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The Wake Up Eager Workforce Podcast
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Inhalt bereitgestellt von Suzie Price and Suzie Price The Wake Up Eager Workforce Podcast. Alle Podcast-Inhalte, einschließlich Episoden, Grafiken und Podcast-Beschreibungen, werden direkt von Suzie Price and Suzie Price The Wake Up Eager Workforce Podcast oder seinem Podcast-Plattformpartner hochgeladen und bereitgestellt. Wenn Sie glauben, dass jemand Ihr urheberrechtlich geschütztes Werk ohne Ihre Erlaubnis nutzt, können Sie dem hier beschriebenen Verfahren folgen https://de.player.fm/legal.
Inspiration, insider tips, and best practices to build energy, commitment, and communication in organizations. #wue
…
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129 Episoden
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Inhalt bereitgestellt von Suzie Price and Suzie Price The Wake Up Eager Workforce Podcast. Alle Podcast-Inhalte, einschließlich Episoden, Grafiken und Podcast-Beschreibungen, werden direkt von Suzie Price and Suzie Price The Wake Up Eager Workforce Podcast oder seinem Podcast-Plattformpartner hochgeladen und bereitgestellt. Wenn Sie glauben, dass jemand Ihr urheberrechtlich geschütztes Werk ohne Ihre Erlaubnis nutzt, können Sie dem hier beschriebenen Verfahren folgen https://de.player.fm/legal.
Inspiration, insider tips, and best practices to build energy, commitment, and communication in organizations. #wue
…
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129 Episoden
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1 Wake Up Eager: Awaken Your Soul Through Personal Interests & Motivators 1:04:13
1:04:13
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Episode Overview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the power of the Workplace Motivators Assessment, a tool designed to help individuals understand their core interests and values to create fulfilling careers and lives. Suzie, along with industry experts, breaks down six workplace motivators and their impact on personal and professional fulfillment. The episode also features real-life insights from leaders and professionals who have leveraged these motivators for career alignment, employee engagement, and workplace synergy. Whether you’re a leader, employee, or job seeker, this episode offers valuable strategies for thriving at work. Takeaways of Episode #125 --- Discover six culture- and gender-neutral factors measured in the Workplace Motivators/Personal Interests Assessment—and why they are essential to both your personal and professional happiness. Learn how to interpret your unique scores from the WM assessment to gain a deeper understanding and appreciation of yourself. By doing so, you’ll reduce self-judgment, increase confidence in your choices, and foster stronger, more harmonious interactions with others—even when their priorities and passions differ from yours. Benefit from insights shared by me and experienced consulting colleagues, who collectively have over 90 years of expertise using this tool to help individuals across diverse industries worldwide. Additionally, hear from corporate executives as they reveal their own assessment results and share how this framework has impacted their professional journeys. Episode Recap: Suzie Price introduces the concept of workplace motivators, a framework based on six key drivers that influence job satisfaction and engagement. These motivators—Theoretical (love for learning), Utilitarian (focus on results), Aesthetic (appreciation for beauty and balance), Social Altruistic (passion for service), Individualistic (desire for influence), and Traditional (preference for structure and rules)—help individuals align their work with their intrinsic values. The episode features insights from experts like Krista Sheets and real-world professionals, including Rebecca Waits and Amy Lugar, who discuss how understanding their motivators has improved their career decisions and leadership effectiveness. Krista highlights how misalignment with one’s motivators can lead to disengagement, while Rebecca and Amy share how they use motivators to create strong, purpose-driven workplaces. Suzie emphasizes the importance of self-awareness in professional development and encourages listeners to reflect on their motivators. She offers practical tips on leveraging motivators for career growth, improving workplace relationships, and hiring strategies. The episode concludes with a segment on emotional well-being by Douglas White, reinforcing the importance of aligning work with personal excellence. In this episode: [00:00:00] Introduction to Workplace Motivators Suzie Price introduces the Workplace Motivators framework and how it helps individuals understand what drives their passion at work. She emphasizes how the assessment provides lifelong insights for self-improvement, career alignment, and hiring decisions. [00:14:19] Rebecca Waits on Understanding Motivators in Leadership Rebecca, a Chief People Officer, shares how learning about her strongest motivator (Social Altruistic) helped her understand why she naturally takes on a nurturing leadership style. She explains how this insight improved her work with remote teams and leadership interactions. [00:37:34] Krista Sheets on Career Alignment and MisalignmentKrista discusses how misalignment with motivators can cause dissatisfaction and even physical symptoms of stress. She shares real-world examples of professionals who shifted careers after realizing their motivators were unfulfilled in their previous roles. [00:48:36] Amy Lugar on Finding the Right Organizational FitAmy shares how her workplace aligns with her top motivators, Utilitarian (ROI-focused) and Individualistic (leadership-driven). She describes how this alignment keeps her engaged and fulfilled, reinforcing the importance of value-based career decisions. [00:56:49] Douglas White on Emotions as Career GuidanceDouglas introduces the concept of using emotions as a guidance system for career and life decisions. He explains how being aware of emotional responses to work tasks can help individuals make better professional choices and improve overall well-being. [01:02:21] Suzie on Applying Motivators to Hiring and LeadershipSuzie previews Part Two, where she will explore how leaders can use motivators in hiring and team development. She emphasizes how recognizing motivators in employees can reduce workplace conflict, increase productivity, and create high-commitment, low-drama work environments.…
Episode Overview In this AI episode, the hosts explore a compelling case study about the challenges of executive hiring and how assessments can uncover hidden gaps in candidate fit. The featured organization, headquartered in the U.S., was expanding internationally and needed to hire a key executive overseas. While the candidate they selected seemed perfect on paper, a TriMetrix assessment revealed critical misalignments between their skills, motivations, and the role’s requirements. These insights prompted the hiring team to reevaluate their initial impressions, ask deeper questions, and ultimately make a more informed hiring decision. The episode highlights the importance of benchmarking, assessing both technical and behavioral competencies, and using structured evaluation tools to prevent costly hiring mistakes. Key Takeaways: Benchmarking is Essential – Defining key skills, behavioral traits, and cultural rewards before hiring ensures a structured evaluation process. Assessments Uncover Hidden Gaps – Even highly qualified candidates may lack key competencies needed for success in the role. Use Assessments as a Complement, Not a Replacement – They should inform, but not dictate, final hiring decisions (ideally making up no more than 30% of the decision-making process). Deeper Evaluation Prevents Costly Hiring Mistakes – Structured hiring processes reduce the risk of poor fit, turnover, and leadership struggles. Transcript: [00:00:00] Suzie Price: Welcome to this Wake Up, Eager Workforce podcast mini episode where we share in ten minutes or less our monthly article from LinkedIn in a new audio format, courtesy of our AI co-hosts as they walk through the article and share additional insights exclusively for you. I am Suzie Price, I'm your podcast host and the founder of Priceless Professional Development. And whether you're listening to one of our long form episodes or something like this mini episode, our focus is always to provide everything to you related to helping employees in your organization build a high commitment, low drama, wake up eager workforce. We're focused on creating great hiring, creating great teams, helping leaders and individuals wake up eager. You can find all of our episodes long form and short form at WakeUpEagerWorkforce.com, and you can subscribe anywhere that you get your podcasts. So let me know if you have any questions. If you are enjoying these mini episodes or any of our other episodes, or if I can help you in any way. You can find me at Suzie@Pricelessprofessional.com Suzie Price on LinkedIn and of course, our contact information if you go to wakeupeagerworkforce.com. Thanks for tuning in. Appreciate you very much. And go out and have a wake up eager kind of day. Take care. [00:01:22] AI Host 1: Welcome to Priceless Professional Development mini episodes. I'm Emma Grace, and today