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

Ever feel like you're juggling more than just patients and profit, like your ambition, family, and identity are all competing for your attention? In this episode of Just DeW It, Anne Duffy sits down with Dr. Sara Mahmood, a dynamic Dallas–Fort Worth CEO and founder known for scaling multiple businesses with confidence and clarity. Together, they pull back the curtain on the DeW community's mastermind approach, where intimate, leader-guided groups help women solve real problems, celebrate achievements, and grow together. Sara shares her journey from hearing about Dental Entrepreneur Woman to experiencing firsthand the transformative value of masterminds and why she chose to get involved without hesitation. The heart of their conversation centers on owning your strengths without apology. Anne and Sara dive deep into the insights from StrengthsFinder, where Sara reveals her initial struggle with embracing strengths like competition, significance, and achievement within a nurturing women's circle. Anne reframes competition in a positive light: “the balcony versus basement” approach, highlighting how healthy self-challenge can catalyze personal and professional growth. Sara gets candid about what she had to unlearn as a leader: letting go of the need to do everything herself and hiring ahead of demand, even when it meant bold investments. The episode closes with a vulnerable discussion on motherhood, ambition, and aligning visions with partners (plus a peek into Sara's latest ventures and her call for authentic connections within the DeW network.) What You'll Learn in This Episode: The behind-the-scenes power of mastermind groups for women leaders How to use StrengthsFinder to embrace (not apologize for) your competitive edge Reframing competition: healthy rivalry versus unhealthy comparison The art of delegating and why “80% done by someone else is 100% awesome” Scaling businesses by hiring ahead of need and trusting your vision Navigating the tension of motherhood, entrepreneurship, and the myth of “doing enough” The importance of spousal alignment and shared ambition Strategies for building high-performing, strengths-based teams How to create lasting connections within supportive networks like DeW Real-world examples of bold leadership moves in dentistry and beyond Tune in now for honest insights on strength, leadership, and building a legacy with strategies you can put into action today! Learn More About Dr. Sara Mahmood Here! Practice: Brush365: https://brush365dental.com/ Social Media: Instagram: https://www.instagram.com/suresmilesuperstar/ LinkedIn: https://www.linkedin.com/in/sarathedentist/ Ready to Join the DeW Movement? Join Other Amazing Women in Dentistry and Grow Together at: https://dew.life/membership/ Mentions & Links: Events: The DeW Life Retreat Dental Nachos Events Chicago Midwinter Tools/Assessments: Gallup StrengthsFinder 2.0 Books: Buy Back Your Time by Dan Martell The Four Agreements Programs: Mpower Journey (couples program)

Marie-Noëlle Pillot est People Experience Director. Boris Lemery est Directeur des Activités Réseau. Tous deux font partie du comité de direction de Volvo Car France.Dans cet épisode, ils nous racontent un changement de regard — celui qui consiste à arrêter de regarder ce qui manque pour commencer à voir ce qui est déjà là, et qui n'attend qu'à être activé.Boris l'admet sans détour : il était sceptique. Formaté à traquer les clignotants orange et rouge. Convaincu que la performance passait par l'amélioration des points faibles. Marie-Noëlle, elle, avait une intuition : quelque chose de négatif s'installait dans l'organisation, et elle voulait en changer le prisme.Ce qu'ils ont découvert ensemble — et ce que ça a produit dans leur équipe — c'est ce que vous allez entendre ici.Les talents de Marie-Noëlle : Connectedness, Empathy, Individualization, Input. Les talents de Boris : Restorative, Analytical, Harmony, Relator, Learner.Culture Talents est un podcast proposé par Le Labo des Talents.Animation : Florence HardyRéalisation : César Defoort | Natif.

Dave Rendall has spoken on every inhabited continent for the last 20 years — Microsoft, AT&T, the US Air Force, the Australian government, Fortune 50 companies. He has a doctorate in organizational leadership, he's a former stand-up comedian, and he wrote The Freak Factor, a book that argues the thing everyone calls your biggest weakness is actually the foundation of your biggest strength. Before all of that, he ran nonprofits that helped people with disabilities find employment. He's also an ultramarathon runner and Ironman triathlete who competes in between keynotes.This one was personal. My son was diagnosed with dyslexia and ADHD, and I was diagnosed with Level 1 autism — all around the same time. Dave's video on weaknesses being strengths changed how my wife and I parent our kids. We've been in each other's orbit for six years — he MCs the events I speak at — but we'd never sat down and gone deep like this. We got into why "normal" doesn't actually exist, why your best employees probably have the most anxiety, the survivorship bias problem with reframing disabilities as superpowers, why "Eat That Frog" is terrible advice for entrepreneurs, and why most businesses are accidentally destroying their best people by trying to fix them.If you're a business owner, a parent, or someone who's ever been told something is wrong with you — there's a lot here.What You'll LearnWhy "normal" is a fake target — and what Todd Rose's The End of Average reveals about the myth of the average personThe Paul Orfala paradox: the Kinko's founder says "everyone should have dyslexia" — how to hold that alongside the real struggles of learning differencesWhy the survivorship bias argument against neurodiversity as a superpower is actually backwards — and what self-fulfilling prophecies have to do with itHow anxiety tested off the charts for Dave — and why elevated anxiety is what separates your best employees from your worstThe Dunning-Kruger connection: why the most competent people feel the most inadequate, and why that drives performanceWhy "Eat That Frog" creates a frog-eating job — and how to design a business where you never eat frogsWhat Faster Than Normal by Peter Shankman teaches about reframing ADHD as a speed advantage, not a deficitWhy partnering with people strong where you're weak isn't just nice — it's structurally necessary for neurodiverse entrepreneursThe real reason business owners burn out — and why it has nothing to do with how much work they're doingHow Dave's "affiliation" principle works in practice — the insurance agent story that almost ended in a firing and became a case studyWhy the first thing most schools, therapists, and managers do — focus entirely on weaknesses — is the exact wrong approachWhat the StrengthsFinder philosophy gets right that most management training missesBooks & Resources Referenced

Helen Holder developed an idea to help her children talk about their fears during lockdown – and it proved to be highly effective. Now Helen is using the same powerful visualisation technique to help business change professionals name, and tame, their self-limiting beliefs. In this mindset-challenging BA Brew, Helen and the Brew Crew discuss common 'Mental Monsters' and share some practical strategies for challenging them. See the resource list below for a link to Fiona Kiss's ‘Problem Solving Duck' article. Helen Holder is Head of Business Analysis at RICS. She is also a volunteer with IIBA and YBA. FURTHER RESOURCES  BA BREWSBA Brew 20: Resilience (feat. Corrine Thomas) BA Brew 30: Confidence (feat. Philippa Thomas) BA Brew 45: Developing Positive Habits and Behaviours ARTICLES Mental Monsters: Name and Tame Your Limiting Beliefs Resilience Resources Strengths Spotting - Achieve your goals by leveraging your strengths StrengthsFinder 2.0 Foster a Growth Mindset with Mindset Advantage The Problem Solving Duck COURSES Introduction to NLP Workshop

416 The Right Tool For The Right Job   Having the necessary toolset to build others and yourself up is something most of us continue to build and collect our entire lives. How we choose to interact with another, how we teach, learn, and grow with them is how we hone these tools in order to achieve excellence in our chosen life.  In today's episode Sarah Elkins ruminates on one of her former students, and how the lessons and tools she's experienced now have made her a better advisor and teacher, by taking into account everyone's personalized skillset.    Highlights Applying new understanding of the tools you've collected to help others and yourself.  Everyone has different talents, which is why it is so important to learn to work with them as opposed to against them. ADKAR and Strengths Finder working hand in hand to create meaningful change.   Quotes "The thing is my talents are the opposite to the ones I'm describing here so if I want to teach someone or help them move through the ADKAR change framework, I have to meet them where they are, I have to be able to speak their language." "If we can learn to bring people along for the ride with these tools; Strengths Finder and ADKAR, we can move forward into that uncertainty with improved and inspired resilience, persistence, and grit."   Dear Listeners it is now your turn, Are you curious to learn more about this ADKAR Framework and the layering nuance of Strengths Finder for individual and institutional change? Check out Episode 407 featuring Rachel Bohns, and send me your questions and ideas that pop into your head I'd love to hear from you.   And, as always, thank you for listening.  About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

Qui oserait chanter un morceau des Beatles devant 150 personnes pour présenter une nouvelle organisation ?Stéphane Fezais l'a fait — et ce n'était pas un “coup”. C'était une manière d'embarquer, de créer de la cohésion, et de donner le ton : avancer ensemble.Formé à la Sorbonne en analyse des politiques économiques et passionné de tech, Stéphane a construit un parcours atypique jusqu'à devenir Directeur des Services et Infrastructures Numériques chez Klee Group.Dans cet épisode, il partage une conviction forte : être DSI, c'est avant tout manager des personnes — avec tout ce que cela implique de relationnel, d'émotionnel et de confiance.Depuis près de 10 ans, il s'appuie sur l'approche CliftonStrengths pour cultiver ses forces, faire grandir ses équipes et renforcer l'esprit collectif.Ses 5 talents dominants : Woo, Communication, Arranger, Positivity, Context.Un épisode rafraîchissant, concret et profondément humain — sur la manière dont capitaliser sur ses forces naturelles peut faire grandir tout un collectif.--- Culture Talents est un podcast proposé par Le Labo des Talents.Animation : Florence HardyRéalisation : César Defoort | Natif.

