Overview of Episode #64 ---

• Three things to look for and five questions to ensure assessment reliability and validity.
• The power of unmasking and how it can help you reveal and release the full potential of every employee, while creating business profitability.
• Understanding the greatest value exchange that can happen between people.
• The silent demand of talent – that must be met.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/unmasking

Timing on Recording: @ 14:34 ---

Topic 1: What People Should Be Looking For From Their Assessment Partners Around Validity and Reliability. What are the Signs? What Should They Be Thinking About? What Do They Need to Know?

• What is the scientific evidence that supports the assessment?
• Does it have a scientific underpinning?
• Does it have peer review articles?
• What are the claims inside of the assessment?

Timing on Recording: @ 16:40 ---

Topic 2: Other Additional Questions to Ask

• Look for the science first, then if the science is there, look for the validity and reliability studies.
• Validity vs. reliability: Is it valid science? And then is it reliable science?
• Are you an organization that is multilingual? Do you operate in multiple countries? If yes, is the assessment in which you're deploying, is it not only valid and reliable, but are those validity studies and reliability studies done in each translated language?
• What are the norms?
• Is there scientific evidence that the assessment is not discriminatory?

Timing on Recording: @ 20:53 ---

Topic 3: What Difference Does it Make to Have an Assessment that is Valid and Reliable?

• Confidence.
• The 3 Rs: Reveal, Release and Realize.

Timing on Recording: @ 22:37 ---

Topic 4: How Important is it to Have a Reliable Way to Reveal the Potential of an Individual Before You Hire Them?

• It is definitely important, you want to know a new hire's potential and where they match or don't match.
• It allows you to look under the covers and give additional insight to employers and interviewers so that they can see whether they fit or don't fit.

Timing on Recording: @ 23:19 ---

Topic 5: Good Valid Assessments are About the Business of Unmasking

• Assessments are unmasking for the interviewer, they can see the words that reveal the true potential of a candidate.
• Assessments help the interviewer not fall in the trap of bias, because that is one of the biggest interview mistakes.
• A good assessment that is reliable and valid is not only good for revealing, but it has to also be good in the business of releasing.
• A candidate releases their full talent set so that the organization can reach its full potential.
• We have an organization that starts seeing it's true potential where people enjoy working there. It's got a culture. There's nothing that will release the potential of a human being than feeling like they fit.
• Release that candidate/new hire in the organization to contribute their talents and their strengths and their abilities, then you will realize a return on your investment.

Timing on Recording: @ 27:17 ---

Topic 6: Getting to Know Rodney Cox

• Who has influenced you the most and what did they say or share that was really helpful to you: Bruce Mazur, introduction to the assessment, Bill Bonnstetter, invitation to be a VAA, and Don Blanton, taught how to unconditionally accept and love people.
• Books, education or training that have been very instrumental to your growth and development: All different sciences that have to do with the make up of a human being, a science called Talent Insights.
• When you think of the word successful, who is the first person that comes to mind: I think it is anyone that leaps out of bed every day eager to contribute or give away what they've got, give away their natural strengths and talents to the person who writes their check.
• What is silent demand?
• Speaking of waking up eager, what are the things that you do regularly: Mind - I understand my strengths, understand my weaknesses, I'm a student of myself; Body – Mountain biking; Spirit – Couples that we do life with.
• What is relational capital?
• Lean in, humble yourself, go have a conversation and do something different tomorrow than you did today.
• What is your favorite possession: My faith and my family.
• A funny story that your family tells you about you: Mountain biking accidents.
• What advice would you give your 25-year-old self: First seek to understand yourself before you try and get others to understand you; Lean into conflict instead of leaning out of conflict; Seeing others higher than yourself always.
• The last bit of advice or wisdom you want people to take away from our discussion: It will be very, very difficult for you to even participate in the war for talent without good, reliable, valid assessments. You're not even participating in the war for talent if you don't have reliable and valid assessments that you're deploying to reveal, release, and then realize the human potential; You should become a student and master any assessment or any measurement that you're going to use inside of your organization to help people thrive.

Overview of Episode #63 ---

• Understanding what the Superstar Paradox is and how overachievers can stop falling victim to their own success.
• Eight signs that you may be addicted to overachievement.
• What the Holy Grail of life really is…
• Three actions you can begin today to work through the problem of the superstar paradox and one mindset trap that will keep you stuck.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/superstarparadox

Timing on Recording: @ 7:59 ---

Topic 1: What's Wrong With Being an Overachiever?

