Podcasts about strengthsfinder

TUNE IN TO LEARN:  How to you practically become a better you?  You got your Enneagram, or results of StrengthsFinder, what's now? How do you develop new habits of being you... just different you?  This episode explores the disconnect between how we approach career development versus character development, and why that gap keeps us from becoming who we truly want to be.  What if the same systems that helped you excel professionally could transform your character?  Drawing from coaching experience with high-performing leaders, this episode unpacks a practical framework for developing traits like courage and discipline. You'll discover why most character development fails (hint: it's not your psychology) and how to create effective feedback loops that drive measurable growth.  You'll learn why focusing on just one character trait dramatically increases your chances of success. Rather than overwhelming yourself with multiple improvement areas, this targeted approach creates momentum that can transform how you show up in every aspect of life. Whether you're feeling stuck in patterns that limit your potential or simply ready to grow beyond your expertise into wisdom, this episode provides the roadmap for meaningful personal evolution.  Ready to finally make progress on becoming the person you aspire to be? Schedule that meeting with yourself today and work on your character development plan with this strategy.  Text Me Your Thoughts and IdeasSupport the show Brought to you by Angela Shurina EXECUTIVE & OPTIMAL PERFORMANCE COACH

Send us a textI'm pleased to welcome Tracey Gee to the podcast — author, coach, keynote speaker, and the thoughtful spirit behind The Magic of Knowing What You Want. Tracey brings clarity, warmth, and wisdom. You'll love this conversation - it'll help you, too, as it did me.Tracey holds degrees from UCLA in Anthropology and Business, a Master's in Leadership from Fuller Theological Seminary, and certifications in StrengthsFinder, Cultural Intelligence, the Enneagram, and Working Genius. She serves on the coaching faculty for LEAP and works with incredible organizations like Coca-Cola, Amazon, UC Berkeley, and the Miami Heat.We first connected at a leadership conference at the JB Duke Hotel, where Tracey was in her element — speaking, coaching, and gifting her book to every participant.In this episode, we talk about the “desire fog” so many of us feel, and why it can be hard to name what we really want. Tracey shares her own journey — from piano to dance, ministry to coaching — and her four-part framework for rediscovering purpose: Calibration, Expansion, Experimentation, Integration.I open up about my own season of loss and rediscovery — and how desire and purpose are deeply connected.Tune in for a rich, encouraging conversation. SHOW NOTESSupport the showBecome a Patron - Click on the link to learn how you can become a Patron of the show. Thank you! Ken's Substack Page The Podcast Official Site: TheBeachedWhiteMale.com

Mayur Kamat is the chief product officer at N26—a $9 billion neobank serving over 7 million customers in 25 countries—where he leads product, design, data, and research. Prior to N26, Mayur was Head of Product at Binance, growing the crypto exchange to a peak $400 billion valuation. Earlier in his career, he built and scaled products at Google (Gmail Mobile, Hangouts), Microsoft, and travel unicorn Agoda.Learn:1. How to find and focus on the highest-leverage problems2. Why you shouldn't optimize for compensation early in your career3. Why you should optimize for strengths, not weaknesses4. Why you need to decide if you truly want the C-suite path5. Why working at a fintech company creates exceptional PMs6. Strategy = hypothesis × experimentation velocity7. Small, fast wins compound faster than big, slow bets—Brought to you by:• WorkOS—Modern identity platform for B2B SaaS, free up to 1 million MAUs• Paragon—Ship every SaaS integration your customers want• Vanta—Automate compliance. Simplify security.—Where to find Mayur Kamat:• X: https://x.com/5degreez• LinkedIn: https://www.linkedin.com/in/mayur/—Where to find Lenny:• Newsletter: https://www.lennysnewsletter.com• X: https://twitter.com/lennysan• LinkedIn: https://www.linkedin.com/in/lennyrachitsky/—In this episode, we cover:(00:00) Introduction and Mayur's background(04:49) Working at Binance: An inside look(18:18) Career advice for product managers(27:00) PM career paths(33:58) Understanding fintech customers(36:00) Understanding your strengths(44:46) Creating a culture of experimentation(51:14) Hiring and developing top talent(54:50) Building a diverse product portfolio(57:08) Working in high talent density areas(59:43) Personal and professional balance(01:06:32) High-leverage opportunities and decision making(01:14:28) AI tools in the workplace(01:19:14) Failure corner(01:25:11) Lightning round and final thoughts—Referenced:• Binance: https://www.binance.us/• Google: https://about.google/• Microsoft: https://www.microsoft.com/• Agoda: https://www.agoda.com• N26: https://n26.com/• Which companies accelerate PM careers most: https://www.lennysnewsletter.com/p/which-companies-accelerate-your-pm• Which companies produce the best product managers: https://www.lennysnewsletter.com/p/which-companies-produce-the-best• Bezos Says Work-Life Balance is a “Debilitating” Phrase: https://www.investopedia.com/news/bezos-says-worklife-balance-debilitating-phrase/• Maslow's Hierarchy of Needs: https://www.simplypsychology.org/maslow.html• PayPal Mafia: https://en.wikipedia.org/wiki/PayPal_Mafia• Changpeng Zhao on LinkedIn: https://www.linkedin.com/in/cpzhao/• Ray Dalio on LinkedIn: https://www.linkedin.com/in/raydalio/• Porter's five forces: https://en.wikipedia.org/wiki/Porter%27s_five_forces_analysis• Jonathan Rosenberg on X: https://x.com/jjrosenberg• Aura: https://buy.aura.com/• Intercom: https://www.intercom.com/• Palantir: https://www.palantir.com/• Revolut: https://www.revolut.com/• Chime: https://www.chime.com/• Stripe: https://stripe.com/• Dropbox: https://www.dropbox.com/• Alex Algard on LinkedIn: https://www.linkedin.com/in/alexalgard• Hiya: https://www.hiya.com/• Brian Chesky's new playbook: https://www.lennysnewsletter.com/p/brian-cheskys-contrarian-approach• Gemini: https://gemini.google.com/app• Writer: https://writer.com/• Google Hangouts: https://en.wikipedia.org/wiki/Google_Hangouts• Sundar Pichai on LinkedIn: https://www.linkedin.com/in/sundarpichai/• Google Meet: https://meet.google.com/landing• House on Hulu: https://www.hulu.com/series/ef39603f-eb90-4248-8237-f6168d7c1be1• Big Bang Theory on Hulu: https://www.hulu.com/series/9bde5aeb-5297-4290-b173-19a4d59cc11d• Adolescence on Netflix: https://www.netflix.com/title/81756069• The White Lotus on HBO: https://www.hbo.com/the-white-lotus• Robinhood: https://robinhood.com/us/en/• Nikita Bier's post on X about Bible Chat: https://x.com/nikitabier/status/1915252215507210349• Bible Chat: https://apps.apple.com/us/app/bible-chat-daily-devotional/id6448849666?mt=8• Suno: https://suno.com/home• Disfrutar: https://www.disfrutarbarcelona.com/—Recommended books:• StrengthsFinder 2.0: https://www.amazon.com/StrengthsFinder-2-0-Tom-Rath/dp/159562015X• The 5 Types of Wealth: A Transformative Guide to Design Your Dream Life: https://www.amazon.com/Types-Wealth-Transformative-Guide-Design/dp/059372318X—Production and marketing by https://penname.co/. For inquiries about sponsoring the podcast, email podcast@lennyrachitsky.com.—Lenny may be an investor in the companies discussed. This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.lennysnewsletter.com/subscribe

Send us a textIn this episode of Dear HR Diary, I sit down with Michelle Merritt—Chief Strategy Officer at D&S Executive Career Management, Board & Executive Career Coach, and all-around StrengthsFinder guru—to unpack how understanding and owning your strengths can completely transform your work, your relationships, and even your job search. (Spoiler alert: It's not about fixing your weaknesses—it's about maximizing your magic.)Together, we explore the power of the CliftonStrengths assessment and what it really means to lead, work, and grow from a strengths-based perspective. Whether you're a new manager trying to build a better team, a job seeker figuring out your next move, or a leader looking to boost engagement and productivity, Michelle brings practical, real-world wisdom you can actually use.

In this heartfelt and personal episode, Brad reconnects with long-time friend and returning guest Jerry Foster, founder of Foster Group. Jerry opens up about his journey—from early financial and marital struggles to building a thriving business and redefining what it means to live a wealthy life. Together, they explore how meaningful conversations shape families, how true leadership often means letting go, and what it looks like to enter a new season of life with faith, purpose, and generosity. Whether you're leading a business, a family, or facing a major transition, Jerry's story will challenge you to reflect on your mission, your relationships, and your definition of success. Jerry Foster is the founder of Foster Group, a Des Moines-based financial planning and investment firm managing nearly $4 billion in assets. His path into finance was anything but conventional—no business degree, no formal training, and a rocky financial start in his early marriage. But that moment became a turning point, sparking a mission to help others pursue meaningful living and generous giving. Jerry is also the author of Life Focus: Achieving a Life of Purpose and Influence, a sought-after speaker on legacy and generosity, and a cancer survivor who lives what he teaches. “That was the genesis of Foster Group—my wife tossing the checkbook at me in the driveway saying, ‘You need to learn this.'” - Jerry Foster “Wealthy is a person who has great relationships, peace with God, good health. Money was always last on the list.” - Jerry Foster “ It seems crazy that a financial planner would stand in front of his clients and tell them that early in his marriage he nearly went broke and couldn't balance his checkbook. But for me, I'm not ashamed, because that is part of my story." - Jerry Foster This Week on The Wow Factor: Jerry's early money struggles and how it shaped Foster Group How a rare cancer diagnosis led to deeper family conversations and succession planning Building a culture of meaningful conversations—both at home and at work Why every Foster Group employee takes the Kolbe and StrengthsFinder assessments The three seasons of life: Foundation, Framework, Finish—and how to thrive in each Creating legacy through intentional family meetings and giving structures The role of faith, vulnerability, and generational generosity How small one-degree changes (vectors) can radically alter your life's direction Jerry Foster's Word of Wisdom The most influential season of your life might come after you stop chasing titles. Be present, listen deeply, and build a culture of meaningful conversations—first in your home, then in your work. Connect with Jerry Foster and Foster Group Foster Group Foster Group on LinkedIn Foster Group Facebook Foster Group YouTube Financial Perspectives: Foster Group Podcast Jerry Foster on LinkedIn Connect with The Wow Factor:  WOW Factor Website  Brad Formsma on LinkedIn   Brad Formsma on Instagram   Brad Formsma on Facebook   X (formerly Twitter)  

Selling to corporate clients can be exciting, and sometimes daunting. And everyone wants to know…what's the secret sauce? From the thrill of landing big contracts to the unexpected surprises that come with corporate red tape, we cover it all. You'll hear about the challenges of finding the right decision-makers, the complexities of procurement processes, and the importance of pricing your services appropriately to account for those hidden costs. We also discuss the potential rewards of working with corporate clients, like the opportunity for repeat business and the chance to make a significant impact on a large scale. Plus, we share tips on how to leverage your unique strengths and experiences to connect with corporate teams effectively. So, if you're considering selling to corporate clients or just want to learn more about what it takes, this episode is packed with valuable insights and a few laughs along the way!

