Podcasts about myers briggs type

Courtney Carver writes things. She wrote a book called Soulful Simplicity and the simplicity blog, bemorewithless.com. She shares things that make her laugh and cry on Instagram (@bemorewithless). She doesn't know her Myers Briggs Type but she knows she's an introvert because she needs to be free from humans several times a day (cats and dogs are always welcome). Aside from her seasonal wardrobe, she doesn't count her things.   She is the author of the new book Gentle: Rest More, Stress Less, and Live the Life You Actually Want, as well as has authored other works such as Project 333, and Soulful Simplicity.   Contact her here: Website: https://bemorewithless.com/ Instagram: https://www.instagram.com/bemorewithless/ Additional Resources:

Do you believe that love should be a partnership built on trust, shared experiences, and practical connection? If so, you might be the Craftsperson LoveType (ISTP on the Myers-Briggs personality test)—a resourceful and independent individual who values freedom, exploration, and tangible accomplishments in both life and love. On our Love University podcast, we explored the unique qualities of the Craftsperson and how you can find fulfilling love and purpose. Here's what we discovered: As a Craftsperson, you approach life with a quiet confidence and a knack for problem-solving, making you an intriguing and grounded partner. You thrive in relationships that allow for both independence and mutual respect. For you, love is not about constant emotional intensity or elaborate displays of affection—it's about steady, meaningful actions and building a life together through shared experiences and practical support. In relationships, you may not always express your emotions openly, but your actions speak volumes. Whether it's fixing something that's broken, planning an exciting outdoor adventure, or simply being a steady presence, you show your love through what you do rather than what you say. This makes you a dependable and down-to-earth partner, but it can also lead to misunderstandings if your emotional depth isn't fully recognized. To find your perfect love, seek someone who appreciates your hands-on approach and values your self-sufficiency. You'll thrive with a partner who respects your need for space and freedom but also inspires you to explore deeper emotional connections. Look for someone who enjoys adventure and discovery as much as you do—someone who can join you in experiencing life to the fullest without holding you back. At the same time, it's important to acknowledge your own emotional needs and communicate them with your partner. While you might be naturally reserved, opening up about your feelings can lead to a stronger, more intimate bond. Remember, vulnerability isn't a weakness; it's a bridge to deeper understanding and connection. As a Craftsperson, your ideal relationship is one where mutual respect and shared interests create a foundation of trust and companionship. Whether you're building a project together, exploring a new hiking trail, or simply enjoying a quiet evening, the love you seek is grounded in authentic moments and mutual growth. The key to finding your perfect love as an ISTP lies in balancing your independence with emotional openness. Embrace your adventurous, pragmatic nature, but don't shy away from vulnerability that can enrich your relationships. By seeking a partner who aligns with your values and supports your journey of exploration and growth, you can create a love that's not only stable but also endlessly fulfilling. With the right partner by your side, your love life can become a journey of shared adventure and practical joy—proving that even the most independent hearts can find extraordinary love and purpose.

Do you believe that love should be a partnership built on trust, shared experiences, and practical connection? If so, you might be the Craftsperson LoveType (ISTP on the Myers-Briggs personality test)—a resourceful and independent individual who values freedom, exploration, and tangible accomplishments in both life and love. On our Love University podcast, we explored the unique qualities of the Craftsperson and how you can find fulfilling love and purpose. Here's what we discovered: As a Craftsperson, you approach life with a quiet confidence and a knack for problem-solving, making you an intriguing and grounded partner. You thrive in relationships that allow for both independence and mutual respect. For you, love is not about constant emotional intensity or elaborate displays of affection—it's about steady, meaningful actions and building a life together through shared experiences and practical support. In relationships, you may not always express your emotions openly, but your actions speak volumes. Whether it's fixing something that's broken, planning an exciting outdoor adventure, or simply being a steady presence, you show your love through what you do rather than what you say. This makes you a dependable and down-to-earth partner, but it can also lead to misunderstandings if your emotional depth isn't fully recognized. To find your perfect love, seek someone who appreciates your hands-on approach and values your self-sufficiency. You'll thrive with a partner who respects your need for space and freedom but also inspires you to explore deeper emotional connections. Look for someone who enjoys adventure and discovery as much as you do—someone who can join you in experiencing life to the fullest without holding you back. At the same time, it's important to acknowledge your own emotional needs and communicate them with your partner. While you might be naturally reserved, opening up about your feelings can lead to a stronger, more intimate bond. Remember, vulnerability isn't a weakness; it's a bridge to deeper understanding and connection. As a Craftsperson, your ideal relationship is one where mutual respect and shared interests create a foundation of trust and companionship. Whether you're building a project together, exploring a new hiking trail, or simply enjoying a quiet evening, the love you seek is grounded in authentic moments and mutual growth. The key to finding your perfect love as an ISTP lies in balancing your independence with emotional openness. Embrace your adventurous, pragmatic nature, but don't shy away from vulnerability that can enrich your relationships. By seeking a partner who aligns with your values and supports your journey of exploration and growth, you can create a love that's not only stable but also endlessly fulfilling. With the right partner by your side, your love life can become a journey of shared adventure and practical joy—proving that even the most independent hearts can find extraordinary love and purpose.

  Do you believe that love should be a grand adventure filled with endless possibilities? If so, you may be the Social Philosopher LoveType (ENFP on the Myers-Briggs personality test). As an ENFP, you're a passionate, free-spirited individual who thrives on deep connections, exploration, and discovering new perspectives in every aspect of life. You're an idealist with a deep yearning for meaning, often questioning the world around you and how love fits into the larger picture of existence. In relationships, you are the type of person who desires more than just romance—you crave emotional depth, intellectual stimulation, and the sense that you're growing together with your partner. You're always seeking new ideas, perspectives, and experiences, and you want a partner who can keep up with your adventurous spirit and philosophical musings. You're highly empathetic and love engaging in heartfelt, meaningful conversations that delve into the mysteries of life. But while your openness and creativity make you an exciting partner, your idealism can sometimes lead you to expect perfection or overlook potential incompatibilities in a relationship. If you find the right person who shares your sense of adventure and can match your intellectual curiosity, you can build a love that's both deeply fulfilling and endlessly transformative. However, be cautious of letting your boundless enthusiasm for potential cloud your judgment. Your imagination may lead you to idealize someone or a relationship to the point of overlooking red flags or staying in a situation that doesn't align with your true desires. The key to finding your perfect love as an ENFP is embracing both your passionate spirit and your need for authentic connection. Recognize that love, for you, is a journey of mutual growth and discovery. By staying true to your values and seeking a partner who can engage with you on a deep emotional and intellectual level, you'll create a relationship that not only enriches your life but also allows both of you to explore the endless possibilities of love and meaning together.  

By Dr. Alex Avila Do you believe that love should be a grand adventure filled with endless possibilities? If so, you may be the Social Philosopher LoveType (ENFP on the Myers-Briggs personality test). As an ENFP, you're a passionate, free-spirited individual who thrives on deep connections, exploration, and discovering new perspectives in every aspect of life. You're an idealist with a deep yearning for meaning, often questioning the world around you and how love fits into the larger picture of existence. In relationships, you are the type of person who desires more than just romance—you crave emotional depth, intellectual stimulation, and the sense that you're growing together with your partner. You're always seeking new ideas, perspectives, and experiences, and you want a partner who can keep up with your adventurous spirit and philosophical musings. You're highly empathetic and love engaging in heartfelt, meaningful conversations that delve into the mysteries of life. But while your openness and creativity make you an exciting partner, your idealism can sometimes lead you to expect perfection or overlook potential incompatibilities in a relationship. If you find the right person who shares your sense of adventure and can match your intellectual curiosity, you can build a love that's both deeply fulfilling and endlessly transformative. However, be cautious of letting your boundless enthusiasm for potential cloud your judgment. Your imagination may lead you to idealize someone or a relationship to the point of overlooking red flags or staying in a situation that doesn't align with your true desires. The key to finding your perfect love as an ENFP is embracing both your passionate spirit and your need for authentic connection. Recognize that love, for you, is a journey of mutual growth and discovery. By staying true to your values and seeking a partner who can engage with you on a deep emotional and intellectual level, you'll create a relationship that not only enriches your life but also allows both of you to explore the endless possibilities of love and meaning together.  

We talk about reading for your Myers-Briggs Type and discuss the personality tests — or Buzzfeed quizzes — we love most. Happening at the library:Summer Reading Pete the Cat StorytimesDo You Believe in Ghosts?Keep an eye out for Poppy!All the books and resources we talk about in this episode can be found here.MB Types Part 1-TikTokMB Types Part 2-TikTok MB Types Part 3-TikTok MB Types Part 4-TikTok

I recently had an aha around what aspect of themselves people typically fail to communicate in their look. Today I will tell you how you can show your auxiliary or copilot cognitive function visually.   If you would like to have my help nailing down your Myers-Briggs type and figuring out why it even matters, check out my Personality Profile & Palette.   Let's connect! Take the style personality quiz: What's Your Style Personality? Take the quiz here! Are you a DIYer? Grab the workbook: The Wardrobe Pyramid and discover what clothes you really need for your lifestyle. Just want to take the first step in getting your wardrobe systematized? Get a bite-size closet project in your inbox every week. Want to learn more about how to discover your Style DNA? Visit my website. To suggest a podcast topic, send email to hello@signaturestylesystems.com.

In this enlightening episode, join Kari as she delves into the world of personality quizzes and assessments, providing a curated list of her favorites. From tools designed to enhance workplace dynamics, like the Myers-Briggs Type and the DISC test , to those that shed light on the nuances of relationships, such as the Five Love Languages and Attachment Styles  , there's something for everyone. Kari also explores assessments for personal growth, highlighting StrengthsFinder  and the insightful Five Archetypes ​. Even the Intimacy Blueprint for your love life ..  With honorable mentions including Human Design and the Enneagram, this episode is your guide to understanding the superpowers and shadow sides of your personality. Tune in to uncover the tests that resonate with you and embark on a journey of self-discovery and empowerment. 

Today I'm talking about how the preference for thinking or feeling in your Myers-Briggs type can inform your wardrobe decisions.   At the dichotomy level, the F or T in your four letter code stands for feeling or thinking. In truth, everyone feels and everyone thinks. The question is which criteria do you prioritize when making decisions? Personal criteria, that is, pertaining to people, or impersonal, that is, pertaining to data and metrics?   If we go a level deeper to the cognitive functions, we find two different flavors of each preference, an extraverted version and an introverted version. That is what this episode goes into with regard to how you dress.   Discovering your unique self and your style DNA is a self-discovery journey. In my Personality Profiling & Palette package, The Overnighter on your journey, I'll take you a level deeper in your type than dichotomy level, just Thinking vs Feeling, to the cognitive functions.   Learn more at my website Signature Style Systems. Use code episode28 to take $40 off, now until April 30, 2024.   Let's connect! Take the style personality quiz: What's Your Style Personality? Take the quiz here! Are you a DIYer? Grab the workbook: The Wardrobe Pyramid and discover what clothes you really need for your lifestyle. Just want to take the first step in getting your wardrobe systematized? Get a bite-size closet project in your inbox every week. Want to learn more about how to discover your Style DNA? Visit my website.  