we're exploring a fascinating case study about hiring an executive and the risks that come with it. This story highlights how uncovering hidden gaps in hiring can save an organization from costly mistakes, while ensuring a strong fit for a critical role. Let's dive in. [00:01:42] AI Host 2: Hiring an executive is no small task. It's a process that can take 4 to 8 months and requires thoughtful planning, extensive interviewing, and ensuring the candidate is the right fit. After all that effort, you want to be confident that the person you hire can hit the ground running, connect with the team, and drive the organization towards success. [00:02:01] AI Host 1: Exactly. In this case, the organization we worked with was headquartered in the US and had ambitious plans to double their revenue and team size over the next three years. They needed to fill a pivotal executive role overseas, someone who could manage a local team while reporting back to the executive team in the US. [00:02:18] AI Host 2: The stakes were high. The previous person in this role had a strong resume, but lacked the people oriented skills needed to effectively manage the overseas team. That caused significant challenges and made this hire even more critical for the organization's expansion. [00:02:32] AI Host 1: When they started their search, they found a candidate who seemed like a dream hire on paper. The interview team was impressed and excited about the potential this candidate brought to the table. However, they wanted to be certain this candidate was a good fit, especially for such a high stakes position. [00:02:47] AI Host 2: That's when we stepped in with a TriMetrix assessment. But first, let's talk about benchmarking. Before starting their executive search, the hiring team defined seven key personal skills required for success in this role. They also outlined the position's reward style and preferred behavioral traits to ensure alignment with the organization's culture. [00:03:05] AI Host 1: Benchmarking is such an important step. It provides a clear picture of what the role demands and serves as a guide for evaluating candidates. Now here's where it gets interesting. Despite this candidate's impressive qualifications, the assessment revealed some major gaps when compared to the benchmark. [00:03:20] AI Host 2: Right? The assessment showed that while the candidate was a top match for three of the seven required personal skills, they didn't align with the top four critical competencies needed for success in the role. That's a significant red flag. [00:03:33] AI Host 1: It didn't stop there. When it came to job rewards, this candidate was only moderately motivated by the organization's top cultural reward. And out of the 13 key points identified in the benchmark, the candidate was an exact match for only two of them. [00:03:47] AI Host 2: The acumen portion of the assessment raised even more concerns. It revealed tendencies toward unbalanced decision making and an overemphasis on personal career advancement, rather than fostering local team connections, something that was essential for this role in a foreign country. [00:04:02] AI Host 1: With these insights, the hiring team had to reevaluate their initial impressions. While assessments should never account for more than 30% of the hiring decision. This one highlighted key areas where the candidate fell short of the role's requirements. It prompted the team to go back and ask more specific questions to address these gaps. [00:04:19] AI Host 2: This case study really underscores the value of assessments in the hiring process. They provide a deeper, more holistic view of a candidate's potential and ensure alignment with the organization's strategic goals. In this case, the assessment revealed critical gaps that might have gone unnoticed during the interview process. [00:04:37] AI Host 1: That's the power of tools like TriMetrix and benchmarking. They help organizations make more informed hiring decisions, reducing the risk of mismatches that can lead to turnover, team disruption or underperformance. [00:04:49] AI Host 2: For anyone listening, if you're involved in hiring, especially for key roles like executives, consider incorporating assessments as part of your process. They're not a replacement for interviews or reference checks, but they are a strategic complement that can give you the confidence to make the right hire. [00:05:05] AI Host 1: And if you're interested in mastering these tools, we offer a comprehensive certification program that will teach you how to interpret and apply assessments like TriMetrix effectively. It's a game changer for organizations looking to build strong, aligned teams. [00:05:19] AI Host 2: You can learn more and get certified at pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development mini episodes. Remember, the right insights can make all the difference in hiring. Until next time, take care and keep building your team's success.…
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1 Building Momentum: Wisdom, Wins, and a Wake Up Eager 2025 1:23:16
1:23:16
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Episode Intro: Join Suzie Price in this engaging episode of the Wake Up Eager Workforce Podcast, where she shares her simple and effective three-step process for planning a wake-up-eager year. Gain momentum for 2025 by reflecting on successes, focusing on what truly matters, and leveraging the insights of six inspiring past guests. From self-diagnosis to celebrating progress, this episode is packed with actionable tips, wisdom, and motivational stories that will leave you feeling energized and ready to tackle your goals. Episode Overview: Reflection Fuels Direction: Use the three step 'My Wake Up Eager Life Review Process' to celebrate your wins in 2024 and uncover what you want to focus on in 2025. This process will help you privately evaluate what worked, what didn't, and why set yourself up for a more decisive year ahead. Inspiration Through Shared Wisdom: Gain energy, motivation, and actionable insights from six past podcast guests and Suzie, when they share their top Mind, Body, and Spirit focus areas for 2025. Insights from the TriMetrix Assessment: Learn tips and insights about how the assessment reveals insights for your 2025 Wake Up Eager Plan.…
Episode Overview:In this AI mini-episode, we explore a powerful case study showcasing how assessments like TriMetrix can transform workplace challenges into opportunities for growth. Our AI Hosts share the story of a high-potential employee struggling with stress and performance issues. Through deep insights from the TriMetrix assessment, her hidden challenges were uncovered, leading to a tailored development plan. This personalized approach not only improved her performance and morale but also enhanced team dynamics and prevented burnout. Learn how tools like TriMetrix can help organizations uncover root causes, align employee strengths, and foster long-term professional success. Key Takeaways: Holistic Insights with TriMetrix: Assessments uncover stress-impacted behaviors, motivators, and emotional challenges that may not be visible on the surface. Tailored Development Plans: Solutions like stress management, confidence-building, and improved communication foster sustainable professional growth. The Role of Historical Data: Comparing past and current assessments provides valuable context for understanding evolving stressors and patterns. Organizational Impact: Addressing individual challenges through assessments benefits the entire team and helps prevent turnover and burnout. Episode Transcript: speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! I’m Emma Grace, and today we’re diving into a fascinating case study about using assessments to navigate employee challenges. This story highlights how targeted insights and personalized strategies can transform workplace stress into professional growth. Let’s get started.] speaker-2: [This case is such a great example of how assessments can go beyond surface-level observations to uncover the root causes of performance challenges. In this instance, a company approached us about a high-potential team member who was struggling with significant stress and performance issues. On paper, she had all the potential to excel, but something wasn’t clicking.] speaker-1: [Exactly. Our goal was to figure out what was holding her back and how we could help her thrive in her role. The key to unlocking the answers? The TriMetrix assessment, one of the most powerful tools for coaching and development across the employee lifecycle. It provides a holistic view of an individual, going deeper than what’s visible in day-to-day interactions.] speaker-2: [Let’s talk about the insights that TriMetrix revealed. The first piece was about stress-impacted behavioral patterns. The DISC component showed a high compliance factor, which means she had a strong need for accuracy and structure. Under normal circumstances, this could be an asset, but under stress, it became a challenge. Her heightened need for precision clashed with the flexibility her role required, leading to friction and inefficiency.] speaker-1: [That was such a critical finding. Then there were her motivators—the drivers behind her strengths and weaknesses. The assessment pinpointed where she excelled but also uncovered areas where she felt undervalued and disconnected