and narrow roads and all that, and it, it’s, it’s much more expansive in Australia where you can move big projects around. And obviously with all the, the mining that happens in Australia, it’s pretty much normal. So I, I just trying to get over the hurdle of where the Albanese government is having an issue of sort of pushing this forward. It seems like it’s a simple thing because the Australian infrastructure is already ready. Someone need to flip the switch and say go.  Rosemary Barnes: I don’t know if I’d say that we’re we’re ready. ’cause Australia doesn’t have a whole lot of manufacturing of anything at the moment. It’s not true that we have no manufacturing. That’s what Australians like to say. We don’t manufacture anything and that’s not true. We do manufacture. We have some pretty good advanced manufacturing. If you just look at the hard economics of wind turbine manufacturing in Australia of solar panel manufacturing, battery manufacturing. Any of that, it is cheaper to just get it from China, not least [00:17:00] because some of the, um, those components are subsidized by the, the Chinese government. If you start saying, okay, we’re gonna have local manufacturing, like, you can either, you can achieve that either by supporting the local manufacturing industry, you know, like giving subsidies to our manufacturing. Or you could, um, make a local content requirement. Um, say things, you know, if you want project approval for this, then it has to have so much local content. You have to do it really carefully because if you get the settings wrong, then you just end up with very, very expensive, um, renewable energy. And at the moment, especially wind is. Expensive, and I think it’s still getting more expensive in Australia. It has been since, basically since the pandemic. If you then said, we’ve gotta also make it in Australia, then you add a bunch more costs and we would just probably not have wind energy then, so, uh, or new, new wind energy. So there needs to be that balance. But I think that like, even though you can say, okay, cheapest is best, it is also not good to rely on. [00:18:00] Exclusively on other countries, and especially not on just one other country to give you all of your energy infrastructure. If it was up to me, I would be much more supporting the next wave of, um, technologies. I would really love to see, you know, a new Australian. Wind turbine blade manufacturing method. Like at some point in the next decade, we’re going to start getting, uh, advanced manufacturing is gonna make it into wind turbine blades. It’s already there in some of the other components.  Allen Hall: Wait, so you just said if we were gonna build a factory in Scotland, it would take about a year. Why would it take 10 years to do it in Australia? Australia’s a nice place to live.  Rosemary Barnes: No, I didn’t say that. It would, it would take teens. I said in, sometime in the next decade around the world, wind turbine blades are basically handmade, right? They, you know, there are some, um, machines that are helping people, but you know, you have a look at a picture of a wind turbine blade factor and there’s, you know, there’s 20 people walking over, walking over a blade, smoothing down glass. And at some point we’re gonna start using advanced manufacturing methods. I [00:19:00] mean, there are really advanced composite manufacturing methods. Um, you know, with, um, individual fiber placement and 3D printing with, um, continuous fibers. And that’s being used for like aerospace components a lot. It’s early days for that technology and there is no barrier to the technologies to being able to put them, you know, like say on a GaN gantry that just, you know, like ran down the length of a whole blade like that, that could be done. If it was economic, that’s the kind of technology that Australia should be supporting before that’s the mainstream, and everybody else has already done it, right? You need to find the next thing, and ideally not just one next thing, but several next things because you’re not gonna, you don’t know ahead of time, um, which is gonna be the winner. Allen Hall: That hasn’t been the tack that China has taken, that the latest technology in batteries is not something that China is producing today. They’re producing a generation prior, but they’re doing it at scale. At some point they, the Chinese just said, we’re stopping here and we’re gonna do this, this kind of [00:20:00] battery, and that’s it. And away we go. If we keep waiting until the next generation of blade techniques come out, I think we’re gonna be waiting forever.  Rosemary Barnes: I don’t think why I think. Do, you know, make the next generation of, of blade bio technologies?  Yolanda Padron: I think it makes sense for someplace like Australia, right? Because we, we’ve talked about the fact that like here, you, you have to consider a lot of factors in operation that you don’t have to consider in other places, especially for blades, right? So if you can eliminate all of those issues, for the most part that are happening in the factory at manufacturing, then that can really help boost. The next operational projects.  Allen Hall: So then what you’re saying is that. There are new technologies, but what stage are they at? Are they TRL two, TRL five, TRL seven. How close is this technology because I’d hate for Australia to miss out on this big opportunity.  Rosemary Barnes: Frown Hoffer has actually just published an article recently, uh, [00:21:00] about some, I can’t remember if it was fiber, um, tape placement or if it was printed, small wind turbine blades. Small wind is a nice, like, it’s a, a nice bite-sized kind of thing that you can master a lot quicker than you can, you know, you can make a thousand small wind turbines and learn a lot more than making 100 meter long blade. That would probably be bad because it’s your first one and you didn’t realize all of the downsides to the new technology yet. Um, so I, I think it is kind of promising, but. In terms of, yeah, like a major, like in terms of let’s say a hundred meter long blade that was made with 3D printing, that would be terra, L one. Like it’s an idea now. Nobody has actually made one or, um, done, done too much. Um, as far as I know. I think you could get, could get to nine over the next year. Like I said, like I think sometime in the next decade will be when that, when that comes.  Allen Hall: Okay. If you, you didn’t get to a nine that quickly. No, it is possible. Yeah. You gotta put some money into it.  Rosemary Barnes: If someone wants to give me, [00:22:00] you know, enough money, then I’ll make it. I’ll make it happen. I’ll, I would, I would absolutely be able to make that happen, but I don’t know when it’s gonna be cheap enough.  Allen Hall: I would just love to see it. If, if, if you’ve got a, if you’ve got a, a factory, you got squirreled away somewhere in the. Inland of Australia that is making blades at quantity or has the technology to do that. I would love to see it because that would be amazing.  Rosemary Barnes: Technologies don’t just fall out of the sky, you know, like they, you, you, you force them into existence. That’s what you, that’s what you do. You know what this comes down to? Have you ever done the, is it Myers-Briggs where you get the, like letters of your personality? You and I are in opposite corners inside some ways.  Allen Hall: That wraps up another episode of the Uptime Wind Energy Podcast. If today’s discussion sparked any questions or ideas, and it surely should, we’d love to hear from you. Reach out to us on LinkedIn, particularly Rosie, so it’s Rosemary Barnes on LinkedIn. Don’t forget to subscribe to who you never miss an episode. And if you found value in today’s conversation, please leave us a review. It really helps other wind [00:23:00] energy professionals discover the show. For Rosie and Yolanda, I am Alan Hall, and we’ll see here next week on the Uptime Wind Energy Podcast.

Explore Your Personality: https://PersonalityHacker.com    Why is finding your Myers-Briggs type so frustrating, even after years of studying it? In this episode, Joel and Antonia break down how biased function descriptions, culture, burnout, and "I relate to everything" thinking can distort self-typing, then clarify the real differences between Harmony (Fe), Accuracy (Ti), Effectiveness (Te), and Authenticity (Fi). If you've ever felt stuck between types or doubted your results, this conversation will help you see what you can't stop doing and finally make your best-fit type click.  