Czy wiesz, że tylko część menedżerów rodzi się z naturalnym talentem przywódczym? Reszta może się tego nauczyć!W sumie warto, więc sprawdź, o czym będzie w tym odcinku:✅ Jak sprawdzić, co chce robić w życiu✅ Jak zostać menedżerem✅ Awans w pionie i poziomie✅ Na co zwracać uwagę chcąc się rozwijać zawodowo✅ Przykład spektakularnego awansu (rozwoju zawodowego)

In this episode, Dr. Rebekah Griffith (The EDDPT) dives into how physical therapists and healthcare professionals can leverage StrengthsFinder and Working Genius to fuel career growth, avoid burnout, and thrive in leadership roles. From understanding your genius zones to navigating interviews with confidence, Rebekah shares actionable insights for any PT ready to level up.Resources and Links:StrengthsFinder 2.0: LinkSix Types of Working Genius: LinkMel Robbins Podcast "Let Them": LinkConnect with Rebekah Griffith: LinkedInFollow PT Pintcast:

We're celebrating a major milestone with the return of our very first guests: Kristen Mackey, Director of Arizona Combined, and Natasha Jerde, Director of Minnesota Blind. As Vocational Rehabilitation leaders navigate rising demands, shifting funding, and major structural change, Kristen and Natasha join us again to reflect on the post-pandemic landscape—and how it's testing directors like never before. From managing centralized services to sustaining staffing under fiscal strain, they share the real-world challenges that keep them up at night—and the strategies they're using to adapt. With transparency, persistence, and a mission-first mindset, these leaders dive into: ·       Navigating state and federal priorities ·       Responding to workforce volatility ·       Staying connected to data and purpose Their insights are a must-listen for anyone leading in today's VR environment. Tune in and be inspired to lead with clarity and resilience.   Listen Here   Full Transcript:   Natasha: Our program income is significantly dropping. The inflation, the cost of services. We've had four and a half and 5.5% salary increases with no additional state appropriations. So all of these things together keep me up every single night.   Kristen: We want job placements, we want employment, we want independence. If somebody's saying increase your job placements, fine, we can do that. It's how do we then take what they're giving us and make it not be a distraction, and we can mold to the thing that they want, but still do it at the base level.   {Music} Intro Voice: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: Well, welcome to the manager minute. Joining me in the studio today is Kristen Mackey, director of Arizona Combined, and Natasha Jurdi, director of Minnesota Blinds. So how are things going in Minnesota, Natasha?   Natasha: I think the Minnesota word for today is going to be interesting. It's interesting. How about I leave it at that and I'll talk a little bit more as we dive into the questions.   Carol: Awesome. That is interesting. I want to know about that. How about you Kristen? How's it going in Arizona?   Kristen: You know what? I think I might steal Natasha's word. There's so much happening. We're trying to keep managing and keep abreast of all of the changes that come out on the news and everywhere, trying to keep centered and just keep doing what we do to get the work done. It's been a lot of fun.   Carol: Well, I couldn't think of two better people to bring on because this is super exciting. This is actually our 50th episode of The Manager Minute, and I couldn't think of a better way to celebrate the milestone than by bringing back my two incredible guests from episode number one in May four years ago. It's so crazy. And back then I just laughed. We were diving into the world of post-pandemic VR. What's it gonna look like? How are we going to navigate all these changes? You guys were working on things like electronic signatures and how you equipped your staff, you know, to work remotely and all of that. So a lot has changed since those early days, and I'm excited to catch up with you both to see how far that you've all come. So just reflecting back to my time as a director, I remember many a sleepless night and Natasha can attest to that. I remember coming to a meeting like, I don't sleep at night and I keep a pad of paper by my bed. And it was so funny. I heard a director tell me they did the same thing. This was a month or so ago. They were like, you know, I keep this pad of paper by my bed because, you know, we were worried about so many things. There was WIOA implementation back then, and we had a less than stellar monitoring report and a financial picture that was super tough and it just wasn't very pretty. And so I kept that notepad because in the middle of the night was always my best thinking I'd wake up, I'm like, oh, I gotta write this down. And so I can remember in the morning. So I know now, four years later, from talking to you all last on the podcast, the pendulum has certainly swung in a new direction, and I'm really eager to see how things have evolved for the both of you. You know, like what's changed, what's stayed the same, and what lessons have you learned? So let's dive in. So, Natasha, will you kick us off and just give our listeners a little snapshot about yourself and the agency that you lead?   Natasha: Sure. So I have worked at State services for the blind since I was a baby intern 2008. I have been a deaf blind counselor, a supervisor, the director of our policy and program administration, and I became the director in August 2019. Our agency, we have about 140 staff across the state. We have a Voc Rehab program, an older blind program, our Randolph-sheppard program. But we also have a communication center where we do braille audio transcription and have a radio reading service. So we have a little bit of everything at State Services for the blind. We've grown a bit since 2019. Yeah, there's a lot of fun.   Carol: It is a lot of fun. Blind agencies are always near and dear to my heart. And since I came from Minnesota blind, Natasha knows that I just love that whole variety and all of the work. It's so fun. Kristen, how about you give our listeners a little snapshot about yourself and the agency that you lead?   Kristen: Sure. Similar to Natasha, I started as a VR counselor in the field transition. That was my first job in first entrance into VR. I moved into policy manager policy and then became the director of the Arizona Combined Unit in 2016. Arizona is combined and we are also under a safety net agency. All of the VR, IL OIB, BEP is in a division. That division is in a department. So our DSA is really rather large and we are kind of shuffled 3 or 4 deep down. So we have enterprise services, shared services, which makes things a little bit more difficult to manage than it was when I started the job, when we didn't have some of those other items. So it's been a learning lesson and trying to figure out how do we get done what we need to get done with all these people involved now.   Carol: Yeah, your structure makes me nuts. I'm just saying, full disclosure, but having gone on site with you and your team several times, I'm like, what? You have to always explain. We had DIRs and we have this other thing and all these different levels. I'm like, oh my Lord, I just don't even know how you do it. So I know there's been a lot of big changes since we spoke last, so I'm going to kick it to you first. Natasha, what are some of the biggest changes you've seen in your program since we last spoke?   Natasha: I was actually talking to one of my outreach coordinators, Lisa Larges, and she's like, I think you brought some bad juju because the timing when I started and then everything that happened since I started has just been wild. So since we last met, I've experienced a global pandemic, a civil rights movement that essentially started literally down the street and around the corner from our headquarters. A roller coaster ride of funding at both the federal and state level. We went from having too much to now we don't have enough. We have a new federal administration with very different priorities than we have seen before. We have settled into this new hybrid work, which isn't new anymore. It's kind of our new normal. It's just been, I think you name it, it has changed or it's different or it feels different or it looks different. I think the biggest question right now that we're all faced with is, in light of all of these changes and challenges and opportunities, how do we maintain the integrity of the program, continue to provide high quality services that get people into competitive careers and retain the staff that we have worked so hard to get. While these past few years that's been a focus of a lot of our agencies is how do we recruit? And now with everything happening, is all of that recruitment efforts going to go to waste?   Carol: You know what's kind of funny when you talk about that? Because I look back to when I started at SSB, you know, and so in 2013 I become director. You go at the very end of the year, I was the interim and then made permanent in 14. And you just go, okay, I thought I brought bad juju with me to because WIOA went into play and then we had all this wacky stuff going on. We owed all this money for the case management system. So now, you know, just hearing you, it's like, well, maybe it's just the cycle of the program. Like there is no spot in time where everything is ever just copacetic and all smooth sailing. I think it just continues on.   Kristen: I think that I really feel like that's so good to remember because I think you can in this position, you can take a lot of things like, oh my gosh, am I not doing this right? What skills don't I have? How am I not doing this, that or the other. And it just is a constant. Like it just changes constant. And you have to constantly readjust your focus and your priorities and your strategy. And so it's helpful to remember that our environment is constantly changing at state and federal level. And we just have to be able to manage and navigate and not beat ourselves up over it.   Carol: Oh, that's a super good point. Natasha's going to laugh at this, but I'm actually going to hold up so our listeners won't see it. But I still have my Strengths Finder. So we used to always do strengths Finder at SSB. I still have my top five strengths. And staff used to ask me one of them is adaptability. So my fifth strength was adaptability because people would be like, how can you just roll with the flow? Like you need to just tell like Central Office, we're not going to do that thing that they want for the legislative session. And I'd be like, okay, we're going to pick our battles. That is not the battle we're going to pick right now. We're going to answer the question they need, because the sooner you do that, you get that off your back and then you get back to your business and do your things. And so for me, it's easier because in me is adaptability. I've always been able to kind of go with the flow, whether administration changes or, you know, any of that, where that is more difficult for other people when you want things to be very set and it's hard for you to pivot and make that move. So, Kristen, what are some of the biggest changes you've seen in your program in the last four years?   Kristen: Wow. Well, as I indicated, the state was kind of in that move and shift to centralized services, you know, some of those shared service models. So, you know, it started with our training department and, you know, but we got to keep our policy and we got to keep our contracts and procurement. And the next thing you know, like air moves out and then, oh, we're going to move out all of your facilities management. And so slowly, piece by piece, the staff that you had working with. You have been now pulled to a different reporting structure and a different requirements to do their job. And so when, you know, we used to have a staff of like 500 people that were fully dedicated on board, directly connected with me, I had direct relationships with them. I was able to really work with them. And over the last five years, I've seen that direct connection and relationship with people fade out because those folks are no longer in those positions. They've graduated or moved to other things. They didn't stay within the agency. So, you know, within our VR program, IOB program, BEP, those program staff super dedicated and want to really fulfill the mission of the work in serving individuals with disabilities. And then we have all of our shared service team dedicated to their job to don't necessarily have the same focus on the mission and the outcome of serving individuals with disabilities. It's been very difficult to try to figure out how to play nice with them, because they got to do stuff for you, right? I need you to manage my budgets. I need you to manage my contract. But I also, you know, don't quite like the way you're doing it or you're not doing it fast enough or you're not following my vision for how that would work. So it's just been a real challenge to see how to grow and manage the different structures that are in play now.   Carol: I think you hit the nail on the head on that with that centralization, because it's happening across the country. I mean, we see it everywhere. Every director like just struggling as your people move out from under you, whether it's the IT, the HR, the whoever you had. And now they're centralized, which Congress allows. It was written in the rehab Act, like you can structure that way. But they lose that connection to the mission and what you're trying to do. So when you're doing that work sort of in isolation of what's the end game and how you impact, you know, the staff person having their computer so they can do the work with the customer. You don't see that urgency in it. So it's like, yeah, so we get to you in two weeks, you know, really need your computer or whatever. It's just hard. It makes the job so much harder. So I know not only those changes have happened, the financial landscape is shifting drastically for the VR program. How has this impacted your ability to serve individuals? And Kristen, I'll send it your way first.   Kristen: We've been fortunate in that Arizona with the formula grant. You know, we still receive a little increases every year. So the not getting the cost of living this last year was not as impactful as it had been to some other agencies. So I do, you know, knock on wood for that a bit. Now if that continues we're going to have another, you know, constantly evolving story there. We have had to take a look at for our cases. How do we spend more money faster. And that's been again the challenge of working with shared service opportunities is, well, they don't have capacity to put these contracts in place that I need in order to be able to spend the money that we have, right? We have been successful in keeping it in the VR bucket, but now we need to spend it on our consumers and our clients. But I need a contract to do that and don't have the resources or the capacity from that team to be able to put that out the door. So it's super challenging to know that you're sitting on money that you could spend and do a lot of good things with, but there's then that external factor of not having the capacity to put all of that together to get that money spent.   Carol: So you're in actually a pretty lucky position. You know, other people listening to this podcast are going, What? Kristen Mackey, you've got all this, you've got all this money. Because almost all the calls I get on a daily basis with my list of people all going on the order of selection, I keep a little sticky note, you know, and everybody calling and just frantic. They are literally like tapped out. There is no money, but yet you're trying to spend your money and you don't have the resources to really help you get some of the plans in place.   Kristen: It is challenging, but I feel fortunate that I'm challenged on that end of the spectrum versus the end, where there's not enough money or capacity or staff resources. One of the other pieces, too, is, you know, in this current landscape, budget wise, can't bring on as many people as we would like to, you know. Can't do all of the support services that we or support staff that we would like to. So downsizing your footprint, right? All of that, those are our major expenditures. And we're asked to shrink that. It creates a really kind of a nightmare for projection and and budgets all of that.   Carol: Oh, 100%. How about you, Natasha? How's the finances looking at SSB?   Natasha: It's getting tight. It's getting tight. We were on the other side of that a few years ago. We had more money than we could spend, and we used that as an opportunity to do things that we've always wanted to do or needed to do, and we never had the funding to do it, but we always did things that we could course correct quickly on them or aren't forever. So we didn't make a lot of permanent decisions with that money because the writing was on the wall. We knew that once the pandemic shifted, we were going to see an influx in applications. Inflation was already on the wall that prices were increasing. So we made some, I think, pretty strategic and smart decisions with the money we had and how we spent it. However, it's still tight because we are getting an increase in applications. The cost of services is increasing. We ended our order of selection September 2021. I have no desire to go back there for me. I don't even want to speak it out loud. I know it's an option. I know I may need to use it one day. I can't say never, but I don't think that is the best direction for us because people need our services just as much as before, if not more. And for individuals who are blind or low vision or deaf blind, there really aren't any comparable options available, at least in Minnesota. And we're here for a very specific reason. And so I have always said it's my responsibility to ensure that we can continue doing what we are here for. That may mean that services are going to take a little bit longer to get started. We are increasing our supervisory oversight. We have a ton of financial reports, which I'll talk about in another question that have helped us get ahead of sudden spikes that we're seeing so we can do those course corrections. This also may mean that we're not backfilling or we're freezing some of those positions for a little bit that aren't essential. I'm using the term we're going to freeze, flick or fill, and every position that's our litmus test will freeze it, meaning we don't need it right now. It's not essential for service delivery. We'll revisit this. Flick means you know what? This position really isn't serving its purpose anymore. Let's figure out a different way of doing the work or fill. And we've prioritized counselors and VR techs and anyone doing direct service provision. But it's also all of this is going to force us and continues to force us to find new ways of doing things, which I don't think is a bad thing. One of the goals I've put in place this year is that all of the extra noise. You know, that can happen when you're working in a state government agency. Things that pretty much distract you from what you're supposed to be doing. My goal is we don't do those things if it doesn't stem back to our mission and actually help people get jobs or live independently, we're not going to do it. And I told that to the commissioner's office. You can ask me all day long to do all of this extra stuff, but it's not serving a purpose for us. I'm sorry. I'm not going to do it. And they've been okay with it so far.   Carol: That's awesome. Until you get a legislative request that they need you to answer in ten minutes and analyze.   Natasha: Yeah, I can't say no to those. Yeah, all these extra work groups and task forces and let's do this and that. We got other things we gotta do.   Carol: So what's the biggest thing, Natasha, that's keeping you up at night right now? Because I know there's always something, something is niggling somewhere. What would you say is the biggest thing keeping you up at night?   Natasha: Well, I have a few, but the biggest one is that. So we're not a combined agency. We have a separate general agency and that separate general agency is an incredibly tight budgetary situation. I would go so far as to say they're in a budgetary crisis, and because match maintenance of effort and carry forward determinations are at the state level, not agency, it is very possible that their constraints will impact our funding. And specifically I am very worried are Carryforward is in jeopardy. And we had a scare where we had a very high chance of losing all of our carryforward this last end of the federal fiscal year. Because of those budgetary constraints, the general agency is doing workforce reductions and doing layoffs, and they have the same type of staff classifications that we do. And we are a union state, which means bumping, which means my staff are in jeopardy. And so I'm up every night between 2 and 3 a.m. thinking of ways that we can help in any way possible. Our program income is significantly dropping. I think I've heard other states experience something similar. The inflation, the cost of services. We've had four and a half and 5.5% salary increases with no additional state appropriations. So all of these things together keep me up every single night trying to figure out how do we sustain.   