from her work. That disconnect was a key factor in her performance issues.] speaker-2: [It gets even deeper. The acumen component of the assessment revealed hidden emotional and motivational concerns. While she appeared composed outwardly, the results showed significant frustration and self-doubt beneath the surface. This emotional struggle was affecting her decision-making and overall job satisfaction. She also had a negative bias about her future, feeling blocked and unclear about her career path. That emotional weight was a big part of what was holding her back.] speaker-1: [What’s interesting is how we used historical data. By comparing her current and past assessments, we could see how her behavioral and emotional patterns had evolved over time. This historical context shed light on how organizational changes had impacted her stress levels and performance.] speaker-2: [Once we had these insights, the next step was creating a tailored development plan. This part is so important—it’s not just about identifying problems; it’s about taking action. We recommended starting with empathy and co-creating a plan with her input to ensure strong buy-in. Here’s what we focused on.] speaker-1: [First, stress management. Her role was adjusted to include clearer guidelines and consistent procedures, which helped her feel more in control. Second, self-esteem building. This involved regular feedback sessions and recognition of her achievements to rebuild her confidence and sense of value.] speaker-2: [And the third focus was on clear communication. By aligning team goals and expectations, she began to feel heard and understood. This improved not only her morale but also her ability to collaborate effectively with her team.] speaker-1: [We also introduced a feedback mechanism to ensure ongoing support. This iterative process allowed for adjustments based on her progress, creating a sustainable path for her professional growth.] speaker-2: [The results speak for themselves. This case shows how assessments like TriMetrix can uncover hidden challenges and provide actionable insights for development. The tailored plan didn’t just help the employee; it benefited her team and the larger organization by preventing burnout or turnover.] speaker-1: [If you’re listening and wondering how you can apply this in your own organization, consider this: Assessments like TriMetrix can be a game-changer. They provide clarity and direction that might otherwise take months—or even years—to uncover.] speaker-2: [And if you want to become an expert in interpreting these assessments, we offer a comprehensive certification program to get you up to speed. It’s a fantastic way to bring this level of insight to your organization.] speaker-1: [You can learn more and get certified at www.pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development Mini-Episodes! Remember, with the right tools and strategies, you can turn challenges into opportunities for growth. Until next time!]…
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1 Revolutionizing Emotional Well-Being to Power Performance 1:13:55
1:13:55
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Episode Preview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price is joined by Douglas White, former MLB pitching coach and founder of Soul Integrated Athletics, to explore the powerful connection between emotional well-being and performance. Douglas shares how understanding and improving our emotional relationships with ourselves and our work can be a game-changer in achieving success. Drawing on his experiences in high-pressure professional sports and his coaching career, Douglas offers practical tools and inspiring insights into self-awareness, emotional maturity, and personal growth. He emphasizes that our emotions are feedback mechanisms, guiding us to adjust our mindset and actions for better outcomes. With compelling stories of athletes and professionals who transformed their lives through emotional shifts, this episode provides listeners with actionable steps to build resilience, enhance self-compassion, and unlock their full potential. A must-listen for anyone aiming to thrive in work and life. Episode Overview 00:00 - Introduction to Emotional Well-Being Suzie introduces Douglas White, a former MLB pitching coach and emotional awareness consultant, and outlines the focus of the episode: understanding how emotions drive performance and personal growth. 05:01 - Self-Compassion and Personal Growth Suzie and Douglas discusses the link between self-compassion and personal growth, emphasizing that "you can't give others what you don’t already have." He highlights the importance of self-awareness in fostering resilience and success. 10:08 - Shifting Perspectives on Challenges Douglas explains how success often hinges on changing the way we perceive challenges. "If you're not seeing it the way you want to, you won’t get the results you desire." 21:44 - Building Better Relationships with Tasks Douglas introduces the concept of "relationships with tasks," highlighting how our feelings about specific actions influence outcomes. Suzie elaborates on how emotional awareness can transform professional and personal performance. 28:27 - Staying Curious Through Discovery Mode Douglas encourages listeners to remain in a constant state of curiosity and self-discovery. "Staying curious keeps your evolution going and life exciting." 36:57 - Ownership and Emotional Awareness Douglas emphasizes the importance of taking ownership of your emotional state. "You must know where you are to grow into where you want to be." 44:24 - Seven Days of Observation Practice Douglas shares a practical tool for self-awareness: spend seven days observing your emotions and reactions in various situations, noting patterns without judgment. 57:34 - Advice to His Younger Self Douglas reflects on what he would tell his 25-year-old self: "You're not doing anything wrong. Be kind to yourself and trust the process."…
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1 Mini-Episode 2 - How I Turned My Cranky Christmas Mood Around for More Peace, Love & Happiness 5:51
Overview In this AI mini-episode, we explore Suzie Price’s transformative holiday story from 2005. Overwhelmed by burnout and a relentless need to please others, Suzie’s “cranky Christmas” became a turning point. After weeks of overcommitting to obligations driven by guilt and a desire to meet others’ expectations, she realized she had neglected her own needs. This led to the creation of her Y.E.S. framework: a three-step approach to staying grounded in peace, love, and happiness. By saying YES to her feelings, empowering herself to prioritize her needs, and embracing self-care, Suzie has since enjoyed stress-free and joyful holidays. This episode serves as a powerful reminder to set boundaries and align your choices with your values to create a holiday season—and life—that brings true fulfillment. Key Takeaways from Mini-Episode #2 --- Acknowledge Your Feelings: Recognize and embrace how you feel as a starting point for positive change. Empower Yourself to Say No: Take control of your time by prioritizing what aligns with your values and brings you joy. Practice Self-Care: Treat self-care as an act of love that allows you to bring your best self to others. Create Your Ideal Season: There’s no “perfect” holiday; focus on what matters to you for a fulfilling experience. Transcriptspeaker-1: [Welcome to Priceless Professional Development Mini-Episodes! Today, we’re exploring a story that’s all too relatable around the holidays—feeling burned out and overwhelmed despite all the festive cheer. It’s a lesson in finding peace, love, and happiness even during the busiest season, and it comes from our own Suzie Price, who shared her personal holiday meltdown back in 2005. Let’s dive in.] speaker-2: [This story is such a great reminder of how easily we can lose ourselves in the chaos of the season. Suzie’s Christmas in 2005 started on a rough note—slamming her finger in a car door while battling freezing, 20-below wind chill. She arrived at her sister-in-law’s house feeling cranky and bruised, both inside and out.] speaker-1: [It didn’t help that the rest of the day spiraled downhill. Suzie admitted she drank too much wine, ate too much food, and couldn’t shake her bad mood. By the end of the day, she felt completely depleted, physically and emotionally. She was far from the peace, love, and happiness she had jokingly toasted when she arrived.] speaker-2: [The real turning point came later, after the holidays were over. Suzie found herself reflecting on what had led to her “cranky Christmas,” and she realized that her burnout wasn’t a fluke. It was the result of weeks of overcommitting to things she felt obligated to do—things she justified with the thought, “They need me.”] speaker-1: [Exactly. Suzie made a list of all the things she’d said “yes” to leading up to Christmas: a mid-December training in cold Pittsburgh, a stressful last-minute work project, a guilt-driven trip to see her parents, a dinner party with retired family friends, and three separate Christmas parties—all because she felt others were depending on her.] speaker-2: [And that’s the crux of the problem. In trying to meet everyone else’s needs, Suzie completely neglected her own. By saying “yes” to everything, she burned herself out and became emotionally unavailable to