Jason Hull, the founder and CEO of Door Grow, and Sarah Hull, the COO, discuss the professional lessons learned from the departure of a long-term team member. They describe the experience as bittersweet, acknowledging the torn feeling between being happy for a departing employee who has a great new opportunity and not wanting to lose a valuable team member. You'll Learn (00:00) Bittersweet Departure: Empathy in Leadership  (01:03) Maddie's Journey and Role Development at Door Grow  (06:33) Security Through Documented Processes   (11:08) Confidence in the Door Grow Hiring System  (12:44) The "Super System" and Scalability  (15:56) The Value of Structure and Culture Quotables "I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team." "Having processes documented has always given me a sense of security." "The slowest path to growth is to do it alone. So let's grow together." Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Jason Hull (00:02) Hello everybody, I'm Jason Hall. This is Sarah Hall, the founder and CEO and the COO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing, increase profits, simplify operations, and we run the leading property management mastermind in the industry with more video testimonials and reviews than any other coach or consultant in the industry. So let's get into the show. All right. So we got some news this past what week from my daughter. I need to get rid of that. OK. We got some news this past week from my daughter, Maddie, that she is leaving. DoorGrow, she got another job offer. And so my oldest daughter has been working for DoorGrow for five years now. Which is wild. And so I remember she called me up from college and she couldn't find a job there. And she later told me the last thing she wanted was to ask me for a job or to work for me at the time. I guess she was just humbled enough that she had to come to me and ask for a job because she's like nobody was hiring around her campus because it was just a college town. Everybody had taken all the jobs and so she asked if she could do some work for me and ⁓ she started doing some graphic design stuff and she was working on her marketing degree and ⁓ she ended up working for us and she's handled all sorts of things. My social media, DoorGrowth social media. graphic design stuff, video editing, podcast editing, ⁓ lots of stuff. Client support. And then we moved her into client success. And so then she was managing client success on our team, helping to retain clients and make sure they're supported. that's, yeah, so she's had quite the journey of growth here at DoorGrow. And she was really nervous to tell us that she was leaving. She was like very concerned about this. And I told her, it's okay, I just want you to be happy. So excited to see her move on to the next thing that she's gonna do. This is like her first job outside of DoorGrow, as far as I know. And so I'm excited for her. ⁓ So we were just thinking like, what are some lessons that we are getting from this experience? And ⁓ yeah, so we thought we'd talk about a few of those things. The first thing is that moment where you go, I'm losing a team member. And you're kind of torn and you're stuck in between, I'm so happy for them and I want this great opportunity for them and I want what's best for them. And also, man, I didn't want to lose them. That happens a lot. And I would say to anyone out there that has experienced something like that, we had a client. Jay Shaw that had an amazing person in his business and this person got their dream job opportunity and came to him and said, hey, I don't know what to do with this. And he did exactly what we said. You have to take it. If you want to take it, want you to take it. I want you to do what you think you need to do and what's going to make you happy and what's going to give you opportunity to learn and grow and challenge yourself and experience different things. Right. So I think that's the first thing about being a leader is not only wanting what's best for you and the business, but truly wanting what's best for your team. Yeah. So that's what, you know, she's my daughter. So of course I want whatever's best for her. Um, one of the things that I realized, one of the things that I've always been particularly good at is identifying personalities. One of the things we wanted to recommend to all of you is that it's really important to understand your team members and their personality. Meaning, like getting to really know what their natural inclination is towards, not what they're skilled at, not what they're already trained at, but where would they naturally gravitate towards if they had had other opportunities. so Maddie's personality type, she's extroverted. naturally. I saw this in her growing up. ⁓ She's very much a feeler. She's ⁓ organized and ⁓ so yeah, so was very clear. Ladybug okay good. I think I on your foot So totally live. All right. So, ⁓ yeah. So what was I talking about? You were talking about ladybug finding, finding the right personality. ⁓ right. Okay. So Maddie and Myers-Briggs would be probably an ENFJ, right? ⁓ they're great at community. They're great at connecting with others. And she was going to school and eventually graduated while working at Door Girl. for like graphic design, marketing related stuff, advertising, and she thought, I'm gonna be a graphic designer. Well, I was like, Maddie, are, like, this is, you're naturally great with people. I'm thinking you should move into client success. We had a team member leave. She started taking over client success and doing the social media and graphic design stuff and things like that and podcast editing. And then, We knew we were gonna scale and so we said, and she knew and she said, well, if I have to pick one role or the other, I think I'll pick client success. And so it's awesome to be able to have that as a father, I think it's super important to understand your kids and to not try to push them into being what you are if you're an entrepreneur, not trying to push them into a certain job or career path in school, but to. move them towards what their natural personality would be inclined to succeed and win at that they would love to do. And so that's what I've done as much as I can with all of my kids. so Maddie, I thought, let's move her into client success for sure. And when we put her into that, eventually she chose that. She really recognized that she had a skill at that and she was really, really great at it. And that allowed her to grow and develop new skills besides just graphic design. ⁓ But yeah, she's learned a lot of different skills at DoorGro. She didn't know how to do video editing. She was very much into graphics and then she started editing our videos for us and figuring it out. And so over the years, she's just developed a whole bunch of skills. She's invaluable, super smart, learns lots of stuff. The other, I think, important lesson that is important, you talked about team members, when they leave and how you freak out. Well, we're not really freaking out. And why? Why are we not freaking out? we're sad to see her go. Sad, happy, bittersweet. A little bit of bittersweet feeling there. we're prepared for any and all of our team members at all times just in case anything happens. And that's one of the things is if they do decide to, for whatever reason, exit their role at your company. we have all of our processes already documented for each of our team members. So now that she's stepping out of that role, it's not like we're back here scrambling going, we have to hurry up and figure out how she's doing things and have her write it down and have her train somebody else and get everything out of her head. All of that already exists, which means that when we hire someone to step into that role, it will be infinitely easier for them because everything that Maddie is doing is already documented. What she does and the steps and the systems and the tools that she uses and how she's doing each thing, it's documented in our system. So that in case a team member or sometimes you have several leave at a time, didn't you have a guy that won the lottery and his whole team left? Somebody called me once. So they lost their whole team because they had an office betting pool with the lottery and they won and everybody quit their jobs. So now you have no team. Yeah. So yeah, very suddenly not likely to happen too often, but no, it is nice. as a, as an entrepreneur, as a founder, as a CEO, having processes documented, which we've had for years and years at door grow.   has always given me a sense of security. There's always a sense of anxiety if you don't have those documented that somebody could leave or somebody could be out or get pregnant or be injured or whatever. And move away. Yeah. Take care of a sick family member. Right. Things happen. Life happens. Humans are humans. And so the challenge is if you don't have these things documented and you want them fresh, you want them being used, you want them documented by the people that are actually using them. so Maddie's leaving, so she went and reviewed the processes. Most everything is documented. There were some, she was like, I think we're missing this thing that I've recently started doing, or this little thing needs to be updated a bit. And so she's making some final tweaks to update the processes. But it's every team member's job to keep updated and maintain their processes. So this is why it's very important to have a process system. that is intuitive and easy enough for everybody on the team to use it. And this is why we use what used to be called DoorGrow Flow. We use Flusos and ⁓ F-L-U-S-S-O-S. And it's kind of that in between, it's like flowchart software. It's visual, it's super intuitive and easy. Our team can drag and drop things and build out the process and then they can actually use that process and run it and like work through the workflow. And so it's kind of like a mashup between Lucidchart, Revisio, and Process Street, or Asana, or any sort of checklist system. And checklist systems are not enough. They're just not sufficient enough. They're not clear enough. And ⁓ they're too linear. And there's issues with those. And so we found that this is a superior upgrade from what we used before, which was like Process Street. So having that system that Sarah, who doesn't like tech very much, will go in there and loves using it and updating processes. Maddie can go in and update her own. Giselle and her team can go and tweak or change her process. anybody on the team, and I actually don't even log into it. I don't have to use it, which is the first process system. And we've had several that we've ever used where I don't have to live in it. I don't have to work in it. We've set it up so that if anything needs to be assigned to me, it goes to a role called Jason's assistant. And then the assistant comes to me and says, hey Jason, we need you to do this thing. And so I was able to get myself out from not just having to manage and control and make every process and get really nerdy and build logic and things to hide and show and to the point where I didn't even understand it a year later and then would have to, if it broke, I had to get into it and fix it or weird connections to Zapier and stuff like this. Yeah, it just makes it so much more intuitive.   drag and drop and that's been a game changer. So that's something else we realized through this process. It's like we're not really freaking out or concerned. You know, just a little sad Matty. So, all right. So ⁓ anything else? Well, speaking of things that are game changers, let's hear from our sponsor. ⁓ yeah. So today's sponsor is cover pest.   Cover Pest is the easy and seamless way to add on-demand pest control to your resident benefits package. Residents love the simplicity of submitting a service request and how affordable it is compared to traditional pest control options. Investors love knowing that their property is kept pest free. And property managers love getting their time back and making more revenue per door. Simply put, Cover Pest is the easiest way to handle pest control issues at all your properties.   To learn more and to get special DoorGro pricing, visit coverpest.com slash door grow. All right. So that's our sponsor. right. So other lessons or things that we're realizing. ⁓ One, another reason we don't have a bunch of anxiety is that if we ever need to replace a team member, we have an amazing hiring system. This is one of our proprietary pieces of IP that's been a game changer for ourselves.   and has allowed us to be able to take care of all of our clients and help them replace entire teams if necessary, help them get that key team member they need that's going to be the game changer to get them to the next level. And that's DoorGrow Hiring and our DoorGrow applicant tracking system. And so this has been a significant tool that we've used for lots of clients and for ourselves to build out our team. And so we confidently know, like we've got a system that's going to get us somebody that is a   good culture fit for us that shares our values, which means they won't steal from you. It means there'll be a personality fit for the role because we understand and have engineered the job descriptions for ourselves and for all of our clients so that it attracts or creates interest in the person that is the right personality fit for that particular role. And then skill fit. We have assessments and tools to figure out are they going to be able to   develop the skill or do they already have the skill so that we can make sure that we're getting the ultimate hire because one bad hire is easily a 10 grand minimum mistake and probably three months of your time wasted. So being shot in the foot trying to train them and then they leave or you have to fire them, right? So we're really good at BDMs, which is a big need of our clients. We're really good at operators, which is a big need for our clients.   so they can get out of the day-to-day operational control of the business and make sure the business is moving forward and build out what we call our super system, people planning a process. So these are some key things that make it not so big of a deal if we lose a team member. We're confident we can get them replaced pretty quickly. We can get them up to speed quickly because of our process and we're going to make a good hire. So, and we're able to get that system built out into our clients' businesses as well, which is   A game changer, if you listen to us and you start adding a whole bunch of doors, then that can cause a lot of constraints and issues in your business to come to the forefront. And if you have our super system hiring the process, planning all built in, planning is DoorGrow OS. If you have all these things built in, then your business becomes infinitely scalable and you're not going to get stuck. You can just continually keep growing and adding doors. So cool. ⁓   Any other lessons or things about Maddie? We could, I would say so many good things about Maddie. So I think one of the things too that it just kind of shows when you put the right person in the right role, the results that you get because clients always tell us, Maddie is so great. Maddie is so great. Wow, Maddie is so great at what she does. Wow, I just love Maddie. Yeah. So.   that tells us, we already know, but it tells us, hey, this was such a good fit for her. She truly enjoys this. She is great at helping people and she's thriving in a role like that. And I know that she will do great at anything that she decides to do. And I think that's one of the things that was so great is kind of watching that growth and development because when she came on,   in the very beginning, was part-time. She was going to school, so she was part-time, and she was dabbling in just little tiny pieces. And then she would do a little bit more, and the hours would increase, and she would take on a few more things, and hours would increase, and then she would take on a few more things. And her role truly developed, and that allowed her growth and development as well, which a lot of times, that's something that great team members are really looking for.   Yeah, in the beginning she was like, how do I get out of this job probably? then she was I think she told you, I only want to work with you for what, a year or something? Yeah, yeah. And then I think she kind of realized, hey, there's good culture, there's good environment here. And then eventually she was like, hey, I'm graduating school, I think I really want to work with you guys full time.   And so that was really nice. yeah. And I'm sure it's not easy working for your dad sometimes. don't know. So, ⁓ but yeah, it's been awesome having her. And it's been, I'm really going to miss being able to just tell everybody all the time. Cause I get to tell every potential client I talk to during the sales process, if I'm involved, I get to like brag on my daughter, my oldest daughter works for me and she's our head of client success. And I get to just be so proud of her. So.   Now I just get to talk and brag about my wife, ⁓ which I always do that as well. So you can't leave too. I gotta be able to brag about somebody. So, all right. I'll stay just so you Just because of that? Okay, all right, good. yeah. But Maddie's amazing, so whoever gets her, who knows, maybe she'll be back. I don't know, Maddie. I don't know, maybe. Maybe she'll be like, hey, know, other companies are just not as amazing as DoorGro. And I didn't realize how terrible most are out there.   and then maybe she'll be back, who knows? You know what will be very interesting is seeing a team member that we have get transferred into a different business just to see how things run because a lot of times that's something that people value a lot more than they even realize that they value is, hey, I really enjoy the support that I get here.   I really enjoy the culture that we have here and the type of environment that we have here. And I really enjoy how structured things are. even if it's your dream job, if the company just doesn't have things together and you step into a role and all of a sudden you go, wow, everything is on fire here. This is awful. It's sometimes very eye-opening to be able to hop into even something that you think   might be perfect. And I think that's one of the things that allows us to keep great people for a long time is really the structure that we provide and the way that we run our company. I would say that that is something that will be interesting to see. I'd like to do a little post interview with her and see how... She'll be like, it's been the best thing ever to not work   Because you know what ours is, right? So how is their onboarding process? How is their training process? How is their assimilation process? What is all of that like? Because when you, and vice versa, when you come from a place that had nothing together and all of a sudden you find a place and you go, wow, thank God they have all of this ready to go. It's already.   built, just feels very solid, feels very safe, it feels very put together and it's an environment in which team members are truly set up for success and to thrive in a role. that's something that I really believe processes as part of that. It's not fun, it's not sexy, I know that, but it's really something that is so important to have dialed in.   so that new team members coming in really feel like, I wasn't just thrown into the mix and told to figure it out. All right. Well, if Maddie sees this, Maddie, I love you, proud of you, and I'm going to miss being able to brag about you, but I'll still brag about you, but brag that you are working at DoorGro and are ahead of client success. So we've got some really big things coming up at DoorGro. We're really excited about the future. We've got a lot of   irons in the fire right now, some big things we're working on that I think are going to be a game changer for the industry. And we're really optimistic, really excited. And so stay tuned to see what we're up to. Anything else you want to add before we wrap up? All right. Well, ⁓ for those of you that ever feel stuck or stagnant, you want to take your property management company to the next level, reach out to us at doorgrow.com. We would love to help you.   For free training on how to get unlimited free leads, text the word leads to 512-648-4608. That's the word leads to 512-648-4608. Also join our free Facebook community just for property management business owners at doorgrootclub.com. And if you would like to get the best ideas in property management, join our newsletter at doorgroot.com slash subscribe. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We really appreciate it. Until next time, remember, the slowest path to growth is to do it alone. So let's grow together. Bye everyone. How do I end this? ⁓ there we go.

Science fiction isn't one-size-fits-all.Some readers love big ideas and long-term strategy.Others want emotional depth, character-driven stories, or fast, cinematic action.And here's the thing: your personality plays a huge role in the kind of sci-fi you love.In this episode of Fantasy for the Ages, I'm matching science fiction reading recommendations to common Myers-Briggs personality types. Using the same framework as our fantasy episode, I take 10 of the most common personality types and pair each one with two sci-fi series that align with how those readers tend to think, feel, and engage with speculative ideas.Whether you're a systems thinker, a people-first reader, a big-picture strategist, or someone who just wants sci-fi that moves, there's something here that fits you.