• Overachieving isthe Holy Grail, the way you measure people's performance, the way you measure people's success, and a very attainable and a desirable way to live.
• Overachieving comes with a lot of pitfalls.
• If you don't intervene, if you don't make a decision to overcome this obsessive compulsive desire to work and chase, and set your standards extraordinarily high, you will collapse, physically, personally, or professionally.
• 8% of the population.
• Overachievers go above and beyond.
• "I like to work," but when it turns into an addiction/need you will need to recover because you will wear yourself out.

Timing on Recording: @ 12:52 ---

Topic 2: Correlation between overachievement and perfectionism and the Difference Between Them

• Perfectionism is never a good thing, it is like having a bully in your head that is beating up a tiny child.
• What are you trying to numb?
• Difference between overachievement and perfectionism is what is the intention? Intention is either to destroy the opponent and never be seen versus to thrive above and beyond my own personal standards.

Timing on Recording: @ 22:03 ---

Topic 3: Tactical Steps You Can Take to Avoid Being an Overachiever

• Reassess what success means to you.
• What is stopping you from making it really feel differently, not look differently, feel differently? And when you assess that, you are starting to see success.
• Talk to yourself really, really nice.
• Have self-awareness, know your blind spots.

Timing on Recording: @ 28:28 ---

Topic 4: What is Cognitive Entrenchment?

• "I know that already."
• "We've never done it that way before, so why would we do it this way now?"
• Two styles of developing superstardom.
• You can take this and decide to do something with it…

Timing on Recording: @ 44:45 ---

Topic 5: How to Climb Out of Overachieving Ways

• Self-awareness is hard, it involves suffering.
• Really think about yourself and face your emotions.
• Before you can stop to think about yourself, one of the easiest ways to gain perspective is to serve others.
• Work within your own dedicated confines. Make your choices better so that you get a clearer picture about serving and making your life meaningful for you.

Timing on Recording: @ 52:41 ---

Topic 6: Getting to Know Keren Eldad

• Who has influenced you most in your life and in your career and what did they do?: Madonna and Frasier
• Books, education and training that have been instrumental to you: DISC and Motivators Certification; Book Solve for Happy by Mo Gawdat
• When you think of the word successful, who comes to mind?: Dolly Parton and the Dalai Lama.
• What are the things that you do that help you create more wake up eager days?: Love what you do and love who you are with.
• What advice would you give your 25-year-old self?: "Be easy on yourself. You are doing much better than you think."
• If you could have a billboard anywhere, what would it be? Where would it be? What would it say?: "Welcome to Miami. Keren lives here."
• Last bit of advice or wisdom about the superstar paradox: "My hope that we start to move away as a culture from the adulation, overwork of hustle and I'm doing too much. We've become human doings and not human beings and it's not shameful to ask for help when you've been doing this for a really long time and you're just done with it."

Overview of Episode #62 ---

• Talk Suzie gave at the 43rd Annual Robert S. Hartman Institute Conference, October 24, 12019.
• A model for how to successfully share Axiology with Human Resource leaders, that can also be applied to ANY complex product.
• Access to 15 tools to help you share Axiology.
• Learn a different perspective to help consultants work effectively with Human Resource Professionals
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/sellcomplexproducts

Timing on Recording: @ 8:26 ---

Topic 1: A Little Bit About the Science of Axiology and Robert S. Hartman

• History of Robert S. Hartman.
• Axiology is a roadmap for self-actualization.
• Hartman's vision was to fulfill the good within us so that we can bring peace and goodness to the world.
• The Science of Axiology points to the clarity of thinking right now and where we can go.
• Axiology is the study of good, it measures the way we think, it measures how we value in our thinking.
• It is a mathematical formula, it is a science, it is a way to a system of logic that helps us understand how we think and make decisions.
• Axiology is about the three dimensions of value: systemic, extrinsic and intrinsic.

Timing on Recording: @ 13:20 ---

Topic 2: Talk Suzie gave at the Robert S. Hartman Institute Conference

• Talks about how you can work profitably, productively and actively with Human Resource Professionals.
• Shared scenario – "Human resources will shut you down and block your involvement."
• How do we need to think? How do we need to think long-term?
• Believe in the product.
• Be sincerely and completely devoted to the client.

Timing on Recording: @ 23:37 ---

Topic 3: Two Things We Need to Reduce.

