The Wake Up Eager Workforce Podcast

[00:00:00] Suzie : welcome to this wake up eager workforce podcast mini episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie 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 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 Wake up eco workforce.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 Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care welcome to the deep docs today we're jumping right into well a classic global management challenge leading a team that's on paper really confident but uh deeply resistant to any kind of outside influence we've got this great case study to unpack based on a consultant's work with a leader let's call him Danny he was facing this exact issue with his team in Poland trying to bring them under a new more centralized strategy so our mission here is to sort of fast track your understanding of how you gain leverage in these well these really emotionally charged situations we're looking at how data culture leadership styles how they all clash on that global stage why do good people sometimes resist changes that seem necessary okay let's get into it [00:02:04] A1 : yeah and this case is such a good example because it really highlights that clear financial goals they're often not enough not even close what we're really digging into here is the power of that ingrained local culture you know that tendency towards group solidarity maybe pushing back against outsiders it can effectively block corporate strategy even a really logical one Danny wasn't just tweaking processes he was up against a kind of cultural defense mechanism [00:02:32] A2 : okay so where did he even start yeah I mean you can't just walk in and say your culture is resistant right so the breakthrough or the start of it came from something objective [00:02:40] A1 : exactly it started with a specific piece of analysis a leadership assessment he commissioned for a key local leader this was John the VP of operations OK right that report the VP Operations Benchmark Gap Report it was absolutely pivotal it wasn't just saying John's doing badly no it mapped his actual behaviors against a predefined standard for that VP role yeah and Justin did have strengths the report noted you know real passion for learning very direct communication style [00:03:05] A2 : okay operational strengths good for getting things done [00:03:09] A1 : definitely essential for execution but the gaps [00:03:12] A2 : they were pretty significant especially for a VP level [00:03:15] A1 : oh massive liabilities things you really don't want in a strategic leader we're talking significant shortcomings in personal accountability diplomacy tact and maybe most importantly people skills you can be a technical genius but without diplomacy you can't manage effectively up down sideways it just doesn't work [00:03:35] A2 : and the source material really emphasizes this wasn't just about John was it his gaps were almost amplified by the local situation [00:03:42] A1 : that's right the consultant called it a fortresses culture within that Polish leadership team deeply ingrained very hesitant about new perspectives and honestly really good at creating this sort of barrier against new talent coming in wow a structural barrier that's the perfect term for it John's weaknesses weren't just his own they were symptomatic of this larger kind of protectionist mindset they rewarded sticking together keeping things insular so if Danny had just say replaced John without tackling the culture [00:04:09] A2 : the new person would have just bounced off that fortress wall [00:04:12] A1 : instantly ostracized neutralized yeah so Danny's goal had to be bigger than just fixing John it was about building a leadership foundation strong enough to resist that that pull towards the way things had always been done [00:04:26] A2 : okay this is where it gets really interesting for me because you've got this high emotion environment any criticism feels personal how do you even start talking about competence about culture when everyone's defenses are way up [00:04:39] A1 : data you have to lean on the data those assessment reports were the key they shifted the conversation it wasn't Danny thinks John is abrasive anymore it became this objective tool shows a 45% gap in the specific relational skills needed for this VP role [00:04:54] A2 : that reframing is crucial [00:04:56] A1 : it's everything because if Danny had just used his own observations you know John's difficult the team's resistant they could have brushed it off oh that's just cultural misunderstanding or corporate doesn't get us right [00:05:07] A1 : easy excuses but the gap report it used a recognized framework third party objectivity that was the lever Danny needed it allowed him to actually engage them in those tough but necessary conversations [00:05:18] A2 : and didn't he do something specific with the report visually something quite clever he did [00:05:22] A1 : he asked for a direct visual comparison John's actual assessment results right next to the preset job benchmark for a VP and you're right that benchmark wasn't just a list of tasks it was like a a psychometric map of the ideal VP profile for that company [00:05:38] A2 : so like side by side here's the target here's reality [00:05:41] A1 : exactly laid bare you could see for instance where the benchmark required high scores and say influence intact and John's profile showed these significant dips right there visually that visual data gave them a common neutral language it helped cut through potentially years of defensiveness because suddenly they weren't arguing about personality they were looking at verifiable behavioral gaps against a required standard [00:06:04] A2 : so for you listening if you're facing that kind of dug in resistance objective data isn't just backup it actually provides a kind of psychological safety net doesn't it it lets everyone discuss the roles needs not just perceived personal failings [00:06:17] A1 : and that focus on the role brings us to the next critical point where the real cost of that cultural resistance that fortress culture it became painfully clear John style combined with that team dynamic it basically created an environment that actively rejected desperately needed new talent [00:06:36] A2 : and that talent was Anne right the promising new leader Danny brought in [00:06:40] A1 : that's her she represented the strategic forward looking perspective that the Polish office really needed but she just couldn't get any traction [00:06:47] A2 : why not what was happening day to day [00:06:49] A1 : well the consultant realized she was essentially set up to fail not intentionally maybe but systemically and they use this fantastic analogy to help Danny see the disconnect between her and John [00:06:59] A2 : oh yeah I remember this John was the contractor [00:07:02] A1 : exactly focus purely on execution getting the job done now [00:07:05] A2 : and and she was the architect focused [00:07:07] A1 : on the blueprint the long term vision the strategic direction five years out [00:07:12] A2 : so the contractor just wants to pour the concrete today while the architect is worried about the building's integrity decades from now yeah what did that look like in practice [00:07:21] A1 : it looked like well John the contractor was all about immediate results hitting quarterly numbers keeping costs down right now very tactical and the architect she was focused on strategic alignment managing conflicts relationships with stakeholders investing in things that might not pay off this quarter but were crucial for the future they weren't just bad at communicating they were speaking fundamentally different professional languages [00:07:44] A2 : and the existing culture reinforced the contractor view [00:07:47] A1 : completely John saw Anne's planning as you know maybe impractical pie in the sky stuff and Anne saw John's intense short term focus as actually undermining the company's long term health the resistant culture basically sided with John's approach and starved Anne's strategic initiatives of support and resources [00:08:06] A2 : and the outcome was pretty much inevitable [00:08:09] A1 : I guess sadly yes and resigned and look that wasn't just one failed hire it was a huge red flag about the organizational culture itself the culture was so strong it literally pushed out the very talent brought in to help evolve it which forced Danny and the consultant to ask a really tough question how on earth do you recruit the talent you need when your current environment is basically designed to reject it [00:08:33] A2 : that's a brutal question to face but necessary so Danny's frustration losing in that became the moment things had to change fundamentally a pivot point [00:08:42] A1 : absolutely it forced a pause a necessary recalibration the consultant really pushed Danny to shift focus stop trying to just fill the empty chair quickly instead they needed to deeply analyze the essential traits the next hire absolutely had to have just to survive

[00:00:00] Suzie Price : welcome to this wake up eager workforce podcast mini episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie 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 Wake Up Eager workforce.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 Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:24] AI 1 : has you ever been in that spot where you just you feel like you could be a better leader or maybe more influential even just day to day maybe prepping for something big or just wondering what that uh secret sauce really is [00:01:36] AI 2 : absolutely it's a common feeling [00:01:38] AI 1 : well if that sounds familiar you're definitely in the right place because today we're doing a deep dive into something absolutely fundamental for leadership communication [00:01:47] AI 2 : the bedrock really exactly [00:01:49] AI 1 : and our mission here is well it's pretty straightforward we want to cut through all the noise and get straight to the most impactful stuff for you mm hmm we've focused on this really insightful analysis it's called 4 Communication skills that make or break all leaders [00:02:05] AI 2 : yeah it's a good one [00:02:07] AI 1 : and we're going to break it down distill it to you know the core ideas think of it like your fast track to understanding what really makes great leaders tick [00:02:15] AI 2 : and what's great about this source is how it really nails what inspires people what actually motivates them to act positively it's definitely not about that old command and control style it's more about building an environment where people feel genuinely empowered [00:02:30] AI 1 : that makes me think of a quote the analysis brings up from Ralph Waldo Emerson it's our chief want is someone who will inspire us to be what we know we could be powerful isn't it [00:02:40] AI 2 : it really is and if you think about it communication is basically the pipeline for that inspiration the pipeline I like that yeah it's how leaders connect potential with reality they paint that picture that vision and crucially make others feel like yes they can achieve it [00:02:55] AI 1 : okay so how do you actually do that that's the big question [00:02:58] AI 2 : well that's where this framework comes in [00:03:00] AI 1 : right the analysis gives us this framework it's simple but pretty powerful an acronym actually [00:03:05] AI 2 : C a L L C a L L yeah see you remember yeah and it's designed to help grasp these key skills you know the ones for building trust strengthening relationships inspiring that confidence ready to unpack C a L L let's do it okay first up c it stands