Text your thoughts and questions!If you've listened to the podcast before, you know that there isn't a one-size-fits-all approach to productivity. So if you feel like you're constantly fighting against your own brain, forcing yourself to use productivity systems that just don't stick, and feeling overwhelmed in trying to be disciplined, you've likely been trying to operate in systems that weren't designed for your unique wiring. This week, on episode 298 of the Positively LivingⓇ Podcast, I am continuing my special series guiding you through my Positively Productive Toolkit and talking about how your strengths and personality can be used to your productivity advantage. In this episode of the Positively LivingⓇ Podcast, I share why self-awareness is your number one productivity tool and outline how you can use my Assessments Workbook to help you quit forcing strategies that don't fit and start choosing the habits and tools that support you. The assessments I cover in this episode include:The Big Five (OCEAN): Think of this as your trait blueprint, measuring 5 broad traits (Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism) on a spectrum.The Four Tendencies: This framework by Gretchen Rubin categorizes you as an Upholder, Questioner, Obliger, or Rebel based on how you handle inner and outer expectations, revealing your natural motivation style.VIA Strengths: Unlike performance-based tests, this identifies your top character strengths and uncovers which qualities you naturally express to help you lean into what is already strong and meaningful within you.16 Personalities: Considered a modern version of the Myers-Briggs test, this assesses how you instinctively think, relate, and connect with the world.Your strengths, personality, and tendencies are not obstacles to overcome. Rather, they are your greatest advantages. Stop trying to fit into someone else's system and start designing a life that fits you.Stop trying to fit into someone else's productivity rules! Grab my free Productivity Toolkit, a collection of workbooks designed to help you explore how you work, uncover what truly matters to you, and create your very own energy-friendly systems. Get it here: www.positivelyproductive.com/plpkitCONNECT WITH LISA ZAWROTNY:FacebookInstagramResourcesWork with Lisa! LINKS MENTIONED IN THIS EPISODE:(Find links to books/gear on the Positively Productive Resources Page.)Ep 1: The #1 Tool to Achieve ProductivityEp 88: Play to Your Strengths with Julia de'CanevaEp 181: How to Improve Your Productivity Using the Four TendenciesEp 267: How the Big 5 Personality Quiz Helps You Achieve MoreEp 268: Build Strong Habits Based On Y

Ever wonder why certain fantasy books instantly click for you… while others just don't?It might not be the book. It might be you.In this episode of Fantasy for the Ages, I'm matching fantasy book recommendations to common personality types, using the Myers-Briggs framework as a fun (and surprisingly accurate) way to think about reading taste.We all see the world a little differently—and that shapes the stories we're drawn to. Some readers crave structure and epic moral weight. Others want emotional depth, wild imagination, or nonstop momentum. Today, I take 10 of the most common personality types and pair each with two fantasy series that align beautifully with how those readers think, feel, and engage with story.Whether you're duty-driven, big-picture strategic, emotionally intuitive, or just here for the chaos and fun—there's a fantasy series here that fits you.

You heard that right! The guys are getting put to the test to see who's got the best (ahem) personality! It goes just about how you would expect!This is a free online version of the Myers-Briggs test, which many of you may know. We've included a link below so you can take it along with the Brothers!Stay tuned for the entire episode as they reveal their results!Q: Can they make it through without getting into an argument?A: NoFYI - you do NOT have to enter your email to complete the test!https://www.16personalities.com/free-personality-testSupport our pod with our official merch!https://bropodmerch.bigcartel.com