Eric Robertson is back, live from Graham Sessions, and he's not pulling punches. In this bold and brutally honest conversation, Eric challenges the PT residency model, calls out systemic disconnects in education, and shares a roadmap for fixing it all — with brains, leverage, and a little bit of woo.???? Want to build better clinicians after graduation????? Ready to leverage collective power like dentists and IPAs????? Wondering why education and business still operate in silos?This episode is loaded with smart ideas and spicy solutions for the future of the profession.???? TIMESTAMPS & CHAPTERS00:00 – Intro: Jimmy + Eric back on the mic01:00 – What Graham Sessions gets right about idea sharing02:30 – Collective bargaining, leverage & mega-groups in PT04:40 – Lessons from dentistry and managed care06:10 – Why autonomy isn't the same as isolation08:00 – Education & business are not separate universes09:30 – The big disconnect between DPT programs and real-world readiness12:00 – Can PT education learn from art school?13:30 – Redesigning residencies with clinic-defined values15:00 – Reimagining post-grad training at scale (not just residencies)17:00 – The pending Grad PLUS loan crisis18:20 – Why separating education from business is a mistake20:00 – StrengthsFinder, spreadsheets, and leaning into your superpowers22:00 – PARTING SHOT: “I want to wreck the accreditation model for residency.”

Welcome to the Charismatic Leader Podcast. In this episode, Brett McDermott sits down with Sarah Elkins, workplace storytelling expert, Gallup‑certified StrengthsFinder coach, and author of Your Stories Don't Define You, How You Tell Them Will. Sarah has spent years helping executives, teams, and professionals harness the power of story to build trust, connection, and influence.Together, Brett and Sarah explore why storytelling is not about epic tales or dramatic moments—it's about everyday experiences told with intention. Sarah shares practical strategies for building a “story portfolio,” setting clear intentions before telling a story, and using performative techniques to keep audiences engaged without feeling pressured.Whether you're leading a team, presenting to clients, or simply trying to connect more deeply in everyday conversations, this episode will help you shift your mindset and discover how stories can become your most powerful leadership tool.Key TakeawaysWhy how you tell stories matters more than the stories themselvesHow to build a story bank or portfolio for leadership momentsThe importance of setting clear intentions before sharing a storyPerformative tips to keep audiences engaged and connectedHow everyday stories create relatability, trust, and influence

Discover how personality assessments like StrengthsFinder and Working Genius help church leaders hire the right staff and build stronger teams. Learn practical ways to use personality profiles for team development, understand your staff's wiring, and create a healthy church culture. Perfect for pastors and ministry leaders looking to improve hiring, reduce staff conflict, and maximize team strengths. Topics include: when to use assessments, how to apply them in hiring, team communication strategies, and balancing pragmatic leadership tools with Biblical principles.Here's a few that we've used:- Clifton Strengths: https://www.gallup.com/cliftonstrengths/en/252137/home.aspx- DISC: https://www.discprofile.com/what-is-disc- APEST: https://www.alanhirsch.org/tests- Working Genius: https://www.workinggenius.com/

Thinking about returning to work after a career break, but feeling paralyzed by the gap on your resume? After years in a demanding executive role, Caroline found herself burned out, unfulfilled, and wondering if this was really "success." Find out how she gave herself permission to walk away, take a two-year career break, and rebuild a work life that finally fits her life and her values.   What you'll learn How to translate 17 years of experience into compelling value propositions when returning from a career break The counterintuitive strategy of stating exactly what you want instead of apologizing for your career hiatus How to leverage assessment tools like StrengthsFinder to rebuild confidence and articulate your unique strengths   Our book, Happen To Your Career: An Unconventional Approach To Career Change and Meaningful Work, is now available on audiobook! Visit  happentoyourcareer.com/audible to order it now! Visit happentoyourcareer.com/book for more information or buy the print or ebook here! Want to chat with someone on the team about your situation? Schedule a conversation   Free Resources What career fits you? Join our free 8 Day Mini Course to figure it out! Career Change Guide - Learn how high-performers discover their ideal career and find meaningful, well-paid work without starting over.   Related Episodes How to Figure Out What You Really Want (Spotify / Apple Podcasts) Figuring Out Your Perfect Career Match (Spotify / Apple Podcasts)  

Are you ready to sparkle in your career and feel confident as you carve out a life you truly love? Join the Supermums team on this empowering episode of Mums on Cloud Nine, where hosts Kelly-Jace Halls, Heather Black, and Lyn Constantine welcome special guest Kitty Miller, a dynamic entrepreneur who transitioned from corporate life to launching her own ventures. We dive deep into how mums (and anyone relaunching their career) can harness the power of AI to make informed decisions, explore new pathways, and stand out in today's competitive job market. Kitty Miller shares practical, actionable advice from her own experience using AI for career planning, business development, confidence building and personal branding. Discover how large language models like ChatGPT, Claude, Gemini, and Perplexity can become your personalised career co-pilot. Learn to uncover your superpowers, refine your CV, prep for interviews, and build an authentic personal brand, all while feeling supported and empowered. Whether you're contemplating a career change, returning to work after a break, or just want to discover your next step, this episode is filled with wisdom, encouragement and useful tips that can transform your journey. Key points covered in this episode: How AI tools can help mums relaunch or pivot their careers Creating a personalised AI "job co-pilot" to guide career decisions Building confidence and overcoming self-doubt when returning to work Using AI to analyse job specs, prep for interviews, and refine CVs and cover letters Personalising your AI settings for honest feedback and critical friendship Leveraging AI for networking, business research, and personal branding Discovering your strengths and superpowers to shine in applications and interviews Practical risk management tips for using AI authentically Why you shouldn't wait until you're "100% qualified" before going for your dream job Harnessing the power of network and mentorship in your career development Links & Resources: Visit the Supermums website for further tips and tools: Supermums Find out more about Kitty: https://maze-ccm.com/about/  Kitty also mentioned StrengthsFinder to find your career strengths: https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx  Join the Supermums community for more inspiration, expert advice, and practical support to help you shine in your career. Don't forget to subscribe, leave a review, and check out our blog for more empowering content! Tune in and begin your journey to confidence, balance, and fulfilment. Let's help you save time and get better results with AI!

« Je travaille beaucoup avec des dirigeants. Ce sont des gens qui ne sont pas là par hasard. Le contrat qu'on a ensemble, c'est de dénouer des noeuds éventuels et de permettre d'élargir leur champ de vision pour prendre des bonnes décisions. »Florence Hardy est consultante auprès d'équipes et de dirigeants.Fondatrice du Labo des Talents, elle intervient auprès des leaders, managers de managers, pour faire travailler les équipes ensemble de façon différente, en mobilisant les atouts de chacun.« Dans un quotidien hyper chargé, on a tous tendance à se laisser phagocyter par l'opérationnel. Ma force, c'est de permettre aux gens de s'occuper aussi des projets d'avenir et de faire de la place à du nouveau. C'est pour ça qu'on fait appel à moi. »Son top 5 : Input, Positivity, Connectedness, Includer et Ideation.Quand elle a découvert ses talents, Florence s'est tout d'abord étonnée de découvrir que la positivité pouvait être un talent. « Je savais que j'avais le sourire, mais je n'avais jamais pensé en faire une force professionnelle. Le propre des talents, c'est qu'on vit chacun dans notre bocal, et qu'on ne perçoit pas l'intérêt de nos atouts. Toute l'idée, c'est de comprendre leur puissance et de la mettre au service de ses projets. »Profondément altruiste dans le leadership de son équipe de coachs indépendants, Florence se caractérise par son aisance dans le domaine des idées autant que dans la relation interpersonnelle. « J'apprécie aller chercher ce qu'il y a de meilleur chez chacun. Ce que j'observe, c'est que les équipes les plus engagées le sont quand la relation à l'autre fait qu'on a envie de contribuer à quelque chose d'un peu plus grand. Cultiver la relation, ça permet de nourrir chacun avec les missions dont il a besoin pour se sentir épanoui au travail. »Culture Talents est un podcast proposé par Le Labo des TalentsAnimation : Florence HardyRéalisation : César Defoort | Natif.Florence Hardy et les coachs du Labo des Talents sont certifiés par Gallup, cependant nous précisons que Le Labo des Talents n'est pas affilié à ni ne représente Gallup. Les idées que nous partageons ici ne sont pas officiellement contrôlées, approuvées ou soutenues par Gallup Inc. Gallup®, CliftonStrengths® et les 34 noms de thèmes de CliftonStrengths® sont la propriété de Gallup, Inc. Pour plus d'informations, rdv sur www.gallup.com.Envie d'en savoir plus ? Au Labo on est toujours ravis d'échanger, faites-nous signe sur LinkedIn https://www.linkedin.com/company/lelabodestalents/ou sur www.labodestalents.frHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Michael Walsh spent 30 years helping businesses scale to $50M+ and discovered something that contradicts everything you've been taught: treating your team like a "well-oiled machine" destroys the exact expertise your clients pay for. After burning out in 1996 with zero vacation days, he redesigned his entire approach. Now, he takes 18 weeks off annually while his consultancy thrives.In this conversation, Michael breaks down why 20th-century industrial thinking fails in expertise-based businesses, the ecosystem approach that unlocks sustainable growth, and how AI is accelerating the shift from information work to creative work.Key Insights:The hidden cost of the machine mindset: why systemizing people like interchangeable parts kills creativity and innovation in marketing, consulting, and service businessesThe 3 Freedoms framework: Freedom IN your business (doing work you love), Freedom FROM your business (it runs without you), and Freedom BECAUSE OF your business (funds the life you want)—and why getting the sequence wrong keeps you trappedMichael's transformation story: from working 52 weeks straight to taking the last week of every month off, and how his income skyrocketed as a resultThe Phil Jackson approach: how championship coaches built winning teams by customizing systems around individual strengths instead of forcing uniformityFour elements of human behaviour that make employee motivation obvious: survive, thrive, connect, adapt and how understanding these removes the mystery from team performanceThe social contract that creates loyalty: why traditional command-and-control management fails with knowledge workers, and what replaces itAI's role in the creativity age: why the information age is ending, and how AI forces us back to authentic human storytelling and strategic thinkingThe hiring system that reveals complementary strengths: using tools like MBTI, Kolbe, and behavioural assessments to build teams where people's weaknesses become irrelevantResources mentioned:Get Michael's complete hiring system free at freedombydesignbook.comConnect with Jay Hunt:Join Amplify Your Brand on Skool for AI tools, business strategies, and live audits: https://www.skool.com/aybWebsite: https://jayhunt.socialLinkedIn: linkedin.com/in/socialmediaspeakerEpisode Timestamps:0:00 - Machine mindset vs ecosystem approach introduction1:00 - Freedom by Design book & strategic LinkedIn outreach1:50 - 30-year transformation: from zero vacation to 18 weeks off2:21 - The 1996 turning point: forced Mexico vacation4:01 - 16-hour exhaustion crash4:44 - Post-vacation revenue spike: $10K in one month6:09 - Scaling to 18 weeks off annually7:29 - The 3-week work, 1-week off rhythm8:05 - How clients adapted to compressed schedule10:19 - Managing guilt & forced disconnection13:19 - Freedom by Design framework deep dive13:55 - Machine mindset origins: assembly lines & industrial revolution15:03 - How unions formed in response to cog-in-machine treatment16:23 - Why information services require different management17:28 - Machine built for owners vs ecosystem for everyone18:19 - The illusion of control through systems19:14 - Supporting people's strengths vs forcing compliance21:06 - Sales team ecosystem: customizing for different personalities22:37 - Building support structures around individual strengths24:32 - Hiring assessment tools: MBTI, StrengthsFinder, Kolbe, Wonderlic28:16 - The human element vs cheap offshore labor trap29:24 - Four aspects of human behavior: survive, thrive, connect, adapt33:28 - AI completing the information age, entering creativity age36:21 - Why AI forces authentic human storytelling38:26 - The 10%-80%-10% AI collaboration model41:28 - AI efficiency example: presentations from 3-4 days to 1.5 hoursSubscribe to Drop The Mic for conversations with entrepreneurs, authors, and leaders who've built businesses that serve their lives and not consume them.