Carol: Now they're going to keep me up at night, too, because of course, I worry about you all. And of course, I really worry about SSB. So I always hold that near and dear to my heart. But oh man, that is a lot. But I know you instituted some things, though, between you and the general agency, just to make sure you guys were communicating better about those financial reports and such, didn't you? Like, what did you do?   Natasha: We have an amazing relationship. We review our federal reports together. I sat closely with the VA's fiscal team, walking through what I know about the fiscal processes, the federal regulations. That's something that Carol taught me very well. I understand it quite well. So we worked hand in hand. We've been doing that since October.   Carol: That's good. Good stuff. How about you, Kristen? What's keeping you up at night?   Kristen: We had a recent monitoring that monitoring. We get through it, Right? And, you know, you haven't always have an inkling of things that need to be fixed and things that we should address, right? And sometimes those get shuffled because priority is whatever. So we had the monitoring very much highlighted certain areas that we need to address and take care of. And one of those was our fiscal management and continue as managed outside of my direct staff and even two and three layers above me. So it's one of those concerns of like, I wonder what's going to happen next. I never quite know what the fiscal situation is going to be. Emails flying around, you know, I'll get an email at the end of the day and it's I need more information. What is this about? How did you come to this conclusion? Who was involved in making this decision? It's kind of just a plethora of items that, you know, any given night, and mine is usually between 3 and 4. Like, oh, wake up and go like, oh, shoot, that sticky note fell off the roster somewhere. I need to go and send that email or this project. We started it, but now it's like kind of hanging, languishing. I need to poke somebody about getting that back on the roll again. I don't know that it's one specific thing, but it's just kind of just the size of the job is not a 40 hour a week job. It is a all encompassing. I dream about work. I it wakes me up at night, you know.   Carol: Well, my newest trick with not having my notepad beside my bed, but I actually been waking up more just because I've had so many more phone calls. Things have been really crazy lately with our fiscal team and people just reaching out. And so maybe end of the day or, you know, people's time change, you could get a call from Guam. You know, it's a way different time. So people are calling all the time. So now at night when I wake up, I text myself, you know, a note like, just so I remember, like remember to get back to so and so tomorrow. So now I just am picking up my phone. I don't have the pad there anymore, but I had two messages from last night for today that I didn't want to forget.   Kristen: I sent texts because I don't put my work phone by my side, but I have my personal. So my work cell phone is embedded in my personal and I just send text to myself.   Carol: Yeah, my work and my personal are all together, so it makes it a little challenging. So I know we're going through an administration change on the federal level right now. And a lot of state administration, you know, that changes every four years to with governors, sometimes you keep a governor twice in a row, but a lot of times not. And it will bring these shifts in priorities and just all of this change. How do you guys navigate and adapt to those changes, whether it's on the state level or federal level, when you're approaching your work? And I'm going to kick that to you, Natasha, first.   Natasha: I think the biggest thing, at least for us, has been a lot of communication and transparency, not only with our staff, but our customers, our community partners and stakeholders in the face of unknowns. People look to steadiness and information even if you don't have a lot to share. The absence of information often speaks very loudly, and people will fill in the blanks, sometimes not in a way you want them to. So we are communicating frequently, even if we don't have information. People look to me, am I panicked or am I calm? And know if I am panicked, it will not be good. People feed off of that and so I am always calm. I am always just. I can't guarantee or promise anything, but I can say we're in this together and I remind everyone why we're here. We have a mission. As Carol knows, the mission is on the wall. We look at it frequently and nothing has changed. No matter what happens federally or at the state level, that mission has not changed. We have proved that during a global pandemic. VR agencies are adaptable, creative for us in Minnesota, SSB was one of the first agencies, if not the first, allowed to go back into people's homes and provide services. That's because we know how to do things quickly and strategically to respond to whatever comes our way. We don't wait for people to tell us what to do or how to do it. We take charge and we lead the way. And I feel that is how VR is across the country. We tend to be leaders in faces of crisis and urgency. We tend to step up when others don't.   Carol: Yeah, good advice. That's all good advice. Kristen, how about you? Because you've had major shifts. I mean, you've already alluded to this, this whole like take away your people. And that's been all shifts in the structure within the state government and such. You know we've got the federal different priorities. So how do you navigate and adapt to those changes in your work and for yourself, even, like how are you taking care of yourself through all this.   Kristen: Being able to adapt the work that we do? Natasha says that we have a mission. We have a very clear outcome that we have whatever side, whoever's telling you what they want to do or how they want to do it. You need to be able to mold what that strategy looks like so you can speak to it. And I always talk about it. It's a spin. I don't like the terminology of spinning, you know, for the sake of trying to hoodwink anybody or not be transparent. But at the end of the day, we want job placements, we want employment, we want independence. So if somebody's saying increase your job placements, fine, that we can do that. It's how do we then take what they're giving us and make it not be a distraction and we can mold, you know, whatever we're measuring to the thing that they want, but still do what we are doing at the base level. And so I do feel like that's really part of our job as leaders is to and Natasha spoke to this earlier is take that noise and then see how we can like get it to stop with us and push it back in a way that still supports the work we're doing, whatever comes to us in terms of work group where you need to measure this, or we want some kind of change in X, Y, or Z. Okay. I can give you this back that will meet your needs. And it doesn't change or distract from what I'm doing in our department or in our programs. I think it's just being flexible in your thinking, being able to not have to have a certain way of approaching things, because you got to understand what that landscape is. You got to speak the words that they're speaking in order to get them to listen to you and kind of play with you so that we can all get to the same end goal.   Carol: One thing I've seen from you, Kristen, just working with you these past years in my TA capacity is I'm like, I love your persistence because you've had to navigate this really tough, internal, weird structure. It just is weird. And you are super persistent in messaging. Okay. Like you send a message to this person, oh, I'm not the person. Okay, then who is the person? Okay, I'm going to go to this person and you will not let it go till you find till the end the little trail of crumbs you get to and you're like, all right, I'm finally getting to the person because I have to get this thing answered. Some people just give up. They're like, oh, I don't know. And then staff ask and you're like, well, I don't know. We don't know who's doing what. Oh not you, you. You don't let that happen.   Kristen: That is one piece of advice I give to people when they come on. This is a state government, federal government, there are all sorts of red tape, barriers, hoops. Everything will get in your way if you let it. You're going to have to be persistent. Don't get jaded with it. Don't give up. Just know that you're going to have to be persistent with getting to the thing that you want to get done.   Carol: So switching a little bit. There's a lot of different structures in hiring VR agency leaders. I mean, you can be a political appointee. You can be more of a career professional where maybe you have some protections, maybe it's not a full blown union, but you got something. And we've had 14 new directors in the last less than ten months. Again, 14 new directors in VR. You know, people don't always realize like, how does that and each of you represents a different bucket here. How does that distinction, whether you're a political appointee or you have a little more protection influence your agency. Kind of how you approach the operations and your decision making. And I'll ask you first, Natasha.   Natasha: I am a career professional. I'm the highest level you can go before you start hitting the politically appointed positions. So that means I get the privilege of bringing some stability to the agency. Granted, that doesn't mean I can't get fired or laid off, but I am not politically appointed. So when the administration changes, I don't change with it. So that means staff can expect some consistency, and they don't have to wonder who's going to be coming in now to shake things up with their own ideas and views. They know what my priorities and goals are. They know how I work and they know what to expect. And so I have the luxury of time to create a culture that will sustain anything that comes our way. I have the time to develop that succession plan, offer professional development and mentorship opportunities. But when I was thinking of this, I can see the value of Having fresh new faces, coming in with different perspectives and experiences, and that they may have a better idea for how we do things. You know, we talk about people who have been in the position for 30, 40 years. Is there some value to having that new life coming into an agency? So I recognize that being a career professional could also be a limitation of mine, which means that I really need to surround myself with people who think differently from me, and I can't get stagnant.   Carol: Yeah, that's a really good point. Although there are very few 30 year or 40 year career leaders in the VR program anymore, I think we got Diane Delmas out in Vermont and Greg Trapp, those are the two I always think of. Otherwise, boy, people have been coming and going pretty fast, but that is good advice because you can get a little stuck. Now, Kristen, you're on the other end of the spectrum because you are a political appointee.   Kristen: I am not a political appointee, but I am an at will employee.   Carol: Oh, you're an at will though.   Kristen: Yeah,.   Carol: So it's very similar. So you're an at will person, does that impact you at all, like in decision making or as you go about doing your job?   Kristen: Well, certainly. You think, you know, is this decision going to make me the scapegoat for something that goes south, right? So, you know, it does impact my thinking. I don't let it impact whether it's right or wrong. To do that is just my base. You know, you just have to have that gut kind of commitment to. This is what I said. It's the truth. I don't have any qualms about how I do the work or the transparency that I have in the work that I do. So keeping it all above board, hope that that serves you in the end. Natasha, you had a very positive outlook on new people coming in. In my tenure, I've experienced a lot of changes in different people at different levels coming in and not having any idea about the rehabilitation programs that we run. And so it is a kind of a continuing education of individuals who are coming and going to have them see the value of the programs and the way that they need to operate.   Carol: Yeah, I appreciate that. So let's look a little bit at kind of leveraging both of you like this leveraging your data. And we're kind of skipping around a little bit here. But how do you guys like to leverage data to inform your financial and programmatic decisions? Now remember we've got a lot of new directors. We have listeners out there that are they don't know we I get this question all the time. You know, we talk about data informed decision making. People are like, yeah, we talk about it, but what does that mean? And how do you really do it in practicality? So Kristen, what would you say do you have like an example or how do you like to best leverage data when you're looking at making decisions, whether programmatically or financially?   Kristen: Just because I have a little bit more programmatic data that I have access to and ability to manipulate, we really look at that in terms of, you know, when we're setting our annual strategic goals, what is our five year goal? Take a look at what have the last three years look like. You know what the percentage of increase or decrease is? How are we adjusting those things? Use the data to understand where are the gaps, what's not working, and something we expected the needle to move and it didn't. What's not working in that process. And so you know, what lever do we pull to say this is going to be quote unquote a countermeasure for that thing, and then measure that data over the next three, six months. And if there's a change, then we can kind of understand then did that work or didn't it work? I think far too often in our workforce we say, well, this is a problem, but we don't really have any data around it. Should we gather a ton of data for the program to being able to use that data to help inform what decisions or what changes to processes should we be making and how should we make those. And then we can track it to see did it make a difference or what difference did it make? And is it something we should replicate? Is it something we should pull back. So I really like to use our data from our program, you know, participant program data to inform our strategy on what we're going to be doing in the next 1 to 5 years.   Carol: I know before you have presented at CSAVR and showed like you had some really cool ways you were able to look at data and you did a lot of it by your region so you could start narrowing in, because you can have this tendency to go, oh, you look at the data broadly and then you're like, oh, we must have this problem everywhere. Well, you realized you had regions, you know, in your state you're like, well, why am I like spanking everybody? What we write, we need to focus over here.   Kristen: Yeah, we have those metrics. And it's a metric per counselor, per rehab tech, per purchasing specialist. That unit of counselors rolls up to the supervisor. The supervisor rolls up to the program manager. So I can drill down from a state level perspective to a region perspective. Is it a supervisor office problem? Is it a person problem? And that has really helped us understand. Also, where do we need to direct the energies and efforts in terms of making changes.   Carol: Yeah, I really like that. That was really good stuff. How about you, Natasha? What are you doing with leveraging data? Because I know that's in your wheelhouse, too.   Natasha: We actually hired within, like, the last year or so, a data analyst who is skilled in data visualization and being able to take a bunch of raw numbers and tell a story. And we have been working with her to develop not only the programmatic data, which we now have a ton of that we can look at, but also our fiscal forecasting and what's happening on a budgetary level. It is because of those reports which I am getting weekly, monthly and quarterly reports, depending on the nature that we were able to suddenly see this huge, unexpected spike in case services authorizations. Within just a month of it happening, we were able to drill in. What exactly is going on? What are the bucket items that are the red flags we were able to look at by staff member by region, and we found that our interpreters have gone up over 300%, which then led us down to, okay, what's going on with that? What's the story behind the data? We also are every week meeting as a fiscal team. So the three fiscal staff that I have and myself, we meet every single week. I am intimately involved in our federal reporting. I look at every single report that they put together before we submit our 17. We walk through it. I know where we're at with match. I know where we're at with maintenance of effort. I know exactly where our 15% set aside is, and I can tell you that every single month how we're doing and what issues we're going to be facing. And that's because we have the data. If a director never looks at data and doesn't know what's happening in their programs, they're not going to be able to spot issues. You have to know whether you're doing good or you're not doing good. You need to be able to catch those things.   Carol: Yeah. And unfortunately, you have many colleagues across the country. And I will come in and they're being told by like the DSA fiscal staff, hey, don't worry about it. We got it. And so there have been directors of programs of 150 plus million dollars, have never seen a budget report. Zero idea. So literally anything they want to do. Hey, can we send a staff to training? They're asking this group of fiscal people sitting over here because they don't even know what's in the budget. It is the most insane thing I've ever seen. So you really hit the nail on the head. Like, you have to have access and it is required in the law, in the act, in setting up the agency org structure, you have the sole responsibility over the allocation and expenditure of your funds. And how can you have that sole responsibility and not have any data that goes with it? So I preach. Natasha: I will say, data is if you have a legislative ask and you are requesting more funding, the stories are important, but they also want to see the data behind it.   Carol: 100%. And it can't be data that's changing by the day. Oops, we forgot this because I've seen people get burned on that as well. And then the legislators are going, okay, well, this data now is suspect, and I think they need a legislative audit report and review because what are they doing over there?   Kristen: From a data reporting perspective, like having historical data to the same reports they pull, they cannot keep changing the reports that you're changing the methodology of that. That was a lesson learned for us is we had to understand what data we were pulling, how were we calculating the numbers we were calculating. And now we have data since 2018, and we can tell when we've made any changes. And so then we can see what are our trends. What does that look like. How can we use that to help us predict in the future. So that was a lesson learned for me. We came in and it wasn't much in terms of data. We built some reports and then it was like, oh, but now we need to kind of be able to track, oh, well, this thing happened. And that's why maybe that spiked or dipped or we did this thing and here's the change we saw. So we were able to speak to that year over year as well.   Carol: Well super cool. So what advice would you guys have for other leaders out there? All the lessons you all have learned. We can try to read the tea leaves, like where is VR heading in the next few years? But what do you all think? Like what do you think where's VR going? And what advice would you have for other leaders? And Kristen, I'll go to you.   Kristen: I just think remain committed to the mission and the purpose of the programs that we have. we're here to serve individuals with disabilities. We'd keep that at the forefront. And, you know, I heard Natasha say to you, the mission is on the wall, right? We all have our missions. We all have our visions. Just don't let that get buried in all of the craziness that is happening and continue to be persistent. Carol mentioned the persistence. I think that is key. You don't let it drag you down. Don't let it burn you out. Just be persistent and know that all of the work that you're doing is for a good reason, good outcomes.   Carol: Good stuff. Natasha, I'm going to give you the last word.   Natasha: Don't get comfortable with how things are going right now. Speaking to what Kristen said earlier? Things will change, and probably for reasons completely outside of your control. And also remember that easy decisions aren't always the best decisions, and the best decisions aren't always the popular ones.   Carol: Well said. Very true. Well, I appreciate you both. Oh my gosh, I'm so excited to see what you all have done. You're two of my favorite directors. Don't tell the, don't tell the other directors that are listening.   Natasha: Yeah, cut that out, Jeff. Don't have that in there.   Carol: Thanks for joining me today. Sure appreciate it.   Kristen: Thank you.   Natasha: Bye.   {Music} Outro Voice: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!