“The best way to change life on Earth is to change the way we start.” In this episode, Nick speaks with Anne Wallen to dive into the intricate relationship between maternal health, psychological preparation for parenting, and the impact of childhood trauma on parenting styles. Anne shares her personal journey as a maternal health professional and mother of six, emphasizing the importance of meeting a baby’s needs and the psychological aspects of parenting. What to listen for: Maternal health is crucial for every human being The psychological preparation for parenting is as important as physical preparation Trauma from childhood can affect parenting styles and decisions Meeting a baby’s needs is essential for their psychological development Self-awareness is key to breaking generational trauma cycles Understanding the impact of trauma can help in parenting “Unhealed wounds don't disappear when you become a parent; they show up.” Parenting activates old patterns you didn't even know were still there Triggers often come from your past, not your child's behavior Awareness gives you a pause between reaction and response Healing yourself reduces the chance of repeating the same cycles “Safety is the foundation of healthy development.” Feeling safe shapes the brain, nervous system, and emotional regulation. Consistent responsiveness teaches a child that they matter Emotional safety supports curiosity, confidence, and resilience A regulated parent creates a regulated environment About Anne Wallen Anne is a respected figure in women's health with over 30 years of experience and is a leading voice on global change in maternity care – particularly for those at greatest risk. She continues to educate and empower birth professionals in more than 20 countries, contributes to a variety of curricula, and shapes the future of maternal health through her impactful role as a speaker and mentor. Anne is the Director and co-founder of MaternityWise International, and her legacy lies in inspiring generational changes around and elevating women’s healthcare worldwide. https://www.maternitywise.com https://www.linkedin.com/in/anne-wallen-08478035/ https://www.instagram.com/maternitywise/ Resources: Interested in starting your own podcast or need help with one you already have? https://themindsetandselfmasteryshow.com/podcasting-services/ Thank you for listening! Please subscribe on iTunes and give us a 5-Star review! https://podcasts.apple.com/us/podcast/the-mindset-and-self-mastery-show/id1604262089 Listen to other episodes here: https://themindsetandselfmasteryshow.com/ Watch Clips and highlights: https://www.youtube.com/channel/UCk1tCM7KTe3hrq_-UAa6GHA Guest Inquiries right here: podcasts@themindsetandselfmasteryshow.com Your Friends at “The Mindset & Self-Mastery Show” Click Here To View The Episode Transcript Nick McGowan (00:00.91)Hello and welcome to the Mindset and Self Mastery Show. I’m your host, Nick McGowan. Today on the show we have Anne Wellen. Anne, how you doing today? I’m good. I’m really excited to get into this. I think this is going to be a different conversation than what we typically have, but we were just talking and talking and at one point you’re like, you’re not recording? I’m like, no, let’s start this now. Anne Wallen (00:10.602)I’m good, how are you? Nick McGowan (00:25.614)So this will be great. And why don’t you kick us off? Tell us what you do for a living and what’s one thing most people don’t know about you that’s maybe a little odd or bizarre. Anne Wallen (00:34.382)Okay, well, I am the director of Maternity Wise International, which what we do is we train doulas and childbirth educators and lactation support people. I’ve been doing this for 23, 24 years now, and it’s pretty much my life. I love maternal health. It’s so, important to every human on this planet. And maybe the… An interesting factoid about me is that I have six kids. A lot of people, when you tell them you have six kids, they’re like, my gosh. And yes, I birthed them all. But five of them are adults. I have a little nine-year-old as well. She was a surprise, like the best kind of surprise. But yeah, so my six kids and yes, that’s really the main reason why I got into the work that I got into when I had my first at 17. and didn’t feel like I could be the mom that she deserved, loved her so, so, so much. And I had some family friends that I grew up with who actually babysat me who had been struggling with fertility issues. And so I chose to let them adopt her. And we have had an amazing, beautiful extended family relationship. And she recently gave birth to her first daughter just this summer. So I am officially a grandma in addition to all the other things that I do, but Yeah, that’s a little factoid that most people don’t know. But she’s part of the reason she’s the main reason why I became a mental health professional or a maternal health professional. And a lot of the way things have gone through my life, not just how I was raised, but experiences thereafter have gotten me very interested in mental health. And so I like to kind of create this intersection between the both worlds. And I look at things from a very psychological perspective. So this is This is gonna be a fun one. Nick McGowan (02:29.229)Yeah, I think everything ties back into that. It’s not even just a physical thing. Like I even said to you, somebody has a baby and they go home and how their partner reacts to whatever’s going on or the chaos or whatever the thing is, how does that then tie into the baby and how does the baby move throughout life? Even with you having a kid at 17, you are a child at 17. Though I’m sure we can both think back to 17 years old and thinking I’m grown ass adult and I can do all the things in the world, but you are not. You’re a child. Anne Wallen (02:50.412)Hmm. Nick McGowan (02:59.039)And the fact that you had somebody that you could hand the baby over to that you knew, you trusted, and you were able to have a relationship, it sounds like that could almost be like an ABC sitcom, you know what I mean? Anne Wallen (03:05.325)Mm-hmm. Anne Wallen (03:13.356)Yeah, well, I mean, my life is, I always joke that, like, that’s just the tip of the iceberg. But I always joke that, you know, Hallmark probably wouldn’t agree to make a movie because my life is so far-fetched. But yes, that’s, that was such a, such a blessing because I really knew that I was not going to be able to do what she needed as far as mothering. And I’ve, you know, hadn’t even finished high school yet. And my wonderful, wonderful and she was my next door neighbor growing up. And I just knew that they were the right people to take care of her and they raised her and she’s an amazing human being. And it’s just really wonderful to have this open relationship at this point, especially, you know, now that she’s having babies of her own. it was really cool too during COVID. She took one of my doula trainings because she was going to be a doula for a friend of hers. So Just a really cool, you know, like sometimes things just come full circle and you just, little blessings, little surprises. So. Nick McGowan (04:22.764)And you wouldn’t have been able to script that. Like, I love when that stuff happens in life where it’s like, I’m gonna have a baby, hand it over to my neighbor, because I love them. And then years later, like, really? Somebody would be like, that’s crazy. Get out of my office, you know? Anne Wallen (04:24.863)No! Anne Wallen (04:37.355)Yeah, well, I I knew that I didn’t, I knew that I probably wouldn’t be okay with just never knowing. know, some moms, and I’ve supported moms as their doula through giving their baby away. I’ve supported adopting families as well. it’s, I am really, really fortunate because I don’t think that most people could go through that experience and it would be, I mean, Don’t get me wrong, it was heartbreaking. It’s still heartbreaking that I wasn’t able to raise her myself. I mean, I’ve had five other kids since then and I know what it is to be a mom and I know what things I’ve missed out on. But being able to have an open adoption is really, really something special and I know some people don’t have that option. And so to be able to give your baby to someone that you think that you can trust and then hope that they’re doing what you would want them to do. That’s a whole level of, yeah, that’s tough, that’s hard. So, yeah. Nick McGowan (05:43.52)could only imagine. I have no idea what that would be like. I don’t have kids, not gonna have kids. And I couldn’t imagine what that’s like just handing a child over. I’ve talked to different people that have had either abortions or they’ve adopted, they’ve handed kids off to be adopted and then just haven’t ever talked to them again or people that have had some kid that are like, hey, by the way, about 30 years ago, you and my mom on a beach. And here we are, we’re like, you and my mom at a party or whatever. It’s like, but I, one of the big reason why I wanted to have you on is to be able to talk about how the psychology of that ties into not just people that have kids, but people that were kids. Cause even your emails back in the conversations, you were like, yeah, everybody was born. And then what we do from there and how that all ties into it. So why don’t, why don’t you kind of get us started off with like, not only what you see with, people that are having kids. but also the people that are concerned about having children and what that ties into just the rest of life. Anne Wallen (06:53.121)Well, kind of as we were talking about before we started recording, getting ready for having a baby, well, having a baby, you really need to put in the work, you need to prepare. And it’s not just about eating the right foods or avoiding the wrong foods and getting enough water and whatever else. There’s a lot of psychological preparation that people need to do. And we all walk around with our own traumas. We all walk around with our own disappointments and wounds. you’re gonna carry that into your parenting. And if there is one situation that you’re gonna find yourself in as kind of just this automatic robot, it’s as a parent. You don’t realize all these scripts and all this just unprepared, you know, in the moment reactions that you’re going to have to your own child until you’re there. And then you’re like, Nick McGowan (07:26.218)Hmm. Anne Wallen (07:52.961)I sound just like my mom or my dad used to say that and I still sometimes even you know I’m on kid number six at this point she’s nine and I still will say things you know two wrongs don’t make her right or whatever little sayings that you grow up with and I realize wow I got that from this scenario or I learned that during this moment when I got in trouble or whatever and it can it can really make a difference Nick McGowan (07:54.515)Ha ha. Anne Wallen (08:22.669)being aware and intentional with your parenting. And when I say aware, I just mean if you’ve got wounds or if you’ve got trauma or if your parents were abusive, if there was something else going on, you know, in those immediate, the first weeks, months of your life, it is really, really important to meet that baby’s needs immediately or as quickly as possible, right? So, There are things like crying it out. There are things like scheduled feeds. And they’re actually, we’re not just talking about a physical experience that this baby’s going through. It’s a psychological experience. And so we can get deeper into that if you want to, but a lot of people, they’ll hear from their parents when they become parents, they’ll hear things like, put the baby down, don’t spoil that baby. Or, they should be sleeping all night and they should be doing this or they should be doing that. You know, we let that baby cry it out. We gave you formula. You turned out fine. Whatever it is, right? Whatever this thing is that might be the response to whatever the parents are wanting to do. You know, the grandparents and well-meaning aunts and uncles, they’ll have some retort usually, right? And advice from your elders is always helpful. And having, just having elders around to… support your efforts is beautiful and helpful, but sometimes they don’t know what’s best for your baby. And the only person who really knows what’s best for the baby is the parent, especially the parent who’s bonded to the baby. Usually that’s the mom when they’re really, really small. And that’s usually because there’s breastfeeding going on or whatever it is, the main caretaking duties usually falls to the mother. So if that mother is well attuned to the baby, baby’s getting their needs met, this is teaching the baby that they can trust, right? It’s teaching the baby about relationships. It’s teaching the baby that I’m valuable. I am worth listening to. I am protected. I’m safe. All these different things, right? If you’ve got a baby who is routinely put down after, you fed for 15 minutes, now we put you down. You cry? Too bad, baby. We read the book that said, Anne Wallen (10:47.18)put you down, right? Or we heard from grandpa that said put you down, whatever it is. That baby crying so desperately, that’s their only way to communicate that they have a need. So if they’re crying so desperately, I’m still hungry, I’m cold, I just want to be held, I’m scared, I’m alone, whatever it is, I have gas pains, whatever it is, they’re trying to communicate that they have a need. And if we ignore that, if we say, no, I’m going to spoil the child if I pick them up again. This is programming their brain, right? This is programming their mind to say, no matter how hard I cry, I’m going to be ignored. What does that, for you, Nick, what does that translate to? What does that, what would that tell you? Nick McGowan (11:17.928)Mm-hmm. Nick McGowan (11:31.148)Trauma as a little kid, you’re just instantly, you’re shoved to the side it feels. And that’s, I think that’s an interesting thing to be able to point out, because look, babies are not gonna listen to this podcast. They will when they get older, but like they’re not listening right now. In fact, none of these episodes are for children at all, primarily because of my mouth at times, I’m sure. But the parents, or the new parents, or the people that are thinking about having kids. Anne Wallen (11:34.102)Yeah. Nick McGowan (11:58.088)or the people that feel like they have to have kids because the system tells them, their family system, you have to, which that’s another thing that ties into the psychology of it. Like if somebody says, you, hey, you have to have a kid because you have to keep our lineage going. You have to keep our last name going. You have to do this. You have to do that. okay. And then they go and have the kid and then put everything onto that kid or there’s already some pain that goes along with it. I think the big thing you pointed out that stood out to me and especially for the show, Anne Wallen (12:01.015)Mm. Anne Wallen (12:14.614)Hmm. Nick McGowan (12:27.61)is the work that has to be done before that. I’ve talked to different people that have had kids and they’re like, hey, we planned. We did all these things. We read all these books. We then got pregnant when we wanted to and shit was still crazy because they’re parents and like life and people and like things happen. And then there are people that just accidentally had a child and you know, it’s all, it doesn’t matter if you plan it or not plan it, it seems, but going into a big situation of having a child and Anne Wallen (12:30.572)Mm-hmm. Nick McGowan (12:57.552)sticking it through for at least 18 years or so, it doesn’t seem to me like a lot of people really think about the work they need to do until like after the fact. Like I met with somebody recently who’s got a young kid and he was offered to go on tour with some band and he was like, I can’t because I am attached and I can’t leave my child. And I can see that he’s such a good dad. But he had said to me, like, things changed as soon as I had the kid, as soon as the kid came into my life. And I hear that from a lot of different people. Like as soon as this happened, then I changed. I stopped smoking or I stopped doing this or I started doing more of whatever it was. And that’s great. But what about the deeper work that’s unseen? Like the trauma that comes from your parents or your parents’ parents or the things that happened that you were a kid that was just crying because you wanted to be held and your parents are like, I can’t. Shut up in there. How does that then tie into we as people that could potentially then have kids and not see that stuff needs to be worked on? Anne Wallen (13:54.688)Mm-hmm. Anne Wallen (14:05.161)Yeah, so having a baby is a great motivator for lifestyle changes, right? So if you are, if you have unhealthy habits, having your baby might make you think about your mortality and how, you need to eat better or stop smoking or whatever it is so that you can live longer so you can be there for your child. When you are going through pregnancy, even, you know, no matter what the family dynamic, mom, mom, mom, dad, whatever you’ve got going on. both partners, or even if you’ve got a single mom going on, the person who is in the relationship thinking about when this baby gets here, what are we gonna do? The kind of deeper work that they really need to be doing includes psychological preparation for just how they feel about themselves, number one, just simply because whether they feel worthy, whether they feel rejected by their parents, if there’s any kind of abandonment issues, Which abandonment issues start with, you know, crying it out in the crib? We, let me go, can I get a little sciency with you for just a second on that? So, crying it out, they’ve actually done brain scans and they see that crying it out creates a change in the brain structure. So our frontal lobe is the solutions, you know, forward thinking we call it, right? The creative, ambitious forebrain. The hindbrain is the survival primal, Nick McGowan (15:10.31)Please. Anne Wallen (15:30.955)aggressive, it’s the hunter-gatherer brain. And when you have a baby who is, who their needs are met consistently, their forebrain grows and their hindbrain does not grow. Not that it doesn’t grow, but it doesn’t, the balance is more forward-thinker, right? A baby who is left to cry it out, a baby whose needs are not met consistently. And that’s this, we’re not talking about a baby who has like just a crying spell and we put the baby down. for safety’s sake, you know, and we walk away so could take a breath and then we come back, you know, we’re not talking about that. We’re talking about a routinely left to cry baby. That hind brain actually grows and the forebrain can shrink. So now you’ve got a kid who’s got the more aggressive, primal survival skills, more violence prone, more prone to, you know, ADD and some other issues that are, you know, really all about them feeling that they need to survive, right? It’s just such primal, instinctual behavior. So now you have a kid who physically, chemically is growing up with this need to survive, this like fear, right? It’s like I’m on alert, I’m hypervigilant all the time. Now you make them a parent, right? They go through life and they probably have Nick McGowan (16:55.877)Hmph. Anne Wallen (16:58.187)plenty of issues, right, because of that hypervigilance, because of that, you know, fear that’s kind of like their root chakras in like a high alert mode all the time. So you get into this parenting situation, you’ve got a baby coming, right? You need to be able to say, I’m okay, I can advocate for my needs, I can prepare for the birth experience itself, because the birth experience could be traumatizing. And then, how am gonna care for this baby once it’s out, knowing that, or subconsciously, knowing that they were treated with a neglectful-ish, not that parents always are neglectful intentionally, but they don’t always know that the baby is just trying to communicate. And there’s a lot of, we’re not gonna go religion, but there’s a lot of religious. Nick McGowan (17:47.951)Mm-hmm. Anne Wallen (17:54.09)books out there on parenting that talk about babies, you know, being manipulators and things like that. You got to train them to be good, right? Which is ridiculous. anyway, that in itself is traumatizing just to just to read that if I was a, know. Yes. Yeah. Nick McGowan (18:09.252)Yeah, basically calling your baby a little demon. Don’t you do it little demon. It’s like, I just want some love. I don’t understand. Anne Wallen (18:17.267)Honestly, and there are books out there that have caused babies to become really, really, really sick and even pass away because they’re telling parents, like, you need to have this regimented feeding schedule and you shouldn’t be holding your baby, etc. And, you know, the abandonment issue is huge in our culture. If you go to other places in the world, you’re not going to see people with abandonment issues quite like you do in America. But in America, we have the Juvenile Manufacturing Association who really, really promoted getting babies out of your bed and using all these furniture pieces, right, for baby swings and cribs and, you know, bouncy seats and all these things that are not the mother, not the parent. And the only thing that a really a baby wants when they come out is that relationship. They are looking for a face when they come out. They’re looking for a face and if they don’t get a face to connect to, they’re three months behind in their developmental milestones on average. So the face, the connection with another human being is so important. It’s so important just to their brain development. It’s important to their psychological development. And it’s really important for the parents’ development too because when you create this bond, There’s something in you that softens. And even if you’ve had a ton of trauma, it’s like this little, I don’t know, it’s like this little knowing wakes up inside of you. And you just know, this instinct just shows up and kind of helps guide you in how to meet the baby’s needs in a way that’s healthy and appropriate for the baby. And a lot of times when you look at and you study mom-baby dyads, there’s this, unspoken language between them, right? It happens during sleep. Dr. James McKenna wrote a bunch of different studies over the last 20 to 30 years on watching moms and babies sleep. And when babies, know, vitals go too low, mom stirs and sometimes they even wake up and touch the baby and the baby perks back up again. It’s very SIDS preventive, you know? So like, Nick McGowan (20:41.197)Hmm. Anne Wallen (20:42.58)there’s these things that we have these superpower abilities to connect with other human beings and we don’t even realize it. And the thing that oftentimes gets in the way of that is trauma, other people’s well-meaning but bad advice. And how do we like get ready for all of that? So that’s where pregnancy, thank goodness we have nine months. to get ready for when the baby comes, right? We have nine months to work through our core hurts and figure out how did our parents’ parenting style affect us? And do we want to repeat that or do we want to have a different parenting style, right? And what is best for a baby? And a lot of times, you know, when you just read mainstream information, you know, there’s some real… Nick McGowan (21:10.945)Hahaha Anne Wallen (21:37.873)Sorry, Nick, I know you’re a man, but there are some masculine solutions or frameworks for very feminine processes and that’s not always the best way to go, right? And you can say your baby needs to eat every three hours. We wanna keep baby alive, right? So we’re gonna make sure baby eats every three hours. But what if baby’s hungry before that? You can’t make them wait. Hunger is one of those things that psychologically, if you are left to be hungry, Nick McGowan (21:48.419)Does it make sense? Anne Wallen (22:08.154)It actually causes so much stress on the body. Adrenaline goes up, cortisol goes up, like all these things, chemical reactions that really are trauma reactions. If you look at it that way, they happen in the body when you’re left to be hungry. So just something as simple as the baby needs to be fed can cause lifelong impairments, psychologically speaking. Nick McGowan (22:36.93)I think something to point out here for people that are listening to this, and if you’re about to have a kid, don’t let her scare you off the ledge. Like go do it because it seems like, look, no matter what happens, people are going to make the decisions they’re going to make. But I think the biggest thing you pointed out is the human aspect of it. That the mom or the parents just in general that are connected with their children can feel that, can be connected with their kids. Anne Wallen (22:39.22)Yeah. Anne Wallen (22:46.419)No! Anne Wallen (22:55.732)Yeah. Anne Wallen (23:02.664)Yes. Nick McGowan (23:05.474)The fact that you pointed out like, well, capitalistic society was like, how do we make money off this? Well, we want to get the kid out of the bed. We can get them into a whole plethora of their own little suite over here and we can make a whole bunch of money and we might as well push this thing. There’s information that comes from the external world like that. Like, oh, well, baby shouldn’t be in your bed for longer than X amount of time. We should have a crib and like all people have that stuff basically when they have their shower at this point and they get it and they… Anne Wallen (23:17.962)Mm-hmm. Nick McGowan (23:35.381)have like three to $10,000 worth of stuff that just sitting in there for the baby, when the baby probably needs to be deeply connected with them, but every baby is different. And it’s wild to think about how those systems, the family system that tells us, well, when you were a kid, this is what we did. You made the decisions you made. And that’s to be said that way. But then the other systems that say, you need to have this, you need to have that, you need to have that. Anne Wallen (23:47.092)Yeah. Anne Wallen (23:57.15)Mm-hmm. Nick McGowan (24:05.024)themselves to block all that madness out. Like, thanks for your feedback, grandma. Thanks for your feedback, Capitalistic Society. That person needs to be so deeply entwined with themselves and to understand about themselves. So based on the research you’ve done or the information that you’ve seen, how many people are actually doing that deeper work? Like, hey, I’m pregnant now. I wonder how fucked I was as a child based on the dumb things that happened. How do I not deliver that onto this child? Anne Wallen (24:10.814)Yeah. Nick McGowan (24:33.963)how many people are actually doing that work? Or is that part of the reason why we’re having the conversation? Because more people need to have that internal conversation. Anne Wallen (24:41.096)We really need our society, especially in America, to be doing that work more. Because a lot of people are just, like I was saying before, you’re kind of in this automatic robot mode. If you don’t do the work and you don’t have any kind of self-awareness, you’re just gonna do the things that you don’t even realize you learned to do. So like as an infant, even though you’re not sitting there taking notes on how your parents are parenting you, you’re learning how to be a parent by experiencing their parenting. And if you look around, we have a lot of entitled people walking around and a lot of broken people walking around who are really just living out their traumas and trauma reactions day to day, rather than looking at them, understanding that that’s what it is. You know, it took me till I was in my 40s to even understand what narcissistic abuse was, because it felt so familiar. Walking around the planet, being raised by someone who was narcissistically abusive. Now back then, 50 years ago, they didn’t have those words, right? But a lot of people have experienced that and they don’t know what it is. And they’re kind of, you know, either perpetuating it as the narcissist in their relationship or continuing to be used by the narcissist for their supply, right? And this is such a hot button, like, I don’t know, like a really popular terminology nowadays and everyone’s gonna, you know, everyone walks around kind of saying, I know a narcissist or that guy’s a narcissist or whatever, right? So it’s word that gets thrown around a lot. But the deeper issue is when you are not cared for, Nick McGowan (26:12.609)Hmm. Anne Wallen (26:36.859)in a way that shows you that you’re valuable, right? Then you grow up trying to prove to yourself how valuable you are, your whole life. And so that’s gonna put you into two camps. You’re either gonna be more like a narcissist, right? Trying to get source from people, trying to get that love and acceptance and to prove yourself worthy, right? Or you’re gonna become more of the enabler, more of the empath type. Nick McGowan (26:57.066)Yeah. Anne Wallen (27:05.925)Sometimes it’s just how we’re wired when we’re born, but a lot of it’s learned, right? And so you walk around trying to fix everybody else, trying to pre, what’s the word I’m looking for? Like you’re anticipating what they need, right? And you’re jumping in and taking care of everybody else. And neither one of those makes a good parent. So when you have a kid, you’re going to… Please don’t get me wrong, public, okay? Not all babies are coming out as narcissists, but all babies do come out needing someone to meet their needs. And so they look like little narcissists, right? Because they’re calling out, they’re crying, you you have to do everything for them. And as they’re growing, you’re trying to boost their self, right? And if you have additional kids around between age two and three, that’s a huge hit to the self-esteem of the toddler. You know, so then you’re trying to like fix that and soothe that and so there’s this whole chain of events that happens between zero and about seven, eight years old. And there’s ways to feed the little narcissist monster that you might be growing or there’s ways to help the child become self-sufficient and self… Nick McGowan (28:03.466)Yeah. Anne Wallen (28:31.529)self-aware, but also, you know, like help them to develop empathy and help them to develop compassion for others. But a lot of this is not by word. It’s in modeling. And again, we go back to if you haven’t dealt with your shit before you have your baby, it’s going to walk around showing your child how to not be a grownup, but they’re not going to know the difference. Nick McGowan (28:51.529)Yeah. Nick McGowan (28:58.527)And just keep going. Yeah. Anne Wallen (29:00.167)Right, and so even though trauma can be passed on from DNA, right, and it can be passed on cellularly, right, but it’s also passed on just by modeling. Modeling what that reactivity looks like, modeling what that unhealed wound looks like. So, go ahead. Nick McGowan (29:16.329)Yeah. Well, it’s interesting with how the, think about often how the body keeps the score. Bessel van der Kerk wrote about that and there are other people that say, I don’t agree with it and that’s fine. You can say whatever you want. I’ve experienced it. I’ve experienced what it’s like to be able to have bodily reactions at things when my mind’s going, the fuck are you doing? Like, what is this? And it’s like, that ties back literally to my mom as I was a little kid. Anne Wallen (29:24.349)Yeah. Anne Wallen (29:39.315)Mm-hmm. Nick McGowan (29:45.596)and watching and going, she seems to fly off the handle of things. Note to self, guess that’s how it’s done. Cool, that’s what I’m gonna do. And then you learn later and you’re like, no, that’s not it. she was coming from generational trauma and chaos and wondering how do I pay for this thing? And what the fuck are you crying about? And what’s this? And sometimes that would come out of her mouth. Like, the fuck are you crying about? To go, I don’t know. And maybe she’s just overwhelmed. So even pointing out that people will look. Anne Wallen (29:51.922)Right? Anne Wallen (29:58.568)Hmm. Anne Wallen (30:09.831)Mm-hmm. Nick McGowan (30:11.727)and say like, yeah, a lot of people are calling people narcissists at this point because it’s like they learned a new word and they go, well, this looks similar. I’m glad that you’re pointing out that it’s actually deeper and not exactly the same thing at all, but sure, there are tendencies to it. Like the babies need us. Aren’t we like the only organisms that really do that though? Like all other mammals basically are like, cool, you’re born, go get it, have at it. And we need people. Anne Wallen (30:26.728)Mm-hmm. Anne Wallen (30:38.844)Yeah. Nick McGowan (30:41.606)And those people also need the babies because of that connection. It’s wild to think about how things that’ll happen just on a day to day that a parent might think, I was just a little upset or a little cold or whatever, that could change so much with that child. And especially in the formative years. I learned a handful of years ago about a theory called the subconscious winning strategy. that we develop a strategy as a child to go, oh, note to self, this is how I win. This is how I get love. Like my core wounding personally is to not be abandoned or unloved. That comes from being a child. So I figured out, oh, I can make people laugh and I can do these different things that then show up in a certain way. And I learned that about myself, I don’t know, at 38 years old and was like, oh my God, my entire life I’ve been doing this because it just deeply ingrained in us. Anne Wallen (31:15.784)Mm-hmm. Anne Wallen (31:36.914)Hmm. Nick McGowan (31:39.891)You pointed out self-awareness. That’s one of the biggest things I’ve noticed in every single episode I’ve had on this show, every conversation I’ve had that’s peripheral to the show. If you’re aware of something, you can only then become more aware of it as you’re more aware of it. But you can also push things to the side. I’ve watched parents go, I can’t. I’ve had friends that are parents that they’re like, man, some nights I just fucking can’t even. Anything. Like everybody needs to leave me alone and I just need to stare at the ceiling for a little while. or they dive into some vice, alcohol or something else. So what advice do you have for people that are trying to figure out, I either have a kid and I need to and want to be a better parent, or we’re thinking about having kids, or I’m still kind of reeling from being a kid, and how do they then work through their stuff? Anne Wallen (32:33.106)So I think you could, you know. Anne Wallen (32:39.752)I’m hearing some interference. Are we still together? Nick McGowan (32:42.974)We’re good. Anne Wallen (32:45.128)Okay, this could go off on so many, you’re like the tree trunk just now and there’s so many branches and things that we could just go into off of that. I think one of the things that you have to understand is that narcissism, for example, is a spectrum, right? And so, one end is kind of it’s a healthy self-awareness, self-love, self-protecting, self-serving, right? The other end is where you’re using people in a malignant way. Now, a newborn, I always make jokes with my students, like the newborns don’t read the books, right? They don’t know what the parents think that they’re supposed to be doing. But when they are little and they’re trying to communicate, right? We can, if we’re cold, for example, we can go and manipulate the thermostat, right, to make it whatever we want. If we’re hungry, we go and manipulate the refrigerator door and get a snack. Babies can’t do those things, so they’re not manipulators, right? But what they are is desperately trying to communicate with us, and we have to put aside, and you see many a mom who’s had sleepless nights, dads too, Nick McGowan (33:41.842)Mm-hmm. Anne Wallen (34:04.029)where they’re just doing whatever it is that the baby seems to be needing and it might just be an overnight, know, shit fast story. You’re just, nobody’s getting sleep, everybody’s crying, like everybody’s crying. And you just have to get through it, right? But the fact that you are trying, the fact that you haven’t just put the baby away and said, I can’t do this anymore, you know, good luck kid, right? The fact that they’re not doing that, Nick McGowan (34:30.332)You Anne Wallen (34:33.224)the baby and informs the baby, I am worth trying for. And so even if they aren’t fixing it, I can see they’re trying. Right? Now, do you need to step away? Do you need to be able to eat, you know, shower, take a crap by yourself? Yeah, of course. Right? And you need to be able to take care of yourself in order to take care of somebody else. And you need to be able to set boundaries and say, you know, Nick McGowan (34:37.445)Hmm. Anne Wallen (35:02.464)I am, and we talked a little bit about personality types before, but I’m an introvert, right? And when you’re looking at the Myers-Briggs, introverts need time alone, away from everybody, away from touch, away from sound in order to rebuild their battery. Extroverts, they need other people to recharge their battery. And so if you’ve got babies who are almost all extroverts in that Nick McGowan (35:15.846)Mm-hmm. Anne Wallen (35:30.638)stage of their life. They need somebody else for something at all times usually. And you’ve got an introvert parent who’s like, I am all tapped out. I’m in the negative. Like kid, I can’t help you right now. I cannot do anything right now. I need to go, you know, just take a bath or something in silence. Everyone leave me alone. Knowing that about yourself and knowing that this whole scenario is going to change. Because before baby came, You probably had self-care mechanisms or habits or whatever in place that you can say like, okay, I am drained. I went to that party. I’ve been at work all day. I need to just have like an evening of quiet. Well, when you have a baby, there’s no such thing. So being able to plan ahead for stuff like that, knowing yourself, being self-aware enough to say, I know what my needs are in a general way, putting a person into this know, sphere of my everyday life, what do I need to do to keep myself sane while still caring for the needs of this other human being? And being able to build some kind of structure around that. It could be, do I need to live closer to my parents so my parents can help me? Does it mean I need to hire a postpartum doula or a nanny or somebody that’s gonna be able to help take care of the child so that I can take care of me? You know, just, and that’s not selfish. That’s not being a bad parent saying, well, I can’t always meet the baby’s needs 100 % of the time. Who can? Like we have this really unrealistic expectation, this leave it to be for mom mindset, right? Where it’s like, she’s just gonna do everything. She somehow wakes up with makeup on, with her clothes pressed and you know, like she never spent any time on that, right? Well, that’s kind of what we’re expected to do as parents is we’re expected to just be up and ready for the world and ready to take care of this baby 100 % without having any kind of prep or any kind of get ready time? No, that’s not how it really works. But then you have that expectation which makes people then feel like they’re failing. And that’s not fair either. That’s where if you look at postpartum depression, it has gone up and gone up and gone up and it’s in its highest Anne Wallen (37:57.818)in places where, or in family dynamics where nobody’s getting sleep, you know, there’s sleep deprivation going on and there’s no social support. And those are the two key factors. And a third key factor is babies who cry a lot. And babies don’t just cry a lot. So if you know how to meet your baby’s needs, you can understand your baby’s language, if you can anticipate their needs and just kind of, you know, Nick McGowan (38:04.699)Hmm. Anne Wallen (38:27.781)Be prepared as we just keep, I keep saying preparation, preparation, right? But being prepared and understanding what does this cry sound mean? Does it mean hungry? Does it mean pain? Does it mean sleepy, right? What do these cry sounds mean? And then being able to appropriately respond to the baby’s needs and making sure that the baby’s needs are met quickly. These all feed into a satisfied, healthy, happy baby, which, creates calm, satisfied, happy, healthy family, right? And then if you are dealing with trauma triggers where maybe the baby crying is a trauma trigger for you, right? And you haven’t figured out what this baby’s need is, you’re gonna be spiraling and that spiral’s gonna, you’re gonna have anxiety, you’re have the depression, you might even develop other issues. And let me just say one really quick little piece. Nick McGowan (39:08.922)Yeah. Anne Wallen (39:26.823)The news a lot of times says, you know, when a mom kills her babies, right? The news will a lot of times say, oh, she had postpartum depression. That’s not postpartum depression, that’s postpartum psychosis. So postpartum depression and anxiety and OCD and all these other different kinds of mental health disorders, they can turn into psychosis. But psychosis is when you have suspended the connection to reality in such a way that you would do that heinous act, right? And why does it get to that point? Because we’re not getting enough sleep, we’re not supporting our families, not, you know, we’re not like creating this wrap around care for families. And dads need it too, you know, like we think, mom’s got postpartum depression. Dads get postpartum depression too. Nick McGowan (40:09.091)Yeah. Anne Wallen (40:22.797)sleep deprivation will do it to anybody. You don’t even have to have a baby. You sleep deprived somebody for long enough and they’re gonna experience depression and anxiety. And so being aware, preparing for having that help afterward, understanding what is it that your personal wounding might look like and how might that affect the way you’re gonna care for your baby. So for example, you mentioned abandonment. A lot of people have… Nick McGowan (40:30.456)Yeah. Anne Wallen (40:49.807)abandonment issues because of the whole put your baby to cry it out in the bed philosophy that was taught for a long time. It’s not taught anymore, shouldn’t be taught anymore, we know better now. But there’s a lot of adults walking around that that was the way they did it and they’re gonna hear from their mom and dad and everyone, you know, that’s how you should do it. So it feels really unnatural for a reason. Nick McGowan (40:54.585)Mm-hmm. Nick McGowan (41:09.026)Mm-hmm. Anne Wallen (41:14.435)It’s that little instinct, that little knowing that awakens in us when we have a baby that tells us, no, that’s not okay. My baby needs me, my baby. That sound is really grating on me. Why? Because it’s meant for us to do something about it. And so being able to look at, there’s a tool that I sometimes will use, it’s called the self-redemption cycle. Nick McGowan (41:27.543)Yeah. Anne Wallen (41:39.705)And you’re really, it’s like this little circle, right? It informs who you are. It informs yourself about who you are. But it takes the core hurt. Have you ever heard of this? So it takes the core hurt and then it looks at what emotions are drawn from that core hurt. And then it says, what are you seeking? What do those emotions tell you about what you’re seeking? And then what kind of behaviors are you gonna do to meet the thing or find the thing that you’re seeking? And then a lot of times those are unhealthy behaviors too. Nick McGowan (41:57.016)Mm-hmm. Anne Wallen (42:08.398)So then you create a new core hurt for yourself, only to do it all over again. And so it’s important for us to really be aware of what are the triggers, right? What are the things that make us feel abandoned or unloved or whatever our thing is, right? And then be able to work through those things because first of all, going into a birth situation, Nick McGowan (42:08.546)Mm-hmm. Anne Wallen (42:36.91)You have to advocate for yourself. You have to be able to speak for yourself. You have to be informed enough because we live in a profit driven medical society and you cannot, it’s not that you can’t trust doctors as individuals, but you can’t trust the system to have your back. The system is not built to your wellness. The system is to profit and wellness doesn’t bring profit. And so, Nick McGowan (42:55.81)Mm-hmm. Anne Wallen (43:06.616)You have, you know, a whole system that I don’t want to say is like designed against you, but you have to be wise going into that. If you’re going to have your baby in a hospital, which not everybody’s having babies in hospitals, I’ve had three at home myself, but if you are going to go into a hospital, you have to know what you’re getting yourself into. You have to know how to handle it. And it’s not the time to be defending yourself or standing up for yourself. you have to feel so safe to be vulnerable, to be able to open your body to let your baby out. And if you don’t, your labor will be dysfunctional. And that psychological piece, which is, I was saying before, like 80 to 85 % of your whole birth experience, it’s not physical. Physically, we breathe, we digest our food, we use the bathroom. We don’t need anybody to coach us how to do those things. We don’t need to read books on how to do those things. Our bodies know how to do it. And it’s the same way with birth. Our bodies know how to give birth. But there’s safety mechanisms built into the process, survival mechanisms. And one of those survival mechanisms is, is it safe out there? Is it safe for the baby who’s super, super vulnerable? Like you said, you know, we’re the only species that’s like, our baby comes out and they are completely and utterly dependent upon us for everything. Nick McGowan (44:30.444)Yeah. Anne Wallen (44:32.068)And so if our subconscious says, it’s not safe for that little vulnerable person to come out, it will shut down labor. And you can give it all the drugs you want. You can give it all the pitocin you want. It’s not gonna receive it. Your brain’s gonna shut down those pitocin receptors and say, nope, it’s not safe out there. She doesn’t like the doctor. Or the lights are too bright. Or yeah, or whatever the reason that’s triggering her. Nick McGowan (44:51.03)Politics. Yeah. Anne Wallen (44:58.884)you know, making her feel unsafe. And it could just be there’s a male doctor and she doesn’t feel comfortable around males in that way, right? And so it could be all kinds of things. As a doula and as a doula trainer, I have seen thousands of different scenarios where, you know, she might love her doctor and feel super safe with her doctor, but she gets to the hospital and guess what? It’s the person on call and she’s never even met them. Right, and now we have a hurdle to get over. And does she feel strong enough and confident in her ability enough to not let that affect her? Or is she, or does she not feel that way? Right, and in the moment, you’re just trying to hang on for dear life. You’re just having labor. You’re just trying to get through it, right? And so all these other psychological factors are really tough to have to. Nick McGowan (45:50.678)Peace. Anne Wallen (45:54.488)navigate, that’s why you’ve got to prepare ahead of time and really have somebody there, whether it’s your partner who’s very well versed and really, you know, knows what you want and is willing to stand up for you, or a doula, or you’re home with your midwife, you know, whatever your scenario, but it’s definitely not for the faint of heart, but it’s also not for someone who is just kinda coming at it willy nilly like, yeah, I got pregnant, yeah, I’m gonna have a baby, and yeah, we’re gonna do this thing called parenting. I mean, you can do it that way, but you’re gonna be on autopilot the whole time. Your reactions to things are not gonna be intentional and worked through the way that they should be for the betterment of your baby, right? Nick McGowan (46:32.246)Hmm. Nick McGowan (46:41.731)yeah. Anne Wallen (46:44.803)The best way to change life on Earth is to change the way we start, right? Nick McGowan (46:50.324)Yeah, what a good way to put that. And especially all of this ties in to so many different pieces, but it’s all similar. Like you go into some big situation, you have to be prepared, but you also need to understand about yourself. And there are people I’m sure that try their best to be as prepared as they can be. Again, I’ve had a few friends that are like, I’ve read every fucking book I could. I talked to everybody I could. Anne Wallen (46:58.522)Mm. Anne Wallen (47:14.777)Yeah. Nick McGowan (47:16.278)And I still expect to screw this kid up in some sort of way, because I’m going to say something weird or whatever. it’s like totally, like you’re just going to do what you’re going to do and your kid’s going to go how they’re going to go. But that’s the sort of like anti-matter in the middle of it. That’s like, well, all that stuff is just going to happen. But as long as you’re best prepared, you’re going to do what you can. Those people that are kind of wandering around that are like, well, we had a baby and like, I still don’t know my stuff or what’s going on. That. Anne Wallen (47:36.558)Yeah! Nick McGowan (47:45.714)level of self-awareness takes many, many, many blocks to get through to be able to get to that point. So the whole purpose of this show is to be able to help people on their path towards self-mastery and really figuring themselves out and living the best life that they can. So for the people that are on that path towards self-mastery, wanting to have a kid or have a kid or are still kind of reeling through the stuff that they’ve been through as a kid, how… What’s your advice for somebody that’s on their path towards self mastery that’s kind of going throughout all that? Anne Wallen (48:19.747)So the number one thing that you can do is to just nurture yourself, right? Nurturing and making it okay to get things wrong. Having self-forgiveness, having self-grace. Because as you go through these blocks, I could tell you just from my own personal experience that going through different, you know, looking at what has happened to me and saying, okay, this event, and I’m gonna sit with how this event makes me feel. until I can take away the power from it. And some people use counseling for that, some people use EMDR. I found EMDR super helpful. I think too, know, alongside having self-grace and having self-forgiveness, being with other people who are healthy psychologically is really important. If you are in a situation or a relationship that is kind of keeping you in I don’t want to say in abuse because maybe the relationship isn’t abusive, but maybe in a situation where you are constantly triggered or you are continually kind of repeating bad habits, right? And you’re recognizing that, but then you’re in this situation where they’re just triggering you and triggering you and triggering you. You got to get away from it to be able to heal it. It’s so tough. to be able to heal something while you’re in the midst of reaction. And honestly, you know, we talked about the word narcissism and the word trauma and things like that. One of the most powerful ways that I feel like people can heal from stuff and actually keep digging into their past and finding the next thing, right? Like, okay, well, I healed from this and now what? What’s the next thing? Nick McGowan (50:17.15)Mm-hmm. Anne Wallen (50:17.325)You’re subconscious, two things. One, I really believe that your subconscious will always answer you. And before you even finish the sentence, right, you know the answer. That’s your intuition, you can trust it. Right, so being able to say, what’s the thing that is really holding me back right now? You know it, your subconscious just told you what it was, right? And then going through that, working on that, focusing on that. The other thing is, is that for people, A really powerful tool for us to get understanding about something is labeling. So when you are, let’s say narcissism, when you are looking at narcissism, you can say, hey, here’s a behavior. This makes me feel uncomfortable. What is this? Why does this make me feel uncomfortable? it’s gaslighting. I’ve got a word for that. Nick McGowan (50:52.861)Mm-hmm. Nick McGowan (51:08.148)hehe Anne Wallen (51:09.977)Right? I’ve got a word for the bandwagoning technique. I’ve got a word for flying monkeys. I’ve got a word for all these different things. Right? And so being able to look at your shit and having a label for the different things that you’re experiencing, having a label for the different reactions that you might be having. Number one, it helps you to understand it. It helps you have a little more power over those things rather than it having power over you. But then also, you know, we can Google it. If you have a word that you’re like, my goodness, you know, this thing is really just triggering me. Why does it trigger me? Okay, comes, I can see that it’s stemming back from this thing that happened to me. And like I said, just ask yourself the questions. Just keep asking yourself the questions. And when your subconscious tells you this is what it was, then you can look it up, right? One of the reasons why I learned about narcissism is because I was Googling, why doesn’t my husband like me? How sad is that that you got to ask that question? But I soon found out that it’s one of the list of things in the narcissistic playbook. And so then you start to realize, this behavior happened at this point in my life and at that point in my life and at that point in my life. And because you have a label for it, you can start to identify the root cause. And that’s where you can kind of start taking your power back. Nick McGowan (52:35.719)Yeah. Anne Wallen (52:38.456)and you can rework the programming that’s going on in your head. And so then you’re no longer a robot, just on autopilot. You can have a moment, you could take a moment to pause and say, I’m not gonna respond like that anymore. I’m gonna, I look, I see it for what it is now. And I’m not gonna let that do this thing to me. And I’m not gonna let that do that thing to my child, because I’m not gonna respond the same way anymore. Nick McGowan (52:54.547)Mm-hmm. Mm-hmm. Anne Wallen (53:08.132)And I’ll tell you what, every kid, I really believe this, every child is born to bring the balance. So like if you have, and I apologize for all the noise in the background, I am in New York City. I don’t know if you hear the sirens. They’re about to come right in front of my building, I could tell. All right, they’re gone. Okay, so. Nick McGowan (53:08.231)Yeah. Nick McGowan (53:30.483)Alright. Anne Wallen (53:35.074)give them a second. So when you have, you know, these, this labeling and when you have this balance that the child is bringing into the family, you know, you, you might say, that kid’s a, that’s a wild child or whatever. A wild child compared to what? Maybe you have very placid parents, right? And then the child’s just bringing the balance. They bring in the party. Or you have parents who are, you know, maybe really Nick McGowan (53:35.155)They’re good. Nick McGowan (54:00.989)you Anne Wallen (54:05.061)just super extroverted and then you get this little introverted child because they’re bringing the balance or you have two kids, right? I’ve had my two boys, they’re kind of like in the early middle of the six of them and I had one that was like large muscle. You tell him to dig a hole, he’s gonna be like, how deep and how big and tell me where to go and I’m on it, right? And then you got the next kid. who was very small motor skills, very artistic, you know, just like super minute focus, right? And you tell him to dig a hole and he’d be like, I don’t know how to dig a hole, right? So like they’re opposites, but this is what happens in family structures. It’s like the kid comes in and they fill the gap of what’s missing. This can get tricky if you have stuff that you haven’t worked on in the past, because guess what? Nick McGowan (54:48.443)Mm-hmm. Anne Wallen (55:02.852)Kids also bring the triggers. So for example, my nine-year-old, love her to pieces, she’s really different from me. It’s a challenge sometimes to be her parent because I don’t know what to do with her half the time because she’s just so different from me. And so that in itself is a little bit of a trigger. And so as a parent, when you are trying to learn, because a lot of times we think, oh, we’re here to Nick McGowan (55:18.096)Hmm. Nick McGowan (55:24.272)Yeah. Anne Wallen (55:32.696)you know, mold and shape this person. But I want to challenge that perception. I think we’re really here to figure out who this person is and help them to be the best of whoever it is that they’re supposed to be. And we’re not really supposed to be directing that all that much at all. Right. And so that also can be really tricky if you don’t know who you are. Right. If you’re if your stuff Nick McGowan (55:57.893)Yeah. Anne Wallen (56:01.496)goes into identifying as, I worthy? Should I speak up? Do I have to fight for stuff? All the different things that go on as a child inside of you, your child, it’s gonna be mirrored back to you. And if you haven’t figured those things out, if you didn’t figure them out as a child, how are you gonna have answers for your kid when they’re going through the same thing? So. getting into and really just there’s actually a book for if you’re pregnant now or if you’re looking at getting pregnant, there’s a book called birthing from within. It’s kind of a whole system. I really like it because it kind of digs into the psychological aspect of, you know, this labyrinth of how were you created mentally, emotionally, and then how are you going to walk or step into parenthood, you know, as a person who can be there for your kid in all these different ways that you’re gonna have, it’s gonna be demanded upon you whether or not you have the skills to meet the needs or not, right? Yeah. Nick McGowan (57:05.967)Yeah, whether you like it or not. man, there’s so much to that. And again, I’m not going to have kids ever. I’m no longer equipped to. And I can think about how these things relate to us as people without kids because we were kids at one point and this ties back. Even the two kids that you have that you talked about, you literally just described my brother and myself. And my dad was like, Anne Wallen (57:25.112)Yeah. Nick McGowan (57:34.359)I understand the one who can dig the holes. I don’t understand why you’re building things and you’re painting. What the hell is this about? I’m gonna stick with the one over here because that makes sense and parents can go to that. They can look at that and they can do those things. But I really appreciate that you’re challenging people to understand the most about themselves and where their things have come from so that they don’t really bring them into anything further unless they go, hey, I learned this before cause I went through some shit. Anne Wallen (57:56.334)Mm-hmm. Nick McGowan (58:03.077)Here’s how you go about it a little differently, but you do you kid and I’m here to support you. I think that’s a crucial thing that you really pointed out and I appreciate you pointing that out. This has been awesome to have you on today and I appreciate you being with us. Before I let you go, where can people find you and where can they connect with you? Anne Wallen (58:08.109)Yeah. Nick McGowan (58:27.194)Did I totally cut out there? Awesome. So I’d asked where can people find you and where can they connect with you? Anne Wallen (58:36.484)Well, I am like I said the director of maternity wise you can find me there. That’s easy maternity wise calm just like that And you can also find me. I’m a contributor to brains magazine So I have several articles published there and if you want to find me on LinkedIn, I’m Anne Wallen. So hey Nick McGowan (58:58.896)Again, Ann, it’s been great having you on today. I appreciate your time. Anne Wallen (59:01.988)Thank you.

