Shannon Waller's Team Success

Before important client meetings, are you and your team running around handling last-minute logistics? How prepared does your team feel going into the meeting? In this episode, Shannon Waller discusses the value of bookending client meetings with clearings and debriefs to elevate the overall experience for clients and team members. Here’s the why and how of Strategic Coach’s backstage process that prepares the team for delivering exceptional front stage results. Download Episode Transcript Show Notes: Clearings Before Meetings: Positive Focus®: Starting with the Positive Focus exercise allows everyone to: Feel energized and excited by reflecting on a recent win. Get present and shift their focus from past or future distractions. Preview of the day: Providing an overview of what to expect during the day: Helps everyone get familiar with the agenda, timing, and their roles. Focuses the team on key conversations or key points to make. Setting intentions: Everyone states what they want to be true at the end of the experience, thereby creating a shared vision they’re all aligned on. Debriefs After Meetings: Reflection and sharing: Debriefs at the end of the day provide an opportunity for team members and clients to reflect on the experience, share insights, and discuss key takeaways. Continual improvement: By discussing what worked well, areas for improvement, and any insights gained, the team can continually enhance their performance and refine their approach for future meetings. Leaving on a positive note: As a final wrap-up, each person shares the value they got from the meeting. Benefits Of Clearings And Debriefs: Being present: The team has greater engagement in, participation in, and ownership of a superb client experience. Centering the results for the client: By focusing on what will allow clients to leave feeling more confident and motivated, the team can stay responsive to delivering a more personalized and impactful experience. Psychological and emotional preparation: The team is alert and responsive to client needs, ready to expand and elevate the thinking in the room. Everyone is more confident, clear, and prepared to take action to achieve the agreed upon-result for the client. Transformational experience: When the team is focused on the clients, they have the opportunity to create unexpected value for them, elevating the interaction from a transactional experience to a transformational one. Teams can incorporate clearings and debriefs with meetings, coaching sessions, workshops, or any other key client interactions to significantly enhance the overall experience for both clients and team members. At Strategic Coach®, we also have clearings and debriefs for internal team meetings so that we can continually improve our internal experience. Though the goal is to constantly improve client satisfaction, this always has to include elevating the experience for team members too. Resources: Article: “Your Business Is A Theater Production: Your Back Stage Shouldn’t Show On The Front Stage.” Free tool kit download, including The Positive Focus® EOS®: Entrepreneurial Operating System®

How would you like to learn a strategy for improving creativity, connection, and collaboration within your team that’s as simple as saying the word “yes”? In this episode, Shannon Waller explains how graciously saying yes to your team members’ ideas is an easy yet powerful way to foster deeper conversations and collective problem solving, and dives into the importance of cultivating a positive environment for idea sharing. With actionable techniques for leaders, entrepreneurs, and team members to harness the power of teamwork and practical ways to validate and engage with new ideas, this is one episode you won’t want to miss! Download Episode Transcript Show Notes: Finding aspects of an idea to say yes to can significantly increase collaboration and creativity within your team. Team productivity depends heavily on whether entrepreneurs can create a positive space for sharing ideas. To foster this kind of idea-sharing culture, it’s important to acknowledge and respect the mindset of individuals who are brave enough to come to you or their team leaders—people who stand higher above them in the company’s hierarchy whether it’s explicit or not—with their ideas. There are practical techniques you can use for engaging with and validating new ideas, all of which promote constructive dialogue and problem solving. Team collaboration only gets better when you seek out and engage with new ideas from individuals whose thinking profiles and striving instincts differ from your own. Graciously finding parts of an idea to support, rather than outright rejecting ideas that aren’t perfect in their entirety, can also lead to deeper conversations and more effective teamwork. You can create a more collaborative environment for discussion when you try to find common ground with whatever idea is being pitched to you. Resources: Working Genius The Kolbe A™ Index