Where are you on the timeline of style? In this episode I'm breaking down how my style personality quiz, the curve of trend adoption, and your Myers-Briggs type are all related. Let's connect! I have a quiz: What's Your Style Personality? Take the quiz here! Are you a DIYer? Grab the workbook: The Wardrobe Pyramid and discover what clothes you really need for your lifestyle. Just want to take the first step in getting your wardrobe systematized? Get a bite-size closet project in your inbox every week. Want to learn more about how to discover your Style DNA? Visit my website. Everyone has a unique self inside, but many women struggle to show theirs. I've created a process to reveal your unique self; when we've discovered who you really are, you can step into feeling excited, motivated, and confident to show up and contribute your gifts to the world! Learn more at signaturestylesystems.com.

Bible Study: (1:49) Ex 3:13-20 Father discusses the name of God  Mt 11:28-30 Father discusses how many people go to Sunday mass Letter (21:04) - How do we learn to love God with all our heart, mind, and soul?  (26:08) - Did Jesus have a Meyers-Briggs type?  (27:51) - How do I know I love God with My Whole Heart?  Word of the Day: Smite (32:57) Callers  (35:36) - How old was Mary when she had Jesus? (38:14) - St. Jerome Translation Question (41:29) - 'Ask and you will receive' quote; I have struggled with this and the divine will and asking for what I want. (43:44) - Going to my granddaughter's wedding and her brother is the officiant? What am I to do? I want to show her unconditional love? (47:13) - Why has God has forsaken me, could you explain?

We are thrilled to introduce our new series inspired by Isaiah 62:3: "The LORD will hold you in His hand for all to see - a splendid crown in the hand of God." In this series we will talk about how we are shaped by God in the sanctification process, looking at Myers-Briggs Type in light of the Gospel. We will talk with different personality types about their unique tendencies and how God is growing them and using them for His kingdom. For your own study: Isaiah 62 Isaiah 64:8 2 Corinthians 3:3-6 Romans 13:14 Ephesians 1:3 John 17 Follow us on Instagram: @meetmeinisaiah

I get the question, "Am I the good MBTI type?" all the time.It's time to briefly explain my views on the necessary balance of having all types existing together. Original video: https://youtu.be/77LXXJLBW_c ***Connect and Support Geek Psychology #geekpsychology ***Socials, courses, and 1-on-1 coaching services: geekpsychology.com INFP only community and safe place and INFP MasterclassGeeky Myers Briggs Personality Type MerchSupport on PatreonBuy my book: Personal Transformation Journaling: End the Cycle of Self-Sabotage and Create Lasting Positive Change Through Writing, Reflection and the Parts Work

It can be incredibly difficult to find your #enneagram type, and roughly 60% of people mistype themselves the first time. So since #myersbriggs is so popular, and far easier to find your type, I thought it would be helpful to give folks a starting point based on some surface level similarities between each Myers-Briggs type and one Enneagram type that best corresponds to their personality traits. And before you say it (looking at you my snarky 5s and bullish 8s), I fully understand and agree that the enneagram is an incredibly different tool with a far different purpose than Myers-Briggs AND there is no direct correlation between your Enneagram ego and your Myers-Briggs personality, so please spare me the comments ;) This is just a playful (potentially helpful) comparison. ▶ A Complete Guide to Every Enneagram Type: https://youtube.com/playlist?list=PLm1xoeY8KrF6EV2rrDfJykCe_hyC_kJOR ▶ DONATE: Support YGAT's effort to create high-quality, free enneagram content by donating on Patreon: https://www.patreon.com/youvegotatype ▶ Subscribe to YGAT: https://www.youtube.com/c/youvegotatype ▶ Timeline: 0:00 Introduction 1:53 INFJ 3:02 ISTJ 4:18 ISFJ 5:26 ESFJ 6:29 ENFJ 7:33 ENFP Part I 8:35 ENFP Part II 9:46 INFP Part I 10:57 INFP Part II 12:01 INTP 13:03 INTJ 14:05 ISTP 15:09 ENTP 16:16 ESFP 17:21 ESTP 18:24 ENTJ 19:26 ESTJ 20:32 ISFP 21:38 Conclusion: LIKE & SUBSCRIBE! #enneagram #selfawareness #spirituality #selfhelp #motivation #selflove #wisdom #spiritualgrowth #enneagram9 #enneagram8 #enneagram7 #enneagram6 #enneagram5 #enneagram4 #enneagram3 #enneagram2 #enneagram1 #reformer #helper #achiever #individualist #investigator #loyalist #enthusiast #challenger #peacemaker #personalitytypes #personality #enneagramtypes #isfp #estj #entj #estp #ESFP #ENTP #ISTP #INTJ #INTP #INFP #ENFP #ENFJ #ESFJ #ISFJ #ISTJ #INFJ #16personalities #mbti #mbtipersonality #introverts #extroverts #education --- Support this podcast: https://anchor.fm/youvegotatype/support

Hi!   In today's episode we're talking about personality types, and how knowing yourself better can be really helpful both in terms of self-care and also when it comes to forming new, healthier habits or letting go of old, unhelpful habits.   Such quizzes should be taken lightly, as we're all unique and change is always possible, but they can be pretty insightful when it comes to working out why we think and act as we do and how we can relate better to the people around us.   And let's face it, who doesn't enjoy a good quiz?!   If you enjoy this episode and find it helpful, then take a moment to share it with friends and family, and also please head over to Apple Podcasts and leave me a review – that really helps other people find the show. Thank you so much!     Wishing you joy and good health,   Catherine x   Discover your Myers-Briggs Type by taking the 16 Personalities Free Test   Discover which of the Four Tendencies you fall into by taking Gretchen's Free Quiz Here   Gretchen's Book: The Four Tendencies   Grab your FREE guide to learn How To Boost Your Energy In 7 Days Without Caffeine at bit.ly/freeenergytips   Interested in getting some private, one-on-one health coaching? Jump on a free Discovery Call to find out more, no strings attached, at bit.ly/callcatherine     Join our Healthier Life Community Facebook Group for Christian Women and get daily tips, recipes, challenges, encouragement and more!   Want to find out more about my health coaching programs? Head to https://catherineshelton.net/workwithme     If you'd like to give my feedback and suggestions for future episodes, I'd love to hear from you. Email me at support@catherineshelton.net    

If you've ever felt fake or "salesy" when marketing your business, there's good news! Join Katrina and guest expert Brit Kolo as they discuss how you can make a deeper impact in a feel-good way by finding the perfect marketing strategy based on your personality type. KATRINA WIDENER COACHING INSTAGRAM: https://www.instagram.com/katrina.widener/ BADASS BUSINESS SQUAD SHOWNOTES: https://www.katrinawidener.com/badass-business-squad-podcast

Future of Work Sherpa Dan Smolen discusses Myers Briggs and the Great Resignation with expert Edythe Richards. As 2022 begins, an estimated 20 million American workers opted for the Great Resignation. With such an unprecedented exit of active workforce members, we wondered about the correlation between Myers Briggs Type Indicators and the Great Resignation. To help guide us through this critical discussion, we bring back Edythe Richards. Edythe is a world-renowned Myers Briggs expert who helps people discover their Myers Briggs Type. With such insight, people benefit greatly in their lives and careers. Main segment begins at 2:59 In this episode, Edythe: Provides a quick review of the Myers Briggs Type Indicator. Starts at 4:27 Explains how Myers Briggs insights factor into the Great Resignation. Starts at 6:29 Offers five factors that motivate people in the Great Resignation. Starts at 12:53 Discusses the loss of people skill and the need for workplace remediation to create new team leadership outcomes. Starts at 30:50 Describes how the pandemic changed perceptions of MBTI. Starts at 38:29 Understanding Myers Briggs and the Great Resignation can help people to uncover key career sticking points. And, among the factors affecting people in the workplace is boredom. Similarly, Edythe says that: "Boredom is one of the clearest signs that [you are] in a career or a workplace that doesn't suit your personality." Main segment begins at 2:59 About our guest: Edythe Richards received a Bachelor of Arts degree from the University of Delaware and a Masters of Arts degree in Counseling from Seton Hall University. Her nationally recognized career counseling consultancy, A Top Career, is headquartered in Alexandria, Virginia. EPISODE DATE: January 14, 2022 Social media: – Website – EQ at Work Podcast – Myers Briggs Question Corner Podcast – LinkedIn Page – Edythe's featured past podcast appearances: - Emotional Intelligence and Hybrid Work (November 6, 2020) - Knowing Your Myers Briggs Type (September 7, 2018) Please Subscribe to The Dan Smolen Podcast on: – Apple Podcast – Android – Google Podcasts – Pandora – Spotify – Stitcher – TuneIn …or wherever you get your podcasts. You may also click HERE to receive our podcast episodes by email. Image credits: Two workers, Jelena Red Riding Hood for iStock Photo; Portrait, Edythe Richards; Podcast button, J. Brandt Studio for The Dan Smolen Experience.

Are you an introvert or extrovert? Do you gather information using primarily your senses or using intuition? Do you make decisions using data and logic or looking at the decision  "from the inside”? Do you prefer to keep your options open or have matters settled? We cover all of this and more today in our interview with Myers-Briggs expert Tanja Hinterstoisser. She'll provide expert insight on the relationship between the 4 dynamics measured in one of the most tried and true personality tests around and how knowing our type can help us understand ourselves and others.  Show Links — The Official Myers-Briggs Test (Not Sponsored): Myers-Briggs Assessment — Head to Jessica Honegger's website for info on her book, newsletter, transcripts of Going Scared episodes, and more! https://jessicahonegger.com/ Jessica's Social IG- https://www.instagram.com/jessicahonegger/ FB — https://www.facebook.com/jessicahoneggerofficial T — https://twitter.com/jessicahonegger/ LI — https://www.linkedin.com/in/jessicahonegger/

Michael talks with model and actor Angel Lin about her Myers-Briggs Type and how this industry has pushed her to discover many different aspects of her personality. They also discuss finding new challenges, keeping things fresh, and why you can still make an impression even if you tend to be more observant and/or introverted. Then Angel tells the story behind her Squid Game Halloween costume that went viral on TikTok. @angelmydarling

This week's show starts off with old news that I forgot to tell y'all about last week: The Matter interoperability standard for the smart home is delayed until 2022. We talk about what that means and then turn to Google's confusing fitness wearable strategy and the new Fitbit Charge 5 device. After that, we discuss … Continue reading Episode 335: Robots need a Myers-Briggs type The post Episode 335: Robots need a Myers-Briggs type appeared first on IoT Podcast - Internet of Things.