Send us a textIf people can't read your value, they can't reward it. We sit down with brand strategist Jen Dalton to turn personal branding from a fuzzy idea into a practical plan you can execute, one small step at a time. Our conversation starts with a simple truth—telepathy isn't a strategy—and builds toward a reputation roadmap that helps you define your strengths, choose the right words, and create monthly evidence that moves you closer to the work you want.We break down the crucial difference between business branding and personal branding, then focus on what actually builds trust: authenticity, vulnerability, and stories with real lessons. Jen shares how to stop confusing personal branding with bragging and start sharing useful insights, mistakes, and wins that help your audience. We talk about finding your niche, making your reputation visible on LinkedIn and video, and why Gen Z rewards leaders who are genuine and clear. You'll hear practical tools—DiSC, StrengthsFinder, Enneagram—for surfacing blind spots, plus a simple exercise to pick three strengths, write a mission statement, and align your language so people perceive you the way you intend.From there, we get tactical. Learn how to build a 12–24 month reputation roadmap, create one proof point each month, and use platforms strategically to show your value without shouting. We discuss leadership branding, aligning actions with words, and building four networks—peers, prospects, giving back, and fun—to stay relevant and resilient. Grant shares his AI Business Accelerator as a live example of building evidence for a future-focused brand, and we explore creative ways to upskill, serve, and stand out without trying to be “an influencer.”Ready to own your story and make your value visible? Listen, take notes, and then pick one action to ship this week. If this conversation helped you, follow the show, share it with a friend who's ready for a pivot, and leave a quick review so more builders can find us.Thanks for tuning in to this episode of Follow The Brand! We hope you enjoyed learning about the latest trends and strategies in Personal Branding, Business and Career Development, Financial Empowerment, Technology Innovation, and Executive Presence. To keep up with the latest insights and updates, visit 5starbdm.com. And don't miss Grant McGaugh's new book, First Light — a powerful guide to igniting your purpose and building a BRAVE brand that stands out in a changing world. - https://5starbdm.com/brave-masterclass/ See you next time on Follow The Brand!

Jeremy Miner and Paul Allen unpack how they teamed up to “mass-produce” Jeremy's elite sales training using AI. Paul explains Soar's mission to uplift human talent, drawing on Strengthsfinder and expert-driven AI, while Jeremy shows how 7Q AI turns 33,000+ hours of training into real-time coaching. They dig into hallucinations in generic AI, why retrieval from proprietary content matters, and how reps can get exact word-for-word responses plus targeted clips that match their industry and objections.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

What if you could help someone completely transform their career in just 45 minutes, not by training them to be someone they're not, but by revealing who they've always been? In this episode, Steve Woodruff, author of "Clarity Wins" and "The Point," shares his unexpected journey from Vanderbilt astronomy student dreaming of becoming an astronaut to becoming the "King of Clarity" who's spent 20 years helping professionals discover and communicate their true identity. Through a pivotal relationship with a manager-friend who made one simple observation ("Let Steve run with sales and Rob run with service because that's what you're good at"), Steve discovered that fitting people into their strengths, not training them to overcome weaknesses, is the ultimate key to success.  From consulting with pharmaceutical giants like Pfizer, Novartis, and GSK to leading 100 emerging leaders globally during the pandemic to transforming his own pastor's preaching, Steve has developed the Clarity Fuel Formula, a brain science-backed framework that helps anyone cut through noise and connect powerfully. His philosophy is simple but revolutionary: "You can't read the label of the jar you're in." We need someone on the outside to reveal who we really are. Steve reveals how he helps people experience that jaw-dropping moment when someone finally sees them (and they see themselves), why the first 15 seconds of any interaction matter most, how "memory darts" beat elevator pitches every time, and why his biggest professional thrill is attaching the right words to someone's identity and watching their entire career trajectory transform.   [00:03:59] The Journey: From Aspiring Astronaut to King of Clarity Childhood dream: becoming an astronaut Started at Vanderbilt University studying astronomy Hit a wall with calculus and physics, realized he loved words more than numbers Shifted to psychology, fascinated by how the human mind and communication work Moved into business sales and marketing [00:07:39] What Steve Does: Revealing Who People Really Are Works with corporations (pharma/biotech primarily) on communication training Developed the Clarity Fuel Formula: framework for clear communication in every format Real passion: entrepreneurs, solos, small businesses, and individuals Specializes in helping people discover their identity, purpose, and how to articulate it [00:09:23] Most Impactful Result: The Infrastructure Builder Met Jason, a sales training manager at pharma company, for networking lunch Through conversation, Steve identified Jason's core strength: infrastructure building Gave Jason the exact words to describe his superpower Jason found perfect role at training organization in disarray [00:12:00] Pandemic Pivot: Training 100 Leaders Globally via Zoom Companies forced to move training online during COVID Steve led personal branding workshop for 100 emerging leaders globally All done from his desk via Zoom, no travel for days required [00:14:38] What Inspires Steve: The Jaw-Drop Moment Most people (including himself for years) are only half-aware of who they really are People are guessing, trying different things without true north Has unique ability to ask questions and see themes emerge quickly The magic moment: 45-60 minutes in, holds up "figurative mirror" [00:17:04] The Relationship That Changed Everything During first 10-year career job, Steve and colleague split country for sales/service One person better at sales, other better at service, but both trying to do both This insight plus reading StrengthsFinder completely revolutionized Steve's view of work [00:21:41] Recent Impact: Transforming His Pastor's Preaching Steve's work applies 100% to church settings, not just business Pastor came to dinner, Steve discussed "memory darts" concept Memory darts: short, vivid ideas using analogies, illustrations, or stories instead of elevator pitches Pastor wanted to improve preaching and asked Steve for help [00:23:58] Where to Find Steve & His Resources Company: Clarity Fuel (clarityfuel.com redirects to stevewoodruff.com) Most active on LinkedIn with newsletter and regular posts about clarity Two books: "Clarity Wins" (branding, niches, pigeonholes) and "The Point" (universal framework for clear communication) The challenge: "The Point" is for 8 billion people, anyone, any role, any place, anytime [00:26:40] The First 15 Seconds: Why They Matter Most Success boils down to the first 15 seconds of any interaction Must earn attention with something interesting, relevant, and compelling Get rid of the elevator pitch (telling and selling) Learn to answer "What do you do?" in 15 seconds that makes people say "Huh? Tell me more" Biggest problem: TMI (Too Much Information)   KEY QUOTES  "You can't read the label of the jar you're in. We are not able to be objective about ourselves. We need someone on the outside who can look at us and say, this is really who you are." - Steve Woodruff "I'm not here to train people to become what they're not. I'm here to reveal to them who they are. When you try to train people to be what they're not, you're setting yourself and them up for a world of hurt." - Steve Woodruff "We have stewardship over our lives. We have one life. If we're wasting it, even with good intentions doing the wrong thing, that's a terrible shame." - Steve Woodruff "People don't need information. They need to know why they should care." - Steve Woodruff "Nobody wants to hear your monologue. They want to hear something that makes them say, 'What in the world are you talking about? Tell me about it.' And we're off and running." - Steve Woodruff CONNECT WITH STEVE WOODRUFF 