for cultivate a positive sense of self in others now this isn't just like flattery right oh definitely not it's much deeper it's about actively empowering people seeing their potential recognizing their contributions and doing it authentically authentically [00:03:36] AI 1 : that's key absolutely leaders who get this right they don't just praise tasks they build the sort of deep seated confidence in the person and that makes the whole team stronger [00:03:47] AI 2 : exactly much stronger more cohesive more effective ultimately it's helping people see their own best qualities [00:03:54] AI 1 : okay so cultivating positivity is crucial but what about when things go wrong problems pop up which they always do right so that brings us to the a N C a L address problems quickly by focusing on behaviors and facts this sounds potentially tricky how do you do that without making things worse [00:04:14] AI 2 : yeah it's a really critical skill the analysis stresses sticking only to facts and observable behaviors no assumptions no judgments precisely you take out the emotional interpretation that you always or you never kind of language it keeps the conversation focused constructive [00:04:28] AI 1 : so it's about the what not the why or the who in a blaming sense [00:04:32] AI 2 : exactly it pays a much clearer path to actually solving the problem rather than just you know creating more conflict [00:04:39] AI 1 : okay that makes sense moving on then from tackling problems to working together the first L is lead by inviting input and participation this feels very collaborative [00:04:50] AI 2 : it is totally the best leaders they know they don't have all the answers they just don't right so instead they focus on creating this space this environment where people feel safe psychologically safe is the term often used [00:05:03] AI 1 : safe to share ideas even maybe disagree [00:05:06] AI 2 : yes safe to share ideas perspectives unique insights even challenges and this isn't just nice it demonstrably leads to better decisions [00:05:15] AI 1 : and people feel more invested [00:05:17] AI 2 : I imagine huge difference they feel ownership because they help shape whatever it is the outcome the plan the solution [00:05:23] AI 1 : got it okay last letter the second L in C a L L is listen aggressively that phrase aggressive listening it sounds intense [00:05:32] AI 2 : it does sound a bit intense doesn't it but it's not about being confrontational [00:05:36] AI 1 : so what is it about more than just you know not talking [00:05:39] AI 2 : oh much more it's about going way beyond just hearing the words it's about tuning in to understand the real intent behind the words the emotion yeah the content exactly the unspoken stuff the full picture when you really practice that kind of focused empathic listening it's a game changer for trust in any relationship any relationship professional personal doesn't matter you're not just waiting to jump in you're genuinely trying to understand where the other person is coming from [00:06:06] AI 1 : okay so C a L L cultivate positivity address problems factually lead by inviting input and listen aggressively if you actually do these things consistently what's the payoff [00:06:18] AI 2 : well the analysis is pretty clear on this it gives you a real competitive edge how so people want to work with you your team your clients your colleagues things just get easier [00:06:28] AI 1 : easier like less friction [00:06:29] AI 2 : less friction more natural flow more authenticity think about work projects sales conversations they feel less like a struggle and more like a collaboration and beyond work does it spill over absolutely if you zoom out it impacts pretty much every part of your life you build deeper trust you have more honest conversations just better connections all around [00:06:50] AI 1 : okay that all sounds great in theory but you know people might be thinking where's the proof does this stuff really work in the real world [00:06:58] AI 2 : great question and the analysis tackles that head on it looks at what actual employees say about their leaders they gathered feedback from thousands of people all sorts of industries too aviation healthcare sales tech really diverse [00:07:14] AI 1 : and what did they find were there common themes about the best leaders [00:07:18] AI 2 : oh yeah very consistent themes people constantly use words like great listener fair knowledgeable listening again always comes up also things like gave me confidence or believed in me and interestingly gave me confidence in their company or believed in their product [00:07:33] AI 1 : so confidence in the person and the mission exactly [00:07:36] AI 2 : other common phrases were inspired me to my best I trusted this person often followed by that she had my best interests in mind [00:07:44] AI 1 : trust is huge [00:07:45] AI 2 : crucial also was straight with me telling the truth good or bad made sure my goals were understood looked out for my development and back to collaboration asked for my opinion and input [00:07:57] AI 1 : wow it paints a really clear picture [00:07:59] AI 2 : it does and there's this one quote the source highlights that really sums it up an employee said I wanted to work with this person I never dreaded our meetings I did more for this person than I did for others because of the confidence and trust I felt [00:08:13] AI 1 : that says it all really doing more because you feel that trust [00:08:16] AI 2 : it really does and what this feedback shows is that people universally value these things trust feeling supported fairness clear communication [00:08:25] AI 1 : leadership greatness isn't some magic formula [00:08:28] AI 2 : no it's about understanding what people fundamentally need from their leaders to be effective themselves it comes from them [00:08:35] AI 1 : and this isn't just based on stories right you mentioned data earlier [00:08:38] AI 2 : correct these anecdotal findings these human experiences they're strongly supported by hard data the analysis points specifically to Gallup research Gallup they do massive studies right huge this one involved nearly 8,000 teams 7,935 to be exact across 36 countries wow and they proved quantitatively the bottom line impact of mastering these skills trust building relationship building yeah it hits the numbers [00:09:06] AI

[00:00:00] Suzie Price : welcome to this wake up eager workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie 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 Wake up eco workforce.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 Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 : have you ever been in this situation you give the same feedback maybe the same task to two different people on your team and you get completely different results like one person just runs with it fries and the other one well they seem to deflate or maybe they just get lost it's a really common frustration I think and if you're leading a team you definitely know that this whole one size fits all leadership idea it just doesn't cut it the truth is you know effective leadership isn't just about managing the tasks it's really about deeply understanding and empowering each unique person on your team helping them have more of those you know wake up eager days we talk about so how do we actually bridge that gap how do we get from that sort of generic management style to truly tailored leadership that works for everyone today we're diving deep into exactly that we'll look at some foundational concepts first and then layer on some really powerful insights into individual styles [00:02:16] AI 2 : yeah our mission here really is to give you a kind of personalized roadmap we're gonna break down how you can motivate how you engage and genuinely lead each team member in a way that works for them because I mean the source material is pretty clear on this that old one size fits all approach to performance it's just well it's out definitely out [00:02:35] AI 1 : okay alright so let's start with a tool that I think cuts through a lot of the guesswork it's called the able willing map hmm it's actually a brilliant way to assess your team members whether it's for a specific task or even you know that their overall role it really boils down to two crucial dimensions first up there's ability yeah do they actually have the confidence the skills the knowledge they need to do the task successfully and then just as critical there's willingness do they have the motivation the right attitude the commitment do they actually want to do the task it sounds almost deceptively simple right but getting this piece right really sets your entire strategy [00:03:11] AI 2 : it absolutely does and this initial assessment is Paramount because where someone lands on this map well it dictates your foundational management approach so for instance if you've got someone who's high ability high willingness we call them the empowered performer they've truly you know got this your main job as a leader here is basically delegating trusting them completely maybe removing roadblocks and of course celebrating their successes honestly your biggest mistake here might be micromanaging them [00:03:40] AI 1 : right getting in their way [00:03:41] AI 2 : exactly then you might have the disengaged expert these are folks with high ability but low willingness they absolutely know how to do the job but maybe they're lacking motivation or interest or perhaps a sense of purpose at least for this specific task with them your role shifts dramatically you really need to listen listen deeply try to understand their disconnect you need to encourage them maybe help reframe the task to find that lost purpose and inspire them to reengage [00:04:09] AI 1 : okay that makes sense what about the other side [00:04:11] AI 2 : right so next we see the enthusiastic learners these are the people with high willingness but low ability they're eager they really want to do the task but they just need guidance they need clear instructions because they don't have the specific skills or knowledge yet so your job with them it's teaching patiently guiding clarifying every step along the way [00:04:33] AI 1 : lots of support there [00:04:34] AI 2 : definitely and finally you've got the developing contributor this is someone with say partial ability partial willingness they're getting there making progress but they need a thoughtful blend of both guidance and encouragement your role here is really coaching them closely maybe collaborating on solutions and actively building their confidence as they pick up both the skill and the motivation [00:04:55] AI 1 : that able willing map wow it immediately clarifies your sort of strategic starting point doesn't it yeah but managing tasks that's only half the battle isn't it I mean what happens when you've got two people who are both say high willingness low ability like two enthusiastic new hires yeah but they respond completely differently to your guidance you know one thrives with public praise the other just shrinks back that's where we need to layer on their unique communication styles their working styles maybe using something like the d I [00:05:24] AI 2 : s C framework absolutely that's the next critical layer understanding their core motivations their behavioral tendencies through dice that allows you to customize your leadership approach even further makes it truly personal so let's start with the d dominance style we call them the results oriented driver these individuals they're motivated by challenges by achieving quick results and importantly by having autonomy [00:05:46] AI 1 : okay so let's play this out if