those she cared about most.] speaker-1: [This reflection was a game-changer for Suzie. She realized she needed to approach the holidays—and life—with a different mindset. That’s when she created her Y.E.S. framework, a three-step approach to staying grounded in peace, love, and happiness. Let’s break it down.] speaker-2: [Sure! The first step, ‘Y,’ stands for saying YES to your feelings. Suzie learned the importance of acknowledging how she felt instead of ignoring it. She realized that unacknowledged feelings often lead to burnout, frustration, and, in her case, overindulgence during the holidays.] speaker-1: [Her mantra for this step is so simple yet profound: “I am where I am, and where I am is good. Knowing where I am helps me get to where I want to go.” It’s about being honest with yourself and using that honesty as a starting point for change.] speaker-2: [The next step, ‘E,’ is about empowering yourself to be deliberate about what you say yes to. Suzie recognized that she couldn’t control other people’s expectations, but she could control her own choices. By prioritizing what brings her peace, love, and happiness, she could make better decisions about how to spend her time.] speaker-1: [Her mantra here is another great reminder: “I am responsible for how my life feels, so I will make more deliberate decisions about how I use my time.” It’s about taking ownership of your happiness and setting boundaries that align with your values.] speaker-2: [The final step, ‘S,’ encourages you to be selfish enough to tune into what you need. Suzie realized that self-care isn’t selfish—it’s an act of love. When she prioritized her own needs, she was able to show up as her best self for others.] speaker-1: [And her mantra for this step is perfect: “The best gift I can give others is my peace, love, and happiness. I can’t give it if I don’t have it.” It’s a reminder that we can only truly support others when we’re taking care of ourselves.] speaker-2: [Since adopting her Y.E.S. framework, Suzie hasn’t had another cranky Christmas. She now feels more in control, more present, and more joyful during the holidays—and throughout the year. Her story is such a powerful example of how small mindset shifts can have a big impact.] speaker-1: [It really is. The key takeaway here is that there’s no such thing as a “perfect” holiday season—there’s only the one you create, based on your values and priorities. By saying yes to yourself and setting boundaries, you can find peace, love, and happiness, no matter how busy life gets.] speaker-2: [Thank you for sharing Suzie’s story and the Y.E.S. framework. It’s such a valuable tool, especially during this time of year. For our listeners, we hope this inspires you to take a step back, set boundaries, and focus on what truly matters.] speaker-1: [Thanks for tuning into this episode of Priceless Professional Development Mini-Episodes. Remember, your peace, love, and happiness are priceless, and prioritizing them is the best gift you can give yourself—and others. Happy holidays, and we’ll see you next time!]…
In this first AI mini-episode, we shared a compelling story about the challenges of hiring the right person for a key role. The tale of replacing Dr. Pleasant, a beloved and compassionate doctor, highlights the pitfalls of prioritizing technical qualifications over cultural fit. By rushing the process and ignoring red flags, the team ended up with a hire who clashed with the organization’s values, impacting morale and productivity. Tune in to learn how thoughtful hiring practices can help you avoid similar mistakes and ensure long-term team harmony and success. Overview of Mini-Episode #1 Cultural Fit Matters: Hiring decisions should prioritize alignment with organizational values and culture, not just technical qualifications. Beware of Red Flags: Ignoring early warning signs during the hiring process can lead to long-term challenges for team morale and productivity. Thorough Vetting is Crucial: Rushing to fill a position can result in a mismatch; taking time to assess candidates holistically pays off. Learn from Mistakes: Reflecting on hiring missteps can lead to improved strategies and better outcomes in future decisions. Episode Transcript speaker-1: [Welcome to the Priceless Professional Development mini-episodes, the podcast where we explore real-world stories to uncover valuable insights for leaders at all levels. I’m your host, Emma Grace, and today, we’re diving into an article that left a lasting impression on me. It’s called "Cracking the Hiring Code: My Unforgettable Lesson," and it’s all about the challenges of hiring the right person for a pivotal role.] speaker-2: [And I’m Charlie. This article is a must-read for any leader or hiring manager. It tackles a crucial yet often overlooked point: the distinction between hiring just anyone and hiring the right person. I love how it redefines the classic idea that "people are your most important asset," stating instead that "the right people are your most important asset." That subtle shift in thinking frames the entire story.] speaker-1: [It really does. The story takes us back two decades, to when the author was promoted to their first significant management position. One of their main responsibilities was overseeing a wellness facility staffed by two nurses and a part-time doctor named Dr. Pleasant. And let me tell you, Dr. Pleasant wasn’t just a doctor; he was an institution.] speaker-2: [Exactly. He wasn’t just good at his job—he was deeply woven into the fabric of the company’s culture. The team adored him, and he embodied everything the organization valued: warmth, compassion, and genuine care. So, when Dr. Pleasant decided to retire, it wasn’t just about filling a vacancy; it was about finding someone who could carry on his legacy. Talk about pressure!] speaker-1: [No kidding. And the author really felt that pressure. The constant questions from colleagues—“Have you found someone yet?”—only added to the urgency. So, they did what any manager would do: they followed the standard hiring playbook. They updated the job description, posted ads, and started interviewing candidates.] speaker-2: [That’s where Dr. Hurt comes into the picture. On paper and in person, he seemed like a home run. He was engaging, asked insightful questions during the interview, and even came with glowing references. It seemed like the perfect fit, and the author felt confident enough to extend him an offer.] speaker-1: [But as we know, appearances can be deceiving. It didn’t take long for cracks to appear. One of the first warning signs was him asking how frequently the annual wellness exams occured. It felt a little off, but nothing too alarming—at least at first.] speaker-2: [Right, but then things escalated. The turning point was when Dr. Hurt got into a heated argument with a Vice President, and it was loud enough that the team overheard. That was the moment when the author realized they had made a mistake.] speaker-1: [And it’s such a stark contrast between Dr. Pleasant and Dr. Hurt. The team had been hoping for another Dr. Pleasant—someone who could step seamlessly into the role, bringing the same level of empathy and connection. Instead, they got someone more clinical, more rigid. Think Mother Teresa versus Judge Judy.] speaker-2: [That’s such a good analogy. And it really underscores the article’s main point: technical skills and positive references are important, but they’re not the whole picture. Cultural fit, personality, and alignment with the organization’s values are just as critical—if not more so.] speaker-1: [Exactly. The author even admits they were so eager to fill the position that they ignored some red flags. It’s a valuable reminder that as leaders, we need to slow down and trust our instincts. Sometimes, that gut feeling that something isn’t quite right is worth paying attention to.] speaker-2: [And let’s not forget the ripple effects of a bad hire. It’s not just about the individual—it’s about the impact on the team. In this case, morale took a hit because the new hire didn’t mesh well with the group dynamic. That’s a tough situation to recover from.] speaker-1: [Absolutely. It’s a classic example of the old adage: “Hire slow, fire fast.” Take the time to find the right person, even if it means the position stays open a little longer. The short-term inconvenience is worth it for the long-term health of the organization.] speaker-2: [And another takeaway I loved from the article is the emphasis on learning from mistakes. The author didn’t shy away from admitting they made an error. Instead, they used it as a learning experience to refine their hiring approach for the future.] speaker-1: [That’s such a critical mindset for leaders. We’re all going to make mistakes—it’s inevitable. But it’s how we respond to those mistakes that defines us. In this case, the author’s willingness to reflect and grow turned a challenging situation into a valuable leadership lesson.] speaker-2: [So, what’s the big takeaway here for our listeners? For me, it’s that hiring isn’t just about filling a role—it’s about protecting and enhancing your organization’s culture. Every new hire is an opportunity to either strengthen or weaken that culture, so the stakes are incredibly high.] speaker-1: [I couldn’t agree more. And I’d add that it’s okay to be picky. Finding the right person takes time, but when you do, the payoff is worth it—for the team, for the organization, and for the leader making the hire.] speaker-2: [Well said. Thanks for joining us on this episode of Priceless Professional Development mini-episodes. We hope this discussion has given you some valuable insights to apply in your own leadership journey.] speaker-1: [And remember, it’s not just about finding someone to fill a role—it’s about finding the right person for your team. Until next time, take care and lead with intention!]…