Once you hire the right people for your cafe you move on to the next decision, how to work with them to give them to set them and the business up for success. Too often the way we place and lead people is based on their job description and not so much based on their individual characteristics. How much better would your shop run if your team was given the opportunity to work in areas where they were strong and their weaknesses were not our dominant pre-occupation? Today we are goin to dive into this subject with a re-airing of a classic episode for 2019 all about working through strengths with my friend, Lisa Cummings!  Lisa Cummings is the founder of Lead Through Strengths, a firm dedicated to helping people use their strengths at work. Lisa and her team serve large teams and organizations to help them leverage the results of the CliftonStrengths (formerly StrengthsFinder) assessment. She is also the host of the popular Lead Through Strengths podcast. In this episode we are going to talk about the ways in which we can focus on and utilize our own strengths and facilitate the same opportunity for those we lead in the coffee shop.   Related episodes:  248 : The 5 Elements of Resourcing your Team 472: Why Technical Skill as a Leader is Not Enough w/ Jonathan Raymond, Refound, Author: Good Authority 415: The Best Lessons On How to Listen w/ Listening Expert, Oscar Trimboli

Are you better at connecting with people or persuading them into action? And more importantly—do you know which one your business actually needs?     In this episode of The Ambition Coalition, we're breaking down the key difference between influence and relationship-building—and why both are essential for network marketing success. Because let's be real… too much of one without the other? That's where teams stall, leaders burn out, and momentum fizzles.     Inside, we're covering: ✅ How to identify if you naturally lead with influence or relationship-building ✅ Why over-indexing on either one can actually hurt your business ✅ The StrengthsFinder leadership framework and how it reveals your strengths (and blind spots) ✅ How to balance deep connection with real accountability—so your team doesn't just grow, but thrives ✅ The biggest leadership pitfalls in network marketing (and how to avoid them!)     This episode might surprise you—and be exactly what you need, all at the same time.     The Ambition Coalition Instagram: https://www.instagram.com/the.ambition.coalition/     Follow Rebekah on Instagram: https://www.instagram.com/rebekahfowlkes/     Follow Melissa on Instagram: https://www.instagram.com/melissaeickenhorst     Podcast Produced by clantoncreative.com

« On a tendance à toujours vouloir améliorer ce que l'on aime moins chez soi, et on oublie souvent ses talents naturels. »Dans ce nouvel épisode de Culture Talents, Florence Hardy reçoit non pas un, mais deux invités : Céline Ollivier est Directrice Ressources Humaines et Transformation, et Patrice Rigolle, Directeur adjoint des opérations. Tous deux travaillent chez GS1 France, un acteur mondial des systèmes d'identification des produits par code-barres, présent depuis 50 ans.Leurs Top 5 Talents ?Achiever, Relator, Arranger, Positivité et Individualisation pour Célineet Relator, Achiever, Responsibility, Activator et Assurance pour PatriceDeux talents communs émergent : le relationnel et l'envie de concrétiser des projets – une dynamique essentielle au sein des équipes de GS1.Face à la transition de l'économie linéaire vers une économie circulaire, où l'on consomme moins mais mieux, GS1 joue un rôle clé en accompagnant ses clients dans cette transformation. Mais ce changement impacte aussi les 105 collaborateurs du groupe, qui sont amenés à revisiter, faire évoluer et transformer l'organisation interne et les manières de travailler et de travailler ensemble.C'est là qu'intervient le projet "des forces" et l'approche de développement basée sur les points forts. “Elle permet de mieux connaître ses points d'appui pour pouvoir faire un pas de côté”, observe Céline. Patrice témoigne également d'à quel point cette méthode a permis d'ouvrir le dialogue et de mieux cerner la complémentarité des talents pour mieux travailler ensemble.Un échange passionnant sur la force du collectif et l'adaptabilité face aux défis d'aujourd'hui !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.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

376 The Art of Storytelling: What Makes A Good Leader?  What is it that makes a leader someone worth following? Is it the way they approach problems? Is it how they treat those who follow them or those who don't? Or is it something more unique to each individual?  In today's episode Sarah Elkins demonstrates through her art of storytelling how she has led others and helped them to lead in turn, and how important it is to follow a leader who makes you see the best in yourself, and to help others see the best in themselves. Highlights Show your qualities through your stories, don't just tell. A healthy and powerful work environment is possible when everyone works together and the leader takes steps towards improving their skills. Being self conscious of your skills and the room you have to improve.  Be confident in your abilities and find a way that is helpful and understanding to help others see them as well. Speak their language if you must.  Quotes “Why now? Because they're growing and they don't want to sacrifice their strong culture of caring for and developing their employees.” “The fact that you're asking this question makes you a good leader. The efforts you've made over the years to learn, to grow, to develop yourself, your self knowledge that you have room to improve, that's what makes a good leader.” “You've been using your own tools in your leadership style, not someone else's and that's what makes you successful to this point.”   Dear Listeners it is now your turn, It's my gift to you; to be your guide in collecting, practicing and sharing your most meaningful stories, so you have the power to choose how your internal messages and your internal dialogue shape your future. So you have the tools to improve communication at work and at home. And so you have the tools to advocate for yourself and others in the form of the most effective communication and connecting authentically with the people around you. Through story.  As I mentioned I am celebrating my five year book-versary, starting today Your Stories Don't Define You was published May 31, 2020. Starting this podcast was a wakeup call for me, I realized I was coaching my guests in sharing their pivotal moment stories, and they were finding great value in our time together, way beyond any promotional opportunity the podcast was offering. The book is designed to guide readers in collecting and sharing their stories with exercises and worksheets throughout. To celebrate my book-versary, I'm offering to sign and ship copies from Montana to you, and every purchase will include an offer for a 20 minute bullseye story mining session. In 20 minutes we will uncover at least one meaningful story for you to fine tune for you to use in your next interview, team meeting, speaking engagement, networking event, or maybe it's a date.  I really appreciate your support over the years and this is my way of giving that back.  And, as always, thank you for listening.  Purchase Your Stories Don't Define You and get your 20 minute session, here!   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 my Job Interview Storytelling course to make sure you nail that next interview!

In this insightful episode of Training Unleashed, host Evan Hackel sits down with Tara Landes, founder of Bellrock, to explore innovative approaches to leadership training and effective management practices. Tara shares her unique synchronous online training methodology, designed to engage learners through live workshops, breakout sessions, and one-on-one coaching. She discusses why reinforcement and real-world application are critical for leadership development and explains how her Management Foundations course helps leaders build long-term habits. Key Topics Discussed: Why synchronous learning is making a comeback in leadership training How breakout sessions and real-world application improve learning retention The importance of one-on-one coaching and how to structure impactful sessions How Gallup's StrengthsFinder approach applies to management Practical tips for holding better leadership conversations Stay inspired and keep learning! Please like, share, and rate our podcast to help us reach more professionals like you. For more episodes visit us at trainingunleashed.net Watch the episode: https://youtu.be/oM6heiAKYN8 Connect with us: https://learning.net/ https://www.facebook.com/thelearningnetwork https://www.instagram.com/tln_solutions/ https://twitter.com/TLN_Solutions https://www.linkedin.com/company/283736 Learn more about your ad choices. Visit megaphone.fm/adchoices