• We can't say, "You have to do this whole protocol."
• Reduce resistance.
• Make it less complicated.

Timing on Recording: @ 27:48 ---

Topic 4: Five Ways to Reduce Resistance.

1. Connection before precision and information.
2. Reassurance, not dominance.
3. Listen.
4. Hartman's story and RSHI history.
5. Help them understand.

Timing on Recording: @ 32:24 ---

Topic 5: Debriefing and Using Axiology; Basic Process, Advanced Process

• Worksheet to help work with the people you need to work with.
• Debriefing process: 2 steps worksheet.
• When using TriMetrix andAaxiology to assess candidates or helping coaching, be on the hunt for two things, looking for strengths and potential gap areas.
• Provide reassurance, not dominance
• Coaching and hiring using the TriMetrix assessment is less than 30% of decision.
• Fit risk factor.

Timing on Recording: @ 51:05 ---

Topic 6: Five Areas to Reduce Complexity

1. Drop the technical Mumbo Jumbo.
2. Interactive and teach back.
3. Laminated Axiology Flash Card.
4. Apply it and they own it.
5. Make it real.

Overview of Episode #61 ---

• Why Wake Up Eager Matters; How it impacts the Bottom Line.
• The Wake Up Eager Formula.
• Five Simple Actions to Help Leaders and Employees Discover Their Top Personal Traits and Interests.
• Three Key Actions to Create the Wake Up Eager Dynamic on Teams.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/formula

Timing on Recording: @ 15:52 ---

Topic 1: Why Wake Up Eager Matters

• If you know what your strengths and talents are, the next day after you've been informed about what they are, it has been measured that you're 8% more productive.
• When you use your talents and strengths, these are your unique personal traits, your interests, in addition to your background and experience, you are THREE times more likely to be committed to the work, and you are SIX times more likely to say, "I have a high quality life."
• When you are a leader who leads based on strengths, you help people know what their strengths and talents are, you acknowledge them, you embrace their strengths and talents and you help them do more of who they really are, you're 86% more successful.
• When a team uses their strengths on the job every day, a 25-person team, they have 44% higher customer service scores, 38% higher productivity scores.
• THREE out of FOUR adults don't know what their strengths and talents are. If you line up 100 people, the Gallup Organization research, 75 of them cannot name their strengths and they're not using them on the job every day.

Timing on Recording: @ 19:04 ---

Topic 2: The Wake Up Eager Formula

• Using Strengths & Talents = Feeling Satisfied & Motivated = Finding Success & Happiness.
• We need to be able to use our strengths and talents in our work every day, when we do, they go together with being satisfied and motivated. From there we are going to find more success. You are going to have higher performing employees if you help people be more of who they are, they will reward you with higher performance.

Timing on Recording: @ 19:58 ---

Topic 3: Five Simple Actions Wake Up Eager Leaders Can Take

1. Brainstorm the 3 "Why" questions, "While working at _____, I want to gain…; I am a _____ because I most want…; I work at ______ because…"
2. See contrast.
3. Review feedback for top strengths and talents.
4. Pay attention to what you are compelled to do – Exercise.
5. Take daily tune in time (TNT).

Timing on Recording: @ 36:46 ---

Topic 4: Making a Wake Up Eager Team

• Hire for the job.
• Learn to embrace differences.
• Be a Wake Up Eager Leader.

Overview of Episode #60 ---

• What facilitative leadership is, why it matters had to TAFA.
• Why encouraging disagreement is good and understanding the reasons for conflict and strategies for working with each.
• An actionable tip that will help you inspire and lead better immediately.
• Why being a meeting snob is a good thing – and how to become one!
• What the formula: ED = RD X CD means and why you want to use it.
• Learn about the different "people" inside of Michael, his journey and more…
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/facilitation

Timing on Recording: @ 9:53 ---

Topic 1:Welcome Michael Wilkinson; What is Facilitative Leadership and Why Does it Matter Today More Than Ever Before?

• Great leaders recognize their role is to make it easy for their people to be effective.
• A facilitative leader, they understand the core concept of addressing the problem.
• A facilitative approach means getting the people who are going to be impacted by the decision involved in creating the decision.
• If we get other people involved in decision-making we are going to have a better decision.
• Even if your input isn't taken, you had a chance to share and understand why the decisions were made.
• Leaders need to understand that disagreement isn't bad. In fact, disagreement is good.