Toronto Hydro's President and CEO Jana Mosley joins host Francis Bradley for a conversation about Toronto Hydro's role in ensuring electricity service to more than 3 million homes and businesses in Toronto. They talk about Hydro's plan to invest $5 billion over the next five years to modernize its grid, address rising electricity demand, and support a number of major city projects. Jana emphasizes the importance of safety, cost-effectiveness, and technological innovation in grid modernization. They also discuss the challenges of project development, the need for regulatory reforms, and the company's alignment with the city's net zero strategy. The conversation closes with Jana's book recommendation.Links: Toronto Hydro Jana Mosley at Toronto HydroJana Mosley on LinkedIn Book recommendation:Strengths Finder 2.0, by Tom Rath

Toronto Hydro's President and CEO Jana Mosley joins host Francis Bradley for a conversation about Toronto Hydro's role in ensuring electricity service to more than 3 million homes and businesses in Toronto. They talk about Hydro's plan to invest $5 billion over the next five years to modernize its grid, address rising electricity demand, and support a number of major city projects. Jana emphasizes the importance of safety, cost-effectiveness, and technological innovation in grid modernization. They also discuss the challenges of project development, the need for regulatory reforms, and the company's alignment with the city's net zero strategy. The conversation closes with Jana's book recommendation.Links:Toronto HydroJana Mosley at Toronto Hydro Jana Mosley on LinkedInBook recommendation:Strengths Finder 2.0, by Tom Rath

Dans cet épisode, Nicolas Cana, Head of Technical Services chez Doctolib, nous confie l'étape déterminante qui a transformé sa vision du management  : la découverte de ses talents naturels, grâce au questionnaire CliftonStrengths®.Ce qu'il a vécu comme un “cadeau” est devenu un levier puissant pour faire grandir ses équipes.Son approche  ? Créer un environnement où chacun peut identifier ses super-pouvoirs, et contribuer avec ce qu'il a de plus fort.Son top 5 talents ? Maximizer, Individualization, Analytical, Strategic, Learner.Résultat : une vision managériale profondément humaine dans un univers techno exigeant.Nicolas partage comment il a outillé ses managers, structuré une démarche d'équipe, et accompagné plus de 70 personnes dans la découverte de leurs talents, au service de la performance collective.Un épisode qui booste la confiance en soi, invite à valoriser les différences, et inspire à faire briller les autres. De quoi révolutionner les pratiques managériales de façon très pragmatique !Entrer en contact avec Nicolas Cana ici https://www.linkedin.com/in/nicolascana/et avec Florence Hardy là : https://www.linkedin.com/in/florencehardy/Culture Talents est un podcast proposé par Le Labo des Talents.Animation : Florence HardyRéalisation : César Defoort | Natif.Florence Hardy et les coachs du Labo des Talents sont certifiés par Gallup, cependant nous précisons que Le Labo des Talents n'est pas affilié à ni ne représente Gallup. Les idées que nous partageons ici ne sont pas officiellement contrôlées, approuvées ou soutenues par Gallup Inc. Gallup®, CliftonStrengths® et les 34 noms de thèmes de CliftonStrengths® sont la propriété de Gallup, Inc. Pour plus d'informations, rdv sur www.gallup.com.Envie d'en savoir plus ? Au Labo on est toujours ravis d'échanger, faites-nous signe sur LinkedIn https://www.linkedin.com/company/lelabodestalents/ou sur www.labodestalents.frHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

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

In this Voices of Her roundtable, host Tiffany Anton is joined by co-hosts Ashley Michael (Plenty Downtown Bookshop) and Teá Phillips (Metaflex) to talk about legacy and impact—how to build more than a balance sheet. They dig into company culture in a startup where everyone wears many hats, why retaining great people requires real investment (hello, StrengthsFinder), and how product decisions tie to ethics and sustainability. Ashley shares how a nonprofit bookstore can be a true third space while testing a replicable model for communities, and Teá explains Metaflex's expanded product options, responsible pricing, and why the company moved into Canada amid rising import tariffs. Plus: “Boss Babe Brags” shout-outs to local founders and sustainable retail, and “Get It Girl” wins—from Plenty's Jane Austen–themed gala to Biz Foundry's pitch night. A candid conversation about measuring impact beyond revenue and leaving something that lasts. www.poweredbyhercommunity.com

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at:⁠ OLDPodcast.com⁠. Episode 1852: Lisa H shares practical insights into how recognizing and adapting to different personality types can elevate your communication and business success. By tuning into others' natural preferences, you can build stronger relationships, reduce friction, and lead more effectively. Read along with the original article(s) here:⁠ https://digtofly.com/how-to-do-business-with-different-personality-types/⁠ Quotes to ponder: "By understanding the personalities of the people around you, you can tailor your communication style so they feel heard and understood." "You can be yourself, but by being a more aware version of yourself, you can connect on a deeper level." "The key is to adjust how you interact so that the other person can understand you better." Episode references: The 5 Love Languages:⁠ https://www.5lovelanguages.com/⁠ StrengthsFinder 2.0:⁠ https://www.gallup.com/cliftonstrengths/en/strengthsfinder.aspx⁠ Quiet by Susan Cain:⁠ https://www.amazon.com/Quiet-Power-Introverts-World-Talking/dp/0307352153

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at:⁠ OLDPodcast.com⁠. Episode 1852: Lisa H shares practical insights into how recognizing and adapting to different personality types can elevate your communication and business success. By tuning into others' natural preferences, you can build stronger relationships, reduce friction, and lead more effectively. Read along with the original article(s) here:⁠ https://digtofly.com/how-to-do-business-with-different-personality-types/⁠ Quotes to ponder: "By understanding the personalities of the people around you, you can tailor your communication style so they feel heard and understood." "You can be yourself, but by being a more aware version of yourself, you can connect on a deeper level." "The key is to adjust how you interact so that the other person can understand you better." Episode references: The 5 Love Languages:⁠ https://www.5lovelanguages.com/⁠ StrengthsFinder 2.0:⁠ https://www.gallup.com/cliftonstrengths/en/strengthsfinder.aspx⁠ Quiet by Susan Cain:⁠ https://www.amazon.com/Quiet-Power-Introverts-World-Talking/dp/0307352153

403 Choosing Love First   It's easy to forget that we have free will, that we can choose what we love, what we like, how we choose for others to perceive us. It takes a great deal of self reflection and growth to find the parts of ourselves that are willing to speak up and fight for what we believe in, even if we must speak up and fight against ourselves.  In today's episode Sarah Elkins and Edward Simberg discuss everything from how they met, to their deep love of storytelling, to the core beliefs they both hold dear.    Highlights How do you live the stories you share? How do your stories reflect your values? Do you put genuine human effort into reaching out to a person?  How are your self perceptions skewed? Are you conscious of how you want to be perceived? What is something you want? And what are your next steps in getting there? If you can have foundational love and gratitude your life will change.   Quotes “You need to burn that candle a little bit, before you realize how big that fire really is.” “If you want it, it's way more likely that it's going to happen.”  “We don't choose our interests, that's one of the most interesting things I've learned lately. We don't really choose our thoughts, we don't really choose our interests, they just come to us.” “Do you think love is a choice?”   Dear Listeners it is now your turn, I have a few questions for you: The first is, what is something you say you're not good at and maybe it's time to ask yourself the question, am I not good at it or have I decided not to be good at it? Have I decided not to try? Is it something I call inauthentic when it's actually uncomfortable or I don't like it? The next thing I would love to hear from you about is what was your takeaway? I was thinking about the difference between love and like, and why I feel like love is a more important choice to people and things. Because that will color how you choose happiness as well. And Last, I would love to hear what you are going to do with this one precious life and having conversations -extended conversations- with people in your community. Now, Go.             And, as always, thank you for listening.  Mentioned In This Episode Shawn Achor TedTalk   About Edward - A digital nomad who's been traveling the world for the last 5 years - Business owner specialized in building premium websites and social media profiles - I have exercised every day for more than 5 years (haven't skipped a day) - Lover of dogs, philosophy books, fitness, travel, storytelling Be sure to check out Edward's LinkedIn, Facebook, and Instagram! As well as his website Max Capacity Agency!   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

Sarah and William dive deep into the world of personal development, tackling everything from "What would you do if you could go back and visit a younger version of yourself for 24 hours?" to the many different tools they've used through the years, to a list of some of their favorite books.Some of the tools mentioned include Strengthsfinder, the Enneagram, the DISC profile, and the Kolbe-A assessment.People mentioned include Brene Brown (brenebrown.com), Jeff Glover (gloveru.com), Keith Roy (keithroy.com), and Guy Raz (guyraz.com).Book titles mentioned include:The Go-Giver (Bob Burg & John David Mann)21 Irrefutable Laws of Leadership (John Maxwell)Leadershift (John Maxwell)Start With Why (Simon Sinek)Leaders Eat Last (Simon Sinek)Everything is Figureoutable (Marie Forleo)#AskGaryVee (Gary Vaynerchuk)7L: The Seven Levels of Communication (Michael Maher)The Four Tendencies (Gretchen Rubin)You Are a Badass at Making Money (Jen Sincero)Traction (Geno Wickman)Girl, Wash Your Face (Rachel Hollis)Girl, Stop Apologizing (Rachel Hollis)Worthy (Jamie Kern Lima)Let Them (Mel Robbins)The Power of One More (Ed Mylett)The Big Leap (Gay Hendricks)The Four Agreements (Don Miguel Ruiz & Janet Mills)Living with a SEAL (Jesse Itzler)Broken Horses (Brandi Carlile)Who Moved My Cheese? (Spencer Johnson & Kenneth Blanchard)The Greatest Salesman in the World (Og Mandino)