Many professionals struggle to showcase their value, missing opportunities and career growth. Without a clear personal brand, others define your reputation for you.This lack of visibility leads to stalled promotions and overlooked achievements, especially for women.By owning your narrative and amplifying your impact, you can attract the opportunities you deserve. Dr. Carol Parker Walsh, JD, PhD, is an expert in transformative leadership and human development. She's an accomplished former attorney, senior leader, professor, and dean who has won multiple awards for her impact on people-centered leadership. As the CEO of Carol Parker Walsh Consulting Group, her firm specializes in elevating and retaining top talent through leadership development, executive coaching, and organizational renewal and partners with organizations to increase engagement and productivity.  In this episode, Carol shares the importance of actively shaping your personal brand rather than letting others define it. She shares practical steps, like gathering feedback and aligning your brand with your strengths, to ensure it reflects your value; as branding isn't a one-time effort—it's an ongoing process that evolves with your career.   What you will learn from this episode: Learn to own your value and discover how to articulate your unique contributions and ensure your accomplishments don't go unnoticed. Know how to boost your career opportunities and understand how a strong personal brand can open doors, from promotions to leadership roles. Get actionable steps to define, communicate, and elevate your professional reputation.   On brand assessment: “One of the easiest first steps you can do is, ask three to five people that you respect and value, this question: 'What three words come to mind when you think of me professionally?” - Carol Parker Walsh   Valuable Free Resource:  Download your Free guide, ‘Build Your Compelling Authority Brand Guide'. Click here: https://www.carolparkerwalsh.com/authoritybrand   Topics Covered: 02:17 - How she transitioned from a career as a labor and employment attorney to organizational consulting 03:27 - Describing her ideal client 04:17 - The challenges her clients face that she helps with and how she aids in finding solutions 05:50 - What personal branding is all about  07:25 - The importance of actively communicating your value and the many ways you can do it 10:25 - Why women must actively showcase their accomplishments 11:47 - One simple tip to assess if your perceived value aligns with how you want to be seen 13:28 - Identifying gaps in your brand perception and crafting a clear narrative around your unique value 15:25 - Explaining how this personal branding assessment can apply to a team context 16:52 - Q: How is my brand articulated and how can I continually make sure that my brand is being developed and presented in a way that is always aligned to where I'm at? A: This is an aspect of reputation management, which is so important because this is not a one or done deal. You don't position your brand and then put it out there and never touch it again, or never contribute to it. It is a living ongoing process.  18:20 - Highlighting how a well-defined personal brand serves as a versatile foundation for increasing visibility   Key Takeaways: "Definitely, communication is a key part of branding. It has to be visible, and the only way to be visible is to communicate it." - Carol Parker Walsh "If people are giving you information that's not aligned with who you think you are and what you think is showing up in the world, then you know you have some work to do. And that information will give you knowledge to know where you need to start building things up, how you need to start articulating things better, and the areas in which you want to put out there." - Carol Parker Walsh "If you've taken Strengths Finder or Enneagram or any of those type of things, if there are some words in there, phrases that really align to who you are and what you want to present in the world, you can borrow from that information to help articulate the story and articulate your brand.” - Carol Parker Walsh   Ways to Connect with Carol Parker Walsh: LinkedIn: https://www.linkedin.com/in/parkerwalsh/ Website: https://www.carolparkerwalsh.com/   Ways to Connect with Sarah E. Brown: Website: https://www.sarahebrown.com LinkedIn: https://www.linkedin.com/in/sarahebrownphd Facebook: https://www.facebook.com/DrSarahEBrown To speak with her: bookachatwithsarahebrown.com  

I'm pretty good at juggling multiple commitments and responsibilities. In fact, my number one strength per StrengthsFinder is “responsible” and my spiritual gifts include the gift of administration. Yet when everybody needs something at the same time, it can get really hard, really fast.  And when I start to feel overwhelmed or discouraged, I've noticed that I usually end up retreating. In other words, I hide away.  Can you relate? We can't just ignore these seasons altogether. They are just a part of life. But by creating regular times of intentional solitude, we not only prepare ourselves for these overwhelming seasons, but we also give ourselves moments of peace and calm during them. Why is that? Why is solitude such a big superpower for introverts? Stick around and we'll explore that together. Kari   RELATED EPISODES: ·       Episode 173: [Written Spiritual Direction Session] Dialogue Journaling ·       Episode 166: God in the Midst of the Storm: A Devotional Reading of Mark 6:45-52 ·       Episode 164: 3 Key Lessons for Journaling in Difficult Seasons ·       Episode 159: Loneliness and Belonging: A Conversation with Sarah Westfall ·       Episode 118: Tips for Journaling In Front of Others ______ >> Free Journaling Workshop: 3 ways to encounter God on the pages of your journal http://lovedoesthat.org/journalingworkshop >> Journal Gently: An 8-week grief and trauma journaling program http://lovedoesthat.org/journalgently >> Speaking http://lovedoesthat.org/speaking   Music by DappyTKeys

374 Passion and The Road To Fulfilling Success   When we were kids we all wanted to be something extraordinary. We wanted to be magicians, doctors, paleontologists, astronauts, ballerinas, but somewhere along the way some of us lose that sparkle. We get sucked into the everyday routine of work and taking care of those around us. However that spark is not lost forever, sometimes existing as a fleeting ember of ambition that only needs to be cultivated to turn into a roaring flame of fulfilling success. In today's episode Sarah Elkins and Jimi Gibson discuss the importance of trying different paths in life and how there are many off ramps and back roads full of experiences to the destinations we want to reach.    Highlights You will always find a way out of a situation you are in. Those who care about you and believe in you will support you through the difficult times. Telling your own stories and the stories of others in a way that reflects who you are.   Quotes “I was going through my Strength's Finder and I was like, ‘I wonder where that came from?' I believe we're all born with these innate gifts.” “Depending on the size of the audience, you want to connect with who is in the audience.” “Everybody has their personal Abracadabra”   Dear Listeners it is now your turn, Think about yourself as a six or eight year old and the thumbprint you would have left behind in a story like Jimmy's, how would you decorate it? Would it be an artist? Would it be a musician? Would it be a nurse, or a doctor? Would it be a magician? Think back on that, and this doesn't mean that you have to become that as a career, but what it does mean is that whatever it was that brought you satisfaction about that as a child, is what you need to be seeking now.   And, as always, thank you for listening.    Mentioned  The Hero With A Thousand Faces Jimi's TEDX   About Jimi Jimi Gibson isn't your typical VP of Brand Communication. At Thrive Agency—a digital marketing juggernaut that's dominated the Inc. 5000 for seven straight years—Jimi leads with a no-BS approach, helping businesses grow instead of just chasing sales. With 200+ sharp-as-a-tack pros, Thrive delivers strategies built on what works, not what's pricey.   A digital marketer, author, magician, and TEDx speaker, Jimi sees websites as living, breathing machines that should constantly evolve to grow your bottom line. Using Thrive's rigorous 215-point Digital Health Analysis, he ensures no detail is overlooked and no opportunity is wasted.   As a Forbes Agency Council member, Jimi writes articles that cut through fluff and deliver insights that matter. From his magician's knack for creating unforgettable moments to his obsession with people-first business culture, Jimi's work is about one thing: making sure businesses don't just survive—they thrive.   Key Focus Areas:   Results-Driven Digital Marketing That Actually Delivers Websites That Work as Hard as You Do Finding Your Edge: Lessons from a Professional Magician Thrive's 215-Point Digital Health Analysis Building Culture That Puts People First Be sure to check out Jimi's LinkedIn, Facebook, and Instagram! As well as his website Thrive 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!

Guest Sarah Elkins is your guide to uncovering the right personal stories for the right audiences so executives, leaders, public speakers, and job seekers can clearly and effectively demonstrate their character, values, and vision. She is a storyteller, communication coach, author, and professional musician. As a Gallup-certified StrengthsFinder coach, Sarah uses that tool and story-sharing strategies as the foundation of her work with teams, improving communication to reduce tension and stress in the workplace. Why this episode matters This co-produced episode of “Getting Unstuck-Cultivating Curiosity” and “Your Stories Don't Define You, How You Tell Them Will” explores the power of objects to reduce division and foster connection. Podcast hosts Jeff Ikler and Sarah Elkins share the mic to discuss how objects hold deep personal significance, unlocking stories that help people relate to one another on a human level. They highlight how storytelling can be a tool for understanding and empathy, particularly in polarized times. Objects Hold Stories – Personal items often carry deep meaning and can serve as prompts for sharing stories that build connection and understanding. Storytelling Reduces Division – Sharing personal stories with the intention of connecting rather than persuading helps bridge divides in a polarized world. Listening is Key to Connection – Actively listening to others' stories fosters deeper relationships and a greater appreciation for different perspectives. Social Media/Referenced Your Stories Don't Define You, How You Tell Them Will Breaking Bread Village Podcasthon

372 The Art of Storytelling: Connection Over Persuasion, One Relationship At A Time   Time makes a folktale of the storyteller, and yet even hundreds if not thousands of years later, the stories that mattered -that we connect with- endure. To tell a story effectively means you need to connect with the person who is listening to you.  In today's episode Sarah Elkins and Jeff Ikler discuss the importance of genuine connection over persuasion in the art of storytelling, and how it is far more meaningful to build a bridge between one another, rather than forcing them to choose one side of the river.   Highlights What is something you can do to further your goals that relies on your strengths and your toolsets?  Who inspired you recently to continue your work?  What stories are you carrying with you? And what do you have that reminds you of that story?    Quotes “Everybody was being vulnerable, they were telling deeply personal stories and it was like they were letting us in before we had really been introduced.” “If you persuade, fine, but it's more important to connect.”   “And I am privileged to have sat at that dining room table.” “I loved feeding you at that dining room table.”   Dear Listeners it is now your turn, What stories can you tell to make a meaningful connection? What objects or unknown facts about yourself are you willing to share to strengthen the bonds of fellowship between you and another? Try to tell your next stories, not with the intent to persuade, but with the intent to make a meaningful connection with the person in front of you.” And, as always, thank you for listening.  Mentioned in this podcast The Breaking Bread Village Getting Unstuck Cultivating Curiosity Podcast Object Diaries Podcast Around The Kitchen Table Poem/Perhaps The World Ends Here Erin Patrice Episode Lisa Weiss Episode   About Jeff Jeff Ikler is Director of Quetico Career and Leadership Coaching, a firm dedicated to helping individuals overcome career issues and develop sustained changes in their leadership practices and organizations. He received his certificate in coaching from the Coach Training Institute. He is a certified innovation facilitator using the SIT (Systematic Inventive Thinking) process. Jeff holds a Master's in the Teaching of History along with a Bachelor's in History from the University of Illinois. He taught high school history in Maywood and Batavia, Illinois, for seven years. He is a former Executive Vice President at Pearson Learning where he directed the development of text- and technology-based products for all disciplines. Jeff is a co-author of Shifting: How School Leaders Can Create a Culture of Change. He is the host the “Getting Unstuck – Cultivating Curiosity” podcast. Supporting the agency of others is the river that has run through his entire career. Be sure to check out JEff's LinkedIn as well as Quetico Coaching and Consulting!   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!

« Je n'avais pas conscience que c'était des talents. Pour moi, c'était un peu le reflet de ma personnalité. Le fait d'être positive, j'étais consciente que j'étais de nature positive, mais de là à me dire que c'était un talent, je n'en avais pas forcément conscience. Ça m'a donné une puissance assez importante, de confiance en moi notamment. » Florence Chahid-Nouraï, directrice de la performance durable et de l'expérience client chez Icade, partage son parcours atypique et son rôle de pilote dans la réalisation du Village des Athlètes pour les JO de Paris 2024.Son Top 5 talents ? Positivity, Woo (Winning Others Over), Maximizer, Individualisation et Responsibility. Elle nous raconte comment ses talents lui ont permis de mener à bien ce projet titanesque, dans les délais et le budget, malgré les nombreux défis rencontrés (planning ambitieux, complexité du projet, et aussi le Covid, l'inflation, ...). Florence Hardy, dirigeante du Labo des Talents, met en lumière le bénéfice d'identifier clairement ses points de force :« Tu nous dis quelque chose qui est un véritable indice des talents, c'est quand on a l'impression d'avoir fait du normal, du naturel, et que quelqu'un nous dit 'merci, je suis rassuré' » Florence Chahid-Nouraï explique comment elle a constitué son équipe autour de la complémentarité des talents :« J'avais même affiché dans la base vie sur le chantier le tableau des talents de chacun. Et comme ça, ça devenait langage commun. Ah bah tiens, toi, t'es analytique, ça tombe bien parce que moi, pas du tout. » Comment rester authentique dans un monde professionnel qui tend à nous faire rentrer dans des cases ?Pourquoi la connaissance de ses talents est-elle un levier de performance collective ? Un épisode énergisant sur la puissance d'être soi-même et l'importance des relations humaines dans la réussite des projets. 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 ou sur www.labodestalents.frHébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Daron Earlewine emphasizes the importance of leveraging one's strengths rather than focusing on weaknesses. He shares insights from his journey, highlighting the power of responding to divine purpose rather than initiating on one's own. Through anecdotes and references to biblical teachings, Earlewine encourages listeners to maximize their unique potential, using assessments like StrengthsFinder to identify and develop exceptional talents. Learn how embracing your God-given strengths can lead to greater fulfillment and impact in life. Discover practical steps to becoming indispensable in your personal and professional endeavors.   Key Takeaways: Understanding your purpose involves recognizing the unique potential hardwired into you by God. Focus on strengths rather than weaknesses to become indispensable and exceptional. Rejecting the myth of being well-rounded can increase your impact and effectiveness. Leverage unique strengths to fulfill the potential for which you were created. God's focus is on the fulfillment of potential, not just the avoidance of mistakes.   Quotes: "You are created on purpose and for purpose." "Our life always has to be response, not initiative." "What I've begun to realize is that...God is really passionate about...all of the things he creates on purpose and for purpose." "People pay for tens. People promote tens." "If you operate in weakness long enough, you will begin to believe that you're weak."   For speaking inquiries, please go to: https://rb.gy/almn79 Daron Earlewine is on a mission to help others understand their unique design and to inspire them to make a significant impact in this world. Here are ways to work with Daron: ⚡️FREE: Jumpstart to Purpose HERE ➡️ https://rb.gy/4qpsgb ⚡️BOOK: The Death of a Dream HERE ➡️ https://rb.gy/a9ifwi ⚡️COACHING: Register HERE ➡️ https://rb.gy/0is05k  Connect with Daron on Social Media: https://www.daronearlewine.com/ https://www.instagram.com/daron.earlewine/ https://www.facebook.com/DEarlewine https://twitter.com/daronearlewine https://www.tiktok.com/@daron.earlewine