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1 Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping 1:02:51
1:02:51
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Episode 122 of Wake Up Eager Workforce, "Mental Health Mastery for Wake Up Eager Leaders," features a powerful conversation with Dr. Nicholas Samstag on building psychological fluency to improve workplace dynamics. Suzie Price and Dr. Samstag discuss how leaders can develop emotional awareness and use it to handle workplace challenges effectively. They explore how our responses to colleagues often replicate early family dynamics, leading to "proxy conversations" that can obscure underlying issues. Dr. Samstag emphasizes the importance of recognizing these patterns and understanding that emotions, even anger, are valid and informative. The discussion also delves into handling narcissistic behavior in professional settings, describing how a distorted self-relationship can complicate interactions. Lastly, they cover the impact of trauma, encouraging leaders to support emotional well-being in their teams. With insights on how feelings shape our interactions, this episode is packed with practical advice for leaders and anyone interested in fostering a psychologically healthy workplace. Tune in to learn how mastering these concepts can lead to more authentic connections and a stronger, more resilient work environment. In this episode: 04:22 - Integrating Mental Health Support in Organizations Suzie Price and Nicholas Samstag delve into the topic of integrating mental health support in organizations, exploring Nicholas's diverse background and expertise in the field. They emphasize the significance of virtual work and practical therapy application in high-stress environments, highlighting the relevance of Nicholas's approach for corporations seeking a practical approach to therapy. 10:24 - Understanding Mental Health in the Workplace Samstag highlights the need to differentiate between severe mental illness and the broader spectrum of mental health experiences in the workplace. He emphasizes the impact of early family dynamics on behavior within institutional settings and suggests that institutions replicate family dynamics. Samstag also proposes creating a psychologically informed environment in the workplace and advocates for leaders to have psychological fluency. 20:48 - Understanding Proxy Conversations Samstag introduces the concept of proxy arguments and conversations, highlighting their prevalence in various relationships. He emphasizes the importance of understanding that these conversations are often triggered by deeper emotional issues and suggests that recognizing and engaging with them can lead to mutual benefit. Suzie also shares her perspective on the concept, expressing agreement with the idea of proxy statements and the detour method for addressing overreactions. 25:49 - Importance of Psychotherapy Samstag and Price share personal experiences and insights on the significance of psychotherapy, emphasizing its role in self-discovery and personal growth. They stress the importance of finding a trustworthy therapist and being open to discussing uncomfortable topics for deeper work. 32:15 - Discussion on Narcissism Price and Samstag engage in a detailed conversation about narcissism, delving into its historical roots and its manifestation in modern society. They highlight the importance of self-reflection and the impact of narcissism on relationships, business, and health, emphasizing the complexities of the diagnostic label and its implications. 38:16 - Dealing with Narcissism in the Workplace and Family Price and Samstag delve into the complexities of handling narcissistic individuals in professional and personal settings. They explore the challenges of questioning narcissists, the limited effectiveness of psychotherapy, and the potential scenarios in families where narcissistic individuals either dominate or face consequences for their behavior. 46:36 - Discussion on Trauma and Psychological Fluency Price and Samstag on the topic of trauma and its subjective nature, highlighting the significance of recognizing and addressing trauma in the workplace. They also discuss psychological fluency and the role of attributing feelings in making meaning, emphasizing the need for understanding individual experiences and emotions. 55:57 - Workplace Well-being and Leadership Price and Samstag delve into the significance of psychological well-being in the workplace, highlighting the role of leaders in fostering a supportive environment. They discuss the impact of leadership on employees' psychological awareness and the need for leaders to prioritize the holistic care of their teams.…
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1 Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development 1:43:42
1:43:42
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Episode Description: In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Neil Smith, former general manager of the New York Rangers, and Allan Hamernick, founder of CoreFive Analytics, to discuss how TriMetrix and Axiology assessments are being used in NHL scouting and player development. Whether you're in sports or business, this episode offers fascinating insights into selecting top talent and reducing risk in decision-making. Overview of Episode #121 --- Embracing New Approaches in Talent Scouting: The Application of Assessments in NHL Player Selection Analyzing Risk Attributes and Decision Making with the Axiology and Acumen Assessment to Make Better Decisions Reviewing Real-Life Case Studies and the Impact on the Sport, the Team, and Each Individual In this episode: [00:04:51 Suzie Price]: "Al uses this inventory of tools to help leaders understand who they’re hiring, who they’re scouting, and which draft picks to make by analyzing information you can’t get just by watching them play." [00:06:17 Allan Hamernick]: "The core five tools we use are DISC, Motivators, Competencies, Axiology, and EQ. They give us a comprehensive picture of a person, from how they communicate to how they manage themselves emotionally." [00:18:40 Neil Smith]: "It’s an unbelievably valuable tool for scouting in athletics. It adds a layer of insight that you just can’t get from watching players or hearing their stories." [00:21:51 Neil Smith]: "In the 1989 draft, we took five players, two of whom became Hockey Hall of Famers, and it set Detroit up for ten to twelve years as a team." [00:25:29 Neil Smith]: "The more information I can get about a person, the better chance I have of making the right decision. That goes for employment in business as well as athletics." [00:29:45 Allan Hamernick]: "One team asked us, can you tell us what this player will be like if we give him $3 million two years from now? What’s he going to be like? And we were able to build an index for that." [00:32:03 Allan Hamernick]: "We approach draft selection as risk management. You can't eliminate risk, but we help teams know what a player will need to work on and where they could potentially struggle." [00:54:33 Suzie Price]: "We use these tools to reduce the risk in hiring and team decisions, but there’s always a risk because humans are complex beings." [01:02:35 Neil Smith]: "Leadership on a team, in a company, or anywhere is critical. If you have an idiot for a leader, your company is going to fail." [01:03:31 Suzie Price]: "The fish rots from the head down. That’s why the work you guys are doing is so important. It gives you such a competitive advantage."…
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1 Is the PMP for Me? Why Getting Your Certification is the Best Shortcut to Advancing in Your Career 1:12:36
1:12:36