you have a d style person who is maybe a developing contributor so high willingness but still learning low ability to wideny how do you coach them how do you do that without you know stifling that natural drive they have for autonomy do you risk overwhelming them if you just like cut to the chase and expect them to figure it all out [00:06:07] AI 2 : yeah that's a really critical point with a developing contributor d you still give clear concise results oriented tasks that stays but your coaching focuses more on setting ambitious goals defining clear boundaries and then empowering them to take charge of the execution within those boundaries you might provide resources sure but you let them experiment with the how let them figure it out even if they make some initial mistakes that sense of independence is crucial for them you wanna frame challenges as opportunities right opportunities for their leadership and decisive action to make a big difference connect it to winning [00:06:41] AI 1 : uh connecting it to winning [00:06:43] AI 2 : okay exactly now what if you have a d who's a disengaged expert high ability low willingness their low willingness might actually stem from feeling micromanaged or maybe they don't see a clear path to making an impact or they just lack that autonomy they crave so you need to re empower them clearly outline what's at stake define the ultimate what and then really give them the space to figure out the how you've got to acknowledge their competitive drive too and maybe show how strategic collaboration could actually amplify the results not hinder them [00:07:13] AI 1 : hmm okay that clearly outlines the approach for the d yeah how does this compare to say motivating and influence style hmm the enthusiastic communicator mm hmm these are the people that often motivated by relationships social interaction getting recognition and inspiring others right [00:07:30] AI 2 : that's them with an eye style you want to use high energy positive enthusiastic communication it feeds their style so if you have an empowered performer eye someone high on both ability and willingness you celebrate their milestones publicly create lots of opportunities for collaboration teamwork emphasize how their positivity and influence can really lift the whole group [00:07:49] AI 1 : okay but what if you have an eye who is a developing contributor still enthusiastic but maybe lacking some of the detailed follow through I can kind of see that their enthusiasm might make them jump from idea to idea without quite finishing things [00:08:02] AI 2 : is that the trap that is often the trap yeah not providing enough structure well you absolutely wanna encourage their creative problem solving and brainstorming that's their strength you also need to gently but firmly maintain clear expectations and timelines keep them grounded breaking tasks down into engaging manageable actions can really help and for a disengaged expert I hmm [00:08:25] AI 1 : high skill low willingness maybe they feel isolated [00:08:27] AI 2 : could be their low willingness might come from feeling isolated or maybe unappreciated you need to reignite their purpose give them opportunities to mentor others lead initiatives that really require their people skills or maybe be the public face of certain projects let them shine and reconnect with people that often does the trick [00:08:45] AI 1 : make sense let them shine okay then we have the s steadiness style the harmonious collaborator these team members are motivated more by harmony dependability security supporting the team how do we tailor things here [00

[00:00:00] Suzie Price: welcome to this wake up egear workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host 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 Wake Up Eagle workforce.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 Susie at priceless professional. com Suzie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 :  welcome to the Deep Dive so you sent us this really interesting article all about focusing on strengths and why that well why it matters today we're gonna dig into that source [00:01:35] AI 2 :  that's right and our mission really is to unpack it go beyond just a summary we want to get at the core ideas understand the case it's making for why you know using your natural strengths is supposed to be so [00:01:47] AI 1 :  critical critical for well being success all of that exactly [00:01:51] AI 2 :  according to the research they cite yeah for personal happiness and professional stuff [00:01:55] AI 1 :  okay let's get into it then the article starts by defining strengths but maybe not how everyone thinks about them it's not just skills right [00:02:03] AI 2 :  right exactly the source is quite specific strengths here are um more than just things you've Learned it talks about preferences innate characteristics like natural inclinations yeah the stuff that feels authentic your unique wiring essentially [00:02:15] AI 1 :  ah okay so less about Learned competence more about what feels natural what gives you energy what's really you you got it [00:02:23] AI 2 :  it's where talent meets enjoyment basically and the core idea the main premise this article puts forward it's pretty bold actually oh yeah what is it it says knowing and crucially using these strengths daily is essential like fundamental for consistent happiness motivation [00:02:41] AI 1 :  and for creating what it calls a wake up eager life [00:02:44] AI 2 :  I saw that phrase that's the one wake up eager definitely has appeal doesn't it the opposite of that Sunday night feeling [00:02:50] AI 1 :  no definitely so it makes this big claim does it back it up [00:02:53] AI 2 :  it does and this is where it gets really interesting it doesn't just assert this it lays out well the outline you saw mentioned 19 specific reasons 19 wow yeah citing research studies Gallup comes up quite a bit yeah it presents a lot of evidence for why this daily focus makes such a difference [00:03:09] AI 1 :  okay 19 reasons that's a solid case they're trying to build where does it start what's the first area of impact [00:03:14] AI 2 :  it starts inwards looking at the impact on you personally your well being the research cited suggest when you use your strengths every day you're way more likely to feel energized well rested happy even energized and well rested [00:03:28] AI 1 :  that alone sounds good [00:03:29] AI 2 :  and also more likely to feel respected and proud so it hits on a few different levels [00:03:35] AI 1 :  so physical energy emotional state self perception too [00:03:39] AI 2 :  covers a lot of ground yeah and it also connects using strengths to experiencing flow you know that state [00:03:47] AI 1 :  oh yeah where you just get lost in something [00:03:49] AI 2 :  time disappears exactly that absorbed challenge maybe but engaged and you feel this sense of accomplishment being in your element [00:03:57] AI 1 :  flow is definitely something people chase after so strengths help you find that more often [00:04:01] AI 2 :  according to this source yes yeah and some of the data points are quite striking like individuals using their strengths daily they're reported to be three times more likely to say they have an excellent quality of life [00:04:11] AI 1 :  three times just from using strength daily that's that's huge [00:04:15] AI 2 :  it really is it kind of elevates the whole idea doesn't it it's not just being good at stuff right it sounds more fundamental yeah the article really emphasizes that tapping into these natural talents increases well being energy levels and specifically for adults at work using strengths is linked to less stress less stress at work and more energy by the end of the day which you know feels like the opposite of what often happens [00:04:38] AI 1 :  totally less stress more energy sounds like the dream combo against burnout [00:04:42] AI 2 :  the source definitely frames it that way and it mentioned something else interesting a kind of ripple effect [00:04:47] AI 1 :  ripple effect how so [00:04:49] AI 2 :  well when people are happy and energized because they're using their strengths that positivity tends to spread [00:04:55] AI 1 :  ah okay like your good mood affects others [00:04:58] AI 2 :  yeah colleagues friends family your own well being can actually contribute to theirs [00:05:04] AI 1 :  that makes sense positive energy can be infectious okay so big personal impacts how does this translate to the workplace for organization [00:05:11] AI 2 :  right this is where the uh the business case really comes through the article states people focusing on strengths are 6 times more likely to be engaged at work [00:05:20] AI 1 :  six times more engaged that's a massive statistic for any company what does that engagement lead to [00:05:26] AI 2 :  well concrete results the article points to research suggesting that just learning about your strengths just knowing them can make employees about 7.8% more productive [00:05:37] AI 1 :  wait hold on just knowing them makes you nearly 8% more productive not even necessarily using them differently yet [00:05:43] AI 2 :  seems like it the awareness itself is presented as a catalyst [00:05:47] AI 1 :  huh that's surprising [00:05:48] AI 2 :  it is and the source argues that when employees are consistently doing what they do best you see higher engagement higher productivity and crucially better retention rates [00:05:58] AI 1 :  better retention that's always huge for companies [00:06:01] AI 2 :  absolutely the article explicitly connects this to financial benefits for the organization people do better work and they stick around longer it's a clear win win [00:06:09] AI 1 :  okay clear benefits there what about managers does the article talk about their role in this [00:06:14] AI 2 :  oh definitely it highlights leadership as critical get this managers who actively focus on employee strengths are reportedly 86% more successful than those who don't [00:06:24] AI 1 :  86% that's wow that's incredibly high why such a big difference [00:06:29] AI 2 :  well a few things are suggested 1 managers who understand their own strengths are perhaps unsurprisingly better at spotting and nurturing strengths in their team [00:06:38] AI 1 :  okay that makes sense self awareness helps you see it in others [00:06:41] AI 2 :  right and the article also notes that top managers according to the research it uses tend to reward based on strengths and contributions not just seniority [00:06:49] AI 1 :  ah shifting from tenure to talent [00:06:52] AI 2 :  exactly which leads to better decisions about who does what it kind of flips the traditional script [00:06:57] AI 1 :  interesting so better personal decisions essentially yeah [00:07:00] AI 2 :  and it even gets specific mentioning things like strengths based feedback sessions boosting sales performance significantly very tangible outcomes [00:07:09] AI 1 :  got it OK so personal well being workplace performance what about like longer term personal growth [00:07:15] AI 2 :  finding your purpose yeah the article connects strengths to purpose too it frames using your natural talents as sharing your unique gifts with the world [00:07:23] AI 1 :  so contribution using what you're naturally good at to make an impact [00:07:27] AI 2 :  exactly a sense of purpose and it also links knowing your strengths to feeling more in control of your future [00:07:32] AI 1 :  how so [00:07:34] AI 2 :  well if you understand what energizes you where you excel naturally you can make better choices right about your career projects even hobbies you steer towards things where you're likely to thrive [00:07:46] AI 1 :  gives you more agency maybe more control over your path [00:07:49] AI 2 :  precisely and the article argues that actively developing your strengths getting even better at what you're already good at fosters a growth mindset it encourages setting goals you're building on something solid [00:08:00] AI 1 :  and this is kind of positioned against the usual advice to just fix your weaknesses [00:08:05] AI 2 :  it is it directly addresses that common focus on fixing flaws and it makes an interesting point hmm sometimes what we see as a weakness is actually just an overused strength [00:08:14] AI 1 :  oh that's a great reframe like being decisive is good but too decisive in the wrong situation could be a problem [00:08:19] AI 2 :  exactly knowing your strength helps you manage those potential blind spots yeah it's about using the right tool for the job [00:08:25] AI 1 :  the context matters [00:08:27] AI 2