Timing on Recording: @ 16:00 ---

Topic 2: Three Reasons People Disagree.

1. Lack of shared information.
2. Disagreement about values and experiences.
3. Personality, past history or other outside factors.

Timing on Recording: @ 23:09 ---

Topic 3: Eight Core Practices of Facilitative Leaders.

1. Start with the why, engage with the how.
2. Understand and empower.
3. Communicate in their language, not yours.
4. Connect first, correct second.
5. Equip for success, monitor for results.
6. Engage conflict, encourage disagreement.
7. Drive strategic thinking throughout the organization.
8. Start, execute and close every meeting masterfully.

Timing on Recording: @ 42:01 ---

Topic 4: Five Cs of Trust: The Trust Triangle.

1. Competence.
2. Communication.
3. Commitment.
4. Care about you.
5. Character.

Timing on Recording: @ 46:30 ---

Topic 5: Three Types of Behavior Issues.

1. Awareness.
2. Skill building.
3. Will issue.

Timing on Recording: @ 48:33 ---

Topic 6: How to Start, Execute and Close Every Meeting Masterfully.

• Who are the participants?
• What process are you going to use?
• What products do you want to come out of the meeting?
• What is the purpose?

Timing on Recording: @ 58:24 ---

Topic 7: Who Has Most Influenced You in Your Life?

• I dedicated my book to the 14 people who over my lifetime have most influenced my development as a leader in order of appearance in my life.
• My Mom.
• Reverend Randy.
• My 9thGrade English Professor who gave me a D.
• Ken Blanchard.
• Ann Herrmann of The Herrmann International.

Timing on Recording: @ 1:02:38 ---

Topic 8: Books or Training Sessions Have Been Instrumental in Your Development?

• The Advantage by Patrick Lencioni.
• Start With the Why, Simon Sinek's work.
• Bill Treasurer's work, Right Risk: 10 Powerful Principles for Taking Giants Leaps with Your Life.
• Growing Pains: Building Sustainably Successful Organizations by Eric G. Flamholtz and Yvonne Randle.

Timing on Recording: @ 1:05:24 ---

Topic 9: What Are Some of Your Favorite Things That You Do; Mind, Body, Spirit? To Wake Up Eager?

• The different people inside of me: James, Carl, Michael and Mikey.
• The big key is to choose who drives the bus.

Timing on Recording: @ 1:15:53 ---

Topic 10: Getting to Know Michael Wilkinson.

• Where did you grow up?: DC projects.
• How did you get into the facilitation world?: Over a 14 year career moved from IT to running facilitation sessions.
• What's your favorite guilty pleasure TV show?: Love Island.
• What advice would you give your 25 year old self?: "Just believe you can and be fearless and don't be afraid of mistakes."
• If you could put a billboard anywhere, what would it be?: So you'd see people inside of a company working on something, clearly being productive and laughing and really you see the energy, but you also see the results coming in this one picture and the words, "The secrets of facilitation, it works."
• What would be your one last bit of wisdom or advice that you would like every listener, leader, person listening to this to think about and know in regard to taking a facilitation approach?: Secrets of facilitation, it works.
• Also, ED = RD X CD. An effective decision equals the right decision times the commitment to the decision.

Overview of Episode #59 ---

• Why TTI SI is committed to sharing the Science of Axiology with the world.
• How to use this science to change and grow, and upcoming updates, what's next for TTI SI's Acumen report.
• Gain insights from a super busy Executive, husband and father, his favorite books, tips and inspiration.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/rick

Timing on Recording: @ 6:13 ---

Topic 1: Welcome Rick Bowers; How You Became Aware of Robert S. Hartman's Work; Why Did You Decide That This Is a Tool You're Interested in Learning More About and Bringing It to People; Why Have You Continued to Stay Committed to It.

• It is getting inside someone's head, understanding how they think, and people are so complex that you just can't look at a person from just DISC or just from a couple assessments, you really have to have this complete picture of the individual and understand what's going on and where are their filters, what's going on in their brain.
• The Hartman tools give us the ability to understand how people look at the world and how they look at themselves.
• It is tough to look and assess a person without looking at everything, including the Axiology, Hartman's work.

Timing on Recording: @ 10:05 ---

Topic 2: When You Use the Tool, How Have You Used it Within the Organization? How is It Used Across the Country? Across the World.