Dans cet épisode, Marine Decarsin, Business Process Owner dans un groupe international du secteur médical, nous partage un parcours atypique, guidé par la liberté d'être soi-même, l'audace de sortir du cadre, et la conviction que la différence crée de la valeur.De l'Inde à l'Australie, du vin au conseil, Marine a su faire de chaque virage une opportunité de grandir.Aujourd'hui, elle coordonne des équipes à l'international sans lien hiérarchique, bouscule les codes pour fluidifier la collaboration, et incarne un paradoxe fascinant : structurer des process... sans être procédurière.Son top 5 de talents ? Woo, Activator, Adaptability, Context, Empathy.Marine raconte comment elle a longtemps perdu de l'énergie à "vouloir rentrer dans une boîte", avant de réaliser que c'est précisément sa différence qui fait sa valeur. "C'est très gratifiant de savoir qu'on peut amener de la valeur en étant soi-même."Ce qu'elle apporte "hors du cadre", c'est exactement ce qui est apprécié et valorisé sur le vaste projet qu'elle pilote.Un épisode qui donne envie d'assumer pleinement ses talents, de sortir du moule, et de créer sa propre définition du succès.Avec en creux, de bonnes pistes pour mobilier encore mieux les énergies de chaque personne dans votre organisation.---Culture Talents est un podcast proposé par Le Labo des Talents.Animation : Florence HardyRéalisation : César Defoort | Natif.-----Florence Hardy et les coachs du Labo des Talents sont certifiés par Gallup, cependant nous précisons que Le Labo des Talents n'est pas affilié à ni ne représente Gallup.Les idées que nous partageons ici ne sont pas officiellement contrôlées, approuvées ou soutenues par Gallup Inc. Gallup®, CliftonStrengths® et les 34 noms de thèmes de CliftonStrengths® sont la propriété de Gallup, Inc. Pour plus d'informations, rdv sur www.gallup.com.Envie d'en savoir plus ? Au Labo on est toujours ravis d'échanger, faites-nous signe sur LinkedIn https://www.linkedin.com/company/lelabodestalents/ou sur www.labodestalents.frHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

402 Freedom in Healing Throughout life we may make decisions, or be subject to decisions made involving us. Whether it's first or second hand, inevitably we begin to believe in a pattern in the behavior around us, oftentimes leading to self doubt and worse. However, if we keep moving forward, actively choosing to make the best of a situation, to learn and grow in order to better ourselves for ourselves, we will find our freedom in healing.   In today's episode, Sarah Elkins and Holli Tabren McEachern discuss the importance of growth, healing, and the honesty that comes with self reflection. Honesty not just with the world, but with yourself and what has happened to make you feel the way you do, and how it triggers you.    Highlights Empathy in a world of cruelty is the bravest rebellion.  How have you been programmed?  Have you ever encountered favoritism?  What choices are you making that reflect your behavior? Do you feel like you have to justify these choices?   Quotes “I think it's because we look at society, and we look at the grandma with the grandkids and the grandma always spoils the grandkids. You have this program, like your program, program from the way things are. Program from the way everybody does things.”    “And God, he prepares you for what's next. You don't know it's preparation. You don't realize that all these things that happen in your life, even the bad choices you make, will prepare you for the next thing.”  “You have to change you before anything in the situation can change.”   Dear Listeners it is now your turn, Where are you incarcerated? What are you choosing not to see in your own decisions? That maybe with a little light on them can help you find more satisfaction and happiness in your life. It's a simple question, but the answer might be tricky. And, as always, thank you for listening.    About Holli Holli Tabren is an author, speaker, mentor, and reentry specialist dedicated to helping women rebuild their lives and reclaim their power after incarceration. Once sentenced to 25 years in prison, she served 10 years before her case was overturned transforming her pain into purpose. Holli now leads the Becoming HER Framework—Healed, Extraordinary, Resilient—through workshops, books, and her soon-to-launch app, equipping justice-impacted women with tools for healing, entrepreneurship, and resilience. She is the author of Blood Ain't Thicker, The Path2Redemption Anthology, and her newest release, Becoming HER. Featured on national stages and news outlets, Holli shares her story of transformation as living proof that freedom isn't just about release; it's about rebuilding. Be sure to check out her LinkedIn, Facebook, and Instagram! And be sure to check out her website Holli Tabren!   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

In this episode, Jeff sits down with Becca Syme. Jeff and Becca talk about the state of publishing, howt things have changed, and how writers should see and understand themselves in the market. As conversations with Becca do, they veer into strengths and how writers need to find power in their work. To find Becca's new kickstarter, go to https://www.kickstarter.com/projects/beccasyme/dear-writer-you-still-need-to-quit For more on the craft of writing, check out https://dialoguedoctor.com/

In this episode of Beyond I Do, Adam and Ashlee sit down with Sammy and Chandler to tackle one of the most important topics in marriage—how to handle conflict in a healthy, God-honoring way. From the “Four Horsemen” of relationship conflict—criticism, defensiveness, contempt, and stonewalling—to the power of empathy and self-awareness, the conversation is packed with wisdom for every couple.Drawing from Ephesians 4:2–3, they explore how humility, patience, and gentleness are key to resolving disagreements without damaging connection. The group also discusses how tools like StrengthsFinder can help us better understand both our own tendencies and our spouse's, aligning beautifully with Proverbs 20:5: “The purposes of a person's heart are deep waters, but one who has insight draws them out.”This honest, practical, and often humorous discussion will inspire you to approach conflict not as a battlefield—but as an opportunity for growth, grace, and deeper intimacy.--Join our AFTER I DO community for Exclusive Content & community!www.afterido.app--Have a question about relationships? Ask us by clicking the link below!https://patria.church.ai/form/BeyondIdo_BEYOND I DO: MARRIAGE COURSEhttps://beyondido.thinkific.com/courses/beyond-I-do--Connect with Adam & Ashlee Mesahttps://instagram.com/amesa?igshid=YTQwZjQ0NmI0OA==https://instagram.com/ashleemesa?igshid=YTQwZjQ0NmI0OA==--Connect with Sammy & Chandler Rodriguezhttps://www.instagram.com/samuelmrod/https://www.instagram.com/chandlerbrod/--Connect with Sammy & Chandler Rodriguezhttps://www.instagram.com/samuelmrod/https://www.instagram.com/chandlerbrod/--Don't forget to stay connected with us: Instagram @beyond.idoTik Tok @beyond.ido--We've entered into an exciting new partnership with renowned jeweler Erin Barnett in Los Angeles. This partnership perfectly aligns with our love for relationships and jewelry. Whether you're looking for a special gift, an engagement ring, or a wedding band, Erin has you covered. And as part of the Beyond I Do community, you get exclusive discounts and the opportunity for a private showroom experience. It's time to celebrate your love with exquisite jewelry from our partner, Erin Barnett.How to get the exclusive discount?SEND HIM A DM and tell him you are part of the BEYOND I DO family or mention Adam Mesa. https://www.instagram.com/by.barnett/?hl=enhttps://bybarnett.com

401 Exploring Our Identities   It can be daunting to explore outside of your comfort zone, it is vital to your growth. Whether that be leaving your hometown or simply stepping into a new field, we must challenge ourselves to unlock our true potential.  In today's episode Sarah Elkins and Sarah Degn discuss how important it is to spread your own wings and to travel outside of your comfort zone and to find who you are through your own skills and knowledge.    Highlights Leaving home behind to pursue your dreams. It's never too late to try and to explore. Learning and growing as an individual to in turn help your community.   Quotes “You can come back, just the reminder that yes you absolutely should go experience something beyond your small town.” “You just need to find the new opportunities and things that are missing.”   Dear Listeners it is now your turn, Sarah and I spoke for nearly an hour about what it's like to explore our identities through our youth and maybe come back home, and find out what life is like and how our identities can be shaped by our environments and by the things that we think are important. We talked about what it's like to travel and tell people our story so that they uncover their own stories and that they can understand truly what the rest of the world could look like. It was full of inspiration and ideas and now I want to know, what will you do with this? What was one thing that stood out in this conversation? I'd love to hear from you.    And, as always, thank you for listening.    About Sarah Degn Sarah is a fourth generation farmer near Sidney, MT. With her family, she raises 800 acres of corn, soybeans and wheat. She's represents NE Montana of the Farmers Union Board of directors. Be sure to check out Sarah's LinkedIn, Facebook, and Instagram! As well as The Montana Farmers Union, and The National Farmers Union!   About Sarah Elkins "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

In celebrating the 400th Episode of Your Stories Don't Define You How You Tell Them Will, Sarah Elkins ruminates on the many lessons and gifts she has been given throughout her journey as a podcaster, an entrepreneur, and a person. From returning to what truly matters, to reciprocating the good and beautiful things in life.    Highlights What goals have you met that still shock you? What are you reflecting on and have you made amendments to others and yourself? How do you reciprocate in your relationships? Especially in the relationship with yourself. Are you surrounding yourself with the people who help build you? Who reciprocates your intentions? How do you hold space for the stories of those around you?   Quotes “She thinks about it in terms of returning to our core goodness. She believes this is our opportunity to return, find, and bring our hearts back to that core in action.” “When I receive, what am I giving in return? When I give, what am I receiving in return?” “Stop chasing people who don't treat you the way you deserve to be treated.” “Everything we do has consequences. Everything we do is reciprocal.”   Dear Listeners it is now your turn, What words do you infuse in your life, relationships, and actions? What role does reciprocity play for you? And what was one thing in this episode that's so sticky that you will change something; behavior, actions, or maybe something in your internal dialogue?    And, as always, thank you for listening.    Mentioned in This Episode Montana Jewish Project Braiding Sweetgrass The Blessing of A Skinned Knee   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