In this episode, you'll discover:How your soul aura reveals gifts, wounds, and lessons you're here to integrateWhy enlightenment is literally about radiating all colors of lightWhat quantum healing looks like when you work with energy directlyWhat if you're not actually a body with a soul, but light energy that temporarily took physical form?I know how that sounds. But stay with me.Most personality systems tell you what box you fit into. Myers-Briggs. Enneagram. Human Design. They're all trying to explain who you are based on behavior patterns. But Helen Plehn's Aura Color Wheel system starts with a complet ely different premise. You're not solid matter trying to be more spiritual. You're literally made of light.Modern physics backs this up. At the quantum level, everything is light, sound, vibration, frequency, and wavelength. Your body isn't solid. It's condensed light moving at different speeds. When you zoom in far enough, there's no "you" in the way you think there is. Just energy pulsing in patterns.Today our guest is Helen Plehn, creator of the Aura Color Wheel system and author of a book mapping the seven soul archetypes and their corresponding aura colors. She teaches people how to read their own energetic blueprint and consciously evolve their frequency.Links from the episode:Show Notes: mindlove.com/430Join the Mind Love Collective here: https://mindlove.com/joinSign up for The Morning Mind Love for short daily notes to wake up inspiredSupport Mind Love SponsorsSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Today, we'll help you pick your startup's first customer segment. This decision dooms a huge percentage of first time entrepreneurs - if you don't understand what the job of your first customer segment is, you'll likely pick a customer incapable of doing it. Your first customer has a unique responsibility that no other customer will have - you need to choose them carefully.Conversely, if you choose the right first customer, you'll set yourself up for serious growth. We go through the five characteristics your first customer needs, give a preview of what your successful startup will look like, and help a listener find the first customer for their Myers Briggs startup. TackleboxGetting Real (museum curator reference)Everyman Espresso (☕️