[00:00:00] Suzie Price Welcome to this Wake Up Eager Workforce podcast mini-episode, where we share our monthly LinkedIn article in 10 minutes or less in a new audio format—thanks to our AI co-hosts. I’m Suzie Price, your host and founder of Priceless Professional Development. Whether you're listening to our long-form episodes or something like this, our focus is always on helping leaders and teams build a high-commitment, low-drama Wake Up Eager Workforce. We cover topics like hiring, building great teams, and waking up eager. Find all our episodes at wakeupeagerworkforce.com or subscribe anywhere you get your podcasts. Let me know if you’re enjoying these mini episodes or if I can help in any way. You can reach me at suzie@pricelessprofessional.com or connect on LinkedIn. Thanks for tuning in—go out and have a Wake Up Eager kind of day! Here’s a powerful moment from this month’s article—an 80-year-old friend, in tears, saying: “This is not how I wanted my life to turn out.”  [00:01:27] AI 1 That moment really stops you. It brings up that deep sense of regret or the constant questioning we sometimes feel—am I spending my time in alignment with what really matters? What’s all of this really for?  [00:01:36] AI 2 Yeah, that line really hits hard. It touches on something universal—a quiet fear, or maybe a loud realization—that we’re not living in a way that reflects our core values.  [00:01:49] AI 1 Exactly. That kind of reflection brings us back to the fundamentals: purpose, alignment, and meaning.  [00:02:03] AI 2 Which is what the article explores—through the lens of Robert S. Hartman and his work in axiology, or the science of values.  [00:02:16] AI 1 Axiology—let’s unpack that. So our mission for the next few minutes is to share key insights from the article, to help guide us toward a more purposeful life—and hopefully away from those deep regrets.  [00:02:32] AI 2 Hartman was even nominated for a Nobel Peace Prize. He didn’t just theorize about values—he built a structured, almost scientific framework for understanding how we assign and experience value.  [00:02:51] AI 1 Measuring value—wow.  [00:02:53] AI 2 It’s less about defining what’s valuable and more about understanding how we structure value internally and how that shapes our lives.  [00:03:00] AI 1 So it’s not just abstract philosophy—it’s a practical science. But how does this help us avoid regret and live better?  [00:03:07] AI 2 The article highlights one of Hartman’s biggest insights: meaning and fulfillment don’t primarily come from knowledge or doing things—but from being.  [00:03:19] AI 1 That’s what makes it so interesting—Hartman believed that being is the most vital source of meaning.  [00:03:27] AI 2 Exactly. He said, “To be is probably the most difficult and most important task of our moral lives.” That was his foundation.  [00:03:37] AI 1 That’s powerful—and very different from how we usually focus on achievements and external success. So how do we cultivate “being”?  [00:03:49] AI 2 The article suggests it’s about developing your inner core—aligning your internal self with what you truly value.  [00:04:08] AI 1 That’s brilliant. There’s this quote—“Your inner self, your humbler being, is what makes dogs lick you.” It’s such a relatable way to express authenticity.  [00:04:18] AI 2 Exactly. That kind of quiet inner alignment builds real connection. The article ties this back to axiology as a tool—not just for leadership or hiring—but for personal clarity.  [00:04:40] AI 1 Which loops us back to that opening story. A life of regret often comes from being out of alignment. That’s why understanding values—and prioritizing being—is so important.  [00:04:53] AI 2 Yes. The article suggests that if you're questioning your purpose, it helps to pause and focus on what brings you true meaning. Compassion, connection—even self-care—can anchor you to that deeper self.  [00:05:09] AI 1 So it’s about aligning the doing with the being, using value clarity as a guide.  [00:05:24] AI 2 Exactly. It’s not about a massive overnight change—it’s about making intentional choices that build a life of fewer regrets.  [00:05:35] AI 1 So let’s leave you with this: If “being” is the hardest yet most essential task, what does cultivating your inner self look like for you—today?

Episode Transcript: [00:00:00] SUZIE: welcome to this wake up ego workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie 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 Wake up eco workforce.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 Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI HOST 1: you're here because you wanna really get under the hood right yeah gain that deep knowledge without getting uh totally bogged down exactly you sent over some great material on the DISA assessment and we get it you want to cut through the noise and figure out what it really does and you know where it might fall short uh huh so that's our mission for this deep dive we're gonna unpack the common myths the misunderstandings around DIS check some clarity yeah exactly clarity so you can see its true value and also the potential pitfalls it kind of reminds me of that Abraham Maslow quote oh the hammer one yeah yeah I suppose it is tempting if the only tool you have is a hammer to treat everything as if it were a nail [00:02:04] AI HOST 2: it fits perfectly doesn't it d I s C is a useful tool no doubt but it's definitely not the only tool you should have in your toolbox [00:02:11] AI HOST 1: right so let's start with maybe the biggest one mistake No. 1 thinking d I s C is a complete personality profile [00:02:18] AI HOST 2: yeah that's a really common one people often see it as this like comprehensive window into someone's entire psyche [00:02:24] AI HOST 1: and you can sort of see why right the reports can look quite detailed [00:02:28] AI HOST 2: they can absolutely but you know behavioral science tells us people are incredibly complex DISC fundamentally focuses on observable behaviors how we act how we communicate [00:02:40] AI HOST 1: so it's descriptive of how someone behaves [00:02:42] AI HOST 2: yes the misconception often comes because well we all like simple ways to understand complex things like human behavior and a detailed DISC report feels like it covers everything [00:02:54] AI HOST 1: okay so let's nail this down if it's behavioral not a full personality test what are the big things it doesn't tell us [00:03:01] AI HOST 2: well that's the key it gives great insight into how someone prefers to act and interact their dominant styles you know uh huh but it doesn't really dig into their core values what truly drives them deep down OK values are missing right and things like their underlying temperament those sort of innate predispositions and crucially something like emotional maturity how well they handle their emotions navigate tricky situations DISC  doesn't measure that [00:03:25] AI HOST 1: that's a huge distinction behavior versus values temperament emotional maturity if d I s C gives us this specific behavioral lens how do we get that fuller picture the article mentions combining it [00:03:39] AI HOST 2: yeah with other tools and that's the smart approach really like try matrix mention that one specifically what does that add exactly going back to Maslow's hammer right relying only on DISC is limiting the article is spot on combining it with something like Tri Matrix which does measure those other pieces motivators competencies even decision making styles that gives you a much much richer more holistic view of a person it's like using different filters to see the whole image clearly [00:04:06] AI HOST 1: got it okay so that naturally leads into the second myth doesn't it the idea that all DISA assessments are basically the same [00:04:12] AI HOST 2: oh yeah that's another big Assumption people make you see DIC and think it's a standardized thing like you know a gallon of milk but it's not not at all the article points out there are variations different providers might use slightly different methodologies different terms and importantly have different levels of accuracy and validation behind them [00:04:30] AI HOST 1: so why is that important if I just grab any dice test online [00:04:34] AI HOST 2: well the risk is unreliable information right if one test uses a slightly different model or hasn't been properly tested the results might not be valid they might not actually measure what they claim to measure okay validity validity and reliability too does it give consistent results that's crucial if you're making decisions based on it [00:04:53] AI HOST 1: so the advice is to look for validation studies support documentation [00:04:59] AI HOST 2: exactly you need to do a bit of homework on the provider [00:05:01] AI HOST 1: what should you look for in that documentation like what's the proof [00:05:05] AI HOST 2: you want to see evidence that it's been scientifically studied look for information on the research the groups it was tested on the statistical methods they used a reputable provider will have this readily available they should be transparent about it [00:05:18] AI HOST 1: right transparency is key so you need to know what DIS is measuring and then ensure the specific assessment you're using is actually valid and reliable [00:05:28] AI HOST 2: precisely which brings us neatly to myth number three [00:05:32] AI HOST 1: ah yes the idea that DISCE can predict success or failure in a job [00:05:36] AI HOST 2: it's so tempting isn't it just give a DISCE and boom you know if they'll be a star performer [00:05:40] AI HOST 1: but the article says not so fast [00:05:43] AI HOST 2: why not well think about what makes someone succeed it's it's a whole mix of things isn't it [00:05:47] AI HOST 1: sure skills experience [00:05:49] AI HOST 2: skills experience work ethic judgment how well their values align with the company culture DIS tells you about their preferred style of communication and work [00:05:58] AI HOST 1: but not necessarily if they have the actual skills or make good decisions [00:06:01] AI HOST 2: exactly someone might have a dis profile that seems perfect on paper for a role but if they lack the core skills or say have poor judgment their style won't save [00:06:11] AI HOST 1: okay that makes sense so DIC isn't a crystal ball for job performance how should it be used in hiring theM [00:06:19] AI HOST 2: as one piece of a much larger puzzle the article nails it use it alongside other things still tests proper interviews checking references assessing their values fit d I s C adds valuable context about how they might interact communicate fit into a team but it's just context [00:06:34] AI HOST 1: one data point among many [00:06:36] AI HOST 2: precisely [00:06:37] AI HOST 1: which feels