Leaders often assume transformation comes from learning new skills or following the latest management trend. But real change begins when we confront our own beliefs, reflect deeply, and choose to step out of victimhood into agency. That inner work is what lays the foundation for lasting growth in how we lead and live. Only then can leaders create change that resonates far beyond the workplace.In this episode of the Happiness Squad Podcast, Ashish Kothari and Shawn Quinn talk about the deep reflection leaders need to build their own reality and move from victimhood to agency in life and leadership.Shawn Quinn is the Managing Partner of Lift Consulting and Faculty Director of the Positive Leadership program at the University of Michigan's Ross School of Business. A leading voice in positive leadership and organizational transformation, he has advised global companies including GE, Coca-Cola, American Express, and the U.S. Army. Shawn is also co-author of Leading Innovation: How to Jumpstart Your Organization's Growth Engine.Shawn and Ashish explored how transformation doesn't come from another training, another framework, or another leadership fad. It happens when we pause, reflect, and face the beliefs that hold us back.Things you will also learn in this episode:• Breaking free from a victim mindset• Why belief shifts matter more than skills in true transformation• The power of small experiments, reflection, and awareness to spark change• How leaders at any level—not just executives—can create meaningful impact• How workplace behaviors ripple outward into family, children, and community• The challenge of systems and people resisting changeTune in now and see for yourself how this shift unlocks the kind of transformation no trend or tactic can deliver.✅Resources:• Related episode: (Robert Quinn) https://player.captivate.fm/episode/1b7c5df6-06e1-4929-83d3-5849caa6b9b5 • Strengthsfinder by Gallup: https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx • A Fundamental State of Leadership Approach: https://scholar.valpo.edu/cgi/viewcontent.cgi?article=1444&context=jvbl • Charles Snyder's Hope Theory: https://www.mindtools.com/aov3izj/snyders-hope-theory • The Sunflower Model: https://player.captivate.fm/episode/ee784c9c-cf26-48df-b07f-b4c0dcc638f3 • The Sunflower Model: https://happinesssquad.com/the-sunflower-model-career-transition-guide-with-ashish-kothari/ • The Power of the 5:1 Ratio: https://michiganvirtual.org/blog/the-power-of-the-51-ratio-in-the-classroom-how-fostering-positive-interactions-can-transform-student-learning/ • Martin Seligman's Learned Helplessness:

398 Everything We Do Can Create A Story   Every living breathing moment, we contribute to our own story. Every job, every interaction with another soul, every moment we reflect, we write a significant line in our story and oftentimes we must take time to truly consider what we truly want to have in our story. Do we want exhaustion or loneliness to rule our narrative? Or do we want to forge our own community based on that which brings us joy and cherish the light within us? These are the questions we must ask ourselves. In today's episode Sarah Elkins and Tracy MacDonald discuss the importance of living as much as possible, from adventures around the globe, to taking a moment to just breathe and take in the beauty of nature. And how in doing so you create a life for yourself and those you love to be proud of.    Highlights Are your actions in alignment with how you want people to remember your story? What is grounding to you?  What relationships, whether it be a place like nature or people around you, have you developed out of loneliness? It's never too late to change your label. What fears did you have and how did you get through them? And would that fear have stopped you?   Quotes “Nature is always consistent, and I can go out and I can look for the beauty. And I find it really grounding.”  “The more you practice getting outside your comfort zone, the more comfortable you become with it.” “I think you learn so much about America by being outside of it.” “Your skills are never wasted. Sometimes you're tapping into skills you learned early in your career and there's nothing wrong with that.” “It's interesting the stories that strangers will share with each other."   Dear Listeners it is now your turn, Some of the things that Tracy said that are really strong in my memory, is that when she was facing things she was afraid of and she knew she wanted to push through, she asked a lot of questions. Open to taking risks. She prepared in that way and she practiced. She talked about doing this over and over and over again, knowing that once she stepped into her stretch zone once, she could stretch even further every time she did it again. She has a limited fear of failure allowing her to learn from each thing and here's the kicker; When she's brave, she likes how she feels about herself. She knows she's modeling the behavior she wants to see in people around her.   Friends it's your turn. What are you going to do next that you're a little bit afraid of that you can ask enough questions to feel confident enough to step into that stretch zone? And start practicing. I'd love to hear your thoughts.    And, as always, thank you for listening.    About Tracy Tracy, a native of Columbus, Georgia, is a dynamic Fraud and Risk Consultant, public speaker, and former Special Agent with the U.S. Secret Service. With an impressive career that spans roles such as Counter-Terrorism Instructor for the Defense Intelligence Agency and Lead Associate in Counter-Illicit Finance for Booz Allen Hamilton, Tracy exemplifies what it means to break barriers and lead with resilience and excellence. Be sure to check out Tracy's LinkedIn, Facebook, Instagram, and her blog Carpe Diem Creative!   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

What do personality tests really tell us—and how can they transform the way we work? In this solo episode of Time to Reset, Penny Zenker explores the fascinating history of personality testing, from ancient Greek theories to modern tools like Myers-Briggs, StrengthsFinder, and beyond.You'll discover why businesses have relied on these assessments for decades to boost productivity, team collaboration, and leadership development, and how today's personalization era—powered by AI—is reshaping the way we understand and connect with people at work.Love the show? Subscribe, rate, review, and share! https://pennyzenker360.com/positive-productivity-podcast/

Guest Sarah Elkins is a keynote speaker, Gallup StrengthsFinder coach, and the author and podcast host of Your Stories Don't Define You, How You Tell Them Will. She is the principal at Elkins' Consulting. She is the organizing genius behind the annual No Longer Virtual Summit, a small business summit for those looking for a community of professionals to grow with - personally, professionally, and thoughtfully. In her work with coaching clients, Sarah guides individuals to enhance their communication by using storytelling as the foundation of their collaboration. What she's realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. Her work with leaders and people who aspire to be leaders follows a similar path to the interviews on her podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. Summary In this episode, Sarah and I discuss our key takeaways from her recent "No Longer Virtual Summit." We reflect on sessions that focused on finding a target audience and identifying one's "content personality type." We also explore how they've applied these concepts to their work. I share how I've narrowed the focus of my podcast to center on curiosity and innovation, while Sarah talks about incorporating storytelling and the StrengthsFinder assessment into her public speaking coaching. We both emphasize the importance of vulnerability, personal stories, and targeting a specific audience to build authentic connections and achieve career clarity. Key Takeaways Narrow your focus to find your target audience. Instead of trying to appeal to a broad market, solopreneurs should "shoot with a rifle, not with a shotgun" by focusing on a specific audience based on their values and the problems they solve for clients. Embrace your "content personality type" for business development. Identifying how you work best, such as in-person or through reflection, can guide how you build your business and get people to care about your services. Use storytelling to build authentic connections. Sharing personal stories that demonstrate your skills and values can create a deeper, more memorable connection with others. This is particularly effective for leaders and professionals in networking situations. Social Media: Your Stories Don't Define You, How You Tell Them Will Book: To support your local bookstore, visit Bookshop.org. Podcast: https://podcasts.apple.com/us/podcast/your-stories-dont-define-you-how-you-tell-them-will/id1329558957

When you first take the Strengths Finder quiz, we often feel like those skills and talents are what you can use to guide and influence others, however if we forget to take time for ourselves, to turn our talents inward and focus on ourselves, we are failing ourselves by not acknowledging what we bring to the table.   In today's episode Sarah Elkins and Lindsey Van Gorp discuss the importance of introspection, fostering and growing our strengths, as well as how we need to wield our talents and skills in order to be the best version of ourselves, not just for others but for ourselves so that we may feel fulfilled in our lives.    Highlights Have you ever done anything out of character for the sake of someone else? Are you direct in your communication or do you soften the edges of your words? Recognizing the innate strengths in everyone and how that builds community when you're aware of it. Do you use your talents solely for those around you or are you using them more introspectively to best show up for yourself? Quotes “Clear is kind, I think that's a thing I'm trying to learn and use more effectively. Because you're right, I have these strengths that make me a happy, sometimes soft person when it comes to my communication, and I'm learning to remind myself that it's actually far more kind to the person I'm communicating with if I am direct and clear in my communication instead of softening the edges of what I'm trying to get at.” “Once you're aware of it, you see it everywhere.” “I think mine is a combination of all of mine, I looked at the strengths as how they impact others; Like how does this show up for everyone around me? And I had spent less time thinking about how do they show up for myself? And even just that mindset shift of it's not always about how you can influence or impact those around you through them, but how am I using them towards myself?”   Dear Listeners it is now your turn, Even without using a tool or assessment like Strengths Finder, what questions can you ask people around you, the ones you clearly think differently from, what questions can you ask to get to the heart of why they do what they do and how they do it. Because when you can understand the language, you don't need to change who you are but you do need to learn a little bit of how to speak it.  And, as always, thank you for listening.    About Lindsey Lindsey Van Gorp is the Brand Experience Manager at Vermeer Heartland, focusing her time and attention on enhancing the employee and customer experience. She has a passion for people and seeing them reach their full potential by recognizing their natural gifts and abilities. Be sure to check out Lindsey's LinkedIn, Facebook, and Instagram! As well as Vermeer Heartland!   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