Everyone loves a good personality test. Whether it is the Myers-Briggs, the Enneagram, or that quiz you took online that told you which TV character you are most like, there is something satisfying about seeing yourself neatly described in a few short sentences. But here is the question: are these tests actually telling you who you are, or just giving you a clever label? In this episode, Dr. Bray unpacks the science behind our obsession with personality tests. You will learn why we are wired to love them, how the brain's reward systems light up when we feel recognized, and why the Barnum effect makes even vague descriptions feel spot-on. We will also take a closer look at the history of personality testing, from Hippocrates and the four humors to the modern-day workplace. More importantly, you will hear why taking these tests too seriously can backfire. Neuroscience shows that personality is not fixed. The brain is plastic, meaning it is constantly adapting and capable of change. When you lock yourself into a rigid type, you may be limiting your own growth without even realizing it. Dr. Bray keeps it practical and entertaining, weaving together science, history, and a bit of humor. You will walk away with a fresh perspective on personality tests, knowing when to treat them as fun and when to be cautious about the labels they hand you. So if you have ever wondered whether your four letters define you or if you are destined to always be "the extrovert" or "the thinker," hit play. This conversation will convince you that you are far more than a type, and that the most exciting part of your personality is how it continues to grow and change. Quotes by Dr. Bray "The real danger is not in taking these tests, but in taking them too seriously." "The appeal of personality tests has less to do with their accuracy and more to do with what they promise us." "This is just who I am" — that's the fixed mindset we need to challenge." "Hold those results lightly and treat them as a starting point for exploration."