In this episode, Shannon Waller talks about the dangers of the “Excellent Trap.” Are there activities you have superior skills but no passion for? Are you bored with them but resisting having someone else take them on? Let Shannon convince you why you should let go of these “Excellent,” but not “Unique Ability,” activities. Shannon has useful advice on how to identify the activities, when it’s time to let them go, and who to hand them off to. Download Episode Transcript Show Notes Signs To Look Out For: Loss of passion: If you find yourself going through the motions without the same level of excitement or interest as before, it could be a sign that you’ve outgrown the activity. Boredom and lack of challenge: Activities that were once stimulating may become routine and unchallenging over time, leading to lack of interest. Others who show skill and energy: Pay attention to people around you who show a keen interest in the tasks you excel at but no longer feel passionate about. These individuals may bring fresh ideas and creativity to the table. Benefits Of Passing Off Tasks: New perspectives: Allowing someone else to take over tasks can bring in new perspectives and innovative approaches that you may not have considered. Freeing up time: By delegating tasks that no longer fire you up, you free up time to focus on activities that engage your creativity and align with and help you grow your Unique Ability®. Team growth: Passing off tasks can also contribute to the growth and development of your team members, providing them with opportunities to showcase their skills and creativity. Steps To Take: Self-reflection: Identify Excellent activities where you have superior skill but lack passion. For comparison, also make a list of your Unique Ability activities, those you find endlessly fascinating and motivating. Pick one or two Excellent activities to let go of. Identifying potential candidates: Keep an eye out for individuals within your team or network who exhibit enthusiasm and creativity in the areas you are considering passing off. Initiating conversations: Approach potential candidates and discuss the possibility of them taking over the tasks. Observe their reactions and eagerness to explore these responsibilities. Transition planning: Once you find a suitable candidate, plan a smooth transition of responsibilities, ensuring that the handover is seamless and well-communicated. Conclusion: Recognizing when to pass off activities where you excel but lack passion is a crucial step toward personal growth and team development. By entrusting tasks to individuals with a fresh perspective and enthusiasm, you not only free yourself from mundane (to you!) responsibilities but also foster a culture of collaboration and growth within your team. Embracing this mindset of delegation and empowerment can lead to enhanced creativity, efficiency, and overall success in both personal and professional endeavors. Resources: Unique Ability® 2.0: Discovery by Catherine Nomura, Julia Waller, and Shannon Waller The Road Less Stupid by Keith Cunningham EOS®: Entrepreneurial Operating System® Unique Ability® Teamwork Questions for Shannon: questions@strategiccoach.com

Looking for ways to improve your team's performance and create a positive work environment? In this episode of the Team Success podcast, host Shannon Waller interviews entrepreneurs Mark O'Donnell, Kelly Knight, and CJ DuBe’ about their new book, People: Dare to Build an Intentional Culture, which focuses on the importance of creating an intentional culture within organizations and how it impacts the success of a business. They delve into topics such as the difference between accidental and intentional cultures, the concept of "right people, right seats," and the mindset required for leaders to build and maintain a thriving culture. If you're looking to transform your organization and create a culture that attracts and retains top talent, this episode is a must-listen. Download Episode Transcript Show Notes Building an intentional culture requires courage and boldness. It's not an easy task, but it is essential for the success and growth of any organization. By being intentional about the values, behaviors, and mindsets that shape your culture, you can create a workplace that attracts and retains top talent, fosters collaboration, and drives long-term success. The concept of "right people, right seats" is crucial for building a high-performing team. It involves finding individuals who align with your core values and possess the skills and capacity to excel in their roles. It’s also about surrounding oneself with like-minded individuals who align with the company's mission and purpose. This ensures that everyone is working toward a common goal and contributes to a positive and productive work environment. By ensuring that each team member is in the right seat, you can maximize productivity, minimize conflicts, and create a harmonious work environment. Genuine care and concern for your team members is a powerful force that can transform your business. When leaders prioritize the well-being and growth of their team members, it creates a culture of trust, loyalty, and engagement. The accountability chart is a powerful tool that helps you define the structure of your business and ensure that each individual is in the right seat. It goes beyond the traditional organizational chart by focusing on accountability and aligning roles with core values. Regularly reviewing and adjusting the accountability chart is essential to maintaining a healthy and high-performing culture. Building an intentional culture requires courage and focus. It involves being deliberate in hiring individuals who align with the company's values and ensuring they’re in roles where they can thrive. Leaders must also have a growth mindset and be willing to have honest conversations to address any issues and support the development of their team members. It’s essential for leaders and managers to provide feedback, address performance issues, and make necessary changes to ensure that team members are in roles where they can thrive and contribute to the company’s success. When you empower teams with a shared purpose and passion, you create an environment where team members not only feel valued, but motivated and excited to contribute meaningfully to the success of your company. Links The Kolbe A™ Index EOS®: The Entrepreneurial Operating System® PRINT® Why of You Unique Ability® The Team Success Handbook by Shannon Waller People: Dare to Build an Intentional Culture

Ever been micromanaged? Doesn’t feel great, right? And it’s easy to react emotionally to it. But why is your entrepreneur or team leader micromanaging? It’s likely not because they don’t trust you. In this episode of Team Success, host Shannon Waller breaks down why leaders micromanage, then coaches team members through an effective strategy to solve the problem. She also has tips for managers to unlock the source of the anxiety that is leading to their micromanaging their teams. Download Episode Transcript Show Notes: Failing to address micromanagement can lead to a lot of distraction and a lack of focus on results. Micromanagement is not always about not trusting team members with their responsibilities. Micromanaging is often a response to an emotion the micromanager hasn’t fully explored yet. Shannon recommends the team member who is feeling micromanaged start a conversation with the micromanager to ask about the bigger picture, including what the best-case and worst-case scenarios look like to them. Both parties can work through The Strategy Circle® thinking tool together so everyone is clear on not just the end goal but how each obstacle will be tackled. Confidence can be further established by reporting progress at regular and frequent times. If you find yourself becoming a micromanager, examine your own worries and fears. Identify the best- and worst-case scenarios to gain clarity on your anxieties. Communicate your concerns transparently to your team to foster trust and support. Self-awareness and understanding others’ perspectives are crucial in addressing micromanagement issues. Addressing micromanagement improves communication, collaboration, trust, and overall productivity. Resources: Your Life As A Strategy Circle by Dan Sullivan The Team Success Handbook by Shannon Waller A Beginner’s Guide To Unique Ability