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Who is an ENFP most compatible with in relationships? These 5 minutes could change your life. I've talked about my own experiences as an ENFP personality with other MBTI types, such as INTJ and ENFJ, many times on this channel. Whether in a boardroom or in a bedroom, if your MBTI personality is ENFP, there are some MBTI personalities you're highly compatible with...and others that will drive you crazy in a relationship! So what MBTI personality types is ENFP most compatible with? In this episode, I discuss some popular combinations including ENFP, and INTJ INFJ and ENFP, INFP and ENFP, ENFJ and ENFP, and two ENFPs dating. I'm discussing some questions you must ask yourself if you're an ENFP who wants to find their ideal ENFP MBTI match, whether that is a love or business partner. 16 personalities compatibility is an extensive topic, so if you want to learn more about who you're most compatible with in your ENFP dating and relationships, you can find The Complete Guide To MBTI Compatibility in Dating and Relationships which includes a simplified Myers Briggs Type compatibility chart here: https://www.dreamsaroundtheworld.com/wp-content/uploads/2017/01/Myers_Briggs_Type_Compatibility_Chart.pdf   If you are ENFP here is a FREE training I have for you https://www.dreamsaroundtheworld.com/forenfps/ Don’t miss future episodes of this podcast, subscribe here: Apple Podcasts | Google Play Music | Stitcher | TuneIn | If you enjoy the podcast and would like to submit your own question for a future episode, you can do so here: www.DreamsAroundTheWorld.com/ask-dan/ If you want to follow my travels or catch some shorter videos and updates I share, you can find me on Facebook (DreamsAroundTheWorldHQ) | and as TheDanJohnston on Instagram  I publish new videos weekly on YouTube as well. 

There is so much we could discuss with Meghan! We settled on the topic of identity, because it covers a lot of ground. From the time we learn to talk, we love to label ourselves. Zodiac sign, Myers-Briggs Type, Harry Potter House, musical taste, favourite colour… we eat that stuff up. Sometimes, though, these parts of our identity that we so carefully craft can take on a life of their own. You can find Meghan on Instagram @meghan_magoo!

Ever wonder how your personality might influence your political stance? We sure have! Join us as we chat about what your Myers-Briggs Type says about your political leanings- just around election time too! We think you'll enjoy this one as much as we did chatting about it.Episode LinksArticle: https://www.truity.com/blog/does-your-personality-type-determine-your-politicsMyers-Briggs Type Indicator Quiz: http://www.16personalities.com/free-personality-testSocial MediaInstagram/Twitter: @decafpod Facebook: https://www.facebook.com/decafpodEmail: decafpod@gmail.com

Knowing your partner's Meyer's Briggs's personality type can help in various ways. It can help in understanding how your partner communicates, how they deal with problems, and how they make decisions. This can not only improve your romantic relationship but help in other relationships as well. What is your personality type? Join us as we dive deeper into this topic. Please subscribe and visit us on our website community and we look forward to reading your comments. ❤️

Are you finally ready to achieve the marketing results you've always dreamed about? Believe it or not, you can actually approach your marketing in a way that not only feels great to you, but that ACTUALLY works! Today we're talking about how to work with who YOU naturally are, as the implementer and entrepreneur, and what feels easy and exciting to you. Forget your traditional, one-size-fits-all approach to digital marketing. Instead, this revolutionary framework is designed to match you with your best marketing strategy based on your Myers-Brigg personality type. This four-letter acronym tells you about your preferences and gives you key insights into how you naturally prefer to show up in the world. In short, your Myers-Briggs type tells us what you like. If you know what you like, you can work that into your marketing so you can finally feel good about it. Marketing that feels good is marketing that works.  Brit Kolo, today's guest expert, is the creator of the Marketing Personality Type Framework at MarketingPersonalities.com and the Host of the Marketing Personalities Podcast. Through her framework, designed to match you with your best marketing strategy based on your Myers-Briggs Personality Type, she’s here to shake up your approach to marketing and inspire you to grow your business in a feel-good way. Get ready to go deep, find your true self, and grow that business of yours WITHOUT feeling fake and salesy!   What you’ll learn in this episode: Why we need to stop with the 'shoulds' (and how to work with who we are FIRST!) Why your ICA (Ideal Customer Avatar) isn’t as important as knowing who YOU are when it comes to marketing How to reframe our conditioning to honor who we truly are Specific marketing advice for each of the four Myers-Briggs tribes How to get big results through customized implementation plans How to work with your types as you evolve as a person, and what to do when you fall somewhere closer to the middle of the spectrum    Subscribe and Review Thanks so much for joining me this week. If you liked what you heard, please leave an honest review for The Success with Soul Podcast on Apple Podcasts so we can improve and better serve you in the future. Plus, you could be featured on a future episode during our listener spotlights. Ratings and reviews are extremely helpful and greatly appreciated! They do matter in the rankings of the show, and I read each and every one of them. And finally, don’t forget to subscribe to the show on Apple Podcasts to get automatic updates. My goal for this podcast is to inspire those who seek flexibility and freedom in their lives by making something happen with holistic, soulful, step-by-step strategies from me and other experts.   Links + Resources Mentioned in this Episode:  Listen to FREE Marketing Personality Type Mini Report here Download your FREE Marketing Personality Type Mini Report here! If you’ve ever considered building a digital course,my go-to digital course creation coach Amy Porterfield just released her new, FREE 19-page Ultimate Course Creation Starter Kit! It was a GOLD mine for me in creating my Six Figure Blog Academy, so download it now to make some magic happen in your business. Listen to Brit’s podcast episode on how to set up your best work schedule based on your personality type Untamed by Glennon Doyle Get my 2-hour “How to Start Your Blog” Workshop here where I show you step-by-step how to start your blog from scratch! Predictably Irritational by Dan Ariely for the analyst tribe Start With Why by Simon Sinek for the diplomat tribe Playing Big by Tara Mohr for the sentinel tribe Chillpreneur by Denise Duffield-Thomas for the explorer tribe The Go Giver by Bob Burg The Four Spiritual Laws of Prosperity by Edwene Gaines Go to Brit Kolo’s website Marketing Personalities to figure out your personality type and get your free report! Follow Brit on Instagram @marketingpersonalities Follow me on Instagram @katekordsmeier and @rootandrevel   More Ways to Enjoy Success with Soul Download a transcript of this episode Download on Apple Podcasts Email me new episodes Don’t forget to join our free Success With Soul Facebook community for follow-up conversations about the podcast episodes and where I also often go live to answer your burning questions. Hangout with like-minded bloggers and heart-centered online business owners exchanging priceless feedback, encouragement, and other golden insights from the trenches.   EPISODE CREDITS: Produced by Danny Ozment at https://emeraldcitypro.com   

The simpler my life got outside of my closet, the more apparent it was that there was a problem in the closet. –Courtney Carver On this episode of the Plan Simple Meals Podcast, I’m really excited to talk with Courtney Carver, the author of Soulful Simplicity. After getting diagnosed with multiple sclerosis in 2006, Courtney started experimenting, first with food and diet, than in reducing stress. The common thread she found in the changes she was making—simplicity.  It may not seem like simplifying your closet, changing what you eat, and reducing debt have a lot in common, but Courtney talks about changes in all these areas. She realized that so many things that simply felt like adulting, could be easier, different. Simplifying in all these areas and more reduced stress.  One of the things we dive into is clutter, and how decluttering can become it’s own stressful thing. Either it’s something that keeps showing up again and again on your to-do list and never getting done, or you do it and then clutter builds up again. Courtney remembers the five minutes of feeling good when everything was decluttered and in its place before it all fell apart. Then she made a change. She decided to really get rid of stuff and only keep what she really wanted in her house and, the important part, she resisted bringing in new things.  We talk about:  How the more stuff you bring into your house, the more you want to bring stuff in  Understanding why you are shopping to help you resist bringing in things you don’t need (and really don’t want) The 333 challenge to simplify your wardrobe The feeling of space and lightness that comes with releasing clothes that don’t fit you, clothes other people that you don’t love, other clothes you don’t wear for whatever reason—and how this winnowing makes decisions easier Noticing the stories we’re telling ourselves and how they keep us hanging onto or buying stuff Holding onto or letting go of books BIO Courtney Carver writes things. She wrote a book called Soulful Simplicity and the simplicity blog, bemorewithless.com. She shares things that make her laugh and cry on Instagram (@bemorewithless). She doesn't know her Myers Briggs Type but she knows she's an introvert because she needs to be free from humans several times a day (cats and dogs are always welcome). Aside from her seasonal wardrobe, she doesn't count her things. Carver doesn't have an impressive degree, awards, or a big, fancy home full of stuff. Instead, she selectively surrounds herself with her favorite things and people she loves. She does work she truly cares about, goes on adventures (in the world or in her own backyard) and likes chai lattes with almond milk while reading or writing. Her new book, Project 333, The Minimalist Fashion Challenge That Proves Less Really is So Much More will help you create a capsule wardrobe and a beautiful life.   LINKS Bemorewithless.com Soulful Simplicity Project 333 book Project 333 challenge  KonMari Method   Doable Changes from this episode: NOTICE YOUR STORIES. As you get dressed or flip through your closet, notice the stories you tell yourself. I can’t get rid of that, my mom made it. I might need that suit for an interview. These jeans will fit me again. It’s good to have choices in shoes. What if you changed the story? And notice what you are drawn to, what you wear again and again. Ask: What if I wore these things for the next three months? TAKE THE 333 CHALLENGE. Choose 33 items to wear for the next 3 months. Include clothes, shoes, jewelry, and accessories, but you don’t have to count things like underwear, sleepwear or loungewear, or athletic or yoga clothes (if actually worn for that purpose). (For more tips on choosing, see Courtney’s blog and Project 333 challenge or book linked above.) Don’t get rid of your other clothes just yet. Just pack them away for 3 months. See how it feels. RESIST BRINGING THINGS IN. Decluttering is great, but so often we cycle through decluttering only to bring in more clutter. Challenge yourself not to bring in new things for the next week, ten days, month … whatever period you want to work with. When you find yourself filling up a cart in Target when you just ran in for detergent or about to mindlessly click the buy button on Amazon, stop. Ask yourself, why you are buying—what do you really need at the moment. Remind yourself why you want to resist bringing things in.   

Do you know your personality type? On this week's episode, Katy sits down with personality consultant Leslie McDaniel, who diagnoses Katy's personality type through a series of probing and sometimes difficult questions. Leslie believes that knowing your personality type—specifically the Myers-Briggs Type indicator—can help you reach your full potential, and it might even help you determine what kind of travel you'd enjoy most. By the end of this episode, not only will you know Katy's personality type, you'll probably know Katy even better than she knows herself. Find Leslie McDaniel on Twitter, Facebook, and Instagram, or at her website. Interested in working with Leslie? Reach her at leslie@lesliemcdaniel.com Want to find out your own personality type? Take the Myers Briggs Indicator test here. ---------------------------------------- ADVERTISE WITH US: Reach expats, future expats, and travelers all over the world. Send us an email to get the conversation started. BECOME A PATRON: Pledge your monthly support of The Bittersweet Life and receive awesome prizes in return for your generosity! Visit our Patreon site to find out more. DONATE: Prefer a one-time donation? Click here to send financial support via PayPal. (You can also find a Donate button on the desktop version of our website.) The show needs your support to continue.  JOIN THE CONVERSATION: If you have a question or a topic you want us to address, send us an email here. You can also connect to us through Twitter, Facebook, and Instagram. Tag #thebittersweetlife with your expat story for a chance to be featured! NEW TO THE SHOW? Don't be afraid to start with Episode 1: OUTSET SUBSCRIBE: Subscribe to the podcast to make sure you never miss an episode. Click here to find us on a variety of podcast apps. WRITE A REVIEW: Leave us a rating and a written review on iTunes so more listeners can find us. BOOK: Want to read Tiffany's book, Midnight in the Piazza? Learn more here or order on Amazon. TOUR ROME: If you're traveling to Rome, don't miss the chance to tour the city with Tiffany as your guide! 