• We use it with every internal hire.
• When we're bringing in Chief Marketing Officers and VPs of people, different people at that level, you really have to truly understand how they think.
• World view vs. Internal view.
• Business is off a little bit this year, but the training and the development business is up because organizations have been hiring people without assessments over the last 12 months because they needed a person, and now they're having problems within the organization because they didn't make that connection, they did not use Acumen.
• If you don't match the person to the job, you're going to have issues as you go forward.

Timing on Recording: @ 13:38 ---

Topic 3: How Has Hartman's Work Impacted Your Life?

• You start to look at things very differently.
• Intrinsic, Extrinsic and Systemic.
• Hartman's work is a mental mind map that is so powerful personally and professionally.

Timing on Recording: @ 16:46 ---

Topic 4: What Do You Say to Consultants Who Are Struggling to "Bring it all together?"

• Use Axiology at the level that you're comfortable with.
• Focus on three main things: The people piece, feeling, the doing or practical piece, and then the systems or thinking piece.

Timing on Recording: @ 18:48 ---

Topic 5: What Do You Think the Future of Hartman's Work Is? Do You See Changes in the Tools?

• There's so much opportunity, there's so much potential for growth and expansion.
• The Hartman Institute's goal is to change the world for the better.
• Get more business-minded people into the Hartman Institute.
• Update training recertification.
• Updated Dimensional Balance page.

Timing on Recording: @ 28:02 ---

Topic 6: Who Has Most Influenced You in Your Life and Career? Who are They, What Do They Say and Do? What Was Most Useful?

• My Dad.
• He led by example.
• Really exuded that, "People first," kind of mentality.

Timing on Recording: @ 30:39 ---

Topic 7: What Books, Training Programs, What Kind of Things Have Been Instrumental to Your Development?

• Simon Sinek Book: Start With Why
• Verne Harnish Material
• Book:Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business
• Book: The 4 Disciplines of Execution

Timing on Recording: @ 32:33 ---

Topic 8: When You Think of the Word Successful, Who's the First Person That Comes to Mind?

• Jeff Bezos from Amazon.
• "How can we make it easier for our customers to buy?"
• "How do I make it easier?"

Timing on Recording: @ 36:27 ---

Topic 9: What Are Some of the Things That You Do That Regularly That Help You Have More Wake Up Eager Days?

• It's all about routine.
• Clean living.
• Protein shake in the morning.
• Clear your glass, taking a step back visualizing some of the better times that you've had, just have to get it out, and let people know what you're feeling.
• 2-3 physical workouts per week.

Timing on Recording: @ 42:46 ---

Topic 10: Getting to Know Rick Bowers.

• Your favorite guilty pleasure TV show: Chicago PD, Chicago Fire, Chicago Med.
• Your favorite possession: Cars (Camaro, Porsche Cayenne, Audi Spider).
• Advice you would give you 25 year-old self: "Every mistake is an opportunity to learn. Don't be defensive."
• If you could have a billboard anywhere, what would it say?: "Chase your dreams, not the competition."
• Last bit of wisdom, advice that you want everybody who's listening to take away: You can't fill an intrinsic hole with extrinsic or systemic dirt.

Overview of Episode #58 ---

• How Robert S. Hartman's work provides a moral foundation; better understanding of the depth and breadth of Hartman's work.
• The two ways the Science of Axiology helps us know, grow, choose and give more of ourselves.
• Gain insights, books, tips and inspiration about living on purpose..
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/cliff

Timing on Recording: @ 11:10 ---

Topic 1: Welcome Dr. Clifford Hurst; Talk About Robert S. Hartman's Work, How You Came Across It and Why You Are Committed to Sharing it With Others:

• In 2002, TTI introduced me to the Hartman Value Profile, the assessment was very accurate.
• When I started using the Hartman Value Profile, I thought it was magic, it's like the mass just melted away and people got very real, very quickly.
• I started using the assessment but did not know where the information came from, I thought, "I better learn more about where this came from."
• I wanted to become a more theoretically grounded consultant.
• Hartman was to me a polymath, someone who knows a whole lot about a lot of things. And I look back at my own career and I look at a lot of people who are using the instrument as consultants. If the only thing you're doing is the instrument, you're leaving a lot of richness off the table because Hartman was so thoughtful about so many different things that the theory of Formal Axiology is much richer than the instrument itself.
• The stuff started by Robert S. Hartman in 1958 has created $7 trillion of personal wealth in America, and most people don't know that came from Hartman.