related to myth number four that a specific behavioral style automatically dictates performance like the classic example you need a high I to be good at sales [00:06:47] AI HOST 2: yeah that's the stereotype trap we think okay high d means strong leader high ass means great team player high I means ace salesperson [00:06:56] AI HOST 1: but it's not that simple [00:06:58] AI HOST 2: those are tendencies clues maybe but actual performance that depends on so much more motivation learn skills knowledge adaptability someone with a less typical style might absolutely crush it because they have those other critical factors [00:07:12] AI HOST 1: so again it's about looking beyond just the letters on the DIS report [00:07:16] AI HOST 2: absolutely you need to consider the whole person the article mentions again looking at motivators skills decision making using tools like try matrix to get that broader perspective [00:07:25] AI HOST 1: it keeps coming back to the d I C is helpful but incomplete on its own [00:07:29] AI HOST 2: exactly performance is multifaceted you need multiple lenses [00:07:34] AI HOST 1: okay let's tackle skepticism myth 5 there's no proof assessments are accurate anyway some people just dismiss them entirely [00:07:40] AI HOST 2: yeah you hear that oh it's just like astrology or something right [00:07:43] AI HOST 1: so what's the counter to that [00:07:45] AI HOST 2: well the key is accuracy depends entirely on the source of the assessment dismissing all assessments because some are poorly made is well it's throwing the baby out with the bath water [00:07:55] AI HOST 1: isn't it so some are accurate [00:07:56] AI HOST 2: definitely the good ones are rigorously developed and validated [00:08:00] AI HOST 1: and the article mentions looking for tools that meet e E O c and OFCCP compliance standards why are those important [00:08:08] AI HOST 2: ah yes those are crucial especially in hiring these standards basically ensure that an assessment is proven to be job related valid reliable and doesn't unfairly discriminate against protected groups [00:08:20] AI HOST 1: so meeting those standards is a sign of a quality fair assessment [00:08:23] AI HOST 2: it's a very strong indicator yes it means there's solid research backing it up like with reputable tools such as Trimetrix it separates the serious assessments from the less reliable ones [00:08:33] AI HOST

[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. [00:01:24] AI Host 1: so you want to build a team that's not just clocking in but actually psyched to be at work [00:01:28] AI Host 2: it's a great goal love the ambition your source material today is by Suzie Price she's a total guru when it comes to workplace motivation and she's got this awesome article about turbo charging employee engagement buckle up because she uses a Formula 1 racing analogy and trust me it'll make sense as we go what's fascinating about prizes approach is how she takes something as intense and high pressure as Formula 1 racing and shows us how the principles apply to creating a workplace where people thrive right [00:01:58] AI Host 1: and the best part is she doesn't just draw parallels she gives us actual strategies to implement pulled straight from the world of F1 now she talks a lot about finding the right job f I t as the foundation and it makes sense you know like trying to win a race with a driver who hates tight corners we'll definitely deep dive into that another time but for today we're all about those turbo charged tactics that really get people revved up about their work [00:02:20] AI Host 2: it's like building a winning Formula 1 team you need those superstar drivers at the wheel sure but you also need the pit crew the strategists the mechanics everyone has to be in sync playing their part flawlessly [00:02:31] AI Host 1: and just like those F1 teams are constantly analyzing data to optimize performance price talks about the importance of regular employee engagement surveys it's like a pit stop for your team to see what's working and what needs adjusting exactly think of it like this those pit stops aren't just about collecting data they're about understanding what needs to happen next same with those surveys price is all about taking action based on what you learn from your team are there any roadblocks they're facing what adjustments can you make to keep everyone motivated and moving toward the finish line which brings us to communication clear open two way communication like those high stakes radio transmissions between the driver and the pit crew in Formula 1 Price is a big advocate for regular check ins productive team meetings none of that pointless stuff and addressing performance issues head on just like a pit crew would fix a mechanical problem immediately if we connect this to the bigger picture it's about fostering a culture of trust and transparency when employees feel heard and valued when they know their input matters that's when you start to see real sustainable engagement take root now let's talk about celebrating wins everyone left to feel appreciated right absolutely price talks about creating a winner's podium in the workplace and I have to admit I love the visual imagine celebrating achievements big or small with the same excitement as those champagne showers in Formula 1 when a driver wins a race [00:03:55] AI Host 2: yeah it's about creating that energy that sense of accomplishment and just like in Formula 1 where every member of the team contributes to that victory recognizing individual and team accomplishments is crucial [00:04:08] AI Host 1: so it's not just about like those big end of year awards ceremonies it's about finding those everyday wins and celebrating them exactly it's not always about grand gestures either sometimes a simple thank you for a job well done can go a long way right it's those little things that show you're paying attention that you value the work being done [00:04:27] AI Host 2: price talks about understanding what she calls workplace motivators essentially what makes each person on your team feel valued and appreciated because what motivates one person might not do anything for someone else right exactly for some it might be public acknowledgement like a shout out at a team meeting for others it might be a bonus or even just a handwritten note it's about figuring out what makes each individual feel seen and appreciated [00:04:52] AI Host 1: okay so we've got engaged employees who feel appreciated that's a great start but just like in Formula 1 you can't win on yesterday's tune up price talks about the importance of fine tuning the human engine which I love [00:05:05] AI Host 2: it's such a great analogy [00:05:06] AI Host 1: isn't it it really is because it highlights how crucial ongoing development is for both the individual and the team [00:05:12] AI Host 2: it's like in Formula 1 teams are constantly analyzing data tweaking the car's setup even making tiny adjustments between laps to gain a competitive edge it's the same principle with your team investing in leadership training programs providing mentoring opportunities even just helping employees gain new certifications these are all ways to fine tune those human engines and keep them running smoothly [00:05:36] AI Host 1: so it's about equipping your team with the tools and resources they need to keep improving to keep leveling up just like those seemingly tiny adjustments in the pit lane that can make all the difference in a race [00:05:47] AI Host 2: and it's not just about performance either it's about well being too price talks about balancing speed and safety and I think this is such a crucial point [00:05:55] AI Host 1: it is because it's so easy to get caught up in the need for speed for for constant output but we can't forget about the human element [00:06:03] AI Host 2: Formula 1 drivers need to be in peak physical and mental condition to handle those high speed races right the same goes for employees they need that balance too they can't be running on fumes all the time [00:06:14] AI Host 1: so how do we create that pit stop for our teams that space for them to recharge and refuel I know price has some thoughts on this she does she really does price is all about encouraging employees to actually use their vacation time to step away from their desks and recharge [00:06:31] AI Host 2: which can be surprisingly hard for some people [00:06:33] AI Host 1: it really can and it's not just about time off either she even suggests creating spaces in the workplace where people can connect and unwind think less about those drab break rooms with the flickering fluorescent lights and more about the kind of cool collaborative spaces you see at tech companies you know with comfy seating maybe a game or two a place to just chill for a bit [00:06:53] AI Host 2: it's all about shifting the company culture creating a space where people feel supported yeah where they can bring their whole selves to work without feeling like they have to be on all the time [00:07:03] AI Host 1: because when employees feel valued and cared for well they're more likely to be engaged productive and stick around for the long haul [00:07:11] AI Host 2: which is what we're all aiming for [00:07:12] AI Host 1: right exactly it's a win win for everyone involved now before we wrap up we have to talk about feedback price has this great analogy comparing it to the post race debrief in Formula 1 [00:07:24] AI Host 2: oh yeah those post race debriefs are crucial in Formula 1 it's not about dwelling on mistakes it's about understanding what went well what could be improved and how to optimize for the next race [00:07:35] AI Host 1: every detail matters absolutely and every voice on the team is heard and acted on hopefully and here's where praise gets really tactical she doesn't just want you collecting feedback she wants you to close the loop imagine an F1 team gathering all this data after a race and then just ignoring it [00:07:54] AI Host 2: I mean they'd be making the same mistakes over and over again exactly it's about showing your team that you're truly listening and more importantly that you're taking action based on what you're hearing whether it's implementing suggestions from a survey making changes based on performance reviews or even just acknowledging an idea during a team meeting sometimes that's all it takes [00:08:15] AI Host 1: those actions speak volumes it shows that you value their input their perspective their contribution to the team [00:08:23] AI Host 2: it shows you're really paying attention and it's not a one time thing either it's about making that feedback loop a continuous part of your company culture right it's got to be ongoing [00:08:31] AI Host 1: communicate those changes back to the team let them know how their feedback is making a real difference transparency and action those are the key ingredients [00:08:39] AI Host 2: it all comes back to creating that sense of shared purpose that feeling of being part of something bigger when employees feel like their voices are heard that they have a say in shaping the way things are done well that's when you unlock true engagement and ultimately that's how you build a winning team [00:08:55] AI Host 1: so you came to us looking for ways to turbo charge employee engagement and I think Suzie Price's Formula 1 analogy gives us a really powerful framework to do just that [00:09:06] AI Host 2: a really useful way to think about it [00:09:07] AI Host 1: it really is it's about finding the right fit for every member of the team creating a culture of open communication and appreciation investing in

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.