Seasons Greetings!Ah, the struggles of holiday gift-giving! What does that special someone really want? Or need? Are you obligated to give someone a gift if they gave one to you? Does gift-giving have anything to do with Myers-Briggs types? Tune in as Edythe and David share their thoughts from a personality theory perspective.Myers-Briggs Question Corner is the weekly MBTI career podcast brought to you by DC Metro Career Counselor Edythe Richards.Edythe is the creator of A Top Career - a web site which specializes in helping people back into work.Find out more at www.atopcareer.comSpreaker Podcastshttps://www.spreaker.com/show/the-journey-forwardhttps://www.spreaker.com/show/myers-briggs-question-cornerhttps://www.spreaker.com/show/myers-briggs-mid-life-career-changers

In this week's Mini-Sode, we answer the question "What is your Myers-Briggs type?". We all took the test in advance, so the question was not quite off the cuff this week, but there is still so much to discuss with Myers-Briggs (MB) tests, and personality tests generally. Tell us your Myers-Briggs type by sending an email to fourofakindpodcast@gmail.com!Given this mini-sode is a little longer than the others, we have some time markers below if you want to jump to a particular part of the episode!If you already know what all about MB personality types and you're just dying to learn about our results, feel free to skip through our introduction straight to 6:15.If you're really in a rush today and want to skip to the discussion, including how we think MB and other personality tests can impact women in leadership individually and holistically head to 18:25.Here are links to the Myers-Briggs test and the 16 Personalities test result descriptions - which both use the same E/I N/S T/F J/P format. Note you have to pay to take the official Myers-Briggs test, but we found the 16 Personalities test to be very similar (and it is free!).Myers Briggs FoundationMBTI BasicsMBTI Online Test - We suggest checking with your employer or if your career center if you are a student to see if they have an access code or other discount for the test16 Personalities 16 Personalities Free Test16 Personalities Type DescriptionsOther facts we mentioned:Approx 2% is ENTJ (https://www.truity.com/personality-type/ENTJ)Approx 1% is INTJ (https://introvertdear.com/news/infj-secrets/)Questions or comments? Email us at fourofakindpodcast@gmail.com. Also, don’t forget to hit subscribe and follow us on Instagram for updates!

Can our personalities change, or are they fixed throughout our lives? In some ways, personality may be more malleable than we realize, but it is possible to develop new habits and pathways if we make a conscious effort to do so. But why would we want to? Tune in for some fascinating insights.Includes an example of confusion between the ENTJ and ENFP and a word of warning regarding free online Myers-Briggs tests.Myers-Briggs Question Corner is the weekly MBTI career podcast brought to you by DC Metro Career Counselor Edythe Richards.Edythe is the creator of A Top Career - a web site which specializes in helping people back into work.Find out more at www.atopcareer.comOur Spreaker Podcastshttps://www.spreaker.com/show/the-journey-forwardhttps://www.spreaker.com/show/myers-briggs-question-cornerhttps://www.spreaker.com/show/myers-briggs-mid-life-career-changers

Pssssttt! You, over there. I see you, quietly clicking through another personality quiz at your desk. You know your Myers-Briggs Type like the back of your hand, and you think it's strange when people don't introduce themselves with their name AND their top five Clifton Strengths. Can I just say: You are a girl after my own heart. Hi, I'm Chelsea, Empathy, Relator, Developer, Includer, and Activator. In all seriousness, there are a million and one leadership assessments out there, and it's been shown time and again that knowing your strengths and weaknesses is crucial no matter what industry you're in. But I have to ask: What good does it really do to take those assessments if you have no idea how to use your results to move your business forward? That's where this episode of Underneath the Clothes comes in. It's safe to say if you know me, you know that the Clifton Strengthsfinder is one of my love languages. It not only helped save my business, but it is also an integral part of my onboarding process and one of the most important tools I implement with my business and life coaching clients. I so clearly remember, though, what it was like to hold my Strengthsfinder results in my hand and wonder: Now What?  If that is where I am finding you at today my friend, I am here to help. In this episode, you'll learn: Which of your strengths you use (or don't use) in each of your daily tasks. How to recognize patterns in your daily tasks, i.e., when you are doing the things you truly love, are you using your strengths? Or, when you find yourself just barely going through the motions, are your strengths showing up at all? And lastly, you'll walk away from this episode knowing THREE simple things you can start doing right away to free up your time for only those tasks that set your soul (and strengths!) on fire. What are you waiting for? Let's dive in! Wondering just what the heck Clifton Strengthsfinder is? Check out Episode #5- Identify Giftedness & Talent. Ready to take the Clifton Strengthsfinder? Head to www.gallupstrengthscenter.com. Want $10 off your strengths assessment? Shoot me an email to chelsea@underneaththeclothes.com to get $10 off today!

Which Myers-Briggs types are the most assertive?Assertiveness may come more naturally to some Myers-Briggs types than others, but it’s a quality that anyone can develop – or tone down – as the situation demands. Tune in as Edythe explains Assertiveness from an Emotional Intelligence framework, and how it relates to the Myers-Briggs assessment.Myers-Briggs Question Corner is the weekly MBTI career podcast brought to you by DC Metro Career Counselor Edythe Richards.Edythe is the creator of A Top Career - a web site which specializes in helping people back into work.Find out more at www.atopcareer.com