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Episode Description: In Episode 120 of the Wake Up Eager Workforce podcast, Suzie Price interviews Tamara McLemore, a seasoned PMP instructor and executive consultant. Tamara shares how the PMP certification can empower professionals across industries, offering practical tools for project management and career advancement. She highlights the versatility of project management skills, emphasizing that everyone—from corporate professionals to homemakers—can benefit from them. Tamara’s signature two-week PMP boot camp accelerates the learning process, helping participants pass the exam in 30 to 60 days. The episode also covers essential strategies for retaining information under pressure, such as creating a study schedule, embracing failure as part of learning, and leveraging community support. Tamara stresses the importance of balance and self-care, as well as finding the right community to support personal and professional growth. This conversation will inspire anyone looking to elevate their project management skills and career trajectory. Overview of Episode #120 --- How Project Management skills will enhance every area of your life. Learning strategies for individual and organizational success. Two actions and one focus area that can lead to Wake Up Eager work and a Wake Up Eager Life. In this episode: [00:06:16] Tamara McLemore: So the PMP is the project management professional certification and it is historically a certification for IT, government, military. HOWEVER, I have to say that with all caps, however, project management is for everybody. I mean healthcare, executive admins, education, you name it. Every industry is requiring project managers. Now you don't have to all get the certification if you don't want to. But my belief is that everybody is a project manager. The end. Period. [00:07:52] Suzie Price: If you can't organize your day and your time, you're not waking up eager, which is my whole driver in life is to, you know, enjoy every day. And if everything is pure chaos, you're not going to enjoy every day and anything. [00:09:25] Tamara McLemore: But what we found is project managers suck at managing people. [00:18:32] Tamara McLemore: It is not about passing an exam. Yes, you're going to pass exam, but it is about showing up different. It is about utilizing your time. It is about working in your strengths. I'm a huge component of strength finders. [00:21:25] Tamara McLemore: The first one is create a study schedule. Like we're scheduling everything. We're scheduling our vacations. We schedule what we're going to do on the weekends our kids, our nieces and nephews, our fur babies. We're scheduling everything. But for professional development, you're just going to wing it? [00:22:05] Tamara McLemore: The second thing is, which is a project management methodology that I didn't realize I was doing until recently, is fail fast. [00:30:16] Suzie Price: It becomes a part of the culture. And for executives and HR leaders thinking about this, make project management a part of the skill set for everybody. [00:31:31] Tamara McLemore: So just doing things different, it's not a switch. You know how you flip a switch to turn a light off and on? It's a knob that we have to turn, and gradually, gradually, you know, change the way we're doing business. [00:41:08] Tamara McLemore: I did know it. I just didn't know how to apply it. So I knew I could verbalize it, but the application, there was a disconnect and answering the questions. [00:42:24] Tamara McLemore: I haven't had the Sunday night scaries in years and my people don't. Because with the PMP certification, the number one thing they have is options. [00:51:51] Suzie Price: And your whole approach to PMP is outside the box. You know, that's a forward-looking approach that's working.…
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1 Wise Advice from HUB International Employee Success Manager Rene Critelli 1:09:33
1:09:33
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Episode Description In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Rene Critelli, Employee Success Manager at HUB International, to explore the leadership strategies that drive employee engagement and retention. Rene shares her journey, leadership tips, and how HUB International fosters a thriving, entrepreneurial culture even as it grows into a global powerhouse. Overview of Episode #119 --- The Journey to Becoming an Employee Success Manager at HUB International Five Leadership Actions that Lead to Employee Success How and Why They Use TriMetrix in Hiring, Coaching and Team Building The One Thing Leaders Can Do That Makes the Biggest Difference in Employee Success Episode 119 of the Wake Up Eager Workforce podcast, Suzie Price interviews Rene Critelli, an Employee Success Manager at HUB International, who offers insightful advice on leadership and employee engagement. Rene discusses her unique role, emphasizing the importance of leadership development and how HUB International uses tools like Trimetrix to enhance hiring, coaching, and team building. She highlights key leadership actions that contribute to employee success, including the significance of personalized communication, creating a feedback-rich environment, and maintaining an entrepreneurial spirit within a large organization. Rene also shares how HUB's decentralized approach and commitment to integrity and growth have fostered a culture that supports continuous learning and community involvement. The episode provides practical takeaways for leaders looking to improve employee retention and engagement. In this episode: [00:04:52] Suzie on the job title of Employee Success Manager [00:05:32] Rene shares what led her to this role and more on her career journey to HUB International. [00:08:25] Rene on her top focus of leadership development, because that's really where she feels that most of that employee experience and retention trickles down from. [00:12:31] Suzie shares outsiders perspective on HUB International's entrepreneurial, high energy workplace. [00:16:42] Rene on appreciating HUB's decentralized approach, where each region can operate autonomously. [00:20:43] Rene on importance of talking to your employees and really getting to know them on a personal level. [00:24:59] Suzie and Rene discuss the ideal meeting cadence and how this differs among employees. [00:26:26] Rene speaks on HUB International's employee recognition program. [00:35:40] Rene on using the side-by-side reporting during onboarding, particularly with the producer and account manager relationship, [00:45:14] Rene chats about her non-profit and volunteer passions. [00:52:11] Susie asks Rene who has been the most influential individuals in her career progression.…
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1 Practical Thinking - Getting Things Done Immediately, Thoroughly, and Cheerfully 1:02:58
1:02:58
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Episode Description In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the realm of practical thinking. Discover how mastering the ability to get things done immediately, thoroughly, and cheerfully can transform your professional and personal life. Whether you're feeling overwhelmed or looking to enhance your practical thinking skills, this episode is packed with valuable insights and actionable tips to help you achieve your goals with greater efficiency and joy. Overview of Episode #118 --- What is Practical Thinking and Why It Matters Real Life Examples of the Impact of Having High and Low Scores Seven Competency Behavior-Based Interview Questions to Ask Your Candidates Coaching Improvement with Three 'Must-Haves', Eight Tools and Coaching Exercises and Thirteen Quick Tips In Episode 118 of the Wake Up Eager Workforce podcast, Suzie Price explores the critical skill of practical thinking, focusing on how to improve our ability to get things done immediately, thoroughly, and cheerfully. Practical thinking is one of the six key areas measured by the Trimetrix assessment, a tool used to enhance self-awareness and improve decision-making throughout the employee lifecycle. Suzie begins by explaining the concept of practical thinking and why it matters. She emphasizes that practical thinking is essential for anyone feeling overwhelmed or looking to optimize their productivity. The episode provides a deep dive into real-life examples of individuals with high and low scores in practical thinking, including Suzie’s personal journey of transforming her own practical thinking skills. Listeners are introduced to seven competency-based interview questions designed to assess practical thinking in candidates, along with three must-haves for coaching improvement: awareness, readiness, and knowledge. Suzie shares eight practical tools and exercises to enhance practical thinking, such as adopting a mindset mantra, maintaining an appreciation journal, and overcoming the planning fallacy. One of the highlighted resources is David Allen’s "Getting Things Done: The Art of Stress-Free Productivity," a methodology that helps individuals manage tasks and projects effectively. Suzie discusses the benefits of implementing this system and how it has personally helped her achieve a more organized and stress-free workflow. The episode concludes with a reminder of the importance of practical thinking in creating a wake-up eager life and workforce. Suzie encourages listeners to embrace the insights and tools shared to enhance their productivity and overall well-being. In this episode: [00:02:00] Insights on creating a Wake Up, Eager Workforce and using the Trimetrix assessment to pinpoint areas where there could be some gaps, as opposed to guessing where the challenge might be. [00:04:32] Coaching improvement tips and information. We've got three must haves. Things you have to have in place in order for someone to even want to make improvement. [00:11:46] Dr. Hartman insight on becoming all that we can be. [00:32:54] A-R-K-T - A is awareness, R is readiness, K is knowledge, and T are the tools. [00:37:02] Remarkable results of those that participated in the gratitude journal. [00:45:26] How to get more organized and feel that less anxiety and frustration about getting things done. [00:48:10] The list of six and completing the day's most important tasks. [00:53:10] How to break large projects into smaller tasks. Be realistic about what you can accomplish, and don't be afraid to delegate.…
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1 Soulful Listening — Ignite Untapped Potential at Work and Beyond with Terri Lonowski 1:02:48