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!]

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!]

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price reveals how leaders can finally take the guesswork out of hiring with the T.A.L.E.N.T. Interview Framework—a six-step model designed to help every manager confidently identify, engage, and select the right people. Suzie draws from years of hiring expertise to expose why traditional interviews often fail—and how subtle shifts in structure, mindset, and listening can dramatically improve results. She’s joined by executive recruiter Huff Logue, who explains why most hiring managers talk too much and miss critical red flags, introducing the concept of “Golden Silence”—the art of using quiet to uncover the truth. Later, leadership expert Allan DeNiro joins the conversation to share a powerful insight: technical skills rarely cause failure. Instead, mis-hires stem from poor motivation, lack of accountability, or culture misfit. He reminds us that fit—not skill—is what drives success. Together, Suzie, Huff, and Allan outline a research-backed process rooted in behavioral science, culture alignment, and the TriMetrix® Assessment. They explore the Nine Interview Basics, the Job Fit Car Analogy, and how structure creates confidence—for both interviewer and candidate. Whether you’re a seasoned leader or new to hiring, this episode delivers practical tools, real examples, and transformative mindset shifts to help you stop bad hires before they start—and build a Wake Up Eager Workforce where every person thrives. Read the full transcript of Episode 138 below and discover how to hire with purpose, evidence, and alignment—not intuition.   Takeaways of Episode #138 ---  Resumes Don’t Predict Success—Fit Does: Technical skills rarely cause failure; motivation, accountability, and culture fit do. Use structured interviews and assessments to look beyond experience into what really drives success. Talk Less, Listen More: The best interviews happen when candidates talk 75% of the time. Using silence, neutral responses, and aggressive listening uncovers truths you’d miss in a rushed, talk-heavy conversation. Structure Creates Confidence—for You and the Candidate: The Nine Basics, T.A.L.E.N.T. model, and TriMetrix assessment not only improve accuracy but also signal professionalism to candidates. A disciplined, respectful process makes top talent want to work with you and positions your company as best-in-class   In this episode: Huff Logue [00:08:17]: “One of the biggest mistakes I see is that hiring managers do more talking than listening. Once they like someone, they stop qualifying and jump straight into sell mode.” Huff Logue [00:11:21]: “Golden Silence is that moment after you make a statement when you just stop talking and listen. It sends the message: I’m really paying attention to you.” Allan DeNiro [00:16:37]: “The reason people fail is almost never because they lack technical skills—it’s because they’re a bad cultural, values, or organizational fit.” Allan DeNiro [00:24:19]: “Every time you speak, I learn something. Every time I speak in an interview, I’m not learning anything.” Suzie Price [00:33:37]: “It’s not just about whether a candidate can do the job—the real win is finding the people who will thrive in the job. That’s how you build a Wake Up Eager Workforce.”

In this episode of the Wake Up Eager Workforce podcast, Suzie Price is joined by Catherine Treadaway—brand strategist, creative director, and passionate “Hartmaniac”—to explore how Axiology, the science of human value, is reshaping the way we build brands, lead teams, and earn trust. Together, they unpack what it means to design value on purpose, revealing how the three dimensions of value—Intrinsic, Extrinsic, and Systemic—can be applied to branding, leadership, and communication. Catherine introduces a revolutionary new tool, the Axiological Net Promoter Score (aNPS), and explains how measuring emotional trust in your messaging can drive lasting loyalty and alignment. Later in the episode, Douglas White returns with his Emotional Wellbeing 2.0 segment, offering grounded wisdom on navigating uncertainty and reconnecting with the present moment when emotions feel overwhelming. If you’ve ever wondered how to build a brand that resonates, lead with more meaning, or tap into deeper human motivation—this conversation will show you how to use value as your compass. Read the full transcript of Episode 137 below and discover how Axiology can transform the way you lead, brand, and connect. Takeaways of Episode #136 ---  Axiology Isn’t Just for Assessments—It’s a Powerful Branding Tool: Axiology goes beyond assessments—it’s a framework for designing brands and cultures that align emotional, practical, and logical value to build trust. Intrinsic Value Is the Secret to Loyalty and Connection: True loyalty comes from intrinsic value. By prioritizing human connection and meaning, brands and leaders create “stickiness” and lasting trust. The Axiological Net Promoter Score (aNPS) Is a Game-Changer: aNPS measures if your brand or team delivers on emotional, practical, and structural promises—redefining trust, alignment, and lasting impact.   In this episode: Suzie Price [00:00:07]: “It’s the invisible current underneath everything you say and do: Value. And today, we’re talking about how to design it on purpose.” Catherine Treadaway [00:10:35]: “It was kind of like a little exercise in: how do I take this framework of axiology and apply it directly to branding and culture?” Catherine Treadaway [00:59:33]: “When you look at that graph and you see a lot of color, you’re actually seeing how emotional trust shows up in your brand messaging.” Douglas White [01:17:32]: “The unknown is a natural part of life—we don’t always know the why, how, or when. The key is to return to the present moment.” Suzie Price [01:20:15]: “Every interaction is branding. Every touchpoint is a chance to carry value—in the right order: people, action, then ideas.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, Suzie Price is joined by Douglas White to unpack the power of emotional fitness in leadership. Together, they explore how emotions—often dismissed or avoided at work—are actually critical signals that shape trust, clarity, and performance. Through grounded stories and practical insights, the conversation reveals why regulating emotions isn’t about shutting them down, but about using them to guide better decisions and stronger connections. They discuss how emotional fitness equips leaders to handle conflict with calm, create safety in teams, and shift from reactivity to resilience. Whether you’re navigating stress, leading people through change, or striving to build healthier workplace dynamics, this episode provides a practical roadmap for turning emotional awareness into a leadership advantage. Read the transcript for Episode 136 below and discover how emotional fitness can transform the way you lead, connect, and perform.   Takeaways of Episode #136 ---  Alignment Turns Friction into Flow: When teams name problems out loud and work together to find solutions, they create clarity, shared ownership, and buy-in. This structured facilitation process helps teams move from stalled conversations to aligned action—transforming tension into teamwork. Simple, Repeatable Steps for Real Results: The Team Problems / Team Solutions method gives leaders a clear, easy-to-follow framework for surfacing challenges, prioritizing them, and brainstorming solutions together. It’s adaptable for in-person or virtual settings, and it works across industries—from city governments to corporate HR to nonprofit boards. The Payoff Is Measurable and Cultural: Aligned, engaged teams can achieve up to 30% efficiency gains, while poor communication can cost organizations millions. Beyond the numbers, this process builds trust, reduces drama, and fosters a high-commitment, low-drama culture—one decision and one conversation at a time. In this episode: Suzie Price [00:02:36]: “High-performing teams don’t avoid problems—they name them and solve them together. It’s about creating clarity, ownership, and momentum.” Suzie Price [00:13:31]: “Leaders don’t need all the answers. They create the space for the answers to emerge. This process fosters honesty, responsibility, and actionable solutions.” Douglas White [00:25:51]: “The strength of the team is each individual team member. The strength of each member is the team.” Suzie Price [00:32:39]: “When teams work together to solve problems, they unlock collective wisdom and make decisions that drive success—no blame, just solutions.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the transformative power of living intentionally and how small, consistent actions can lead to massive success. Joined by Joe Gagnon, CEO, ultra-endurance athlete, and author of Living Intentionally, they discuss how purposeful decisions, aligned with core values, fuel both personal growth and professional performance. Through candid stories and insightful advice, Suzie and Joe unpack the five pillars of intentional living—sleep, nutrition, exercise, mindset, and community—and how integrating these into daily life creates clarity, confidence, and long-term success. You’ll hear why embracing discomfort is essential for growth, and how shifting from a reactive mindset to intentional living can help you build resilience, increase focus, and achieve your goals with intention. Whether you’re looking to overcome obstacles, lead with clarity, or create more balance in your life, this episode offers actionable steps to design a life by intention, not by chance. Read the transcript for Episode 135 below and discover how intentional living can elevate your success, confidence, and purpose.   Takeaways of Episode #135 ---  Start Small, Build Big: Joe’s transformation began with just one push-up, one short run, and one paragraph of writing a day—proving that small, consistent actions compound into extraordinary results. Live by the Five Pillars: Sleep, nutrition, exercise, mindset, and community form the daily architecture for living intentionally. Even small improvements in these areas create lasting change. Confidence Comes from Earned Preparation: When you’re truly ready—through training, habit, and clarity—you can face challenges without being shaken by doubt from others. This is “earned confidence,” not arrogance.   