Do you know what makes a good leader? The answer might surprise you! In this episode of the Team Success podcast, renowned thought leader Kathy Kolbe, founder of the Kolbe Index, joins Shannon Waller to delve into the realm of conative intelligence. The pair explore the impact of emotional leadership, the limitations of cognitive intelligence, and the power of understanding one’s Kolbe MO, along with how embracing conation can drive entrepreneurial success. With valuable insights and real-life examples (plus an inside look into Kathy’s inspiring life and business journey), this episode provides actionable strategies for any entrepreneur looking to harness conative intelligence, foster effective teamwork, and elevate their leadership approach. Download Episode Transcript Show Notes: To make more confident entrepreneurial decisions and refine your leadership approach, it’s essential that you leverage your natural conative intelligence. Similarly, when you understand the conative differences within your team, you can leverage individual strengths more effectively. If you want to foster commitment and drive success in your company, you must get emotional buy-in. When people are emotionally engaged in a project, they produce better, more creative work, and they do it faster too. A great way to do this is to connect individual goals and personal priorities with team objectives. This is emotional leadership. You can practice emotional leadership by showing genuine care and understanding for your team’s affective priorities. In other words, foster an environment where team members are aligned with their personal goals. Cognitive intelligence only gets you so far. If you’re constantly fighting your Kolbe MO, everything you do will feel difficult—and not very fun. You can empower your team’s creativity and problem-solving abilities by identifying and utilizing individual conative strengths effectively. The worst thing you can do is assemble of team of people with the same conative strengths. Success happens when you put different strengths together. A good leader should prioritize open discussions about conative differences and their impact on creativity, leadership, and teamwork within your organization. Resources: Unique Ability® The Kolbe A™ Index

Are your team members growth oriented? How do you foster that mindset in your company? Today, Shannon Waller breaks down the January Strategic Coach® team meeting in which each of the 100+ team members thought through their personal growth and contributions for the upcoming year. How did it work, and how does that investment translate to the success of the business? Download Episode Transcript Show Notes: Motivated For Growth The ROI for investing in your team’s personal and professional goals is team members becoming self-managing and growth-oriented. For the kick-off meeting of the year, the 100+ team members at Strategic Coach spent three hours thinking about their values, their intentions for the year, and their areas of growth. The meeting began with asking everyone to share their intentions for the year based on their values and PRINT® motivations. Celebrating The Previous Year’s Achievements And Progress Next, the team walked through The Positive Focus® exercise to reflect on achievements and progress from the past year. Everyone was asked to write down three business achievements and two personal achievements from the previous year. For each achievement, they wrote its significance and why they viewed it as progress. Then, they considered what further progress they could make on those achievements and what their first action would be. In small breakout groups, they then shared one or two of their achievements, allowing for 20 minutes of celebration and connection. Connecting Past To Future Next, Strategic Coach founder and lead coach Dan Sullivan led the team through the Triple Play™ exercise, which involves reflecting on and finding connections between three past accomplishments or experiences. The insights Shannon gained through this exercise gave great clarity to her 2024 intentions, distilling the lessons of the past year into ideas for a bigger future. Creating A Bigger Future One of Strategic Coach’s favorite mantras is, “Always make your future bigger than your past.” Strategic Coach co-founder and CEO, Babs Smith, shared the 10-year vision and three-year vision for the company. This set the stage for an exercise called The Bigger Future™, which helps make ambitious long-term plans more concrete. This exercise has people envision their six-year ambitions, then work back to the three-year capabilities they’ll need to develop, and then the one-year challenges that will move them toward those. Expanding Capabilities Expands Positive Impact Expanding individual capabilities expands the positive impact of each team member’s Unique Ability®, which creates a growth path for a Unique Ability organization. Encourage team members to pursue self-directed growth rather than having growth paths dictated to them. Give them ownership over their development goals but provide them with the capabilities to achieve them. Look for job candidates who are self-motivated learners who bring their own drive and initiative. Benefits Of Investing In Team Member Growth By investing in team members’ personal and professional growth, leaders can gain their gratitude, develop more capable teams, and create loyalty within the organization. This can result in lower team member turnover and higher retention of high-performing individuals. Even if team members do leave after being supported, they may become raving fans who recommend the company. Resources: The Positive Focus The Gap And The Gain by Dan Sullivan with Dr. Benjamin Hardy The Self-Managing Company by Dan Sullivan Unique Ability Unique Ability Teamwork Wanting What You Want by Dan Sullivan EOS®: Entrepreneurial Operating System PRINT: Team Success Podcast, episode 224, “Uncovering ‘The Why Of You,’ With Debra Levine” Deirdre Van Nest of Crazy Good Talks