1:02:48
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In this episode of the Wake Up Eager Workforce podcast, I interview Terri Lonowski on the transformative power of "soulful listening." Terri, a communication visionary, shares insights on how listening deeply and being present can significantly impact personal and professional relationships. Overview of Episode #117 --- Why Soulful Listening Matters What 'Presence-ing Yourself' Means Five Steps to Creating Real Conversation with Anyone Drawing from her own experiences and the influence of her grandmother Helga, Terri introduces a holistic approach to listening that can unlock untapped potential in the workplace and beyond. The episode delves into the five key elements of soulful listening: self-care, becoming fully present, quantum listening, inspired action, and the feedback loop. Terri's engaging storytelling and practical tips offer a refreshing perspective on fostering meaningful connections and improving communication. In this episode: [00:04:55] Soulful Listening: A holistic approach to deeper connection and communication, inspired by Terri's grandmother Helga. [00:09:28] Becoming Fully Present: Essential for truly connecting with others. [00:12:34] Self-Care: Foundation for quality communication and listening. [00:15:53] Quantum Listening: A blend of active listening and empathy. [00:17:40] Inspired Action: Taking meaningful actions based on listening. [00:19:54] Feedback Loop: Ensuring the continuity of communication and action. [00:26:44] Terri shares story of couple fully embracing soulful listening and having their best conversations during difficult period in their lives. [00:33:15] Practical Applications: How these principles can be applied in personal and professional settings to create high-performing, low-drama teams. [00:44:26] Personal Impact: Terri shares a powerful story about her son Jacob, illustrating the life-changing effects of soulful listening.…
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1 The Love and Curse of Knowledge with Bobby Powers 1:03:01
1:03:01
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In this episode of the Wake Up Eager Workforce podcast, Suzie Price engages in a fascinating conversation with Bobby Powers, Director of Learning & Development at Jitasa. Bobby brings over a decade of experience managing teams, building training programs from scratch at various startups and SMBs, and training over 100 managers and executives. He has also navigated teams through hypergrowth and layoffs, making him a seasoned leader in organizational development. Bobby is a self-professed book nerd, reading over 70 books annually and sharing his insights on leadership, personal development, and communication on his blog, BobbyPowers.net. His work has been featured in numerous publications, reflecting his dedication to continuous learning and knowledge sharing. Episode 116 discusses the "curse of knowledge," a concept that highlights the difficulty experts have in explaining complex topics simply. Bobby shares practical tips for overcoming this challenge, such as using analogies, breaking down information into manageable chunks, avoiding jargon, and checking for understanding. These strategies are essential for anyone looking to improve their communication skills, whether in leadership, teaching, or public speaking. Bobby and Suzie also touch on the importance of effective leadership, emphasizing the need to understand and address the unique needs of team members. They explore the stoic philosophy, which encourages focusing on what one can control to reduce stress and increase satisfaction. This episode is packed with valuable insights for leaders, trainers, and anyone interested in enhancing their communication and leadership abilities. In this episode: [00:06:52] Bobby Powers introduces the concept of the "Curse of Knowledge". [00:09:50] Bobby Powers talks training with starting with what they know and then slicing the new content into very manageable chunks. [00:13:11] Bobby Powers on Albert Einstein's quote "if you can't explain it simply, you don't understand it well enough." [00:13:47] Suzie Price on the idea that all of us forget what it's like to first learn something. As our knowledge grows and we become more familiar with the nuances of a topic, it becomes harder to communicate the concepts simply. [00:22:50] Bobby Powers shares his biggest passion in the world. [00:29:03] Bobby Powers talks his steps to note taking and the S.U.B method. [00:29:45] Suzie Price reviews Bobby's Talent Insights assessment and his Wake Up Eager strengths. [00:47:06] Bobby Powers introduces Ryan Holiday's writings on stoic philosophy. [00:58:13] Suzie Price recaps episode 116 and her chat with Bobby Powers. Links & Resources: Related Podcasts and Articles: Podcast Episode #112 Life and Work is About Impacting Others - Don't Be 'Relationship Lazy' with Amy Lugar - https://www.pricelessprofessional.com/life-and-work-is-about-impacting-others-dont-be-relationship-lazy-with-amy-lugar.html Podcast Episode #82 Onboarding with TriMetrix: Why and How It Works - https://www.pricelessprofessional.com/onboarding-with-trimetrix.html?unique=16777234127646823 Podcast Episode #52 Activate Greatness: What Great Coaches and Leaders Do - https://www.pricelessprofessional.com/activate-greatness.html Five Tips to Slay the Curse of Knowledge: https://bobbypowers.net/curse-of-knowledge/ Made to Stick: https://bobbypowers.net/made-to-stick/ The Complete Beginner’s Guide to Using Obsidian as Your ‘Second Brain’: https://bobbypowers.net/beginners-guide-to-obsidian/ Related Services or Sample Reports or Images: Wake Up Eager Leader Coaching - https://www.pricelessprofessional.com/corporate-leadership-coaching.html Connect with Bobby: LinkedIn - https://www.linkedin.com/in/bobbypowers1 BobbyPowers.net Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/ LinkedIn: Suzie Pric e - https://www.linkedin.com/in/suzieprice/ LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast Wake Up Eager Workforce Podcast – Directory: www.wakeupeagerworkforce.com…
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1 Why We Do This Work | Robert S. Hartman - Past, Present and Future 2:25:24
2:25:24
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Episode Description This special episode highlights the 2023 Robert S. Hartman Institute's Wisdom Council Panel discussion, featuring three legends of the field in Art Ellis, Ph.D., Steve Byrum, Ph.D., and Mark Moore,Ph.D. This podcast also includes clips from my short interviews with many conference participants. In this episode: [00:00:01] Suzie Price: Today is a special episode. It is recording from the 2023 Robert S Hartman Institute conference was held in Atlanta, and it is a panel discussion with three legends. They are Hartman legends, they are Professor Legends. They are author legends, they are financial asset manager legends that all have the same thing in common is that we're students or colleagues with Robert S Hartman, who is the founder of one of the sciences in the assessment tools that we use. And it's a great discussion. You're going to learn a lot more about how to make better decisions. You're going to learn more about measuring your progress and being who you can be, how you use assessments, how you help other people make better decisions. You're going to learn from other consultants. Because I have short interviews with ten different conference attendees finding out more about them, how they use these tools in their work, why they use these tools. So if you are interested in any of that, you're going to enjoy this conversation. It's a very rich conversation. It's a very meaningful conversation. It's going to help you understand axiology and TriMetrix better. It will help you understand yourself better. Just lots of great insight here and I'm very excited to share it with you. We had people from around the world and all over the United States. You know, it's not always easy for everyone to participate because of the travel. We've had virtual conferences where we've had much more than that at the conference, but it was great to have 50 or so people there, all of us calling ourselves heart maniacs. And basically what that is, is people who value and appreciate the work of Robert Hartman. And many of those people are consultants who use the tools like TriMetrix that we use, or they go by other names. There's other tools that use the same science. And this tool is the under the hood horsepower tool that we use in TriMetrix called acumen. The panelists are three of Hartman's colleagues and students, and I'm the moderator. The three voices that you'll hear. One is Art Ellis, Steve Byrum, and Mark Moore. They're all PhDs, and I'm going to share their complete bios with you. And when you hear them, you're going to say, wow, they really are legends. She was not overstating that. And then as I mentioned, we have these impromptu interviews with ten attendees, and they're talking about why they came to the conference, how they use Hartman's work, how that work has helped them personally and professionally. And what we did is we're inserting the clips of those conversations throughout the panel discussion. Mark Moore: Well, I'm like everyone else. I'm no good at predicting the future, and I wouldn't pretend to do so. And and as you know, I don't think the future can be