Timing on Recording: @ 20:18 ---

Topic 2: How Would You Explain to Someone How this Science Lends Itself to so Many Disciplines?:

• It is the Science of Value of Morals.
• Let's say a business is only about making money, but it should be about the human good, and the good of everyone involved in that, the science reframes a lot.
• Book: From the Neck Up bySteve Byrum.
• Today's young people more than anything else don't want just a job when they graduate, they want to find meaning in their own lives and they want to make a difference in the world through their work. I believe Hartman's theory allows us to honor that ambition.
• Balance of systemic, extrinsic and intrinsic.
• Hartman's theory provides a balanced perspective to your cognitive habits and provides a moral foundation to what we ought to be doing in the world.

Timing on Recording: @ 30:54 ---

Topic 3: Two gifts that the Hartman Value Profile Gives People:

• One: It gives you the ability to bring to conscious awareness all patterns that you've had held subconsciously, these things that we don't know about how we think.
• What are your habitual realities? Without the Hartman Value Profile, we don't know what our habitual thought patterns are.
• Two: It brings to conscious awareness are called cognitive horizons, how far can you think, what are the limits of your cognitive processes? It gives us a language with which to understand it.
• All understanding is linguistic; we can't process stuff if we don't have a language with which to process it.

Timing on Recording: @ 33:21 ---

Topic 4: Other Ways Hartman's Work Has Impacted Your Life:

• Hartman, "There are only four steps to a successful life. Number one, know yourself. Two, choose yourself. Three, grow yourself. And four, give yourself to something greater than you."
• My mission is to help my students to know themselves, choose themselves and give yourself to something greater than you.

Timing on Recording: @ 34:27 ---

Topic 5: What Would You Say Was Most Challenging For You Along the Way on this Journey to Where You Are Today?:

• False starts.
• Choosing yourself.
• You have to know who you are to choose it.
• "The most important days in your life are the day you were born and the day you find out why." – Mark Twain
• Intrinsic Valuation of the Self.

Timing on Recording: @ 49:33 ---

Topic 6: Are There Additional Books or Training Programs That Have Been Instrumental in Your Developments?:

• Doctoral training at Fielding Graduate University.
• Workshops by Christina Thomas Fraser called The Inner Light Intensives.
• Book In Tune With the Soul.

Timing on Recording: @ 50:55 ---

Topic 7: When You Think of the Word Successful, Who's the First Person That Comes to Mind?:

• Carl Rogers – How it took 30 years for his work to become mainstream.

Timing on Recording: @ 52:23 ---

Topic 8: What Do You Do Regularly to Create Your Own Wake Up Eager Days in Mind, Body and Spirit?

• Mind: Reading an hour a day enriches my mind.
• Body: Have lost 20 pounds so far, halfway to my goal. Book: Wheat Belly
• Spirit: My wife, My spiritual practice Self-realization Fellowship (Yoga), My hobby: spoon carving.

Timing on Recording: @ 59:45 ---

Topic 9: Getting to Know Dr. Clifford Hurst.

• A funny story your family tells about you: 5 year-old, "Nobody likes stupid people."
• Advice you would give you 25 year-old self: "Be yourself, everyone else is taken." Oscar Wilde
• If you could have a billboard anywhere, what would it say?: "The two most important days in your life for the day you were born in the day you figured out why." Mark Twain
• Last bit of wisdom, advice that you want everybody who's listening to take away: Remember those four steps to a successful life; Be yourself, choose yourself, grow yourself, and give yourself to something more important than you.

Overview of Episode #57 ---

• Understanding Others – Indications of Weakness and What A Master Looks Like.
• How to Determine Expertise in Candidates and Employees.
• Seven Interview Questions to Determine if They Have It.
• Coaching Tools to Grow – Car Analogy Model, Assessment Science and Five Practical Exercises.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/understandingothers

Timing on Recording: @ 10:47 ---

Topic 1: What It Means to Understand Others.

• Having the capacity to perceive and understand the feelings, attitudes, and individuality of others.
• Robert Hartman - Intrinsically valuing other.
• What transactional relationships are.
• "I'll forget what you said or forget what you did, but I'll never forget how you made me feel." Maya Angelou

Timing on Recording: @ 16:07 ---

Topic 2: How to Know if You Are Someone Who Has Master Skills Associated with Understanding and Evaluating Others.