Have you ever wondered how to transform your experiences into opportunities for future growth? Discover the power of celebrating wins in this episode of the Team Success podcast. Join Shannon Waller as she delves into the important difference between boasting and celebrating achievements and learn how sharing wins with team members not only fosters a positive company culture and supports individual growth, but also provides valuable opportunities for strategic reflection. She also shares practical tips for creating a celebratory environment and leveraging small wins to achieve big business goals. For any entrepreneur seeking to cultivate a supportive, growth-oriented atmosphere while driving sustained business success—this episode is for you! Download Episode Transcript Show Notes: Encourage a work environment where team members feel comfortable sharing their wins and accomplishments to create a positive and supportive workplace culture. You can also seek out communities or mentorship programs that celebrate your successes and provide constructive feedback rather than criticism. Celebrating wins is not just about acknowledgment; it’s also an opportunity to analyze successful strategies and implement them for future endeavors. As a business leader, you can foster a culture of mutual recognition and support by celebrating team wins and encouraging your team to do the same for each other. To create a motivated and enthusiastic work environment, start every meeting with a Positive Focus®, allowing team members to share their achievements and exciting developments. Advocate for taking manageable steps toward business goals to gradually build momentum and sustain progress without causing overwhelming fear or resistance to change. Integrate the concept of celebrating personal and professional accomplishments into the company culture, similar to how close-knit family members might share and support one another’s achievements. Tracking your company’s achievements and progress is a great way to keep team members motivated and show how small wins lead to big results over time. Resources: The Positive Focus One Small Step Can Change Your Life by Dr. Robert Maurer

Join team success expert Shannon Waller as she dives into the art of supporting your entrepreneur. Are you seeing through their lens, anticipating their needs, and proactively contributing to the owner’s vision? Learn the power of a simple four-word question that will have your entrepreneur celebrating you. And, find out entrepreneur and coach Dan Sullivan’s ultimate compliment to a team member. Download Episode Transcript Show Notes: “Managing up” means: You’re looking out for your entrepreneur. Taking a leadership perspective, which is the wider view, not only focused on the tasks in front of them. Knowing your entrepreneur’s long-term vision for themselves, for your team, and for the company. Getting feedback and having strategic conversations. Having a helper mindset: “How can I help?” Communicating your needs—technology, training, resources—to be much faster, make things easier, and achieve a bigger result. Your entrepreneur can say, “I never think about you”—because you take ownership, and they never have to worry about you. Assuming positive intent and digging deeper to understand the logic of strategies you disagree with. Use The Strategy Circle® thinking tool to help see the goal and obstacles and suggest alternative strategies. Speaking up when you see potential train wrecks; yes, it is your place to say something when you see something others don’t. Resources: Your Life As A Strategy Circle by Dan Sullivan

Ever felt the pressure to prove yourself in a new role or venture? Join Shannon Waller in the latest episode of The Team Success Podcast as she uncovers the hidden downsides of the “proving game” in business. Through a revealing coaching dialogue, Shannon explores the impact of seeking validation and highlights the unexpected barriers it presents to effective teamwork. Discover actionable insights and strategies that empower entrepreneurs to cultivate genuine success and authentic leadership within their teams. If you’re ready to challenge conventional thinking and unleash the true potential of your business, this episode is a must-listen! Download Episode Transcript Show Notes: Most people feel like they need to prove themselves when starting a new role, and that’s okay. Just be mindful of how that may impact your ability to work with a team. One strategy? Avoid making everything about yourself. Stay open to feedback by focusing on others and reflecting on your progress. You can also build quiet confidence by seeking validation less and focusing on others more. Strive to be calm and confident, as these qualities broaden your perspective and enable creativity. When you’re stressed, your focus narrows. Understand how fears of failure or job security can hinder creativity and teamwork. Recognize that being new doesn’t mean you immediately need to prove your worth to everyone. Focusing too much on yourself impedes the learning and growth that are essential to thriving in a new role. If you notice someone eager to prove themselves in a new role, have open and positive discussions with them without a specific agenda. Encourage team members to be confident (while avoiding arrogance). This promotes a calm and creative environment for teamwork. To avoid frustration, focus on tracking your success and recognizing your achievements. Resources: The Positive Focus®