Summary In this conversation, Andy and Marie-Helene Pelletier explore the concept of resilience, particularly in the context of workplace challenges and personal well-being. They discuss the importance of understanding resilience as a state that can fluctuate rather than a fixed personality trait. Marie shares insights from her book, The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health. She emphasizes the need for strategic planning to enhance resilience and manage burnout. The discussion also covers cognitive patterns that can hinder resilience, the balance of life's demands and supplies, and practical steps to create a personalized resilience plan. Additionally, they touch on the role of parents in fostering resilience in children. This episode prepares you to handle the demands that come with leading teams and projects. Enjoy! Sound Bites “The class went great. I was a wreck.” "We know from research that resilience is not a personality trait. It's a state, which means it will fluctuate over time, which also means we can influence it." "Resilience is our ability to go through adversity and come out even stronger." "People will tend to minimize the demands they have, and then on the supply side, people will tend to overestimate the sources of energy they have." "I think we too easily sacrifice our self-care. We wait for things to fall apart and then we're like, ‘Oh, I hit burnout.' What if we were able to put together a resilience plan?” Chapters 00:00 Introduction 02:02 Start of Interview 02:14 What Got You Into Psychology? 04:00 Understanding Resilience Misconceptions 05:45 Is Resilience Just Genetics And Personality? 08:01 The Role Of Context In Resilience 10:43 BEAR Thinking 14:25 Supply And Demands Inventory 18:13 The Role Of Values 26:02 Applying Resilience Strategies To Parenting 28:42 End Of Interview 29:07 Andy Comments After The Interview 32:17 Outtakes Learn More You can learn more about Marie-Helene and her work at DrMarie-Helene.com/. For more learning on this topic, check out: Episode 398 with Dr. Neha Sangwan about her book on burnout. Episode 132 with StrengthsFinder author Tom Rath about energizing the burned out project manager. Episode 106, also with Tom Rath, about his book Eat, Move, Sleep. Thank you for joining me for this episode of The People and Projects Podcast! Talent Triangle: Power Skills Topics: Resilience, Burnout, Mental Health, Self-Care, Leadership, Personal Development, Emotional Intelligence, Workplace Wellness, Project Management The following music was used for this episode: Music: ImageFilm34 by Sascha Ende License (CC BY 4.0): https://filmmusic.io/standard-license Music: Chillhouse by Frank Schroeter License (CC BY 4.0): https://filmmusic.io/standard-license

How can self-assessment tools transform your leadership approach?In this episode, Scott Joseph explores the pivotal role of self-awareness and self-assessment in business and leadership growth. Sharing his journey with J&L Marketing, Scott reveals how confronting his blind spots led to dramatic business growth. Tune in to learn practical steps, powerful tools, and actionable insights to unlock your full potential.Join Scott as he explores: * The critical importance of self-awareness in leadership and business growth.* Scott's personal story of resisting, then embracing, a pivotal business model shift.* How reducing the sales team from 30 to 3 employees led to increased ROI and client satisfaction.* Practical self-assessment tools like Myers–Briggs Type Indicator (MBTI), Big Five Personality Traits, and CliftonStrengths.* Why bold, data-driven decisions outperform fear-based choices.* How joining a mastermind group like Me Plus Ultra can accelerate business breakthroughs.Chapters: (02:00) Self-Awareness in Leadership(05:00) Scott and J&L Marketing(07:45) Resisting Change (13:30) Tools for Self-Assessment (16:30) A Self-Awareness Action Plan (19:45) Me Plus Ultra MastermindsResources discussed in this episode: * Myers-Briggs Type Indicator (MBTI): https://www.myersbriggs.org/ * Big Five Personality Traits: https://bigfive-test.com/ * CliftonStrengths (formerly StrengthsFinder) by Gallup: https://www.gallup.com/cliftonstrengths/en/252137/home.aspx BUSINESS, BOURBON & CIGARSBe sure to subscribe so you don't miss any episodes. * Apple Podcasts: https://apple.co/3SN2fHn * Spotify: https://spoti.fi/49EwtTo * YouTube: https://www.youtube.com/@MePlusUltraNetwork/podcasts Business, Bourbon & Cigars is the preeminent resource for ambitious leaders who want a backstage pass to the top. Each episode, we sit down with ultra-successful executives and industry leaders who share their insider strategies for growth and success. And of course, we may even sip on some of the finest bourbon and light up our favorite cigars while we chat.Each week, we bring you in-depth interviews with high-level executives and industry leaders who have a proven track record and in-depth understanding of what it takes to grow a business. They'll share their no-nonsense approach, the challenges they faced on their journey to the top, and the strategies that helped them overcome obstacles and forge their own path to ultra-success.ME PLUS ULTRA Transform your business and redefine your world with Me Plus Ultra-virtual masterminds and leadership retreats: https://MePlusUltra.com Me Plus Ultra is a place where visionary entrepreneurs come together, not just to network, but to forge lasting connections, inspire one another, and grow their businesses with confidence and purpose. With exclusive access to industry-leading knowledge,...

THE BACKSTAGE | What if the key to a thriving team isn't just hard work, but truly understanding what makes each person exceptional? In this episode, Vic, Anna, Abbie, and Dylan dive into the power of recognizing and utilizing Unique Abilities®. They share their own journeys of self-discovery, how other tools like the Enneagram and StrengthsFinder impacted discovering their Unique Abilities®, and unpack how embracing individual strengths leads to better teamwork, personal growth, and organizational success.    Access Unique Ability® resources here.   Speakers: Dylan de Bruin, Broker/Owner Vic Stefansen, Director of HR, Care & Connection Anna Culbertson, Director of Operations Abbie Dorwart, Director of Marketing    Subscribe to the More Than More Podcast for new weekly episodes as we discuss building meaningful and impactful businesses, careers, and lives through real estate.   Apple Podcasts Spotify YouTube

In this episode of THE MENTORS RADIO, Host Tom Loarie talks with James Asplund, Chief Scientist at Gallup and one of the world's leading experts on strengths-based development, diving into one of the most powerful tools for personal and professional growth—CliftonStrengths or more widely known as Strengths-Finder 2.0. Strengths-Finder 2.0 can unlock your own potential, as it has for more than 35 million people worldwide! If you've ever wondered why some people thrive while others struggle, the answer often comes down to understanding and using their natural strengths. Asplund spent years researching how focusing on what we naturally do best leads to greater success, fulfillment and even happiness. In this episode we explore why knowing your strengths can change the way you approach work, leadership, relationships and life itself. Get ready for a fascinating conversation that just might change how you see—and appreciate—yourself and others better. LISTEN TO the radio broadcast live on iHeart Radio, or to “THE MENTORS RADIO” podcast any time, anywhere, on any podcast platform – subscribe here and don't miss an episode! SHOW NOTES: JAMES ASPLUND: BIO: https://speakerpedia.com/speakers/jim-asplund BOOK: StrengthsFinder 2.0, from Gallop: Discover your CliftonStrengths WEBSITE: DISCOVER - How are YOU unique, and what gives YOU an edge over others? The CliftonStrengths(R) 34 Report — Assessment Tool —Discover your strengths and get customized insights about what you do best, and then use your strengths to succeed in everything you do. OTHER RESOURCES: What we learned from 25 Million CliftonStrengths Assessments - by James Asplund and Adam Hickman Fighting Burnout with Strengths - by James Asplund and Corey Tatel

In Episode 178, Marsha discusses the final episode in the mini-series on conflict resolution, emphasizing the importance of trust and leadership in managing conflict effectively. She highlights Patrick Lencioni's model on constructive conflict and M. Scott Peck's stages of community building. To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/conflict-community-confidence.To find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

Discovering and developing your strengths is the best path to reaching your potential--and there is a powerful way to use them with a team.  Mark's brother joins the podcast to explain CliftonStrengths, a.k.a. StrengthsFinder. Luke Ramsay was Gallup's third certified Strengths Coach in the state and has given more than a thousand assessments.  Email Luke here. Purchase "Born to Build" here.  Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Cécile Moreau est Global Client Leader chez Publicis. Connectée à énormément de géographies à travers le monde (France, Japon, Brésil entre autres), elle aide les entreprises à construire des marques globales qui parlent aux consommateurs.Il y a quelques années, Cécile a découvert avec excitation le test CliftonStrenghts développé par Gallup. « J'ai apprécié la philosophie qui sous-tend l'outil : on ne cherche pas la perfection mais à faire fructifier sa zone d'excellence. Mettre des mots sur des choses qu'on peut savoir intuitivement, ça permet de comprendre ce qui est facile pour moi et ce qui me met en énergie. »Son top 5 talents ? Connectedness, Strategic, Relator, Activator, ArrangerPour Cécile, il n'existe pas de modèle unique de leadership. Chacun doit trouver son propre style. « Personnellement, j'ai un style de leadership adaptatif. Et en tant que leader proche de mes équipes, je prends un peu de temps avant d'accorder ma confiance, mais ensuite c'est profond. »Parmi tous ses talents, Cécile Moreau a une affection toute particulière pour Connectedness. « C'est un talent que j'aime particulièrement. Avec ce talent, on part du principe que rien ne se fait par hasard, que toutes les choses ont un sens, voire parfois on voit des signes partout. Il apporte une profondeur dans l'analyse et la vision de la vie en général. On trouve des connexions entre des sujets très différents, et ça permet de donner du sens aux situations les plus complexes. »Comme l'affirme Cécile, la démarche talents a des conséquences sur nos propres motivations.« C'est fascinant de faire le test à l'échelle collective, parce que ça permet de se rendre compte des talents de l'équipe. Derrière, on comprend comment mieux faire fonctionner une équipe en jouant sur la complémentarité des uns et des autres. Ça permet aussi d'identifier quels sont les membres de l'équipe qui pourraient se sentir isolés du groupe parce qu'ils n'ont pas les mêmes talents que les autres, et donc il faut faire attention à ce que leur voix soit bien entendue, qu'ils aient bien un rôle qui s''inscrit dans le collectif. Ca donne des clés au leader pour connecter son équipe ».Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

In this episode of PivotMe, April challenges the common belief that success comes from fixing weaknesses. Instead, she reveals why focusing on strengths is the real game-changer. We've all been told to be “well-rounded,” but that mindset keeps many of us stuck. April breaks down how to identify, believe in, and fully leverage our strengths to create real momentum in life and business. By the end of this episode, you'll learn: ✅ Why strengths matter more than weaknesses. ✅ How to identify and own your unique abilities. ✅ How to leverage them for massive impact.

Send us a textDoes your personality influence your calling? You know, those personality tests everyone's taking… can they tell us anything about how God might use us in His kingdom?This isn't just about Myers-Briggs letters or Strengthsfinder results. It's about understanding how God uniquely crafted you AND how He calls you. We've seen plenty of ministry books trying to crack this code, but what does Scripture actually say about it?We're breaking down: • God's blueprint for our calling • When natural wiring meets divine purpose • Biblical keys for discerning your calling • Why getting this right changes everything • Real talk about personality tests in the churchWe'll dive into the modern psychological application of the Munus Triplex—as seen in the works of theologians like John Frame and Vern Poythress and also the APEST model popularized by Allen Hirsh.Whether you roll your eyes at personality tests or you've got your MBTI in your social media bio, this episode will challenge you to think biblically about God's calling on your life. Join us as we navigate this intersection of personality and purpose - no personality quiz required!