Today, I am talking to Gwenn Aspen of Anequim, which offers remote assistant, Rent Manager call center, and Rent Manager software consulting services. Also, Gwenn and her husband, Jeremy, own the Wistar Group, a property management company. You’ll Learn... [04:40] How helping a friend, helped property management companies hire employees. [05:20] Currently, 150 employees in Mexico work remotely for property management companies in the United States and Canada. [06:25] Connections and Relationships: Life is all about taking care of and looking out for those you know and love. [06:50] Internal References and Cultural Differences: Holding each other accountable results in low turnover/high retention. [08:20] Managers Managing Remotely: If you manage someone who works remotely, get to know them as a human being. [10:51] Webcam: Teams founded on trust and transparency should be seen and heard. [14:50] For better or worse, Anequim and Wistar Group are unique and original company names that could be patented to prevent being sued. [16:45] Finding a Good Fit: Anequim helps potential clients identify things that they don’t like to do and give them to someone who does. [20:51] Time vs. Energy: Avoid burnout by identifying what fills or drains your energy. [22:20] Onboarding Training: Includes four ways to not die in property management. [26:12] Vetting Team Members: Extensive process of selecting candidates for clients. [29:47] Working in Mexico: No background checks possible or databases available. [34:09] Progress, not Perfection: Help property managers move forward and feel confident in making a commitment. [38:21] Anequim Structure: Assistants, solution agents, and others handle 1,200 units. [42:36] Every business needs systems: Planning, process, documentation, and communication. Tweetables Power of the Webcam with Virtual Teams: Just be there, and be seen. Time and Attention: A manager’s most important resources; use them wisely. Word to the Wise: Keep your clothes on when training employees. Our job is to make sure people are happy with their candidates. Resources Anequim Gwenn Aspen on Facebook Gwenn Aspen’s Email Wistar Group DGS 76: Outsourcing Rules for Small, Medium and Large Companies with Todd Breen of VirtuallyinCredible First, Break All the Rules: What the World's Greatest Managers Do Differently Zoom Myers–Briggs Type Indicator Fair Housing Act Americans with Disabilities Act Culture Index Traction by Gino Wickman SweetProcess Process Street Basecamp Help Scout Intercom Management Time: Who's Got the Monkey? DoorGrowClub Facebook Group DoorGrowLive DoorGrow on YouTube DoorGrow Website Score Quiz Transcript Jason: Welcome, DoorGrow hackers to the DoorGrow Show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing your business and life, and you are open to doing things a bit differently, then you are a DoorGrow hacker. DoorGrow hackers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it, you think they’re crazy for not because you realize that property management is the ultimate high-trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management businesses and their owners. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. I’m your host, property management growth expert, Jason Hull, the founder and CEO of DoorGrow. Now, let’s get into the show. Today's guest, I'm hanging out with the fabulous Gwenn Aspen of Anequim. Gwenn, welcome to the show. Gwenn: Oh my gosh, thank you so much for having me. I'm so excited to be here. Jason: I'm excited to have you. It's really fun hanging out with you in the green room and you were showing me your nerd glasses. Gwenn: That I carry around with me everywhere I go because there's always a need. They’re literally nerd glasses, you guys. They're from Hobby Lobby, I got them for an event I had to go to because we were revenge of the nerds and I bring them everywhere because that's how nerdy I really am. But we can have fun too, we can be fun nerds. Right, Jason? Jason: Yes. Maybe. It's probably possible. A lot of people think I wear all these weird, different glasses especially the orange ones. People notice I wear this orange glasses and they always come up to me and they think I'm trying to be so cool. Their like, "Why are you wearing this glasses? Are you trying to be Bono?" Which is funny because Bono wears them to block blue light, right? He's not wearing them just to be cool but he is cool. Way cooler than me. Then I go into this diatribe of why I wear them and how they block blue light and how it helps set my biorhythm patterns, helps me get good sleep, and then they’re just sorry they asked. Gwenn: Well, that's what’s in your nerd shows Jason. Jason: And then they realized they are nerd glasses, so they realize I'm a nerd. Gwenn: Yes, because they bring out your inner nerd when you wear them and people ask about them. Jason: Yeah. So, I got some less orange ones. This are my nerd glasses. This make me look a little bit smarter. Gwenn: I think they look good. I like them a lot. Jason: They're a little yellow to them but I don't have the tape. I have to get the tape and maybe add the tape at some point just to look more nerdy. Alright Gwenn, let's get into this. Give us a little bit background, so you run this company doing remote assistance from Mexico and you said they're not virtual assistance because they're not robots, right? Gwenn: Right. No. They're not. Jason: You manage Rent Manager, the property management back office. You manage Rent Manager's call center, so you have a call center for Rent Manager people. Gwenn: We do. Jason: Then you also have Wistar Group which is a property management company in Omaha, Nebraska. Gwenn: Yes. That's all true. My husband and I started Wistar Group back in 2006 so we've been doing this for a long time. In 2008, a friend of his called him from Mexico because he lived in Mexico before I knew him for five years doing something totally different, transportation and logistics. The friend called and she said, "You think the economy is bad in the United States? Well, you should come down to Mexico. Things are really bad down here and I lost my job. Is there any way I could work for you in some capacity from home?" Because it wasn't only about the economy, but it was pretty dangerous at that time and my husband is the most loyal person you'll ever meet, for better or worse. That's right when VoIP phones came out so we sent one down to her, we figured how to make it work and she started answering the calls for Wistar Group—at that time, it was called Certified Property Management. She's taking the calls and it works awesome. We love it. She loves it. It's great. Then we just started, as we grew, hiring all her friends for all the other jobs that we had. We just operated like that because it works for us for many years and then in 2016, our friends from Boutique Property Management in Denver, we were hanging out with them and they're like, "Hey, this Mexico thing is working out great for you guys. Can you hook us up with people from Mexico?" I was like, "Sure." Then I got them some employees from Mexico and they loved it. My husband and I were like, "Maybe we can help more property managers with this," and so it grown like wildfire since then and now we have almost 150 employees in Mexico working for property management companies across the U.S. and Canada. It's just a win-win for everyone and it's just so exciting and I love my job so much. Jason: Okay, great. This sounds very similar to [inaudible 00:05: 37] who we had in the show except they do the thing in the Philippines. It sounds like a very similar sort of etymology or story behind how you got into this and it really was filling your own need and starting by helping a friend and it grew into helping all these different property managers. That's the interesting thing I've heard from those that have Mexican staff is that they hire one and all of a sudden, all their family and friends start becoming team members too. Gwenn: Yeah. Jason: That must be a culturally different thing, I think with Mexico versus the Philippines. I think they are both very family-oriented, but I think there's something about Mexico that they're like, "Hey, hire my brother." Or, "Hire this family member," and they're connecting people. Gwenn: Oh my gosh. Yeah, the connections that they have, don't we all love that? Isn't that what life is all about? Is connections and taking care of the people that you love, that you know. It's just yet another thing to love about all the people I know in Mexico, is just how much they care for one another and have each other's back and then also hold each other accountable. That's the other things are that we grow a lot through internal references from one employee to another. If someone has a problem and they were the one who referred them, man. They hear it from the other employee. I mean there are that many cultural differences, but that's been a fun one. It really ends up keeping the turnover really low because they are happy, our employees work from home, and they love it, that's a huge advantage. They have this great connection with each other and we have Christmas parties. We're going to have a summer picnic with everybody. It's added a lot of richness to my life, just getting to know the employees as well. Jason: I was going to bring that up. A while back, I read a book called First, Break All the Rules. I believed it's pulled up by the Gallup Organizations that does the pulling. They did a whole bunch of surveying companies trying to figure out what makes a really good team and what creates retention with the team. One of the number one indicators of retention whether somebody was going to stay in the company was whether they have a friend in the business or somebody they are connected to personally on the team. So, that makes a lot of sense. It increases retention, significantly. Gwenn: I would say that's our job. If we’re going to hire someone remotely, if we’re the managers of this person, it's imperative that you get to know them as a human being to get that retention and to get that buy-in and to get them on your same mission going in the same direction. I feel like I know you much better right now just because we are in a Zoom Conference and that doing what with cam... Jason: Now, we're totally homies because we are in Zoom. Gwenn: Yeah, now we’re homies and we have the nerd glasses together, I mean. Those little things add to the relationship so if you make a point, I only communicate with people from Mexico using webcam because we have this amazing connection then and we feel like we know each other better. If you use a webcam, I swear it makes all the difference and getting buy-in from a remote employee. Jason: I absolutely agree. I've done a lot of remote hiring in the past and there's a huge difference, but it got to a point where eventually, I have a policy in our company called the Webcam Policy and everyone is required to have a webcam to be on the team and to communicate and show up and turn on the camera when we do meetings because it ended up being, at one point I remember showing up having team meetings and there's 5-10 people without their webcams on and there's just me putting on the show. Gwenn: I love that. I don't have an official policy, but not that you said it, I'm adding it. But I also have another employee from a totally different industry, he did a lot in banking and he was told to never have his webcam on. It was such a cultural dissonance when he came on the team because we were like, "Put your camera on. I can't see you. I don't know what you're doing. I need to see you." It was hard for him. It's good if you're somebody who requires webcams and state it at the beginning because some people, it takes them a while to get used to it. Jason: Yeah. It is a part of my onboarding process that they have to review the webcam policy and read it. Do you want me to tell you some of it here? Gwenn: Yeah. I think it's so important because whether you do remote employees from Mexico, whether you have someone in the Midwest, you know a lot of people hire people from rural Nebraska to work for their company because it's a lot less expensive. Jason: Alright. I'm going to share an internal secret here. Gwenn: Understanding the power of a webcam is crucial for the relationship working in my opinion. Jason: Alright. Here's our webcam policy for those listening. We are a team founded on the values of trust and transparency. It is important in a virtual team to be able to see one another on our virtual meetings since we often can't meet directly in person. As a team, we don't care about your hair, makeup, clothes, etc.during internal meetings. Just be there. Not having a webcam during internal meetings can feel like talking with someone behind a reflective window. It causes humans to try to assume and guess too much because they lack nonverbal cues we have evolved to rely on. Why address this? And then in bullets: to promote an environment of trust and transparency, to improve the efficiency of company communications and shorten meetings by effectively communicating with the full spectrum of verbal facial expressions and nonverbal cues, to reduce multitasking, right? Because they [...], they're like, "Oh yeah. I'm listening." Gwenn: Right. Totally. Jason: To reduce the anxiety of those speaking on camera, and then having the expectation. It is expected that all team members will join OpenPotion, that's our corporation, virtual meetings on video in order to fully engage in team and one-on-one meetings, this promotes collaboration on multiple levels and it allows each individual to feel heard as they see and receive nonverbal cues from their peers. This also increases productivity and reduces anxiety as ideas are better understood when they're coupled with facial expressions, gestures, and other forms of nonverbal communication. When meeting with clients, we appreciate you doing your best to make yourself and your background presentable, but that is not required. We just want you fully present and visible. Then I have a quote and it says, "The most important thing in communication is hearing what isn't said," Peter Drucker. Gwenn: Oh, I love it. I love it although I would push back on the not caring what you look like because I've had people show up, not very often, but I had a guy and he looked like he'd just been to the club, and just rolled out of bed, and I was like, "Man." Also, you have to know your audience. We have a screenshot and keystroke that we record of everyone that's working for us while they're working not when they're not. We had one guy who was at a webcam conference and he had his hat sideways and my assistant was like, "Is that okay?" If you live in California that might be okay, but if you're with an older team in Omaha and you have your cap on sideways, it just might not work. I was like, "No. They're in California. It's totally fine." She was like, "Oh, okay." You have got to know your audience, better know your audience. Jason: I think it all boils down to what the entrepreneur wants though too. Before the call, I'd ask you what your Myers-Briggs Type was and you're an ENTJ, so you've got that J in the end. Gwenn: So, I’m Judgy? That means I'm judgy, right? Jason: Yeah. You're judgy which means you're a planner. You want things done a certain way. This details matter to you. I'm a P so I'm all over the place. I'm a bit more open-minded and I love taking you Js and cracking you open a little bit to expose you to some things you weren't exposed to before. Gwenn: I need people like you in my life too because I can't be too in the box. It's so nice to have that fresh [...]. Jason: J from the box for sure. Ps have no box and Js look at us like we're crazy. Some of the Ps that are perceiving, that's what the P stands for, they will take in things from all different sources, all different ideas, and to most Js, that's being so open-minded, their brain is falling out. It's how Js kind of view us sometimes but we need each other. All these other different types. I definitely need Js on my team to run my email, handle my calendar, do all the planning stuff that is not fun for me. You do this virtual team thing, how does somebody start with you if they come to you and they're like, "Hey, Anequim." First, where did that name came from? What does this name mean? Gwenn: I'm going to give you the real answer. We used to be a certified property management and then [...] wanted to sue us because they were like, "We have a certified property manager distinction," or whatever. Jason: Designation. Gwenn: Designation. We were like, “Well, we wanted to rebrand anyway,” because we started from nothing and took any piece of garbage that had a roof on it and then as time went on we became more sophisticated, and wanted to take out nicer properties, but in the local market, we were the low end. We already were going to rebrand, but we didn't want to get sued or threatened of a lawsuit again, so we were like, "We have to have something that's totally unique." Well, it's very hard you guys. It's so hard to find something completely unique. My husband's a pilot for fun and so he loves this airplane called Anequim and it means mako shark in Portuguese, anyway that was like a word we could use that was unique. We got Anequim and then Wistar Group. Wistar is my middle name and they were unique enough that my best friend who is a patent attorney approved them. For better or worse we're Anequim and Wistar Group. Jason: There you go. Alright. Portuguese mako shark. Gwenn: It's also an airplane. Jason: Which has nothing to do with Mexico whatsoever. They don't even speak Spanish. Gwenn: But I'm not going to get sued for it, so you know. Jason: No, it's perfect. It's a unique and original name which is helpful in branding, right? Okay, cool. Now, how does somebody get started with you guys. Somebody comes to you and say, "Hey, I’ve got a problem." How do you know that you can help them? Because I'm sure there are clients that you don't take on and there are clients that aren’t a good fit. Gwenn: There are. In fact, there were two clients yesterday that called me and I was like, "You know what? I think you guys just need to wait for a minute." And that is my thing. We don't sell. We try to make a relationship because if I sell you and then it doesn't work for you, then it creates a lot of heartache and drama for me because I want the person in Mexico to be happy and I want the person in the United States to be happy. What happened yesterday was, this one guy was buying another company, and they already had two employees there, but he hadn't really worked with them yet. I was like, "Hmm." He was going to be managing 400 properties. I felt like his people count was good enough for 400 properties, so I said, "Just take on these two new people. Measure processes and procedures together, make sure it works, and then when you get a handle on them then call me." He was like, "Okay. That's a better idea. That's what I'm going to do." If you call me and it's not going to work for you, I might tell you to do a few things first. Then the other guy called me and I thought again that his head count was already too high. I thought you could make more efficiencies in his software because a lot of people only use 5% of the software that they have purchased. If you have five really expensive employees and 400 units, I kind of think you should work on being more efficient first with your software and then call me. Jason: Yeah, right. Gwenn: Unless, you’re going to transition things—but these were obviously, longer conversations, I'm giving you the shortened versions—so if someone calls me and they're like, "No. I need somebody. I'm working my butt off and I need some relief." Then we'll talk about a job description first because I need to find the right person for this role. I need to know what kind of tasks you want. For instance, if you want someone to be doing a lot of cold calling then that's going to be a different person than someone's who's going to be helping you associate the right invoices with the right property and the right owner, right? We have to make sure we have a good job description. Also, your training is going to be better, it’s going to be a smoother onboarding process if you are really clear about what your needs are. Now, a lot of people will call me and they are just overwhelmed and they'll just be like, "I need a personal assistant." A lot of the times I push back on the personal assistant and I say, "Why do you need a personal assistant?" And they'll be like, "I just hate taking the phone calls. " I say, "Okay. Well, let's find someone to take your phone calls." Really, if you want a personal assistant because you are overwhelmed, think about the things that you hate doing that don't bring you joy, that don't fill you up, and let's give those to someone who's a better fit for those roles, that loves doing those things. Usually, it starts with a conversation about what the pain point is and what people really need, who they already have in their team, and what software they are using. We come up with a plan that would actually help them get what they want. That's kind of my goal. It maybe me, it may not be me, but my goal because I come from the property management world is just to prevent burnout from whoever's calling me. Whatever that looks like. Jason: Yeah, so you're helping them a little bit “KonMari” their time, right? Gwenn: Yes. Jason: And you we're talking about that before. Gwenn: Oh my gosh. Well, I love that. Maybe I should use that, but you have so many things that you have to do. Some people are coaches and that's really important to them, their property managers, and their families. Your time and attention are two of your most important resources and everyone on your team needs you to be using those wisely if you’re the one steering the boat. Jason: Yeah. I'm a big fan or proponent of energy management over time management... Gwenn: Yes. Jason: ...and really identifying what energies you as an entrepreneur versus what drains you because we really afford doing the things that energizes us, we have an endless amount of energy. Like our life and our businesses fills us but if we are doing things that drain us, burnout sets in and it's inevitable, it becomes really difficult. I think it's really important for people to pay attention to their time and what really is giving them momentum. I tell property managers all the time, “Anything that's been sitting on your to-do list for more than a few weeks, you're probably not the person that should be doing it. Let's be honest.” Gwenn: Right. Absolutely. There are people like, you and I we are just talking about how our personalities are different. Find someone who you like working with. Who you enjoy spending time with because it isn't actually an employee essentially just living far away that compliments you and can do the things that you struggle doing. Our role is to help people do that and we also train them on the first day so I have very high anxiety. I take care of things that make me anxious. I always go over the four ways people can die in property management on the first day, carbon monoxide poisoning, natural gas explosion, fire, and a technician being mistaken as an intruder and getting shot, and the importance of asking permission to enter. Those are four things we go over, which is really funny because when we turn over the training to the client, my assistant will always be like, "So, what did you learn in training?" And they're like, "How not to die in property management." The clients are like, "What?" I mean, I told them that we were going to talk about that with the agents but people forget and they're caught off guard. Jason: Four ways to die. Gwenn: Four ways to die, but those are really, really important and it really does happen. And our industry, there's been a number of deaths that we're all aware of, and so it's really important whether you're going to hire someone remotely or not to really discuss what bad things can happen, and how to make sure they don't happen in on-boarding training. The other thing we cover is Fair Housing and American Disabilities Act. That really should be trained every year if that's not on people's schedules for training. Domestically, I don't do this with the remotes, but domestically at our property management company, the other one is sexual harassment prevention training. We have a 70-year-old sales guy and then we have a 21-year-old front office lady. When you have multi-generational employees especially what they think is appropriate is totally different. It's important to discuss that because people aren't trying to be jerks, and they're not trying to be bad people, and they're not trying to offend anyone, it's just that what was totally appropriate in 1950 to talk about in the workplace is different. Also, on the 21-year-old side. I mean, 21-year-old sometimes think everyone's their best friend and they’re hanging out at the bar and it's not true. Having that conversation at the beginning of a relationship with any employee is important. Jason: Okay. Fair Housing and Disabilities Act, sexual harassment training, and four ways to die in property management. Gwenn: Yeah. If you're going to be using webcam, here's another thing. I did have a client who thought that it's totally appropriate to train his new employee without any clothes on, so a word to the wise, keep your clothes on if you are going to be training somebody. People, sometimes just don't know, they just don't know. I'm sure it was hot, it was summer, maybe went out