In previous episodes, Shannon has talked about the Teamwork Triad—are you curious to see how it plays out in real life? In this episode, Shannon interviews entrepreneur, author, and podcast host Chad Willardson about his Unique Ability® Dream Team. Learn how to find extraordinary executive assistants who not only support you, but sit in the Teamwork Triad seats that will help you achieve 10x growth. Download Episode Transcript Show Notes: Chad Willardson is an entrepreneur, author, and podcaster from Southern California. He left Merrill Lynch in 2011 to start his own company, Pacific Capital, a wealth management firm serving entrepreneurs. Teamwork specialist Shannon Waller and Unique Ability specialist Julia Waller introduced the idea of a Unique Ability “Dream Team” to support Chad beyond his business. This team, called the Teamwork Triad, includes a Visionary, an Innovation Manager, and a Focus Manager. Chad found two extraordinary people he knew would be the right fit through LinkedIn. Maddie was hired to be Chad’s Strategic EA and handles business-related tasks. Chad calls her his left brain. Oriya was hired to be Chad’s Operational EA and focuses on personal tasks, marketing, travel planning, and calendar management. Because of her interests and skills in design, Chad calls her his right brain. What each member of the triad is responsible for can be summed up by “make it up” (Chad, the Visionary), “make it real” (Maddie, the Innovation Manager), and “make it recur” (Oriya, the Focus Manager). Chad’s main requirement was to find and hire high-caliber individuals who align with his vision and have the mental horsepower to handle complex tasks. The team uses tools like Asana, Microsoft Teams, and Google Docs for communication and task management. Regular communication and collaboration are keys to success for a team that works mainly remotely but meets bi-weekly in person. The team meets weekly and has in-person collaboration sessions every other week to align on goals and projects. The trust and empowerment Chad gives his team leads to his own increased freedom and success as an entrepreneur. Chad used assessments like Kolbe, CliftonStrengths®, PRINT®, and Working Genius to understand each of their strengths and how to best work together. Chad asked ChatGPT to assess potential clashes given everyone’s assessments, gave its response to Maddie and Oriya, and had them discuss how they would avoid territorial dangers. From the beginning, Maddie and Oriya forged their friendship and working relationship based on mutual respect for each other’s separate interests and areas of Unique Ability. Because of how Chad has empowered them, Maddie and Oriya find ways to help each other without having to get Chad involved, thereby keeping his capacity free for his own Unique Ability projects. Maddie and Oriya have been attending their own workshops with Strategic Coach® to learn how to use tools such as The Weekly Planner and The Impact Filter™, which further simplify communication and delegation for all three. Maddie and Oriya have collected their tips on how entrepreneurs can most effectively work with two executive assistants: “EA Collaboration Guide.” Freed up from daily business operations, Chad is leveraged to think about bigger opportunities beyond his business, such as Free Zone collaborations with other 10x entrepreneurs. Resources: Books: Stress-Free Money: Overcome These Seven Obstacles to Find Financial Freedom Smart, Not Spoiled: The 7 Money Skills Kids Must Master Before Leaving the Nest Fit for Wealth: 7 Breakthrough Strategies for Elite Health and Abundant Wealth Podcasts: Smart Money Parenting Financial learning app for kids: GravyStack EA Collaboration Guide: Detailed version PDF QuickStart version PDF Pacific Capital website Personal assessments: CliftonStrengths website Kolbe PRINT: Team Success Podcast, episode 224, “Uncovering “The Why Of You,

In this thought-provoking episode, entrepreneur and team coach Shannon Waller delves into the crucial factors that drive action and engagement. Drawing from personal experiences and insights, Shannon highlights the importance of not only intellectual stimulation but also emotional connection and personal motivation when it comes to the creative process, and shares how ideas progress from the mind to the heart and gut, unlocking the willingness to take action. If you’ve ever wanted guidance on how to overcome the barriers that hinder progress and productivity, tune in now! Download Episode Transcript Show Notes: In order to take action on new ideas or information, make sure they resonate on an emotional level, not just an intellectual one. If an idea doesn’t resonate emotionally, seek out conversations and discussions with other people to gain a deeper understanding and emotional connection. If you’re not engaged on three levels—head, heart, and gut—you won’t take action. Look for personal excitement and a sense of achievement or “win” when engaging with new information. When working with teams, ensure that new ideas engage all three levels. They should make cognitive sense, excite people emotionally, and provide opportunities for personal contribution through action. Proper strategic planning when making major decisions, where you consider all aspects of the project before taking action, is also essential. Haphazard approaches don’t work. To avoid lack of engagement and poor or incomplete results, fully engage and commit to projects you’re interested in. Recognize how your environment influences your behaviour too. Motivation is the starting point in the creative process. Once you understand this, everything gets easier. Resources: The Kolbe A™ Index The Strategy Circle The Impact Filter™ Who Not How™