For Episode 175, Marsha discusses the accommodating conflict response mode, emphasizing its intentionality and power in building relationships.To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/be-our-guest.To find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

365 Tools For Success In the path to thriving and enjoying your life you must be able to identify and utilize the tools unique to your skills and values. Not everyone can use the same tool kit, just like plants require different soil to grow, we also require our own unique environment to grow.  In this episode Sarah Elkins and Gina Riley discuss the importance of the unique tools we acquire through life and the best way to utilize these tools.    Highlights The influences that shape our lives, developing our clarity over time. You can't see your potential from the inside, you need people in your life to help you build the perfect future. What unique and powerful tools do you have?   Quotes “I think that understanding our own why, and I'm not going right to the Simon Cynic material which is great, but truly just getting angered in the thing that motivates us deep down to push forward in life.”  “I'm not always right, and I try to check my assumptions, because with maturity we realize we aren't always right.” “I think that there's so much power for all of us; men and women, to embrace  the things that we naturally show up with. And if we're working against it we're just working against ourselves.”   Dear Listeners it is now your turn, Regardless of the tool you use to self-reflect, to hold up that mirror, maybe it's time now to really decide to look at that and choose how you want to show up, who you want to be And to identify the stories that demonstrate those qualities, those skills, those values. I really encourage you to look in that mirror, whatever tool you choose to use, whether that's friends and family and asking them to honestly let you know how you appear to them, how you show up for them, or taking an assessment and talking to a coach to walk you through it.       And, as always, thank you for listening.    About Gina Gina Riley is transforming how executives approach job search and career transitions. With nearly a decade in corporate Human Resources at Intel Corporation and later as an executive search consultant for Talence Group, she has led CEO, COO, and CFO searches across industries, trained hundreds in talent selection, and gained unique insight into what makes candidates stand out in competitive leadership searches. As a career coach, she developed the Career Velocity TM framework—an action-oriented and proven system that has helped countless executives navigate successful transitions. A two-time DisruptHR speaker and thought leader in career progression, Riley holds a master's degree and is a certified YouMap® coach and behavioral interview skills training expert. Her expertise spans networking strategy, leadership development, and executive presence, making her a trusted advisor for leaders preparing for strategic career moves. She has appeared on over 30 podcasts, including the popular Find Your Dream Job, downloaded over 18,000 times. Her popular series “How Your Next Executive Role Finds You” and extensive catalog of career-related articles, including contributions to the Forbes Coaches Council, have established her as an authority in executive career development. In her first book, to be released with Advantage Forbes Books, Qualified Isn't Enough, Riley shares her comprehensive understanding of both sides of executive hiring—including what is discussed in the boardroom—to provide readers with insider knowledge and practical frameworks for advancement. Her unique perspective and systematic approach have helped leaders at all levels transform their careers. Find more of her insights and resources at Be sure to check out Gina's LinkedIn, Gina Riley Consulting, Her Masterclass Series, Her LinkedIn Newsletter, and Her Forbes Article!     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 Best Boss Podcast, Danny Ceballos and members of The Hive of expert coaches explore the delicate balance between decisive action and thoughtful deliberation, sharing research, real-world insights, and actionable strategies. Through practical examples and thought-provoking discussions, the coaches examine the importance of understanding personal and team tendencies, leveraging tools like Positive Intelligence, and embracing the nuances of decision-making in a fast-paced world. Whether you're a quick starter or a deliberate planner, this episode offers invaluable lessons for leaders looking to enhance their effectiveness. Key Takeaways The Speed Paradox: Effective leadership requires balancing speed and deliberation. Quick decisions can drive innovation but must be tempered with thoughtful strategy. Positive Intelligence (PQ): Practices like PQ reps help leaders transition from reactive to reflective states, enhancing clarity and decision-making. Go Slow to Go Fast: Slowing down can lead to better long-term outcomes, reducing burnout and improving decision-making for both individuals and teams. Strategic vs. Tactical Action: Quick actions are ideal for tactical tasks, while strategic initiatives often benefit from deliberate planning and reflection. The Cost of Rushing: Rushing decisions can lead to mistakes, misalignment with core values, and suboptimal results, especially in complex environments. Know Your Leadership Style: Tools like Kolbe, DISC, and StrengthsFinder can help leaders and teams understand their natural tendencies and work more cohesively. Adapt to Context: Decision-making should align with the nature of the task, whether it's hiring, crisis management, or long-term planning. Build Awareness: Understanding personal and organizational tendencies can help teams balance speed with deliberation, fostering collaboration rather than conflict. Seasons of Leadership: Leadership requires acknowledging natural cycles—times for planning, action, and reflection—to maximize effectiveness. The Power of the Hive: Leveraging diverse perspectives and strengths within a team leads to more balanced and effective decision-making. Resources mentioned in this episode: Positive Intelligence (PQ) - https://www.positiveintelligence.com/ Kolbe Assessment - https://www.kolbe.com/ DiSC Assessment - https://www.discprofile.com/ StrengthsFinder - https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx "The Hive" is ... Cynthia Gene Maloney — https://cynthiagene.com, https://www.linkedin.com/in/cynthia-gene-maloney/ Doni Landefeld — https://themetamorphosiscoach.com, https://www.linkedin.com/in/donilandefeldphdmetamorphosiscoaching/ Kathleen Fanning — https://www.kathleenfanningcoaching.com, https://www.linkedin.com/in/kathleen-fanning/ Mary Fineis — https://www.gamechangercoaching.life Svetlana Parilova — https://www.linkedin.com/in/svetlana-parilova/ Taryn Laakso — https://tarynlaakso.com/, https://www.linkedin.com/in/tarynlaakso/ If you love this show, please leave us a review. Go to https://ratethispodcast.com/bestboss and follow the simple instructions. Get the full show notes and more information here: https://unleashedconsult.com/podcast/ Please click the button to subscribe so you don't miss any episodes and leave a review if your favorite podcast app has that ability. Thank you! © 2022 - 2025 Danny Ceballos

In Episode 174, Marsha discusses the "compete" conflict resolution mode from the Thomas Kilmann model, highlighting its characteristics: high assertiveness and low cooperativeness.To access a full transcript of this episode, please visit http://www.marshaclarkandassociates.com/transcripts/my-way-or-the-highway.To find out more about Marsha or to purchase a copy of her book, "Embracing Your Power: A Woman's Path to Authentic Leadership & Meaningful Relationships," visit her website at www.marshaclarkandassociates.com.

Feedback or Questions? Send us a text!1 Big Idea:Authentic leadership is about who you are, not just what you do.5 Ways You Can Apply This:Clarify Your Strengths - Recognize natural leadership abilities and take assessments like Strengthsfinder or DISC.Identify Gaps - Reflect on areas for growth in knowledge, communication, experience, and motivation.Align with Purpose - Define your leadership purpose and ensure it honors your Core Values.Integrate Life Principles - Apply aspirational traits like Intentional Optimism to improve leadership.Address Challenges - Use Core Values and DISC insights to navigate leadership challenges effectively.3 Questions to Ask Yourself:What are your top three leadership strengths?Which skills do you want to develop this year?How do your Life Principles guide your leadership decisions?Special Resource:Download the Leadership Self-Assessment to reflect on your strengths, gaps, and Core Values. Set actionable steps for growth over the next 30 days.Download the Self-Assessment Here https://www.theintentionaloptimist.com/leadershipassessment Podcast Episodes Mentioned:Embrace Your Working Genius: Unleash Your Best Self with Charity MedinaDiscovering Your Unique Strengths: Navigating CliftonStrengths with Allegra SteinNeed a Set of Life Principles? Discover the Power of Intentional OptimismOther Resources MentionedGallup Clifton Strengths 34 - $59.99, but the best strengths assessment I know.DISC Products PageThe One-Minute Manager, by Ken Blanchard and Spencer JohnsonLive2Lead LeaderPass: Access inspirational content from world-renowned speakers. Live2Lead Lynchburg: January 31, Lynchburg, VACore Values Coaching Program (Beta): Discover your unique values and integrate them into every aspect of your life. Core Values Course: A self-paced guide to uncovering your unique values and living with intention. Check us out on YouTube: https://youtu.be/j00ssr6pzkw For a deeper discussion, DM me @theintentionaloptimist (IG or LI) or email me at andrea@theintentionaloptimist.com.Please leave us a rating and review!Apple: scroll to the bottom, choose a rating, and write a review.Podchaser (Android): you can go to Skillshare: Spark your creativity.Get 40% Off Annual MembershipDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show

« Aujourd'hui, mes talents, je les conçois comme un jeu de cartes. Chacune de mes cartes peut être activée ou combinée selon le contexte et les interactions à mettre en œuvre. »Laeticia Balac-Ruscher, directrice supply chain et systèmes d'information, partage son parcours et son goût pour l'apprentissage, ainsi que sa capacité à fédérer les équipes.Son Top 5 de talents ? Learner, Achiever, Discipline, Analytical et Individualisation.Elle nous explique comment transformer les défis en opportunités et mobiliser les forces de chacun pour atteindre des objectifs communs.Florence Hardy, dirigeante du Labo des Talents, souligne l'importance de son talent d'Individualisation :« Grâce à cette capacité à cerner chaque personne pour qui elle est, je pense que tu crées les conditions d'un contrat de confiance et d'une relation privilégiée avec chacun.»Pendant la crise du Covid, Laeticia, alors responsable des entrepôts d'Île-de-France pour un groupe de retail alimentaire, raconte :« Il fallait alimenter tous les magasins. En donnant confiance à l'équipe, je savais que nous trouverions un chemin ensemble. »Elle dévoile également sa méthode unique avec son carnet mauve pour structurer ses apprentissages, et son approche collaborative pour combiner les talents au sein de ses équipes.Comment place-t-elle le collectif au centre de son leadership ? De quelle manière cette approche favorise-t-elle l'énergie et les opportunités au sein de son équipe ?Un épisode inspirant sur la puissance des talents et l'importance d'avancer ensemble.Hébergé par Ausha. Visitez ausha.co/politique-de-confidentialite pour plus d'informations.

Mistakes can be costly, but they're also where the greatest lessons are found. Dr. Eric DiMartino shares his journey from solo practitioner to CEO of an associate-driven practice, offering invaluable insights on delegation, building strong systems, and creating a high-performing team. He breaks down common pitfalls chiropractors face during the build phase and provides actionable strategies for overcoming them, including defining roles, mastering patient conversions, and leveraging strengths for sustainable growth. This episode is a must-listen for any chiropractor ready to move beyond the owner-operator mindset and lead their practice to the next level.Key Highlights00:49 – Introduction to Dr. Eric DiMartino, highlighting his experience and focus on sharing costly mistakes chiropractors make during the build phase.03:09 – Discussion on the transition from owner-operator to building a practice that runs effectively without the doctor being the sole driver.05:15 – The importance of identifying personal strengths and weaknesses through tools like StrengthsFinder and delegating tasks outside your zone of genius.07:30 – How hiring team members with complementary strengths leads to a more balanced and productive practice.09:52 – Using tools like ProScan or DISC analysis to match team members to roles in their "zone of genius" for optimal results.14:13 – Steps for effective delegation, from identifying and assigning tasks to training, trusting, and verifying team performance.20:07 – How effective training empowers team members to solve problems independently, reducing dependence on the doctor.22:27 – Creating defined systems and manuals to ensure consistency, predictability, and a seamless patient experience.28:14 – The critical role of empathy during day one patient interactions and the importance of connecting to their story before offering care recommendations.30:34 – Why patients need to own their problem for effective care recommendations, shifting the focus from selling to solving. Resources MentionedRegister Now for the TRP Remarkable Team Building Immersion - January 31 and Feb 1, 2025 in Tampa, FL and Feb 28 and Mar 1, 2025 in Brisbane, AUS - https://theremarkablepractice.com/upcoming-events/ To schedule a Strategy Session with Dr Lona: https://go.oncehub.com/DrLonaBuildPodcastTo schedule a Strategy Session with Dr Bobby: https://go.oncehub.com/DrBobbyBuildPodcastLearn what it takes to be Remarkable!: https://theremarkablepractice.com/Learn more about the Build Your Remarkable Practice: https://theremarkablepractice.com/build-your-remarkable-practice-podcast/Learn more about the Remarkable CEO Podcast: https://theremarkablepractice.com/podcast/Learn what it takes to be Remarkable!: https://theremarkablepractice.com/

363 Taking Inventory As the New Year begins it's time for us to take a step back and reflect on the stories, messages, and values we want to bring into 2025. Just like tending to a garden by removing weeds and adding nutrients, we must also tend to the garden of our lives.  In this episode Sarah Elkins, Emily McVey, and Chris Wang discuss the stories that shaped them into who they are as well as how they have chosen to tell their stories through thoughtful and meaningful actions.   Highlights What are the coping strategies you developed? What connects you to other people? Even if you've never seen them.  What skills did you develop from a chaotic situation that manifested into a valuable tool for you to use throughout life? What generational curses are you breaking? What situations will you never allow others to endure because you had to endure them? Remember to step back and look at the bigger picture, instead of viewing the situation through a lens or holding the subjects to a higher standard. What brings you peace and calm?   Quotes “If you play music, if you play an instrument, and you listen to the music, it's almost like you're having a dialogue with this person even though you've never seen them.” - Chris Wang “We are not doing this to our children.” -Emily McVey “There's the traditional definition of success which is more tied to- you know- maybe more defined by money and career and that kind of stuff, which I kind of pursued and did my share, but then I realized it's incomplete. I was still deeply unhappy.” -Chris Wang “Don't go out on the floor and ask the girls to work on their issues if you're not willing to work on your own.” -Emily McVey   Dear Listeners it is now your turn, What inventory are you gonna take about what you ran from or what you're running toward? And who in your life needs to hear from you? That you believe in them and that you're there to support them and to help them move into whatever they're running toward. And, as always, thank you for listening.    About Emily Emily has lived in Montana her whole life. She and her husband, Mike, raised their three children in Helena, participating in several extracurricular activities such as Boy Scouts and all of the sports. Emily's background includes a formal education in culinary arts, sociology, and public relations, and she has a master's degree in public administration. Her nonprofit experience includes working at Florence Crittenton Home, Montana Youth Homes under Rocky Mountain Development Council, as well as volunteering for many other nonprofit organizations and is a suicide prevention QPR trainer. Emily worked for the State of Montana for six years and continues to contract services for licensing kinship foster families for Child and Family Services. Emily also now does home visits for the FLEX student exchange program. Emily was glad to return to the nonprofit sector in 2019 to work alongside other nonprofits to make meaningful change happen in the tri-county area. When she is out of the office, Emily enjoys cake decorating, and trying out new hobbies by taking adult education classes. Be sure to check out Emily's Facebook, Instagram, and LinkedIn! As well as the links she provided for more information about ACE; Violence Prevention, ACE Quiz, and Know Your Resilience Score.  About Chris Not Available.   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!