 ¿Sabías que solo el 20% de las personas sienten que usan sus fortalezas todos los días en el trabajo?En este episodio analizo Descubre Tus Fortalezas 2.0 (Now, Discover Your Strengths, 2001) de Marcus Buckingham y Donald Clifton, un libro revolucionario que demuestra científicamente por qué enfocarse en corregir debilidades es la forma más rápida de garantizar la mediocridad.Marcus Buckingham y Donald Clifton dirigieron la investigación más exhaustiva sobre excelencia humana jamás realizada: más de 2 millones de entrevistas con las mejores personas en sus campos. Su descubrimiento cambió todo: las fortalezas no son algo que desarrollas, sino patrones neurológicos únicos que ya tienes y que debes identificar, nombrar y multiplicar sistemáticamente.A lo largo del episodio exploramos el sistema completo para transformar tu potencial en resultados:La revolución del paradigma: por qué la ecuación TALENTO + CONOCIMIENTO + HABILIDADES = FORTALEZA cambia completamente cómo entendemos el desarrollo humano. Descubrirás las 4 pistas que revelan tus talentos naturales, cómo el General Colin Powell se convirtió en orador extraordinario sin entrenamiento formal, y por qué intentar ser "completo" es la estrategia más ineficiente del mundo.El sistema StrengthsFinder: la herramienta científica que identifica tus 5 talentos dominantes de entre 34 posibles, basada en décadas de investigación de Gallup. Aprenderás cómo los 34 temas se organizan en 4 dominios, por qué Tiger Woods nunca intentó desarrollar habilidades sociales, y cómo convertir tus patrones neurológicos únicos en ventajas competitivas imparables.La aplicación práctica: estrategias específicas para gestionar debilidades sin obsesionarte con ellas, cómo encontrar roles donde tus fortalezas sean valoradas, y el plan de 90 días para transformar talentos en fortalezas de clase mundial.No es teoría de autoayuda. Es psicología aplicada respaldada por la investigación más robusta jamás realizada sobre rendimiento humano excepcional. Porque cuando descubres qué te hace único y aprendes a aplicarlo sistemáticamente, no solo mejoras tu rendimiento. Transformas completamente tu experiencia de trabajo y vida.La diferencia entre emprendedores que prosperan y los que luchan no está en arreglar sus debilidades. Está en multiplicar sus fortalezas naturales hasta convertirlas en superpoderes.

 ¿Sabías que solo el 20% de las personas sienten que usan sus fortalezas todos los días en el trabajo?En este episodio analizo Descubre Tus Fortalezas 2.0 (Now, Discover Your Strengths, 2001) de Marcus Buckingham y Donald Clifton, un libro revolucionario que demuestra científicamente por qué enfocarse en corregir debilidades es la forma más rápida de garantizar la mediocridad.Marcus Buckingham y Donald Clifton dirigieron la investigación más exhaustiva sobre excelencia humana jamás realizada: más de 2 millones de entrevistas con las mejores personas en sus campos. Su descubrimiento cambió todo: las fortalezas no son algo que desarrollas, sino patrones neurológicos únicos que ya tienes y que debes identificar, nombrar y multiplicar sistemáticamente.A lo largo del episodio exploramos el sistema completo para transformar tu potencial en resultados:La revolución del paradigma: por qué la ecuación TALENTO + CONOCIMIENTO + HABILIDADES = FORTALEZA cambia completamente cómo entendemos el desarrollo humano. Descubrirás las 4 pistas que revelan tus talentos naturales, cómo el General Colin Powell se convirtió en orador extraordinario sin entrenamiento formal, y por qué intentar ser "completo" es la estrategia más ineficiente del mundo.El sistema StrengthsFinder: la herramienta científica que identifica tus 5 talentos dominantes de entre 34 posibles, basada en décadas de investigación de Gallup. Aprenderás cómo los 34 temas se organizan en 4 dominios, por qué Tiger Woods nunca intentó desarrollar habilidades sociales, y cómo convertir tus patrones neurológicos únicos en ventajas competitivas imparables.La aplicación práctica: estrategias específicas para gestionar debilidades sin obsesionarte con ellas, cómo encontrar roles donde tus fortalezas sean valoradas, y el plan de 90 días para transformar talentos en fortalezas de clase mundial.No es teoría de autoayuda. Es psicología aplicada respaldada por la investigación más robusta jamás realizada sobre rendimiento humano excepcional. Porque cuando descubres qué te hace único y aprendes a aplicarlo sistemáticamente, no solo mejoras tu rendimiento. Transformas completamente tu experiencia de trabajo y vida.La diferencia entre emprendedores que prosperan y los que luchan no está en arreglar sus debilidades. Está en multiplicar sus fortalezas naturales hasta convertirlas en superpoderes.

Turning Generational Pain Into Generational Healing w/Avonley LightstoneFrom suffering to strength—Our scars make us strongToday's guest is someone whose story will move you deeply and inspire you powerfully.Avonley Lightstone is the author of Strength of Scars, a raw and redemptive autobiography that takes readers through a childhood marked by tragedy, trauma, and abuse — and the unwavering faith that helped her rise from it all. At just three years old, she tried to save her mother from a house fire. Tragically, her mother didn't survive, and shortly after, her father placed her up for adoption.What followed was a journey through emotional, physical, and mental abuse — but also a path toward healing, resilience, and forgiveness. Through her book, her speaking, and her bold transparency, Avonley helps others find beauty in brokenness and strength through their scars.She's here today to share her powerful testimony, how God carried her through the darkest valleys, and how listeners can find freedom and purpose — no matter what they've been through.Links:https://www.avonleylightstone.com/https://www.instagram.com/avonleylightstone/Tags:Abuse Recovery,Childhood Trauma,Empowering,God,Inspiring,Life Mastery,Narcissist,Strengths Finder,Therapy,Trauma Recovery,Turning Generational Pain Into Generational Healing w/Avonley Lightstone,Live Video Podcast Interview,Phantom Electric Ghost Podcast,Podcast,Podmatch,InterviewSupport PEG by checking out our Sponsors:Download and use Newsly for free now from www.newsly.me or from the link in the description, and use promo code “GHOST” and receive a 1-month free premium subscription.The best tool for getting podcast guests:https://podmatch.com/signup/phantomelectricghostSubscribe to our Instagram for exclusive content:https://www.instagram.com/expansive_sound_experiments/Subscribe to our YouTube https://youtube.com/@phantomelectricghost?si=rEyT56WQvDsAoRprRSShttps://anchor.fm/s/3b31908/podcast/rssSubstackhttps://substack.com/@phantomelectricghost?utm_source=edit-profile-page

Have you ever wondered why it feels so hard to see your own strengths, even when everyone around you seems to see them so clearly? It's easy to dismiss what comes naturally to us as “just being ourselves.” But in the day-to-day rush of work, leadership, and life, that simple act of naming and claiming our strengths can unlock a whole new level of joy, productivity, and even resilience. You weren't meant to show up like anyone else. You're one in 33 million, my friend! So let's explore what it actually looks like to lead with your strengths—not just at work, but in every part of your life. I'm joined by Dr. Jeff Williamson, executive coach, professor, and certified Gallup Strengths coach, who brings not just insight but a lived passion for helping people discover and maximize their strengths. We peel back the curtain for a real conversation about what it looks like to use your strengths every single day, especially when the going gets tough. This isn't a surface-level StrengthsFinder recap, and it's definitely not about another personality quiz to forget in your junk drawer. We're going deeper—into the power of naming, memorizing, and activating your strengths so you can experience more peace, productivity, and purpose. You already have the tools. You just need to pick them up. Takeaways to Guide Your Strengths Journey (00:00) – Why just knowing your strengths isn't enough (02:38) – How to commit your Top 5 strengths to memory (04:11) – Are you undervaluing what comes naturally? Why we dismiss our core gifts (06:54) – How Dr. Jeff's strengths play out differently from Andrea's (14:09) – How to filter any challenge through your strengths (24:09) – The #1 tip to get more aligned with your strengths this week—whether or not you've taken an assessment   About Andrea Butcher Andrea Butcher is a visionary business leader, executive coach, and keynote speaker—she empowers leaders to gain clarity through the chaos by being MORE of who they already are. Her experiences—serving as CEO, leading at an executive level, and working in and leading global teams—make her uniquely qualified to support leadership and business success. She hosts the popular leadership podcast, Being [at Work] with a global audience of over 600,000 listeners and is the author of The Power in the Pivot (Red Thread Publishing 2022) and HR Kit for Dummies (Wiley 2023).   Connect with Andrea https://www.abundantempowerment.com/ Connect with Andrea Butcher on LinkedIn  https://www.linkedin.com/in/leaderdevelopmentcoach/   Connect with Dr. Jeff Williamson  https://www.convergegroup.io/ https://www.linkedin.com/in/drjeffwilliamson/        