Shannon Waller, entrepreneur and team coach, chats with the brilliant Jill Young, EOS® Implementer and coach, about the tools leaders need to alleviate frustration and handle tough issues. They dive into proven EOS® and Strategic Coach® tools, including the Accountability Chart™, Rocks, and Quarterly Conversations, that help entrepreneurs resolve stuck situations. Jill provides tactical coaching wisdom on implementing these tools with care and concern to unlock team engagement and prevent problems. Download Episode Transcript Show Notes: Effortless LMA: Lead, manage, hold accountable. The cost of not using tools. Tools as energy management. No defense budget: Spending time, money, and energy to set up the team and culture so that people don’t have to play defense. Accepting that mistakes happen. In corporate cultures, you have one opportunity, one pitch. Staying just below the line of recognition to keep changing, iterating, growing. When you don’t know who is accountable for what, fingers point everywhere and in other places, causing frustration and preventing movement forward. Five foundational EOS tools: Accountability Chart, Rocks, Scorecard, Level 10 Meeting™ (L10), and the Vision Traction Organizer™ (VTO). Strategic Coach foundational tools: The Positive Focus®, The Gap And The Gain™, The Impact Filter™, The Strategy Circle®, and The Experience Transformer®. Sixth bonus tool: The Weekly Planner to integrate time and activities according to The Entrepreneurial Time System®. How to decide what tool you need. Chris Voss’s tips for tactical empathy in negotiation: “It seems like … ,” “It sounds like … ,” and repeat the last three words. The Coaching Habit seven great questions, including: “What’s on your mind?” and “What else?” You need to build trust to speak with brutal honesty. Use with care and concern for the other person to avoid weaponizing tools and concepts. Tools don’t work if your team is not aligned, not allowed to collaborate, not given voice to have opinions heard. Your team’s Kolbe, CliftonStrengths®, and PRINT® profiles and individuality. The Fire Department Tool: Solve the immediate emergency quickly and efficiently. But investigate the cause after to solve the root problem. The Quarterly Conversation using the LMA (Lead, Manage, Hold Accountable) Tool to informally discuss what’s working, what’s not working, and improvements to make. Agenda for the conversation called 5-5-5, discussing the company’s five core values, the five Rocks (crucial results), and five roles from the Accountability Chart. Three outcomes from the Quarterly Conversation: one thing for leader to do, one thing for direct report to do, one thing that won’t change so everyone can stop talking about it. When you ask yourself, “What should I do?” instead ask, “What tool should I use?” Download free EOS tools at eosworldwide.com. Download the Fire Department or Do-Over tool at www.jillyoung.com. Download free Strategic Coach tools at yourteamsuccess.com and strategiccoach.com. Effortless collaboration. Resources: Jill Young: website with downloads; LinkedIn EOS: Entrepreneurial Operating System Impact Filter download Your Life As A Strategy Circle by Dan Sullivan Kolbe Zero to One: Notes on Startups, or How to Build the Future Peter Thiel Certainty/Uncertainty tool: “A Tool For How To Handle Uncertainty In Leadership” The Experience Transformer tool The Accountability Chart tool The 21-Day Positive Focus The Gap And The Gain by Dan Sullivan Never Split The Difference by Chris Voss Chris Voss’s Master Class Kolbe: The Conative Connection: Uncovering the Link Between Who You Are and How You Perform by Kathy Kolbe ClliftonStrengths website PRINT: Team Success Podcast, episode 224, “Uncovering “The Why Of You,” With Debra Levine” Take the PRINT survey “Bob Newhart – ‘Stop It‘” How to Be a Great Boss by Gino Wickman, René Boer

Do you know what makes a good leader? As an entrepreneur, it’s your job to provide the vision and direction your team needs in order to thrive, but just because you’re supposed to do it doesn’t mean it comes naturally to you. Fortunately, great leadership is a skill that can be improved over time. In this episode of the Team Success podcast, Shannon Waller outlines a powerful leadership framework that’s not only easy to understand and implement but sure to deliver exponential results. She reveals the three essential elements that fuel effective leadership, shares tools and strategies for implementing them into your business, and explains exactly what can happen if you don’t. Don’t miss out on this exciting opportunity to enhance your leadership skills and elevate your entrepreneurial journey! Download Episode Transcript Show Notes: The Transformational Leadership Framework consists of three key elements: know thyself, know the other person, and know the goal. “Know thyself” means understanding your own strengths, weaknesses, values, and motivations, and it’s crucial for effective leadership—and makes you more trustworthy. When you don’t know what unique value you bring to the table, it can be challenging to understand and engage others in a way that taps into their mental, emotional, and motivational energy, which is your job as a leader. Understanding the people you work with—and how to work with them—is equally as important. If you assume everybody shares the same strengths and striving instincts as you do, effective teamwork can’t happen. Similarly, having a clear and shared purpose is essential for achieving the impact or project results you want. Assessments like Kolbe, CliftonStrengths®, and Working Genius can make a big difference in how well you understand yourself, show up in your role, and work with others. They also help everyone understand which stages of a project they’re good at and enjoy, providing valuable insight into where they fit in within a team or project. Recognizing and respecting others’ unique strengths, capabilities, and ways of thinking can improve meetings, work relationships, and overall results. Resources: The Kolbe A™ Index Myers-Briggs Type Indicator® CliftonStrengths PRINT® Why of You DISC®