In this episode: Joe Gagnon [00:15:30]: “The key to high performance is consistency, not motivation. It’s about showing up every day, even when you don’t feel like it.” Suzie Price [00:22:05]: “Living intentionally is a daily practice. Small actions, aligned with your purpose, add up to massive transformation over time.” Joe Gagnon [00:30:45]: “Embrace discomfort—it’s the sign that you’re growing. If you’re not feeling challenged, you’re not moving forward.” Suzie Price [00:37:12]: “Success isn’t just about work—it’s about balance. Prioritize your health, mindset, and community to sustain long-term achievement.” Joe Gagnon [00:42:25]: “The five pillars—sleep, nutrition, exercise, mindset, and community—are what keep me grounded, energized, and focused on my purpose.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the often misunderstood world of emotional intelligence—and why it’s less about fixing and more about feeling. Inspired by a viral Twitter thread from executive coach Joe Hudson, Suzie is joined by Douglas White, former MLB coach and now CEO of Soul-Integrated Athletics, to unpack 30 truths about emotional awareness, embodiment, and leadership from the inside out. Through vulnerable storytelling and sharp insights, Suzie and Douglas show how emotions aren’t problems to solve—they’re signals to honor. From Suzie’s personal story of moving from overthinking to true embodiment, to Douglas’ practical wisdom on navigating anger, joy, and self-trust, this episode offers a new model for emotional wellbeing as the foundation of high performance. You’ll hear how feeling your way forward—not intellectualizing your way out—is the key to unlocking resilience, alignment, and true connection with others. Whether you’re navigating workplace stress, personal growth, or leading a team through change, this conversation is a reminder that how we feel is feedback—and it’s meant to guide us. Read the transcript for Episode 134 below and discover how emotional awareness, practiced intentionally, can help you lead with more presence, power, and peace.   Takeaways of Episode #133 ---  You’ve Never Heard the 7 Habits Like This Before This episode brings The 7 Habits of Highly Effective People into the 21st century by aligning each habit with the six thinking dimensions of the Hartman Value Profile—showing how Covey’s principles are not just  inspiring, but scientifically measurable and actionable through TriMetrix. The Journey from “Before Covey” to “Wake Up Eager” I share my deeply personal transformation—from lacking confidence and direction to building a purpose-driven life—using Covey’s book as a foundation. I’ll shows how self-leadership evolves into people-leadership,  and how tools like TriMetrix helped deepen that evolution. Timeless Habits Meet Modern Tools for Self and Team MasteryYou will walk away not only inspired, but equipped. With downloadable tools, TriMetrix tie-ins, and exercises to reflect on you own habits, this episode turns personal growth into practical momentum—for individuals,  teams, and leaders at any level.   Takeaways of Episode #134 ---  Feeling is the gateway to freedom. Emotional intelligence isn’t about analyzing your emotions—it’s about actually feeling them. There’s no finish line. Growth is a practice, not a trophy. The soul is always inviting us into what’s next. Be real, not perfect.People connect with what’s true, not what’s polished. And the universe responds to how you feel, not just what you say you want. In this episode: Suzie Price [00:36:10]: “I used to live in my head. Everything was logic, performance, achievement. But embodiment taught me that wisdom lives in the body—not just the brain.” Douglas White [00:42:57]: “The more we try to control emotions, the more they control us. You can’t outthink a feeling—you have to feel your way through it.” Suzie Price [00:57:48]: “When I gave myself permission to feel the hard stuff without judgment, that’s when I started to grow—for real.” Douglas White [00:51:30]: “Real presence isn’t about fixing—it’s about listening, breathing, and allowing. That’s when transformation happens.” Douglas White [00:45:15]: “Emotions aren’t the enemy of high performance. They’re the gateway to it.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price revisits the timeless wisdom of The 7 Habits of Highly Effective People—but with a powerful twist. Drawing from her own transformation and years of coaching leaders, Suzie reimagines Covey’s habits through the lens of TriMetrix and Axiology, offering a modern, science-backed approach to personal and professional growth. From her “before and after Covey” story to practical applications using the six Acumen Dimensions, Suzie reveals how these habits aren’t just inspiring—they’re measurable, teachable, and transformational. You’ll hear how concepts like self-direction, role awareness, and understanding others connect directly to the habits of proactivity, synergy, and renewal. Whether you’re leading a team, navigating change, or simply seeking clarity and purpose, this episode gives you a fresh framework to master both self-leadership and people leadership. Read the transcript for Episode 133 below and explore how timeless principles paired with modern tools can help you lead—and live—with more energy, clarity, and intention.   Takeaways of Episode #133 ---  You’ve Never Heard the 7 Habits Like This Before This episode brings The 7 Habits of Highly Effective People into the 21st century by aligning each habit with the six thinking dimensions of the Hartman Value Profile—showing how Covey’s principles are not just  inspiring, but scientifically measurable and actionable through TriMetrix. The Journey from “Before Covey” to “Wake Up Eager” I share my deeply personal transformation—from lacking confidence and direction to building a purpose-driven life—using Covey’s book as a foundation. I’ll shows how self-leadership evolves into people-leadership,  and how tools like TriMetrix helped deepen that evolution. Timeless Habits Meet Modern Tools for Self and Team MasteryYou will walk away not only inspired, but equipped. With downloadable tools, TriMetrix tie-ins, and exercises to reflect on you own habits, this episode turns personal growth into practical momentum—for individuals,  teams, and leaders at any level.   In this episode: [00:05:50] Suzie Price: “This book gave me the tools to grow self-awareness, clarify my values, and take ownership of my life. It was like finding a blueprint for who I wanted to become.” [00:17:34] Suzie Price: “Between the stimulus and the response, there is a space—and in that space is our power to choose. That’s what it means to be proactive.” [01:09:32] Suzie Price: “If you want to feel alive, you have to invest in yourself. Self-care isn’t selfish—it’s what fuels your ability to serve.” [00:47:24] Douglas White: “We are not our emotions. They’re guidance systems—signals to help us interpret our life experiences.” [00:47:56] Douglas White: “You are not anger. You are not insecurity. Inside you, there’s just energy—and that energy is giving you feedback.”

Episode Overview: In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price sits down with executive consultant and author Allan DeNiro to challenge everything you thought you knew about hiring. Together, they explore a radically simple—but deeply human—approach to finding the right people. Allan shares his "Only Four Questions" method, a powerful behavioral interviewing model that shifts focus away from resumes and rigid criteria and toward real conversation, cultural fit, and character. You’ll hear how these questions uncover a candidate’s motivations, deal breakers, and values—saving teams from costly hiring misfires and setting the stage for long-term success. Suzie and Allan also dive into the surprising reasons most hires fail (hint: it’s not skill), the leadership lessons Allan learned from icons like Ted Turner, and why being curious, listening more, and keeping your ego in check might be the most effective leadership tools you’ll ever use. Plus, don’t miss the Wellbeing 2.0 segment with Douglas White, who unpacks how emotional alignment and self-awareness can help leaders show up more fully—on and off the field. Whether you’re building a team, refining your hiring process, or trying to lead with more impact and intention, this episode will inspire you to slow down, ask better questions, and lead with wisdom. Read the transcript for Episode 132 below and discover how four intentional questions can help you hire smarter, lead stronger, and grow a Wake Up Eager workforce.                                                       Takeaways of Episode #132 ---  Ditch the Resume. Ask These Four Questions Instead. Allan DeNiro flips the traditional interview script with just four open-ended questions—questions that uncover who someone truly is, not just what’s printed on their resume. His radically simple approach helps leaders avoid hiring disasters by getting to the heart of a candidate’s values, motivations, and fit. The magic? Talk less. Listen more. And ask what really matters.   Most People Fail at Work for One Reason—And It’s Not What You Think. According to Allan, 90% of job failures aren't about technical skills—they’re about poor cultural fit and low self-awareness. That’s why his method—and  the TriMetrix assessments Suzie uses—zero in on who someone is, not just what they’ve done. It’s about hiring humans, not resumes.   Your Deal Breakers Might Be the Key to Your Best Hire.                                                 One of Allan’s four questions invites candidates to reveal their “deal breakers”—those hidden non-negotiables that cause quick exits. Why? Because identifying misalignments before the offer prevents costly “train wrecks” later. It’s a game-changing mindset shift: Interviews aren’t just for vetting candidates—they're also a moment to protect culture and momentum   Episode Recap: Suzie Price welcomes leadership consultant, author, and executive advisor Allan DeNiro to the show for a deeply insightful conversation on hiring, leadership, and the power of listening. With decades of experience helping organizations make better people decisions, Allan introduces his transformative “Only Four Questions” approach to interviewing—designed to uncover the values, motivations, and cultural fit that traditional resumes often miss. Through practical examples and personal reflections, Allan reveals why most hiring mistakes come from ignoring fit, not skills, and how asking the right open-ended questions can prevent costly misalignments. He also shares leadership lessons from his career, including the importance of humility, having a “contrarian” in your corner, and always leading with curiosity and clarity. Listeners will leave with fresh tools for building stronger teams—whether you’re hiring a new employee or mentoring your next leader. From deal breakers to culture protection, this episode is packed with wisdom for anyone looking to lead and hire with greater purpose. The episode wraps with the Wellbeing 2.0 segment featuring Douglas White, who brings powerful insights on emotional resilience, leadership presence, and aligning with your excellence—reminding us that how we feel is feedback that fuels high performance. In this episode: [00:28:39] Suzie Price: “People want to be seen, heard, and understood—and that doesn’t happen with resumes. It happens when we take time to ask and truly listen.” [00:43:30] Allan DeNiro: “If a person’s dealbreakers don’t line up with your company’s culture, no amount of skill can make that work long-term.” [01:02:28] Suzie Price: “When we stop talking and really listen, we open the door to insight—not just about others, but about ourselves as leaders.” [01:09:22] Allan DeNiro : “The best leaders I’ve met aren’t the loudest—they’re the ones asking the best questions and making others feel safe enough to answer honestly.” [01:33:26] Douglas White: “Leadership isn't about never falling down. It’s about building the muscle to get back up and keep leading with clarity, even in chaos.