“Pledge allegiance to your hands, your team, your vibes.” In this preview of our After School episode, we're reflecting on our first month with Taylor's latest album. We dive into why certain Taylor albums create earworms while others don't, how her genre-hopping creates completely different fan bases, and whether we just accidentally invented a personality test based on your top two Taylor albums (spoiler: it's better than Myers-Briggs). Plus, we debate whether "an album full of bops" can stand the test of time, or if that's exactly what we needed right now. Subscribe for free to get episode updates or upgrade to paid to get our After School premium content: aptaylorswift.substack.com/subscribe. After School subscribers get monthly bonus episodes, exclusive content, and early access to help shape future topics! Stay up to date at aptaylorswift.com Follow AP Taylor Swift podcast on social! TikTok → tiktok.com/@APTaylorSwift Instagram → instagram.com/APTaylorSwift YouTube → youtube.com/@APTaylorSwift Link Tree → linktr.ee/aptaylorswift Bookshop.org → bookshop.org/shop/apts Contact us at aptaylorswift@gmail.com Affiliate Codes: Krowned Krystals - krownedkrystals.com use code APTS at checkout for 10% off! Libro.fm - Looking for an audiobook? Check out our Libro.fm playlist and use code APTS30 for 30% off books found here tinyurl.com/aptslibro This podcast is neither related to nor endorsed by Taylor Swift, her companies, or record labels. All opinions are our own. Intro music produced by Scott Zadig aka Scotty Z.  

How do you redefine a field that's widely misunderstood, even among its own professionals? And how can associations become essential hubs for interdisciplinary collaboration in such a space?In this episode of Associations Thrive, host Joanna Pineda interviews Nathan Victoria, Executive Director of the Society for Personality Assessment (SPA) and Vice President at NextGen Association Management. Nathan discusses:Why “personality assessment” doesn't mean pop personality tests like Myers-Briggs or StrengthsFinder, but instead refers to integrated and multi-method clinical assessments used by psychologists.The clinical and legal applications of personality assessment, including for law enforcement, immigration, air traffic controllers, and reality TV casting.SPA's historical roots as the Rorschach Institute, Inc., and how it's evolving to reclaim and redefine personality assessment.The effort to define personality assessment within the organization and clarify its public perception.SPA's reinvestment in infrastructure: website, branding, database, and strategic plan.The organization's shift to AMC management through NextGen, and the benefits of a more efficient staffing model.How SPA supports international engagement with its first-ever conference outside the U.S., despite visa and travel challenges.SPA's unique conference partnerships with smaller psychology organizations to share resources and cross-pollinate ideas.Nathan's broader role in managing multiple associations simultaneously through NextGen and how technology and transparency enable success.References:SPA WebsiteNextGen AMC Website2025 Expert Insights on Personality Assessment Virtual Conference2026 SPA Convention