to the pool and came back. It was really not okay. It's another thing to keep in mind. Jason: Policies improve overtime. You know there's something interesting if my webcam policies say, "Don't be naked." It doesn't say that yet. We haven't had that come up yet, but if it does happen, we'll definitely have that in. Gwenn: Yeah. Jason: Yeah. Gwenn: I mean, I had no idea that's going to be an issue but... Jason: Right. You never know until it happens. I think that's how all of the property management contracts evolved over time. Like, "Oh, this one's a weird new situation. Let's avoid that in the future and write that into our contract." Gwenn: Right. Jason: Okay. Somebody comes to you, you start them with some of these things, how are you vetting these Mexican employees, these team members? What are some of the things you go through to ensure that you're getting a good match, you're finding somebody who's really a good fit for a position? Help those that are listening feel safer using Anequim to find them a team member. Gwenn: Sure. The first thing is that they have to fill out an application and upload a video of themselves speaking in English about their hobbies. You find out a lot about people when they think it's appropriate in a video to say about their hobbies and how good their English level is. It also demonstrates that they have some technological ability because they have to upload a video. Jason: Right. Gwenn: We get rid of a lot of applicants right there. If they make it through those two steps, then we have them take a personality test. We use the Culture Index, and the Culture Index indicates whether people have detail orientation or not. Generally speaking, unless I'm hiring for marketing position or outside sales or something, we are going to need detail orientation. We look for that. There are few personality types that we just don't hire at all and we also have a logic-emotional continuum. Anyone who's really low on logic also not pass to the next level. After that if the make it there then they do an initial interview and it's a pretty tough interview. Ensures they have the qualifications and the seriousness that we are looking for. Generally, the pool of candidates that we are looking for have worked previously for a large corporation. So, in the towns where we primarily source our candidates, they work for Nissan or GE or Hewlett-Packard or TATA Consulting, and there's some really big names where they've already one through a lot of the training that you wouldn't need to train a brand new person on. But they've already been through it so they know how to talk on the phone, they know how to deal with conflict in a professional manner, and they know how to write an email. We do benefit from all that corporate training many of our folks have already been through. Jason: Okay. Gwenn: If they make it through the interview then we are going to start calling their references and just make sure those show up well. After that, our clients, if they've made it through all the interviews, we’ve decided this person is worth this amount of money. We have a paying scale based on education level, work experience and we know what kind of job they would fit into then we match them with our clients we have who are looking. The clients get to look at three different candidates, and see if this is a cultural fit for them and if this is someone that's going to work on their team, and that they're going to feel comfortable with on a day to day basis. We always do the interviews in threes. Hopefully, we do our job well enough on the first three know exactly who we want, but if you want to do another round, our job is to make sure people are happy with their candidates. The one negative about working in Mexico—and this is going to be with a lot of the country that you would source from—background checks, it's not the same, there's no government database and even if there was it probably won't be accurate in the way that you and I would expect, so there's no background check policy or way to even do that if you wanted to. We rely a lot on internal references and those networks or people want to give us their best friend and then they internally hold them accountable as well. Jason: Yeah. Gwenn: We haven't had any issues with it, but I would suggest with anyone working remotely, you manage your privileges and your software. Rent Manager allows me to obscure social security numbers, credit card numbers, and we have a policy that nobody working from home has access to those, and you have to be in the office if you are going to be taking credit cards or looking at social security numbers. If you have good tight privileges, you don't really have much to worry about by hiring someone remote, and it's just a good policy anyway. Jason: Yeah. Alright. That is kind of the match making process. Gwen: Mmm-hmm. Jason: Then once they pick a candidate, what's the transition like this on the onboarding sort of process and how far does Anequim gets involved? Because I know some property managers are not probably used to having a virtual team member, they are probably going to make some mistakes, they might just say, "Hey, this virtual stuff doesn't work. I don't get it." How do you ensure that the transition is going to be healthy? Gwenn: First of all, we try to get a good plan on before we even get to that place. We have documents on ideal first two weeks of training and talk to them about what that process looks like, talk to them about technology, what kind of phones do you use. We recommend that you listen to calls if you're going to have someone who's the face of your company, and you're not going to be able to overhear them when you walk in the office. Here's a form on monitoring calls and here's the portal so you can see their screenshot and their keystrokes. We try to do all of that before the commitment takes place. Talk about what that looks like, so that when the commitment like, "Yes. I want to move forward," happens they've seen in their minds, "I kind of have an idea what this looks like." We don't want for either the client or the agent to get to a place where it's the first day and they just look at each other in webcam and go, "Okay, what do I do now?" We try to avoid that situation as much as possible, which is why we’re not trying to hard sell anyone. We want someone to be committed to the process and feel somewhat confident. Obviously, you're going to be a little bit nervous if you've never done this before, but that's why we are here to hold your hand, and give you that documentation and talk you through it so that you feel more confident before it actually happens. But then, on the handover meeting you're going to get all of them setup on their computers. You're going to get them to know everybody on your office, taking the laptop around and you're going to say, "Tell us something that people don't know about you." Or, "What are you grateful for today?" You know, a little icebreaker and then you'll get into the tasks. The great thing about working with Mexico is that they're on your time zone. Do you have to be perfect? Do you have to have the perfect documentation? No. Because like any other employee that you hire, you can just say, "Okay. I'm going to show you how to do this." They know it should be written down but it's not, "But you're going to help me write it down because I never had time to do this before. Here's the software where were writing it down. Here's how you're going to get a screenshot using Snagit. I'm going to video record myself going through this process and then make it a pretty process for me and then when it's done and it's all pretty, then you're going to do it." That's possible. Some people are further along in their processes and procedures than others, but by no means you have to have things perfect to move forward to the remote assistance. Jason: Yeah. The Myers-Briggs people with Js a lot of times get really caught up to being perfect before they move forward. They're like, " I have to have every process documented before I could grow my business." Gwenn: No, that's not the real world. I would say progress not perfection, right? I mean, you have to move forward. I'm reading this great book called the Billionaire Coach or the Trillionaire Coach, I think is what’s it called. It's really good. It's on my audible right now. But the guy is like, "Okay. Once you have things down, you have to go, and you have to go fast." I think that sometimes the people who are really into perfection lose sight of go, go fast, so it's always that balancing act. If you're not good at processes and procedures then hire someone to help you do that and just show them on in a video and say, " Okay, for the next three hours you're going to write this down. Okay? Then I'll check in on you in three hours and see how you're doing." Jason: Yeah. Gwenn: That's totally okay. Jason: I like that. Progress over perfection, so what I teach clients is, "Done is better than perfect." It's very similar. Gwenn: It is. Jason: Done is better than perfect. Get it done, you can always redo it later. You can make it better the second time around but having something is better than not having it. The other thing that I'll throw out there, sometimes is that perfect businesses are out of business. So, don't try to make everything so perfect before you move forward. It's the businesses that fail, that make mistakes, that rapidly prototype, that try stuff out and see what doesn't work, they're the ones that move forward faster. Gwenn: And when you have that hard day where things really did fall apart then just go back to the values. Like, "Okay, it fell apart, but I'm suring it up as a value, as a person with values. So, what does that look like?" If you have your values strong and you’re connected to them then when you mess up, if you just go back to that, you'll be fine. Jason: Right. Gwenn: That's how I look at it at least. Jason: That's the foundation. Gwenn: Yeah. Jason: A really strong why and set of values for the business. That's what creates culture in a company. Well, cool. What are some of the questions that property managers ask you that I haven't asked yet? Some of the frequently asked questions, concerns, considerations. Gwenn: The main thing is the role. People are just like, "Okay, everyone's doing VA and I know I should be doing it because I'm just supposed to be more profitable than I am right now, but where the heck do I get started?" Usually, when people ask that, I just tell them because we've been doing this since 2008, how our company is organized because I do feel like we do remote labor as high of a level as you could. You might structure it slightly differently but just to give people an idea because the thing is in people's minds and eyes, they remember virtual assistance. They think, "I need my processes to be perfect. This is someone who can only do route activities, can't think outside the box." All of that is not true. These people from Mexico, can be, if we hire for it, highly educated. We even have some professors on the team. We have some attorneys on the team. Highly-educated people who most certainly are capable of thinking outside the box. Guadalajara, where we source a lot of the people, it's the tech capital of Mexico. When I go to the Christmas Party in Guadalajara, people are speaking Spanish, English, French, Portuguese. It's like an international gathering, like any European city that you'll be at or anything like that. Here's how we're structured. We have 1200 units that we manage. We have three customer service people residing in Mexico who take all the front line calls. We actually call them Solutions Agent instead of Customer Service Agents because they're job is to provide solutions. They don't just read from a script, but they can also talk to tenants about their statement and what it means, what's this maintenance service issue, maintenance charge is for, and help people break a lease, give them information about breaking a lease, changing roommates, tell them if they could have a puppy or not. Actually solve problems that give solutions. They also take all the maintenances services issue and troubleshoot. The great thing is that you don't have a PhoneTree when you call into our office. You just get a person which is a really good customer service. Most property management that I call have a PhoneTree and then you still can't get a hold of everybody. Thinking about what the experiences of an owner calling your main line, and what that feels like, maybe important in many of the markets that people are in. Once someone takes their phone call, any elevated issues will go to the assistant property manager. Let's just take a simple thing, it's not even elevated but like a service issue. We’ll go from customer service agent, we'll take everything from the service issue then it goes to what we call the virgin list, the assistant property manager review that—and we have three of those, by the way, one for each property manager has an assistant who's a true assistant—and they look at all the service issues that come in and decide whether our internal maintenance team can handle it or if it needs to go into a vendor. If it needs to go to a vendor then they're in charge of putting a budget on it, and based on the contract, whatever the owner wants, and then signing it to a vendor and then following up on that. If it goes to our internal team, then another woman in Mexico who's the Maintenance Dispatcher decide whose list it goes on out of the 15 maintenance people that we have. Her job is to manage those guys' schedules and make sure they're busy. Make sure they have work and make sure that they're going to a place that makes sense. Then other people that we have is accounting. We have two people in accounting and collections. They don’t just do accounting but they're also are like, "Why is this maintenance guy going to store three times in a day?" He's like actually analyzing the invoices and saying, "This price doesn't make any sense." We have two people there. We have Applications Underwriter who does the applications in Mexico as well and a marketing person in Mexico. I feel like I'm forgetting somebody. I think that's it. Jason: Anything on the sales BDM side? Gwenn: No. My market, we get a lot of business just coming in the door so we don't have a BDM. We have some sales people that are on a commission basis but we don't have an official BDM role. We actually decided not to get one this year which is weird because sales always pay for itself, but when we look at the numbers in our market, it didn't make sense to get someone at that price point. Instead we’re buying a company in another market and growing that way, but that deal's not totally done yet. Jason: Right. Gwenn: Those are the people that we have in Mexico. Internally, we have a front office lady, a leasing agent, operations manager, a maintenance manager, and right now, we only have two property managers. And then my husband runs the company and puts his finger in everything. That's pretty lean for 1200 units, it's pretty a lean shop. Jason: Yeah, that's really lean. Then you have a pretty decent process documentation, I would imagine as well. Gwenn: We use SweetProcess, where we house our processes and procedures and we’re kind of obsessed with it. We use EOS so we’re using the traction book. We've been doing that for 2 ½ years now and love it. That's how we stay organized and set our goals and priorities and make sure that we don't get lost in the day to day task and know where we’re going on a daily basis. Jason: Yeah. I think every business, eventually, as they evolve, they need a planning system which you had mentioned EOS. Every business also needs a process system, some system for documenting process and leveraging these processes. We use Process Tree internally, which works out really well. Gwenn: And I like Process Tree, but it's more expensive than SweetProcess. It depends on what your needs are, but I would recommend looking at both and determining what's better for your organization. But yeah, I like both those systems a lot. Jason: Every business needs some sort of communication system in the business as well. As a team, we use Basecamp as our communication platform to communicate internally, and then you need a client supporting communication system. A lot of people are using Help Scout or Intercom, or one of these knowledge based support systems. There's probably other systems. I'm forgetting off the top of my head, but business really need all these different systems in place. Once you have these systems in place, it facilitates and enables your team to really do well and communicate and understand where the company is headed and get in alignment with your vision and your goals. It's a big deal. Gwenn: Yes. There's a lot to take on, but again, people don't have to be perfect. Jason: Yeah. Gwenn: Because when you say that it's like, "Oh my god, that's so overwhelming." But it doesn't have to. Jason: One thing at a time. Yeah. Gwenn: One thing at a time, Yeah. Jason: Cool. Cool. Gwenn: That's why I like EOS though because it takes that overwhelming. The, "Oh my god we have 10 million things we have to do this year," and it forces you to say, "Okay. How much energy do we really have and what are the priorities out of my list of million things that I'm going to do in these three months?" It actually helps you get more of that done than you would if you just look at the long list. Jason: Yeah. It has an etymology that's very similar to a lot of business planning systems and most every business planning system has annual objectives, quarterly objectives, monthly, and these things break down and the idea is, "How do you eat an elephant? One bite at a time." Gwenn: Right. Jason: It’s like these elephants, you break them down in a 90 day, 30 days, and then even weekly commitments as a team. But a lot of business don't have any sort of planning system in place, so they're hitting zero objectives because they really don't really have any, and there's no clarity around it. They’re just winging it and the entrepreneur's, they're crazy. Entrepreneurs come into the room and says changes every week, "Hey, guys. I got this great idea." And they lob a grenade in the middle of the room, pull the pin and lob this grenade and walk out. They're excited and pumped out and the team are like, "What are we going to do with this thing?" Having those systems in place can be really helpful especially if you have virtual team members because then it makes a lot of difference for everybody to be on the same page. Gwenn: People, historically, have thought like, "Oh, were going to do all these planning and then we'll tell them later what we planned." But I recommend having the virtual team members in on all of those meetings. Jason: Yeah. Gwenn: Here's one tip that has really helped us. We have the three customer service agents. Every morning at 10 o'clock they meet with the Operations Manager and just say, "Oh, this person is out of the office today. They have a dentist appointment at 2:00 PM and it's whoever's birthday. Our swing thought for the day is people can hear you smile. In the call monitoring, I've noticed that there's not been so much smiling on there, so let's keep that in mind for today. Today's contest for online reviews, we’re still giving $50 certificates to anyone who gets an online review." Whatever you have going on and just touching base for 10 minutes a day makes all the difference for someone whose remote. When you have your weekly EOS meeting, include them and what you're talking about. If they feel included in the process and in your mission, people don't leave. We've had the same employees at Wistar Group for six, eight, I think, is it nine years. I think we have two employees who've been with us for nine years. Jason: Yeah. Gwenn: That's the key to getting the virtual or the remote members totally immersed in your culture. Jason: Yeah. They need to be a part of it, ironically, right? Gwenn: Absolutely. Jason: Yeah. I'm a big proponent of making sure that your team members are involved in outcomes instead of being micromanaged. Give them outcomes and let them innovate and you'll be surprised with what they can come up with. It might not be the way you would do it, it might be better. A lot of times, as entrepreneurs, we think we have it all figured out. We need to tell our team members, "Here are the steps. Do this exactly this way." When it comes to goal setting, goals are outcomes. Assign an outcome to somebody, let them own it, and I think you'll be surprised at the results they can create. Getting your team all involved in it, some of those meetings have been really eye opening for me because I had my set of ideas. I thought this is how the whole world looks and then I went around and asked my team members, "Here's this outcome. What ideas you guys have that can do it?" My graphic designer has a totally different idea than I would have. My head of fulfillment has totally different ideas than I would have. They bring this perspective and all these ideas were really good. I'm like, "Yes. We should do that, maybe not that, that one's great." I think you don't want to be the emperor with no clothes running a company. That's how you do that, is by allowing your team members to have a voice and be involved in the process. Gwenn: I love that. Actually, we teach a version of that on the first day of training. Its form this article that you can get on the internet called Who's Got the Monkey. Jason: Okay. Gwen: It's the number one reprinted article from the Harvard Business Review of all time. I only came across it out of massive failure years ago. Where I took my team members out to lunch and I thought they would tell me how much they love their job and they were like, "No! We don't love it. You guys never listen to us." I was like, "What?" They're like, "Yeah. We don't even bring up ideas to you anymore because you are never going to listen to them anyway." I was like, "Oh my god. This is terrible." I found the article on the internet and we came and have a change management process. We asked our team members to own their ideas. The first steps are people come to meeting and say, "Hey, not all ideas are good ideas, but here's my idea." That allows people to save face and be vulnerable and say what they're afraid to say in the meeting. Then they have to bring everything to the meeting—the subsequent meetings—to move the idea forward... Jason: Yeah. Gwenn: ...so that the decision maker can just say yay or nay. Sometimes, there's a little homework on the decision maker’s part, but we try to make it as minimal as possible. I take it from sale, in sales people are always eternally optimistic and they think everything's going to close. My way of determining if it's going to actually close or not is, "Is your name on the prospect’s calendar for another meeting? If it's not, then your deal is dead." Just black and white. Jason: Yeah. Gwenn: If it's not there, you can revive it, but you better get a meeting out there. Same thing with ideas, "If your name in this meeting is not on anyone else's calendar, your idea’s dead." Just know that because when people feel badly about their job, when they get vulnerable, they say it and their manager is like, "Oh, that's a great idea," and then they wait three months and nothing happens to it, that really hurts morale. Giving them the honest, "Hey, it’s not moving forward if there's not a meeting" Jason: Yeah. Gwenn: And having them own that helps give them agency over their idea. Jason: Yeah, I love it. Cool. Let's wrap this up, Gwenn. I think this has been really helpful. I think we talked about some really cool ideas. I think, hopefully, some listeners are a little bit more open to having some team members that are not sitting in their physical office. How can people get in touch with you if they are interested in learning more? Gwenn: Well, I'm on Facebook. If you want to send me a message at Gwenn W. Aspen, I'd love to meet you there. Additionally, we have a website anequim.net and you can fill out a form, we'll get right back to you there, or you can email me at gaspen@anequim.net. But we love to help people, and like I said, if you just want to bounce ideas off whether this is a good idea or not, we can talk about your specific situation. Jason: Awesome. Gwenn, thank you so much for coming into this show. Gwenn: Thank you, Jason. It's been so fun. I really appreciate you having me. Jason: Alright. We'll let you go now. Alright. Bye, Gwenn. Gwenn: Bye. Jason: So, there you have it. Check them out at anequim.net. For those that are listening for the first time or checking us out, we really appreciate you subscribing. If you’re listening on YouTube or watching on YouTube or listening on iTunes, we would appreciate—if you are on iTunes—you give us your feedback. We would love to hear your real and raw feedback. Again, give us a review on there. It will be really helpful especially if you liked the show. We would love that, that gets us excited. Then make sure you get inside our community which is doorgrowclub.com. This is a Facebook group where you get to hang out with other property management entrepreneurs, all the Door Grow Hackers, connect with us, and see future episodes. We livestream these episodes into that group so you won't miss a beat. Check us out there at doorgrowclub.com. If you are interested in growing your business then reach out to us doorgrow.com. We would love to help you and see if we can help you grow your business. Until next time everybody, to our mutual growth.