• TriMetrix Assessment.
• Feedback from others.
• 360 feedback.

Timing on Recording: @ 18:15 ---

Topic 3: Interview Questions if Someone Scores Low on Understanding Others.

• Describe ways you are able to show others you care about them, yet do not compromise the needs and requirements of the overall organization.
• If we were to talk to past clients and past managers, how would they describe your listening skills? Would your past clients describe you as a good listener? What specific examples can you provide that demonstrate this?
• What do you do to understand a client or prospect's or employee's behavior, motivations and feelings?

Timing on Recording: @ 20:15 ---

Topic 4: Development Tools to Better Understand a Person and Perceive and Understand Who They Are as an Individual.

• Car Analogy:
  • Roads traveled, current location and future destination.
  • Under the hood; horsepower.
  • Gas in tank.
  • How you like to drive.
  • Where you are parked.
• Job dashboard.
• Triad.
• Side-by-side report.
• Examples of how the model can help you understand people and their individuality, where their strengths are, where their development opportunities are, where you might want to focus to help them the most and how you can use the car analogy model to value and see the full person.

Timing on Recording: @ 44:31 ---

Topic 5: Coaching Actions that You Can Take.

• Focus on investigating another person's perspective.
• Ask open-ended questions.
• Practice listening.
• Make a commitment to improve.
• Take time to have informal chats with people.
• Don't talk about yourself.
• Show genuine interest and be present.
• Practice the simple things, "Please and thank you," every time you ask somebody to do something.
• Give a public thank you to someone who has helped you.
• Do a better job of valuing people.
• Create a list of the people you work with, then create a little table and then evaluate your relationship on a scale of 1-5, what's the best, what's the worst? Set some goals with these people.
• Feed forward tool.

Overview of Episode #56 ---

• What every employee wants to know before they will fully engage.
• The three main reasons for conflict.
• 10 (+1) Practical Talent Insights Assessment Facilitation and Debriefing Tips.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/talentinsights

Timing on Recording: @ 8:06 ---

Topic 1: When we think about working with a group and we think about giving assessments, there's a couple of things to keep in mind.

• We want to reduce resistance, make sure they want to participate.
• Conflict, three main reasons why it happens.
  1. Miscommunication.
  2. Different values or interests.
  3. Past histories.
• Strength projection.

Timing on Recording: @ 15:48 ---

Topic 2: Five Areas of Job Fit.

• Car Analogy
  • Background and experience; Roads traveled, destinations you have been to and destinations you want to go.
  • Culture of the organization; Where they are parked.
  • Thinking and feeling patterns; What's under the hood; Horsepower.
  • Motivators; What puts gas in your tank and makes you want to go.
  • DISC; How they behave; How someone drives.

Timing on Recording: @ 20:38 ---

Topic 3: 10 (+1) Tips for Starting Strong; What to do Before Starting a Training Session.

1. Four things to communicate prior to any session:
   1. Logistics.
   2. How the information is going to be used.
   3. Confidentiality and the things that people are thinking and feeling about having a training session with the team.
   4. Why this project is important.
2. Share reminders about what the assessment is measuring and what to do with the report.
3. Have some type of debrief prior to the team meeting.
4. How to pen the session; Favorite key icebreakers.
   • I.E.E.I - Introduction, Excitement, Empower, Involve.
   • Opening questions: "The well-known person I've never met before but would like to have breakfast with is? And here's why. And the person who has most influenced my life is, and here's why."
   • Team question: What is the most effective team that you've been a part of and why was it so effective?
   • Share tweetable comments about what you thought of your assessment, positive or negative.
5. How to debrief Motivators.
   • Use of tent cards.
6. Understanding the team Motivators wheel.
7. How to debrief the DISC.
8. Understanding the team DISC wheel.
9. Favorite exercise for sharing.
   • Share Communication Do's and Don'ts.
   • Team Effectiveness Strength Bombardment Exercise
10. Closing strong.
    • Review what was discussed and capture key points.
    • Missing Links Exercise.
    • Star Light, Star Bright Exercise.
11. Follow-up strategies for impact.
    • Talent Tracker

Overview of Episode #55 ---

• Maslow's law of the hammer, a cognitive bias that involves an over-reliance on a familiar tool.
• What DISC is and specific examples of how it can be weaponized.
• Using the car analogy, the five areas of job fit and performance and TriMetrix.
• The power of acceptance and being a great teacher and leader.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the show notes and get the transcript for this episode, go to: www.pricelessprofessional.com/weapon

Timing on Recording: @ 3:20 ---

Topic 1: What is the DISC Assessment?