predicted anyway. However, however, we can prepare for a better future, and the way we do that is through, I think, understanding people like Robert Hartman. I go back to this as I think about the world, something I'll go back to time and time again. And I've even coined a little expression for it, uh, distributive justice, which is something axiology is wonderfully adept at talking about distributive justice, which means bringing the best justice you can for all peoples is not a zero sum game. In other words, you don't get distributive justice by taking from one group to give to another. Steve Byrum: I think it's very interesting that we can't predict the future, but I would claim that Hartman was pretty prophetic about some of these things we're talking about right now, the title of this small book that we should be so proud to have in our possession, and we should make sure it gets in the hands of as many people as we can. The Revolution Against War is a kind of an ironic title in a way, because most of the writing that was done in that book was done after World War Two. When we felt like that, we had finally learned the lesson of where wars could take us. And for Hartman then to write a [00:20:00] revolution against war in the aftermath of of all the enthusiasm of this war coming to an end again may seem a little bit ironic, but I believe what Hartman understood was that the conditions that have maybe always led to war, but certainly had led to the Second World War were still there, and that the conditions may, in fact, have been there in the late 40s and early 50s in ways that were maybe more abundant than even in the times that Mark's talking about. And obviously what Hartman was talking about and what scared him passionately was the way that technology had exploded in scientific culture and given us a nuclear, given us a nuclear capacity, which of course has grown and grown. Steve Byrum: I usually come with some kind of inane way of trying to explain how Hartman's hierarchy of value, and I can say systemically, the person I'm married to is a female. I can say extrinsically she's of a certain age and certain height, certain weight, certain hair color, although she can't remember what it originally was. But then I'll say, you know, she's the love of my life. And so suddenly you're able to get people on to understanding a simple way the movement from systemic to extrinsic to intrinsic. And when those words start becoming a part of people's conversation, you know, you've put an anchor down. Yeah. And I try to say to people and this makes a lot of sense today, I'll say, you know, your GPS systems that get you from one place to another are at least based on three satellites. It may be more than that, but at least three triangulate where you are. And I try to tell people, go out into the world and try to understand that you've got a lens or an eye that can look at things systemically. You've got a lens and an eye that can look at things extrinsically. You've got a lens, an eye that can look at things intrinsically. Art Ellis: It should be possible for every one of us to use value science in our own lives, without calculus and without complicated formula. We need only learn how to apply the yardstick, he says, of intrinsic value. And then he's talking about the hierarchy of values to life around us and within us, which is exactly what Steve just said. And that's what you may have heard me. If you've been around me any time in the past several years, that's what I rather hear religiously called informal axiology. Not formal, but informal. It's when it is at work in people's lives, and it doesn't really matter whether they know it's axiology or not, if it works. And so, you know, that's really the golden thing. We want that out in our world. At the same time, we want not to forget that we need to also develop. We don't want Hartman to get lost in this. You know, we've got to keep Hartman some vein of what we do and what's carried on into the future has got to still be connected with him. Mark Moore: Well, I first of all, I want to thank Steve for his wonderful story and Art for his wonderful story. I don't have a story like that. I wish I did, but I'm happy I don't. Bob wanted me to take the profile I was happy to do so. I don't care, but what the hell? I'm. I'm really. I'm really interested in this man. I'm interested in his science. But my dream was to become an academician, and I wanted to study. I was a physics major as an undergraduate. I cared about science, but I was not more interested in the philosophy of science than I was actually laboratory work. And so my major professor is my my undergraduate school said, you know, you really should study philosophy of science. I think that'd be great for you. Uh, and you might even be able to get a job teaching it or something. Who knows? So I was doing that, and and I was studying formal logic and some advanced mathematics because, you know, science requires the, the systemic tools in order to do things. And, uh, uh, so I was very interested in, in formal axiology. So Bob gave me the profile. He and he put it aside after going over it and he said, Mark, you can do whatever you want to do. Uh, you know, you've got one of those profiles that you can you can do things. What do you want to do? And I told him what my vision was, and he said, well, why why are you studying here with me? I said, because I think your science is really special and it really can be a science, but it's got some problems. Suzie Price: So how did you like the episode? Did you feel like you got to know Hartman more? Could you see how many people around the world are using the tool as a consultants? Talk about how they used it and some of their passion. I'm not the only one who's passionate about about the assessment, so I hope you got what I wanted you to get from it, which is a deeper understanding of who Hartman was, the impact that he had. And so I'm going to the next thing I'm going to do, I'm going to give you a few little things about my favorite parts that I want to just highlight. I always do the Susie takeaways. I want to make sure you capture those because I heard all this, I was present, but I sure did like seeing the audio and then actually wanting to reremember some of these insights. So some of the key points that I think are great takeaways for life and for consulting. After I share these things, then I'm going to go into axiology what it is and more about Hartman's history so you can understand that. But a couple of key points. One thing that Art talks about and I think is so important to remember is all progress is progress forward, even if it's a little bit, don't discount it. You are still moving forward. That is from a book factfulness that that Art quotes a bit because it's a it's a great book. Suzie Price: It's part of explains why it's it's a measurement of judgment, and it's a measurement of how we think, feel and make decisions. Mark Moore talks about that. Hartman was a magical, magical figure whose memory not only deserves to be revered, but his presence needs to be perpetuated. And I would say that they're doing that in the work that they do. The way each person shows up, their humor, their kindness that is perpetuating what they saw in Robert Hartman. Suzie Price: And I can remember Hartman using the terms x ray of the soul. And it really, you know, revealed a great deal of. The structure of my internal and external life. That's what Axiology does. And so he said, and I thought, this is the kind of probably a good closer on this is that the Hartman value profile represents those three dimensions in axiology, which is the systemic, extrinsic and intrinsic. It's how we think, do and be. Links & Resources: Related Podcasts: Episode #114 Unlocking the Power of Practical Axiology: Making Better Decisions for a Better World - Art Ellis, Ph.D. - https://www.pricelessprofessional.com/unlocking-the-power-of-practical-axiology.html Episode #75 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Steve Byrum, Ph.D. - https://www.pricelessprofessional.com/axiology-influencers-steve-byrum.html Episode #74 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with Licensed Professional Counselor Art Ellis, Ph.D. - https://www.pricelessprofessional.com/axiology-influencers-artellis.html Episode #73 Axiology Influencers: Why Robert S. Hartman's Work Matters Today - A Discussion with K.T. Connor, PhD - https://www.pricelessprofessional.com/axiology-influencers-ktconnor.html Hartman Institute Journal of Formal Axiology: https://www.hartmaninstitute.org/journal-of-formal-axiology Hartman Institute Bookstore: https://www.hartmaninstitute.org/bookstore 2024 Hartman Institute Conference: Empowering Transformation with Axiology https://www.hartmaninstitute.org/2024-annual-conference The Life of Robert S. Hartman: https://www.hartmaninstitute.org/life-of-robert-s-hartman Connect with Suzie: Priceless Professional - https://www.pricelessprofessional.com/ LinkedIn: Suzie Pric e - https://www.linkedin.com/in/suzieprice/ LinkedIn: Priceless Professional Development - https://www.linkedin.com/company/priceless-professional-development LinkedIn: Wake Up Eager Workforce Podcast - https://www.linkedin.com/company/wakeupeagerworkforcepodcast Wake Up Eager Workforce Podcast – Directory: www.wakeupeagerworkforce.com…
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