Imagine you’re in the mind of someone applying for a job at your company. Are they seeing the real picture of who you are as a team and as a business? Why would they want to work for you? Shannon Waller invites Jeremy Macliver, author of Hire Better People Faster, to explain how to draw the right people into choosing to work for you. Jeremy’s Core Fit Hiring System flips the usual HR process of “hunting” or “farming” for talent to “fishing” amongst the best candidates. Download Episode Transcript Show Notes: FINDING AND HIRING GREAT TEAM MEMBERS How do you attract passionate people who may not have traditional qualifications but align with the company’s values? The Core Fit Hiring Process begins by getting clear on what the company’s core values and vision are. DIFFERENT MODELS FOR HIRING Most companies focus on “hunting” or “farming” methods of finding talent, which are both expensive and take a long time. Jeremy’s Core Fit Hiring Process instead focuses on “fishing”: creating an attractive job offer that appeals to the right type of candidate. Company leadership must do the exercise to define core values and vision even if they think they already know this information. LIKE ATTRACTS LIKE Be fully authentic in articulating your business’s core values and identity, and those candidates who resonate with and share your personality will show up. Compensation being equal, people would rather work for a “why” they’re aligned with. Even companies in industries like steel manufacturing, that were initially skeptical of defining core values, have found the exercise helps connect the team when leaders share what really matters to them. THE 6-STEP SYSTEM Find, Automate, Interview, Onboard, Engage, and Assess. Three main sections of the book: Attract, Onboard, and Maintain. TREAT RECRUITING AS MARKETING Sometimes teams have to lower annual goals not because of a lack of clients but an inability to hire enough team members. Recruiting talent requires treating it as a marketing priority and involving all team members. Why not shift recruitment to the marketing team instead of HR? JOB DESCRIPTIONS AND JOB ADS Make your job ad exciting and clear about what the role is. Keep job ads to 1,500 words to get search engines to recognize them but still stay concise. Be direct in job ads about the company culture: Mentioning a fast-paced, hard-driving environment screens out candidates who don’t want high-intensity work. More people should be repelled from your job ad than attracted by it. Reinforce this in the interview stage. Focus less on compensation and benefits, and more on a why-driven mission and culture where candidates will fit in. 2-4-12 LAUNCH FORMULA To improve onboarding success, outline expectations and responsibilities over the first 2 weeks, 4 weeks, and 12 weeks for a new team member. The process of the 2-4-12 Launch helps to gradually transition responsibilities versus an abrupt shift, which sets new hires up for success and avoids blaming failures on lack of training. HOW TO RETAIN BETTER TEAM MEMBERS Focus on retention so that current team members are not leaving while you’re trying to grow the team. Deliver on promises to team members to retain them. Ensure alignment between a company’s values and a team member’s values. Not having the people you need is a real obstacle to growth and thinking bigger. Resources: Hire Better People Faster by Jeremy Macliver Kolbe EOS®: Entrepreneurial Operating System Visual Thinking by Temple Grandin 10x Is Easier Than 2x: How World-Class Entrepreneurs Achieve More By Doing Less by Dan Sullivan with Dr. Benjamin Hardy Who Not How: The Formula To Achieve Bigger Goals Through Accelerating Teamwork by Dan Sullivan with Dr. Benjamin Hardy Start With Why by Simon Sinek Team Success Handbook by Shannon Waller Multiplication By Subtraction by Shannon Waller

Shannon delves into effective strategies for capturing and communicating the wisdom inside your business and backing it up with practical tools like Asana or Trello. Imagine simplifying complex procedures, discovering unexpected potential in your team, and gaining confidence through well-documented methodology. You’ll get acquainted with ideas that enhance team collaboration, boost productivity, and even raise the valuation of your business. This is more than just a productivity tip—it’s about making everything and everyone in your organization more valuable. Download Episode Transcript Show Notes: The podcast explores the powerful impact of writing down ideas, processes, and all the other wisdom in your business. Shannon dives into how resources like Asana and Trello can enhance productivity and smooth out coordination between different teams. She shares specific Strategic Coach® tools for getting ideas out of your head so they can be shared and acted on. Your team members also have precious information that leaves the building whenever they do—unless you write it down. Shannon describes a real-life scenario where having the company’s processes documented significantly increased its valuation. Don’t like taking notes? Remember the principle of Unique Ability®: Somebody out there loves it! Resources: Get The Impact Filter™ worksheet Extraordinary Impact Filter by Dan Sullivan Who Not How by Dan Sullivan and Dr. Benjamin Hardy Trello, project management software Asana, project management software The Kolbe Profile The Checklist Manifesto by Atul Gawande Questions for Shannon? Email questions@strategiccoach.com