• Popular online assessment tool used all over the world. (Over 40 million people have taken it!)
• Based on four Communication Styles that match the letters: D, I, S, C. Each Communication Style represents different observable behavioral and communication tendency.
• Overview of the styles (Most people are a mix of styles):
  • D – Dominance
  • I – Influence
  • S – Steadiness
  • C – Compliance
• Highlights of the DISC Assessment: Your DISC Communication Style Strengths; Blind Spots; "Do's and Don'ts" for Communication; Your Ideal Work Environment; Other's Perceptions of You; Tips on how you like to be managed; What motivates you; How you come across to others and more!
• A great tool to use with teams to help people understand and appreciate different styles, different interests, so that they can work together more effectively.
• Builds self-awareness and how to value differences.
• Quick and easy to understand.

Timing on Recording: @ 6:37 ---

Topic 2: Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment.

• Consultant with a new CEO planted concern and worry about each one of the new team members.
• "Dave is not assertive enough to be the Sales Manager."
• "Karen shouldn't be in charge of Accounting, she's not detail-oriented."
• About the Human Resource Manager, "I'm not sure she's people-oriented."

Timing on Recording: @ 9:32 ---

Topic 3: How to Alleviate the Over Application or Weaponizing of DISC.

• Help clients understand there are other factors of performance, we do that through a car analogy.
• DISC is how you drive; it's what you see.
• Gas in the tank; what are you motivated by, what makes you want to go, fills your tank?
• Under the hood; Horsepower; Acumen, your personal skills, your level of ability to work well with others or the ability to take responsibility for mistakes, etc.
• Roads traveled; Where you have traveled, experience and future plans, where do you want to go?
• Where you're parked; What is the culture, what is the team, what is the environment?

Timing on Recording: @ 12:29 ---

Topic 4: Looking at the Examples that Demonstrate the Over Application and Weaponizing of the DISC Assessment through the Car Analogy.

• Dave: Even though his style is not direct and assertive, his interests are, what puts gas in his tank. And his personal skills, the horsepower, he scored well-developed in all 25 personal skills. His horsepower and what puts gas in his tank is a match with the position. Roads traveled, Dave had been in the industry his entire career. Where you are parked, culture, team, Dave's team respected him, were inspired by him and he helped keep the company moving.
• Make sure to look at the Five Areas of Job Fit.

Timing on Recording: @ 20:05 ---

Topic 5: Definition of Weaponizing and More Examples.

• Weaponizing is a broad term with respect to the degree of harm the weapon is meant to cause. It may be designed to cause character assassination, so confusion or otherwise dis- or misinformed people.
• "Those quiet people are too slow and they're not fast and smart like we are, they drive me crazy."
• "I could never work with her, she's too talkative and too damn enthusiastic. She needs some coaching."
• "Us high I's and D's have to stick together."
• "Oh, we're the same or you're different from me, so I couldn't work with you."

Timing on Recording: @ 25:31 ---

Topic 6: Accuracy of Sciences.

• One Science – 60% accurate.
• Two Sciences – 74% accurate.
• Three Sciences – 94% accurate.
• The Department of Labor says, "Use at least three tools and then use it for less than 30% of your decision."

Timing on Recording: @ 28:29 ---

Topic 7: Hiring Decision Recommendations.

• The Department of Labor says, "Use at least three tools and then use it for less than 30% of your decision."
• When working with teams, I recommend that the company use the DISC and motivators, it's called the Talent Insights Assessment, it give you a better result in building trust and having the team better understand each other. DISC and motivators, when using it in a developmental manner or in a team manner, can to help people.
• One-page tool called a Talent Tracker; there are wheels that plot people where their style is located. You know where their teammates are located on the wheel and how they like to communicate. You can start to move out of judgment.
• Go from judgment, to understanding, and then from understanding to appreciation and valuing.
• Build trust.
• Value.
• Acceptance.

Timing on Recording: @ 34:03 ---

Topic 8: Top Takeaways.

• When taking the DISC assessment, look for your strengths and your blind spots, and look for the strengths and values others bring in their style and their behaviors. Use it to build love and acceptance, not to be used as a weapon or judgment, or "I know something about you that you don't know."
• Couple the DISC assessment with the Five Areas of Job Fit.