396 Curiosity and Authenticity   It is in human nature to be curious, to ask questions, and seek out insight in an attempt to make sense of the world we are thrust into. It is when we craft our own personal board of directors do we get the opportunity to finally seek the answers we crave and in doing so find our own purpose. In today's episode Sarah Elkins and Cole Mannix discuss how curiosity led them to find their authentic selves as well as the many paths their hunger for answers took them on.    Highlights Curiosity and the questions it makes us ask often shape how we grow, even if we don't see where it's taking us at first. Drawing in voices from all over can lead to new perspectives and new questions as well as answers. Although our path can change throughout life, our mission will always remain the same.    Quotes “What you serve really matters.” “What can I give my life to? What is worth the limited time, y'know we all have a limited time, and life no matter what, no matter how rich it is will involve plenty of suffering, and if you decide what's suffering for and what's worth giving yourself over to, sometimes it's multiple things.” “How does the way we do business together allow for flourishing or not.”   Dear Listeners it is now your turn, What have you been thinking about during this conversation, did anything in particular remind you of something that happened that helped you understand your purpose, your mission, where you can serve. I'd be really curious to hear if something came up for you, if you've developed any kind of clarity around what you want to do next to contribute, to bring your version of reciprocity to your environment and your community. I'd love to hear from you.  And, as always, thank you for listening.    About Cole Cole is part of an extended family that has ranched together since 1882 near Helmville, MT. He did an undergrad in biology, another in philosophy at Carroll College, then a masters in theology at Boston College. From ‘12-'16 he worked for a startup beef company called Salt of the Earth Ranchers Cooperative. From '17-'20 he worked for Western Landowners Alliance to advance policies and practices that sustain working lands, connected landscapes, and native species. As a co-founder and President of Old Salt Co-op, he is helping to build a regenerative marketplace for fine American meat. He and spouse Eileen Brennan live in Helena with two sons, Finn and Charlie. Be sure to check out Cole's LinkedIn, Old Salt, and The Union!   About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

In this episode of The Daily Windup, we explore the surprising intersection between leadership confidence, self-doubt, and team dynamics in business. Our conversation uncovers how even seasoned CEOs wrestle with waves of uncertainty—despite producing thousands of deliverables over their careers—and how tools like StrengthsFinder and the Enneagram can help leaders better understand themselves and their teams. You will hear how strategic hiring, self-awareness assessments, and ongoing learning play a role in building a resilient organization, even when perceptions of leadership don't always match the leader's self-image. Our discussion also takes a deeper dive into big-picture planning, mentorship, and knowing when it's time to pivot. From setting a clear vision that aligns staff to reflecting on when—and why—you might sell your business, this episode delivers candid insights on navigating the entrepreneurial journey. Along the way, we hear how mastermind groups, mentorships, and strategic reflection can shape a company's direction, and why having “what's next” in mind is essential for both succession planning and personal fulfillment.

393 Being Direct and Intentional in Conversations   It can be far too easy to let yourself be passive in conversations, whether it be to let another person make a decision or to avoid conflict. However in doing so we rob ourselves and others of deep meaningful connection, which is why it is so important to be direct and intentional with your words. In today's episode Sarah Elkins talks about these points while also bringing up times in her life where she was passive and direct in conversation, and why it is so important to her to be direct and intentional.   Highlights Be direct and honest with your words, don't leave room for doubt or miscommunication.  Don't leave a conversation completely up to one person. Communication goes both ways. Being intentional in conversation, as well as understanding and compassionate.   Quotes “I realized a lot of miscommunication and unintended injury happens when we're passive in our language.” “I also remembered a few people from my past who were especially difficult, insulting, and actually cruel in their communication with me. I thought about how I interacted with them – things I could have handled differently - for the purpose of learning, not regret, and thoughts about”   Dear Listeners it is now your turn, I encourage you to listen to last week's short episode and then try using a less passive voice in your communication. What will you do differently so you can move past injury and grow into better, safer, more satisfying relationships? And, as always, thank you for listening.  About Sarah "Uncovering the right stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and actively demonstrate their character, values, and vision." In my work with coaching clients, I guide people to improve their communication using storytelling as the foundation of our work together. What I've realized over years of coaching and podcasting is that the majority of people don't realize the impact of the stories they share - on their internal messages, and on the people they're sharing them with. My work with leaders and people who aspire to be leaders follows a similar path to the interviews on my podcast, uncovering pivotal moments in their lives and learning how to share them to connect more authentically with others, to make their presentations and speaking more engaging, to reveal patterns that have kept them stuck or moved them forward, and to improve their relationships at work and at home. The audiobook, Your Stories Don't Define You, How You Tell Them Will is now available! Included with your purchase are two bonus tracks, songs recorded by Sarah's band, Spare Change, in her living room in Montana. Be sure to check out the Storytelling For Professionals Course as well to make sure you nail that next interview!

On paper, everything looks right: your team is talented, your strategy is solid, and your goals are clear. So why does it still feel like progress is harder than it should be?Often, the real barrier isn't a lack of strategy. It's because your people don't feel safe to bring their best selves to work. The issue is in your culture, which may have been shaped by years of fear and pressure. And in trying to fix things, it's common to reach for more structure: more meetings, tighter KPIs, added pressure. But that rarely works. That only feeds the cycle of stagnant growth, silent disengagement, and widespread burnout. The missing ingredient isn't strategy. It's trust.In this episode of the Happiness Squad Podcast, Ashish Kothari and Michelle Poole unpack the trust-first, people-first leadership approach that transforms cultures and leads to company breakthroughs.Michelle Poole is a seasoned consumer and footwear leader with over three decades of experience, most notably as Brand President at Crocs where she spearheaded a cultural and financial turnaround. She champions authentic, people-first leadership, fostering psychological safety, inclusivity, and trust to drive high-performing, engaged teams.Things you will learn in this episode:• How life experiences shift priorities from achievement to well-being• Gender balance at work and feminine leadership energy• Turning around a struggling brand into a market leader• How inclusivity and belonging drive performance• Three key practices for building trust in times of changeIf you feel your results are stagnant, it's time to stop pushing harder and start leading differently.Tune in now and change the trajectory of your team and your business.Resources:• Crocs: https://www.crocs.com/stories/come-as-you-are.html • StrengthsFinder (now CliftonStrengths): https://www.gallup.com/cliftonstrengths/en/252137/home.aspx• How employers can create a thriving workplace: https://www.mckinsey.com/mhi/our-insights/thriving-workplaces-how-employers-can-improve-productivity-and-change-livesBooks:• Top Five Regrets of the Dying: A Life Transformed by the Dearly Departing by Bronnie Ware: https://a.co/d/eAO9RYv • My Life in Full: Work, Family, and Our Future by Indra Nooyi: https://a.co/d/cBY3kES • Hardwired for Happiness by Ashish Kothari: https://a.co/d/bPWHmUG

As entrepreneurs, we often find ourselves in tShohe dual role of both boss and employee, and it can be challenging to navigate that dynamic. In our last episode, Lisa & I talked about being a bad boss to ourselves, so this time we're flipping the script. We start by remembering how, as our own boss, we have the unique opportunity to create our ideal work environment and set our own priorities. So, how do we use that to our advantage? How can we be a good boss to ourselves? Whether you're just starting out or looking to refine your approach, this episode is packed with insights to help you set yourself up for success by becoming the best boss you can be!

In today's episode, we dive deep into a topic that many coaches struggle with: finding clients. If prospecting makes you want to run and hide…don't worry. We've got you! Listen in as we share some strategies that have worked for us, so you can make them work for you. Plus, we sprinkle in some creative ideas on how to make yourself visible and approachable in everyday situations. You know, just because we're fun like that. If you're ready to transform your prospecting game, and maybe even have a little fun along the way, this episode is just for you!

Welcome to another episode of The Proven Entrepreneur Show, where we dive deep into the real stories behind the world's most resilient and innovative business minds. I'm your host, Don Williams—entrepreneur, author, and eternal optimist—and today, I'm thrilled to introduce a guest who embodies the spirit of invention, perseverance, and purpose-driven innovation.Joining us from Vancouver, Canada, is Nicole Donnelly—founder of AI Smart Ventures, a serial entrepreneur, and a passionate advocate for using artificial intelligence to improve lives. But Nicole's story doesn't begin in a boardroom or a tech lab. It begins in a mobile home on a dusty desert road, where a young girl with a wild imagination crafted licorice dispensers and left them in neighbors' mailboxes, believing—wholeheartedly—that she could make their lives better.That same spirit of service and creativity has carried Nicole through decades of entrepreneurship, from selling her first company during the 2008 financial crisis to building AI-powered wellness tools that help women manage perimenopause and hormonal health. In this episode, Nicole opens up about the emotional toll of being sued by her own family, the lessons she learned about hiring and trusting the wrong people, and how she rebuilt her business—and her relationships—one step at a time.We explore the power of automation not just as a tool for efficiency, but as a system of care. Nicole shares how she created “Charlie,” an AI agent trained on women's health data that offers personalized supplement, nutrition, and lifestyle recommendations based on the user's cycle. She explains how AI can be used to automate empathy, scale support, and even remind you when it's time to eat black beans to reduce PMS symptoms.But this episode isn't just about tech—it's about trust, trauma, and transformation. Nicole and I discuss the psychological weight of entrepreneurship, the importance of starting before you're ready, and why testing your idea with real paying customers is more valuable than any business plan. We also talk about the darker side of AI—how it can be misused—and why Nicole would ban its use in human trafficking and exploitation if she could.You'll also hear about tools like StrengthsFinder, Kolbe, and Culture Index, and how Nicole uses them to build stronger, more aligned teams. We touch on the power of mindset, the importance of asking AI first, and how even something as simple as automating your inbox can save you hours each week.Whether you're a founder, a dreamer, or someone navigating the messy middle of building something meaningful, this episode will speak to your heart and your hustle. Nicole's story is a reminder that entrepreneurship isn't just about solving problems—it's about healing, growing, and daring to believe that your ideas can change lives.