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price unpacks one of the most misunderstood leadership tools: the DISC assessment. Joined by expert guests Kayla DeVault and Karla Brandau, Suzie explores how DISC goes beyond labels to become a powerful lens for self-awareness, communication, and connection. Through vivid metaphors (like a four-way stop sign!) and real-life workplace stories, they reveal how understanding your DISC style—and learning to adapt—can transform how you lead and relate to others. You’ll hear how DISC helped teams resolve conflict, boost productivity, and even close more sales. But that’s just the beginning. Suzie also dives into the broader TriMetrix framework, showing how Motivators (what fuels you) and Acumen (how you think) complete the picture of who you are and how you perform. If you're ready to lead with more clarity, connect more authentically, and grow beyond self-awareness, this episode offers practical tools and fresh perspective to drive results—without losing your humanity. Read the transcript for Episode 131 below and discover how knowing how you drive (and why) can help you become a more Wake Up Eager leader.                                                       Takeaways of Episode #131 ---  DISC is a Powerful Lens, Not a Label Understanding your DISC style is not about boxing yourself in—it's about increasing awareness so you can communicate more effectively and build stronger relationships. The true power lies in adapting your style to meet others where they are.   Real-Life Stories Bring DISC to Life From team conflict resolution to sales success and personal growth, the stories shared by Kayla Devault and Karla Brandau show that DISC isn't theory—it’s a practical tool for everyday effectiveness and human connection.   DISC is Just the BeginningAs valuable as DISC is, it’s only one part of the TriMetrix trio. To truly understand yourself and others, you also need to know what drives you (Motivators) and how you think (Acumen). Like your car analogy: DISC is how we drive, but we also need to know what fuels us and what’s under the hood. Episode Recap: Suzie Price explores the power of self-awareness and behavioral insight in this practical and inspiring episode of the Wake Up Eager Workforce podcast. Joined by DISC experts Kayla Devault and Karla Brandau, Suzie unpacks how understanding your DISC style—and more importantly, how to adapt it—can unlock stronger communication, leadership, and team connection. Through real-world stories and coaching examples, Kayla shares how self-awareness helped leaders reduce conflict and improve team dynamics, while Karla reveals how aligning sales strategy with DISC styles can drive remarkable results. Together, they emphasize that DISC is not a label, but a lens to improve relationships both personally and professionally. Listeners will gain fresh insights into the TriMetrix framework—DISC, Motivators, and Acumen—and how these tools work together to create a full picture of how we drive, what fuels us, and what’s under the hood. Suzie breaks it all down with her signature car analogy and practical communication tips for every DISC style. The episode closes with a Wellbeing 2.0 segment featuring Douglas White, CEO of Soul-Integrated Athletics, who reflects on emotional regulation, presence, and the deeper work leaders must do to align with their true excellence. Whether you're new to DISC or a seasoned practitioner, this conversation will help you lead, coach, and connect with more awareness and intention. In this episode: [00:14:48] Kayla DeVault: “He was able to adapt his style to meet the needs of his team. He understood they preferred deadlines and needed time to think through challenges before moving forward.” [00:16:42] Kayla DeVault: “They came up with a format for working together—assigning tasks based on strengths. It was amazing to see how they used DISC to create better collaboration.” [00:18:12] Suzie Price: “Awareness without action is trivia. If you learn your style but don’t adjust your approach, you’re missing the point.” [00:28:32] Karla Brandau: “Josh used DISC to build his own sales method and hit over $100K in monthly sales—by leading with likability, empathy, analysis, and decisive action.” [00:30:25] Karla Brandau: “What one DISC participant shared It proved I’m not the person I thought I was… I wouldn’t have become the man I’m going to become if I hadn’t taken that assessment.” [00:36:27] Suzie Price: “DISC is only the tip of the iceberg. To understand the whole person, we need to know what fuels them, what’s under the hood, and where they’ve been.” [00:43:40] Douglas White: “You want to become something? Great. But you have to be it first. Start acting, thinking, and feeling like that version of you—now.” [00:44:52] Douglas White: “Becoming is the dream. But being is what you do every day. That’s the art—learning how to be to become.”

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price sits down with Chris Garner, Chief Sales Officer and longtime SEC college football official, to explore the surprising parallels between sports and leadership. Drawing on decades of experience from the football field to the boardroom, Chris shares how preparation, feedback, and accountability drive success in high-stakes environments. From the pressure of making split-second calls on the field to coaching sales teams toward peak performance, Suzie and Chris unpack what it means to lead with courage, clarity, and commitment. Through candid stories and actionable wisdom, they reveal how consistent preparation and intentional listening can turn even the toughest challenges into opportunities for growth. If you're a leader striving for excellence or someone eager to boost performance and build stronger relationships, this episode will give you the practical mindset tools to lead with heart and results. Read the transcript for Episode 130 below to discover how showing up prepared—and human—can transform your leadership impact.                                                     Takeaways of Episode #130 ---  Preparation Isn’t Optional—It’s Everything From college football officiating to consulting and sales leadership, excellence comes from consistent, intentional preparation. Whether it’s game film, client research, or daily practice, the takeaway is clear: the more you prepare, the more confident and effective you’ll be in high-pressure moments. Preparation often takes longer than expected but sets the foundation for success. “Every sales call is practice for the next one.” – Chris Garner.   Leadership Begins with Listening and Empathy Chris’s officiating experience sharpened his ability to stay calm, listen deeply, and handle conflict. Those same skills translate powerfully to business. When team members feel heard and understood, stress decreases, engagement rises, and performance improves. “When people feel heard, the room changes.” – Chris Garner   Gratitude and Accountability Create a Winning CultureStrong leaders own their outcomes and regularly show appreciation. Chris’s leadership philosophy combines taking responsibility with showing sincere gratitude—whether it's through feedback, journaling, or one-on-one acknowledgments. That combo builds trust, drives motivation, and uplifts entire teams. “Accountability without gratitude leads to burnout. Gratitude without accountability lacks direction. You need both.” – Suzie Price Episode Recap: Suzie Price sits down with Chris Garner, Vice President of Sales at TTI Success Insights, for a powerful conversation on authentic leadership, consistency, and what it takes to build a high-performance culture. Chris brings over two decades of leadership wisdom, and in this episode, he shares the core philosophies that have guided his approach to leading and developing others. Through personal stories, practical insights, and what he calls his “Whistles of Wisdom,” Chris highlights the importance of trust, relationships, and emotional intelligence in leadership. He and Suzie explore how showing up with consistency, caring personally, and knowing your people can be the difference between managing and truly leading. Listeners will walk away with actionable takeaways on communication, feedback, and why creating psychological safety within teams is a must in today’s fast-paced work environments. Chris shares how sales is not about being pushy—it’s about being human, being prepared, and building connection. The episode wraps with a Wellbeing 2.0 segment featuring Douglas White, CEO of Soul-Integrated Athletics, who reflects on the role of identity and presence in leading from a place of wholeness. His message is clear: the strongest leaders are those who lead with heart and intention. In this episode: [00:06:15] Chris Garner: “Imagine if every business task you were working on was watched by 100,000 people with cameras from every angle. That’s what officiating feels like—it demands absolute preparation and presence.” [00:13:13] Chris Garner: “The accountability is extremely high in what we do. That’s why I wrote the book—to share the leadership fundamentals we have to live every week when the world is watching.” [00:19:57] Chris Garner: “Here’s what I’ve learned from getting yelled at by a coach—they don’t want me to change the call. They just want to be heard. And that’s what most people want, too.” [01:01:09] Suzie Price: “When we're trying to create something bigger than where we are, we’re often in a fog. A good leader is the light at the edge—saying ‘keep going.’” [01:07:02] Chris Garner: “When you become a leader, you step onto a platform where you're willing to take full accountability for the team’s success—or failure.” [01:14:28] Douglas White: “Something as simple as journaling—just saying ‘I appreciated this today’—can completely shift your leadership and your life.”