Today's question comes from Andrew."Why did my Myers-Briggs Type® change? I used to be an INTJ but now I'm an ENTP."Our answer comes from DC Metro based career counselor Edythe Richards. Edythe is a Myers-Briggs Master Practitioner.

It's HERE! We sat down and had a candid, eye-opening conversation with John Graham AKA Venmo John (and self-proclaimed "whasian") about everything going on inside--and outside--of The Bachelor bubble. We discuss:  His strategy behind pimpin' in paradise  Who was on his shortlist for Bachelor in Paradise?  His connection (or lack thereof) with Becca on The Bachelorette How did he feel about being cast as the only Asian man on Becca's season?  What does he think about the future of the franchise?  What's his Myers Briggs Type?  HOW is he single?!  ...AND SO MUCH MORE! Also in this episode, we dive into our inbox and answer YOUR love, dating, and relationship questions. We discuss the "he's just not that into you" theory, feeling confident while dating and being a late bloomer, and MORE!    SUPPORT THE PODCAST We got merch y'all! Tshirts, tanks, sweatshirts, mugs, totebags, stickers! Order your 2 Black Girls, 1 Rose gear today at www.teespring.com/2blackgirls1rose Our Sponsor, Pooka Pure and Simple:  www.pookapureandsimple.com  Use Code 2BG20 for 20% off your order!  CONNECT WITH US! Twitter: @2blkgirls1rose Instagram: @2blackgirls1rose Facebook: www.facebook.com/2blackgirls1rose Email us questions and feedback at 2blackgirls1rose@gmail.com  RATE & REVIEW If you love what you hear, rate and review 2 Black Girls, 1 Rose on Apple Podcasts! Here's how: 1. Subscribe to 2 Black Girls, 1 Rose in the Podcasts app on your iPhone. 2. While on the podcast page, scroll down to the "Ratings & Reviews" section. 3. Tap five stars ;) then hit "Write a Review" below that. 4. Leave us some nice words and then hit "Send"!