Discover how eight dimensions, along with strengths, can help you in your quest to build strong, collaborative partnerships. Join Jillian White and Jim Collison and see what the future of work looks like. View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654866/building-intentional-strengths-empowered-partnerships.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Discover how eight dimensions, along with strengths, can help you in your quest to build strong, collaborative partnerships. Join Jillian White and Jim Collison and see what the future of work looks like. View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654866/building-intentional-strengths-empowered-partnerships.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

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 1553: Laura Stack examines whether people in their dream jobs are inherently more productive, exploring the role of passion, alignment with strengths, and workplace environment in boosting efficiency. Learn how finding joy and purpose in your work can unlock higher levels of performance and satisfaction. Read along with the original article(s) here: http://theproductivitypro.com/blog/2008/08/are-people-who-have-their-dream-jobs-more-productive/ Quotes to ponder: "Passion fuels productivity when your work aligns with your strengths." "When you enjoy what you do, focus and energy flow naturally." "Productivity thrives in an environment where purpose and enthusiasm meet." Episode references: Drive: The Surprising Truth About What Motivates Us: https://www.amazon.com/Drive-Surprising-Truth-About-Motivates/dp/1594484805 StrengthsFinder 2.0: https://www.amazon.com/StrengthsFinder-2-0-Tom-Rath/dp/159562015X Learn more about your ad choices. Visit megaphone.fm/adchoices

361 Tools For Change Change is an unstoppable force of nature. From the great Rocky Mountains to the spring flowers, all of us are subject to change, whether it be for positive or negative is entirely up to you and the choices you make in utilizing your skills and natural talents.  In today's episode Sarah Elkins and her guest Sally Magee discuss how change can be dealt with in a constructive and helpful way to not only better yourself but those in your life as well.   Highlights Personal experience affects professional experience, and we need to find balance. Sometimes a language barrier or miscommunication can leave a humorous memory you can bond over. Using every tool in your arsenal to help yourself and others. Set a small but manageable goal.    Quotes “I think sometimes people get short sighted in seeing the tool for; “Oh, well this only applies at work, or it only applies in certain areas” You know; “At work I'm this way, at home I'm this way.” And your strengths apply to every part of your life and there is no separation.” “Our strengths are our natural way of being.” “Dive into something where you can build relationships with other people who are on a similar path as you.”   Dear Listeners it is now your turn, It doesn't have to be about sobriety necessarily, but a big goal in terms of redefining what you want out of life and how you're gonna get it. Using your natural talents to first of all identify what that why is; Why do you want to make a change? And then using your talent to really be successful in making a significant change in your life. I'm really curious, what will be your big change, what is the transformation you're seeking? Is it to be sober? Is it to lose weight? Is it to start your own business?   And, as always, thank you for listening.    About Sally Hi, I'm Sally! Founder of Magee Coaching Solutions, a Strengths-Based Sobriety Coaching practice, that provides a judgment-free coaching services for “gray area drinkers” to examine their relationship with alcohol. For the sober-curious, I run an Alcohol-Free Challenge and 31-Day Course, and for the “sober-serious” I offer a 6-month coaching experience. I'm passionate about helping people experience life on the other side of alcohol and thrive alcohol-free. Be sure to check out Sally's Facebook, Instagram, and LinkedIn! As well as her website Magee Coaching!   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!

Learn about an organization that is building an engaging workplace culture and the steps it is taking to make it happen. Join iHerb's Elizabeth Luzardo and Gallup's Katie Humble and Jim Collison for an informative discussion on how to successfully navigate the challenges of engaging your organization's employees.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654671/from-clock-in-to-buy-in-building-culture-that-inspires.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Learn about an organization that is building an engaging workplace culture and the steps it is taking to make it happen. Join iHerb's Elizabeth Luzardo and Gallup's Katie Humble and Jim Collison for an informative discussion on how to successfully navigate the challenges of engaging your organization's employees.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654671/from-clock-in-to-buy-in-building-culture-that-inspires.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Learn how organizations can build thriving cultures that are human-centric and growth-oriented as they focus on strengths. Join Gallup's Jillian White and Jim Collison for an engaging discussion of the future of work.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654476/building-human-centric-growth-oriented-organizations.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Learn how organizations can build thriving cultures that are human-centric and growth-oriented as they focus on strengths. Join Gallup's Jillian White and Jim Collison for an engaging discussion of the future of work.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/654476/building-human-centric-growth-oriented-organizations.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Text us your thoughts on the episode or the show!Renowned designer Kelly Robinson joins us to share her transformative approach to environment design, exploring the profound impact our surroundings have on mental health and adaptability. From her work with tech giants like Airbnb and Headspace to guiding individuals as their homes became workspaces during the pandemic, Kelly offers a unique insight into crafting spaces that nurture the human spirit. Her intuitive design philosophy not only addresses functionality but also supports well-being, offering practical advice for those adjusting to new living and working conditions.In an emotionally charged conversation, we embrace the power of vulnerability in the workplace. Through personal stories of grief and resilience, we uncover how such experiences can reshape professional interactions and lead to more empathetic and cohesive teams. By fostering an environment where employees feel comfortable sharing personal challenges, we reveal the potential for workplaces that prioritize emotional intelligence and compassion. This dialogue challenges the traditional view of professionalism, urging leaders to balance strategic thinking with genuine care for their team members.Our discussion further ventures into the intricate dynamics of team roles, from the strategic "rocket builders" to the emotionally attuned "nurturers." With insights from tools like StrengthsFinder and Myers-Briggs, we highlight the importance of understanding diverse personalities and working styles to create inclusive and value-driven environments. As we navigate the complexities of neurodiversity and leadership, we emphasize the significance of empathy, accountability, and embracing diverse perspectives to foster innovation without overlooking well-being. By incorporating elements of psychology into leadership training, we inspire a shift towards a more holistic approach to management that values both human connection and business success.Episode Brought to You By MO Pros The #1 Community for Marketing Operations ProfessionalsSupport the show

Bring greater effectiveness to your coaching as you learn from someone who has built a thriving community of coaches. Join Jim Collison and guest Amy Shuman from the University of California, Davis, and discover more.View the complete transcript for this webcast, along with audio and video, at https://www.gallup.com/cliftonstrengths/en/653681/cultivating-community-coaches.aspxLearn more or purchase the new CliftonStrengths for Leaders report: www.gallup.com/cliftonstrengths/en/403427/cliftonstrengths-for-leaders.aspxAre you enjoying this podcast? Make sure you follow us or leave a comment or review, so more people can learn about their natural talents.Other ways to stay connected:Follow us on LinkedIn: https://www.linkedin.com/showcase/cliftonstrengthsFollow us on Instagram: https://www.instagram.com/cliftonstrengths/Follow us on Twitter: https://twitter.com/CliftonStrengthFollow us on Facebook: https://www.facebook.com/CliftonStrengthsFor more information about strengths, visit gallup.com/cliftonstrengthsSubscribe to our CliftonStrengths Newsletter: https://www.gallup.com/cliftonstrengths/en/348236/cliftonstrengths-newsletter.aspx

Request A Customized Workshop For Your Company: https://www.americannegotiationinstitute.com/services/workshops/ What makes a great leader? In this highlight reel from the Negotiate Anything Podcast, we dive into four essential tips to help you become a more persuasive and effective leader. You'll discover how to: Build Trust – Establish a solid foundation by gaining the confidence of your team. Set the Tone – Lead with clarity and positivity to inspire your group. Listen Actively – Understand others better by truly hearing their perspectives. Stay Flexible Under Pressure – Learn how to adapt when things don't go as planned. These practical insights will help you lead with confidence and elevate your career. Tune in and unlock your leadership potential! Highlighted Episodes: Becoming a Better Leader Through Empathetic Stoicism with Ariana Tadler: https://podcasts.apple.com/us/podcast/becoming-better-leader-through-empathetic-stoicism/id1101679010?i=1000513634766 Blending Leadership and Diversity With Dr. Stefanie K. Johnson: https://podcasts.apple.com/gb/podcast/blending-leadership-and-diversity-with-dr-stefanie/id1101679010?i=1000562182225 Effective Leadership: How to Make the Best Out of Your Difficult Conversations: https://www.americannegotiationinstitute.com/podcast/effective-leadership-how-to-make-the-best-out-of-your-difficult-conversations/ How To Be a Leader and Persuade Others: The Science of Influence and Negotiation With Jade Davis: https://podcasts.apple.com/us/podcast/how-to-be-a-leader-and-persuade-others/id1101679010?i=1000579889294 How to Be an Effective Leader While Under Pressure With David Arrington: https://podcasts.apple.com/ca/podcast/how-to-be-effective-leader-while-under-pressure-david/id1101679010?i=1000504283171 Leadership 101: How to Understand and Develop Your Strengths with Monique Betty, Strengthsfinder: https://podcasts.apple.com/us/podcast/leadership-101-how-to-understand-and-develop-your/id1101679010?i=1000536371923&l=nb Contact ANI Request A Customized Workshop For Your Company: https://www.americannegotiationinstitute.com/services/workshops/ Follow Kwame Christian on LinkedIn: https://www.linkedin.com/in/kwamechristian/ The Ultimate Negotiation Guide: https://www.americannegotiationinstitute.com/guides/ultimate-negotiation-guide/ Click here to buy your copy of How To Have Difficult Conversations About Race!: https://www.amazon.com/Have-Difficult-Conversations-About-Race/dp/1637741308/ref=pd_%5B%E2%80%A6%5Df0bc9774-7975-448b-bde1-094cab455adb&pd_rd_i=1637741308&psc=1 Click here to buy your copy of Finding Confidence in Conflict: How to Negotiate Anything and Live Your Best Life!: https://www.amazon.com/Finding-Confidence-Conflict-Negotiate-Anything/dp/0578413736/ref=sr_1_1?crid=2PSW69L6ABTK&keywords=finding+confidence+in+conflict&qid=1667317257&qu=eyJxc2MiOiIwLjQyIiwicXNhIjoiMC4xNCIsInFzcCI6IjAuMjMifQ%3D%3D&sprefix=finding+confidence+in+conflic%2Caps%2C69&sr=8-1 What's in it for you? Exclusive Advice: Gain insights from top negotiation experts. Community Support: Connect with a like-minded community focused on growth. Personal & Professional Growth: Unlock strategies to enhance every aspect of your life. You deserve to negotiate more of the best things in life, and now you can! Don't wait—be the first in line to experience this game-changing resource.

Conor Gallagher is an accomplished CEO, author, public speaker, and board member, with extensive experience in both for-profit and non-profit sectors. He is the founder of Well-Ordered Family and the CEO of multiple businesses, including Good Will Publishers and TAN Books. He also serves as the Executive Director of the Benedict Leadership Institute at Belmont Abbey College and sits on their Board of Trustees. Conor has authored several books, such as ‘If Aristotle's Kid Had an iPod', ‘Still Amidst the Storm', and ‘Well-Ordered Family', focusing on personal growth, parenting, and family life Today, Conor Gallagher, delve into the art of managing diverse temperaments within your family, fostering deeper relationships, and the critical practice of discernment in decision-making. Larry and Conor explore tools and strategies for conflict resolution, enhancing unity, and balancing the fluctuating dynamics between children.  They discuss the practical application of assessment tests both in professional and personal landscapes, sharing intimate anecdotes that illuminate the importance of understanding individual strengths and temperaments. Larry and Conor also tackle decision-making and problem-solving challenges, offering strategies like the "decision matrix" and the "5 Whys" technique to uncover root causes. www.thedadedge.com/friday177 www.thedadedge.com/alliance www.wellorderedfamily.com LinkedIn | Instagram | Facebook