Is Human Design a shortcut to finding your purpose and becoming your authentic self? Josh Trent welcomes Emma Dunwoody, Human Design Expert, to the Wellness + Wisdom Podcast, episode 776, to reveal how Human Design helps you break free from conditioning, trust your intuition, reconnect with the subtle energy guiding your purpose, and empower you to live in full alignment with who God designed you to be. Join The Decode Your Design Masterclass You don't need another strategy or another plan: you need the truth, a breakthrough, a moment where it all clicks, and you finally understand why success has felt so hard. And that breakthrough you've been looking for? It's not outside of you. It's in your Human Design. This masterclass will shift you from burnout to alignment, from doubt to deep self-trust, and from strategy addiction to inner authority, in under 90 minutes. Because when you stop fighting against who you are and start working with your design, everything changes. Join Emma's Masterclass Today + Get 20% off with Code "JOSH20" In This Episode, Emma Dunwoody Uncovers: [01:10] Use Human Design to Become More Authentic Why Human Design serves as a permission slip to be ourselves. How Human Design bypasses the mind that tells us who we think we are. The role of neutrinos in imprinting ourselves in the moment. Why Emma used to be skeptical of Human Design. How Human Design was invented. Resources: Emma Dunwoody Human Design Made Simple by Emma Dunwoody Decode Your Design Masterclass - 20% off with Code "JOSH20" [07:50] How to Integrate What You've Learned Why transformation is not easy. How Emma's healing her childhood trauma with the help of Human Design. Why we need to integrate the information we learn about ourselves in order to transform our lives. [12:35] How to Find Your Purpose How a chart has more than 2 billion expressions. Why we don't have to change anything based on our chart reading. How Emma's son's energy helped her improve her mental health. Why our purpose is to be ourselves. [17:20] Human Design + Plant Medicine How Josh and Emma's Human Design revealed their design is to go through difficult challenges. Why manifesting generators can be seen as too much by others. What is a personal Human Design profile. The gift of gate 64. [26:10] What's Blocking Your Transformation Why only our ego can stop our transformation. How Human Design and Gene Keys show us our shadows. Why Emma never wanted to stick to one career path. How we can turn our shadows into indicators. [30:20] Learn to Listen to The Subtle Energies Why we're meant to become our own guide. How it's become very difficult to differentiate between right and wrong. Why some people are not designed to make quick decisions. How we're disconnected from the subtle energies and signals of our bodies. Why Emma can't use muscle testing on herself. [37:20] How to Trust Yourself Why we need to rise above the male and female archetypes. How Human Design taught Emma to trust herself. Why she didn't realize she was talking to God until she was in her 30s. How she struggled to find one thing to focus on. [41:40] The 5 Human Design Archetypes How we only need to understand the surface information about ourselves. Why manifestors are not designed to finish what they've started. How generators are here to build a new world. The role of manifesting generators. Why projectors are the guides that make others better. How only 1% of the population is reflectors. [49:30] The Purpose of Human Design Where the Human Design truly came from. How we're entering the gate of intimacy and abundance. Why the purpose and meaning of intimacy have been changing. How Human Design can help us evolve. [53:20] Heal Your Trauma with Human Design The issue with genetic determinism. How each Gene Key is associated with a part of the body, which is translated as "gates" in Human Design. What it was like for Emma to grow up with parents who were alcoholic and anorectic. How Human Design can help us start healing our trauma. The difference between Gene Keys and Human Design gates. Why Emma used to live in the masculine role. [01:01:50] Human Design Helps Raise Empowered Children The importance of raising our children according to their Human Design. How we're conditioned and taught to change ourselves. Why we're too attached to right and wrong. [01:07:00] Evolution of Humanity Why Emma's mission is to make Human Design mainstream. How we're moving from thinking doers to feeling be-ers. Why getting into our body is the most important thing we can do right now. How indigenous Australians pass down their knowledge through stories. What Emma does to empower her son. [01:13:50] Alignment Creates Flow Why projectors can have a bad reputation. How successful people are in alignment with who they truly are. What helped Emma to finish writing her book. How the process of writing and publishing her book was in alignment with her design. Leave Wellness + Wisdom a Review on Apple Podcasts All Resources From This Episode Emma Dunwoody Human Design Made Simple by Emma Dunwoody Decode Your Design Masterclass - 20% off with Code "JOSH20" Power Quotes From Emma Dunwoody "Human design bypasses the mind. It goes straight to the energetic blueprint that's coded in your DNA. This energetic blueprint happened at your birth, as subatomic particles moved through your body and imprinted your DNA. It's the map that's going to lead you back to the most authentic version of you." — Emma Dunwoody "We think we know who we're meant to be and what we're meant to do and we really don't. We can't see that big picture. When you start living more in alignment with your Human Design, you learn to tap into the body, and you're constantly told in every moment what is right for you and what isn't." — Emma Dunwoody "Our purpose is bigger than the job that we do. Our purpose is our energy. Our greatest purpose is just to be our most authentic self, because then we are fulfilling the puzzle piece we need to fulfill to move to this new world." — Emma Dunwoody

Start Your Transformation Now  In this thought-provoking episode, Jim sits down with Emma Dunwoody, a world-renowned Human Design expert, behavioral coach, and author of Human Design Made Simple. Emma shares how Human Design goes beyond traditional personality tests like Myers-Briggs and Enneagram, offering an energetic blueprint that reveals your authenticity, purpose, and how you're designed to thrive in relationships, business, and life.  Emma breaks down the origins of Human Design, why so many people struggle with strategies that don't work for them, and how understanding your design helps you release conditioning, honor your energy, and step into sovereignty. Through personal stories and insights, she shows how Human Design can transform everything—from relationships to decision-making—by shifting from the head to the body and uncovering your unique strategy and authority.  If you've ever felt stuck trying to “fix yourself,” exhausted by running other people's strategies, or searching for clarity in relationships and purpose, this episode will give you a roadmap to your authentic self.  What You'll Discover in This Episode:  What Human Design Really Is (01:19) Emma explains how Human Design differs from traditional personality tests and why it's the energetic roadmap to authenticity.  The Five Human Design Types (07:32) Discover the roles of Manifestors, Generators, Manifesting Generators, Projectors, and Reflectors—and what they mean for your energy and life path.  How Conditioning Shapes (and Limits) Us (12:50) Why we take on other people's energy and conditioning, and how Human Design helps you separate what's truly yours from what isn't.  Relationships and Human Design (16:27) How knowing your design—and your partner's—can transform conflict, connection, and compatibility in relationships.  The Power of Undefined Centers (22:57) How “open spaces” in your chart reveal conditioning, trauma bonding, and why we repeat painful patterns until we decondition them.  Applying Human Design to Everyday Life (30:01) From relationships to decision-making, how Human Design provides sovereignty and clarity in navigating life.  Listen, apply, and enjoy!  Transformational Takeaway  True transformation isn't about fixing yourself—it's about remembering who you already are. As Emma shares, Human Design gives you permission to step out of conditioning, stop running other people's strategies, and embody your authentic energy. When you align with your design, you gain sovereignty, clarity, and the freedom to live your potential.  Mentioned Resources: https://www.emmadunwoody.com/ https://www.instagram.com/the_human_design_coach/ https://www.emmadunwoody.com/maggie Let's Connect:  Instagram | Facebook | YouTube | LinkedIn  LIKED THE EPISODE?  If you're the kind of person who likes to help others, then share this with your friends and family. If you have found value, they will too. Please leave a review on Apple Podcasts so we can reach more people.  Listening on Spotify? Please leave a comment below. We would love to hear from you!  With gratitude, Jim

It's one thing to be busy and another to be productive – and most of us are far better at the first than the second. The reality is that architects live in a world of deadlines, meetings, and endless to-do lists, but somehow there's always time to check Instagram, rearrange your desktop icons, or spend twenty minutes deciding which playlist will help you focus before actually doing the work. Procrastination has a way of disguising itself as “just five more minutes” until suddenly tomorrow is looking a lot worse than today. This week, Andrew and I are taking a closer look at procrastination – why it happens, how it disrupts even the best-laid plans, and what you can actually do to keep it from derailing your work. Welcome to Episode 185: Procrastination: Today's Problems Tomorrow.  [Note: If you are reading this via email, click here to access the on-site audio player]  The Struggle is Real jump to 4:09 Procrastination is not about a lack of discipline or effort, it is more like a default response that shows up once the to-do list starts outpacing the hours in the day. Think of it as that urge to tidy up your inbox, check social media one more time, or find anything else to do besides the one task that really matters. It is less about bad intent and more about a short-term survival instinct. I would not describe myself as someone who avoids work, but I can admit there are times when I put things off until there is no other choice, and I suspect that puts me in the same company as most people reading this. There is research that connects personality traits with procrastination, and some of it feels uncomfortably familiar when applied to architects. People who score high in conscientiousness usually do well in professional settings, but that same trait often brings with it a strong tendency toward perfectionism. When you are wired to want things done at a very high level, it can be easy to delay getting started until you believe conditions are “just right.” The irony is that the higher the standard, the harder it becomes to begin, and procrastination finds a perfect opening. Other personality studies using Myers-Briggs categories found that INTP (Introversion, Intuition, Thinking, Perception) types were among the highest procrastinators. Those individuals tend to be analytical, independent, and comfortable living in their heads, which can be useful qualities for architects, but those same strengths can also create a pattern of putting things off. When you are wired to keep analyzing and refining your ideas, starting the work can feel less urgent than thinking about it just a little longer. There is another angle to consider, which is that procrastination can actually act as a coping mechanism. Psychologists describe it as a form of avoidance, but not always in a destructive sense. Putting something off can create short-term relief, and that breathing space can sometimes be what allows a person to function in the moment. The problem is that the stress does not go away, it simply accumulates and grows heavier with time. For some people, that mounting pressure even becomes the fuel they rely on to finally act, which is why procrastination is not only common but oddly effective for those who claim they “work best under pressure.” Architects are Busy jump to 16:03 a look at my weekly calendar for the time we recorded today's podcast episode Procrastination is not always about laziness, and more often than not it shows up as the result of overload. Nobody in this profession plans to avoid their responsibilities, but when the day fills up with meetings, deadlines, and emails, something is going to slip. That delay might look small in the moment, like moving one task to tomorrow's list, but it still qualifies as procrastination. It is not intentional avoidance, it is triage, and triage always comes with consequences. Architects are especially vulnerable to this because so much of our time is spent in coordination mode,...

Long before Myers-Briggs, there were the Four Temperaments. From Hippocrates to the Church Fathers to the 21st century, this timeless model has helped people understand themselves (and each other) on a deeper level.Now, Art and Laraine Bennett bring this ancient wisdom into the modern world with fresh insight and real-life application. Discover your temperament, decode your child's baffling behavior, and turn your spouse's quirks into opportunities for deeper connection and communication. Plus don't miss Lila's surprising temperament reveal!Website: https://artandlarainebennett.com/Amazon Store: https://amzn.to/3UsPEKzNEW: Join our exclusive Rose Report community! https://lilaroseshow.supercast.com - We'll have BTS footage, ad-free episodes, monthly AMA, and early access to our upcoming guests.A big thanks to our partner, EWTN, the world's leading Catholic network! Discover news, entertainment and more at https://www.ewtn.com/ Check out our Sponsors:-Good Ranchers: https://go.goodranchers.com/lila Purchase your American Meat Delivered subscription today and get a free add-on of beef, chicken, or salmon! Use code LILA for $40 off! -EveryLife: https://www.everylife.com Buy diapers from an amazing pro-life diaper company and use code LILA and get 10% off!-Seven Weeks Coffee: https://www.sevenweekscoffee.com Buy your pro-life coffee with code LILA and get up to 25% off!00:00:00 - Intro00:04:50 - What are temperaments?00:07:00 - Phlegmatic00:07:46 - Melancholics00:09:37 - Sanguine00:11:06 - Good Ranchers00:12:18 - Do opposites attract?00:19:57 - EveryLife00:20:48 - Has psychology come up with anything better than temperaments?00:25:34 - Therapy and Temperaments00:29:05 - Phlegmatic II00:30:12 - Seven Weeks Coffee00:31:16 - Fixing False Notions of Others00:38:08 - Sanguine II00:40:12 - Melancholic00:46:58 - Discipline for Parents00:56:22 - Lila takes temperament test01:01:52 - Can temperament change?01:06:51 - Pairing certain temperaments for relationships