Today on the show we're talking about all about figuring out your Myers-Briggs type. So many have difficulty figuring out their type because they skip over learning about what it's even for and why it's relevant. How does it all even work and what's the point? If you understood that then you may have a little more patience in learning what your type is and also realizing that it takes more work than just taking one test. There is a lot of life that we've lived and humans aren't that simple. In fact, that's why people reject MBTI because they think it's simple and putting them in a box. It couldn't be further from the truth. We're here to break down why that is on this episode of Super Myers-Briggs Turbo EX. The Easy Mode course: http://www.supermbti.training The Facebook Group: https://www.facebook.com/groups/450199078805001/ --- Send in a voice message: https://anchor.fm/cosmiccalibration/message Support this podcast: https://anchor.fm/cosmiccalibration/support

Myers-Briggs® Question Corner Podcast is written and presented by Edythe Richards - MBTI® Master Practitioner and founder of A Top Career.CAN I BE ONE MYERS-BRIGGS® TYPE AT HOME AND ANOTHER AT WORK?Hello folks! I’m Edythe, and I’m a career counselor and Myers-Briggs Master practitioner. One of the most common questions I hear pertains to Myers-Briggs types changing in different environments, or in different times in one’s life. Today’s question comes from Christine. She asks, "Can I be one Myers-Briggs Type at home and another one at work?"According to most personality type theories, your individual type is inborn and does not change. However, you can AND should develop traits and habits that differ or even directly contradict the description of your Myers-Briggs type.We're looking for new questions for 2019. Have YOUR Myers-Briggs® career or relationship question answered by submitting it via our web site at www.atopcareer.com

Discovering Yourself: Knowing Your Myers-Briggs Type Opens Gateways to Meaningful Work “Myers-Briggs is all about preferences. We all have our preferences in life. Like our preference for chocolate or vanilla, we may eat both from time to time, but we prefer one over the other. So, with Myers-Briggs, the first step is to understand who we are, most naturally and comfortably. And when we are in a good place, Myers-Briggs helps us feel more empowered to make better decisions for our lives and careers.” - Edythe Richards, Certified Myers-Briggs Master Practitioner How might your life have been different if you had deliberately chosen work and career opportunities that aligned expressly with your personality type preferences? Would you have been happier and more satisfied with the work you chose to do, the life you led, and the people you sought out in your everyday experiences? If you could go back in time to do work that was more meaningful than you are accustomed, would you? In this episode, veteran career coach Edythe Richards takes us through the notable benefits and unique insights available to people who take the Myers-Briggs Type Indicator assessment. In these key interview segments, she: Summarizes the Myers-Briggs Type Indicator and its components [starts at 3:30] Reviews in detail the results of an actual Myers-Briggs assessment [starts at 4:22] Differentiates between Extroverted and Introverted personality types [starts at 7:54] Contrasts Sensing and Intuitive personality types [starts at 10:01] Compares Thinking and Feeling personality types [starts at 13:52] Describes Judging and Perceiving personality types [starts at 16:14] Explains the WHY behind Myers-Briggs assessments [starts at 30:36] About our podcast guest: When she was a child, growing up on a farm in Delaware, Edythe Richards dreamed about being a singer. “It wasn’t just the music, or the pitch, or whatever was playing on the radio,” she recalls. “More than anything, for me being a singer was about performing in front of an audience. I loved making others feel good and bringing them joy.” Richards never rode her childhood dreams of singing into a performing arts career. But, she leveraged her love of public speaking and passion for empowering others as a professional career counselor, a Master Practitioner in Myers-Briggs Type Indicator assessment, and, a subject-matter expert in the field of Emotional Intelligence. Edythe Richards received a Bachelor of Arts degree from the University of Delaware and a Masters of Arts degree in Counseling from Seton Hall University. Her nationally recognized career counseling consultancy, A Top Career, is headquartered in Alexandria, Virginia. EPISODE DATE: September 7, 2018 Published work: Myers-Briggs Myths and Misuse Social media: A Top Career Website A Top Career Facebook Page LinkedIn Page Photo credits: Myers-Briggs Type Badge Illustration, Marsha D. Weiss; Photographic Portrait, Edythe Richards.

Discovering Yourself: Knowing Your Myers-Briggs Type Opens Gateways to Meaningful Work “Myers-Briggs is all about preferences. We all have our preferences in life. Like our preference for chocolate or vanilla, we may eat both from time to time, but we prefer one over the other. So, with Myers-Briggs, the first step is to understand who we are, most naturally and comfortably. And when we are in a good place, Myers-Briggs helps us feel more empowered to make better decisions for our lives and careers.” - Edythe Richards, Certified Myers-Briggs Master Practitioner How might your life have been different if you had deliberately chosen work and career opportunities that aligned expressly with your personality type preferences? Would you have been happier and more satisfied with the work you chose to do, the life you led, and the people you sought out in your everyday experiences? If you could go back in time to do work that was more meaningful than you are accustomed, would you? In this episode, veteran career coach Edythe Richards takes us through the notable benefits and unique insights available to people who take the Myers-Briggs Type Indicator assessment. In these key interview segments, she: Summarizes the Myers-Briggs Type Indicator and its components [starts at 3:30] Reviews in detail the results of an actual Myers-Briggs assessment [starts at 4:22] Differentiates between Extroverted and Introverted personality types [starts at 7:54] Contrasts Sensing and Intuitive personality types [starts at 10:01] Compares Thinking and Feeling personality types [starts at 13:52] Describes Judging and Perceiving personality types [starts at 16:14] Explains the WHY behind Myers-Briggs assessments [starts at 30:36] About our podcast guest: When she was a child, growing up on a farm in Delaware, Edythe Richards dreamed about being a singer. “It wasn't just the music, or the pitch, or whatever was playing on the radio,” she recalls. “More than anything, for me being a singer was about performing in front of an audience. I loved making others feel good and bringing them joy.” Richards never rode her childhood dreams of singing into a performing arts career. But, she leveraged her love of public speaking and passion for empowering others as a professional career counselor, a Master Practitioner in Myers-Briggs Type Indicator assessment, and, a subject-matter expert in the field of Emotional Intelligence. Edythe Richards received a Bachelor of Arts degree from the University of Delaware and a Masters of Arts degree in Counseling from Seton Hall University. Her nationally recognized career counseling consultancy, A Top Career, is headquartered in Alexandria, Virginia. EPISODE DATE: September 7, 2018 Published work: Myers-Briggs Myths and Misuse Social media: A Top Career Website A Top Career Facebook Page LinkedIn Page Photo credits: Myers-Briggs Type Badge Illustration, Marsha D. Weiss; Photographic Portrait, Edythe Richards.

Today we're answering the age old question of "Can I Be More Than One Myers-Briggs Type?" since many people are often confused by the complicated nature of humanity trying to be instilled into a typology. No one likes to put baby in a corner. But what is really going on is that a lot test givers fail to explain that typology is about understanding all types and what you're learning is your subconscious preference that you utilize throughout your life. So, the short answer is no but it does get more complication as we talk about cognitive functions and work through some of the common public misconceptions of typology on this episode of Super Myers-Briggs Turbo EX! Subscribe to the show: http://www.anchor.fm/supermbti Our Courses: http://www.supermbti.training --- Send in a voice message: https://anchor.fm/cosmiccalibration/message Support this podcast: https://anchor.fm/cosmiccalibration/support

I give my friend Sophia a consultation on her @Tinder profile and break down the best Myers-Briggs Type for her personality. Sophia talks about her worst first online date and current relationship status. I give an update on last night’s date. Check out Sophia's dancing vids or slide into her DMs on IG @ SophiaGerde And DM us a 'You up?' on IG @ SwipeRightPodcast any time of night

In this episode Joel and Antonia talk about using the judging functions in your cognitive function stack to determine your personality type.   https://personalityhacker.com/

Katie and Kara interview Claudia Miles, licensed therapist and now artist's manager, on the trajectory that led her to where she is today (...not an answer we expected!) and regarding her expertise on both the Enneagram Test and Myers-Briggs Type...

Personality Type Watching! Join us as we discuss and share our personality type - all good stuff!