Are you looking for a new strategy to help attract and retain really great talent? Unlock the secret to captivating your audience and igniting your entrepreneurial journey with Deirdre Van Nest, renowned storytelling expert and coach. In this episode of the Team Success Podcast, Shannon and Deirdre reveal the transformative power of the “Why Story”—a potent tool that distinguishes entrepreneurs from their competition and resonates deeply with clients, customers, and team members. Through practical frameworks and real-life examples, you’ll learn how to craft a compelling Why Story that showcases your mission, values, and leadership qualities. You’ll also discover how vulnerability and authenticity can strengthen personal connections and build trust. Join us in uncovering the art of storytelling and its profound impact on entrepreneurial success in this dynamic and inspiring episode! Download Deirdre Van Nest's Information Sheet Download Episode Transcript Show Notes: Your personal brand Why Story is a three-minute story that explains why you care about the people you serve, and its purpose is to increase trust, connection, and likeability. It should showcase your personal mission, values, and leadership qualities. Sharing personal stories that engage people on an emotional level is a fast and effective way to connect with potential team members (and clients) on a deeper level. Your Why Story is a powerful tool that will allow you to differentiate yourself from your competition. It’s also a powerful tool for establishing credibility in the marketplace. By sharing your authentic self and genuine passion, you can attract and retain incredible talent, even in the most competitive industries. Your Why Story is like a magnet for right-fit team members. It’s also an effective filter for team members whose values don’t align with your own. It’s essential that you tailor your Why Story to your specific niche or target audience. This may mean you have multiple Why Stories—for example, one that’s client-facing and one that’s candidate-facing. By honing your storytelling skills and embracing vulnerability and authenticity, you can create memorable experiences and make a lasting impact on your audience. People aren’t interested in credentials. They’re interested in purpose. Resources: Crazy Good Talks The Kolbe A™ Index Unique Ability® PRINT® Who Not How by Dan Sullivan and Dr. Benjamin Hardy

Are you getting lost in email? Discover the art of efficient email management and reclaim valuable time with our latest episode of The Team Success Podcast! In this episode, Shannon chats with renowned speaker, coach, and storytelling strategist Deirdre Van Nest about her game-changing email filtering system. You’ll learn how to delegate email tasks, set clear expectations, and leverage automation to streamline communication, plus gain actionable strategies for prioritizing valuable connections, protecting your energy, and optimizing productivity. Whether you’re seeking to automate your inbox or delegate email handling entirely, this episode offers invaluable insights and practical tips to help entrepreneurs reclaim control over their email overload and focus on what truly matters. Download Deirdre Van Nest's Information Sheet Download Episode Transcript Show Notes: As an entrepreneur, if you’re not working with clients or creating content, you’re not earning money. You can gain back hours of earning potential each day simply by changing the way you handle email. This starts by categorizing emails based on priority and then creating individual folders for each category. “Urgent and important” emails need to be handled by the end of the day. “Important but not urgent” emails can be responded to within two to five days. “Not urgent, not important” emails can be addressed weekly. For this system to work, you’ll need to spend time training your assistant on which emails go into which category. It may take a few weeks for the system to work effectively, but it’s a few weeks’ worth of effort for countless hours of time saved. Once your assistant understands the system, the next step is for them to create daily executive reports about what’s in your folders so all you have to do is open up the report and decide what needs your attention when. You should prioritize engaging with emails from individuals or opportunities that align with your goals and values. However, the ultimate goal is for your assistant to begin responding as you, freeing you up from email entirely, or close to it. You can start by delegating low-priority emails and working your way up from there. This does mean you should communicate to your audience that receiving email responses from someone other than you is possible and explain the reasons behind it. Resources: Crazy Good Talks The Kolbe A™ Index Unique Ability® PRINT® The D.O.S. Conversation® The Eisenhower Matrix “Geometry” For Staying Cool & Calm

Have you noticed that your teams are becoming siloed, only respecting their own agenda but not appreciating those of other teams? Today, Shannon Waller uses The Front Stage/Back Stage Model® and The Experience Transformer® to break down those silos. Shannon shares a recent experience she had as head of marketing, where she noticed tension between teams and how the teams were working together, and what she did to turn it into a Unique Ability® Teamwork growth opportunity. Download Episode Transcript

Have you ever wondered what habits separate the highest performers from those who struggle to complete their to-do lists? In the sixth and final episode of this Team Success mini-series in partnership with Superpowers leaders Steven Neuner and Ryan Cassin, the trio delve into the nine essential habits that are the key to every high performer’s success. (Hint: You can’t do it alone!) From time blocking and daily syncs to letting your executive assistant become your project manager and even giving other high-performing team members their own EAs, this episode has all the information you need to empower your business, maximize your productivity, and keep you working firmly in your Unique Ability®. Don’t miss out! Download Episode Transcript