The Wake Up Eager Podcast

Overview of Episode #50 ---

• Three things hiring managers should do to make sure they are hiring the right person.
• How to handle mergers and acquisitions; what it takes to onboard new team members.
• Gain new insights on how to be an influential leader.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/evaluatejobfit

Timing on Recording: @ 10:02 ---

Topic 1: Welcome; Three things hiring managers should do to make sure they have the right person in the job? During the interview, what are the things they need to focus on most?

• Don't hold back on the tough questions.
• Cultural fit.
• Involve the team in every step of the process.
• Situational behavioral questions are better than work behavioral questions.
• Make eye contact, does the person you are interviewing make eye contact with you? Make sure you make eye contact with him or her during the interview.
• Does the person you are interviewing speak to their resume?
• Ask about what positive outcomes that have come from what they are doing.
• Does the person you are interviewing set themselves apart?

Timing on Recording: @ 16:51 ---

Topic 2: What are some mistakes interviewers make?

• Not being sincere.
• Not making eye contact.
• Focusing entirely on skill set.

Timing on Recording: @ 20:48 ---

Topic 3: Why is it so hard to focus on Job Fit?

• There is an underlying assumption from hiring managers that it will be easier to train or onboard someone if they have specific skill sets.
• The hardest part of being a leader is investing the time and taking away from other stuff.
• Invest the time, build the trust.

Timing on Recording: @ 30:30 ---

Topic 4: How to handle acquisitions.

• There are lessons learned with each acquisition.
• Create authenticity.
• Show that you are going to be truthful.
• Integration doesn't happen overnight, true cultural integration takes a minimum of 2 years.
• The power of continually getting better with your acquisition process.

Timing on Recording: @ 38:29 ---

Topic 5: Getting to Know Jack as a Leader.

• The hardest part, or the most challenging part, is when I'm not able to influence a positive outcome for my team and I have a team member that ends up leaving.
• While giving feedback just make it to where there's a separation between the personal and the work, make it about the work.
• My most rewarding moment as a leader is when I see people on my team move through the ranks, and not just moved through the ranks from a promotional standpoint, but from a knowledge standpoint.
• "I tried sales once. It made it very clear to me that I wanted to be a Human Resources leadership professional." It was something that I could do, but not what I enjoyed.
• Biggest mentor, Jim at Southwest Securities, in Human Resources we influence outcomes, but he is the single most influential person in my career and that's where I got my HR bones.

Timing on Recording: @ 58:10 ---

Topic 6: Specific favorite books that you recommend to others on leadership or Human Resources.

• Read leadership articles.
• Get certified from an HR perspective.
• Learn through experience, mostly bad experience.
• Experimental learning, sitting in and watching someone.

Timing on Recording: @ 1:00:48 ---

Topic 7: Getting to Know Jack.

• When you think of the word successful, who's the first person that comes to mind?: Jerome, he is the nicest, most humble guy, he puts his family and God first. And George, he always puts his family first, even as a politician. You can't get in the game of being successful unless you're well liked and have a good family and support system.
• Your favorite guilty pleasure TV show: On Netflix, House of Cards.
• What actor would play you in a movie: George Clooney.
• What advice would you give your 25 year-old self: Be patient, let things play out more, and you don't have to let them play out forever, but let them play out. There are very, very few instances in this world, outside of abuse, in which someone is a 100 percent right or 100 percent wrong, and you need to always take a look and see what your part is in something.
• You could put one billboard anywhere. What would it be? What would it say? Location?: "So goes the follower," on the 635 in Dallas.
• Is there one last bit of advice or wisdom you'd like every leader to take away from what we've talked about today about hiring, about being a leader, being a Human Resources Executive?: We're looking to marry someone, not date someone, and so it's imperative that we do our due diligence during the hiring process, and doing due diligence doesn't mean just looking at a resume and seeing what school they went to, it is a skill assessment. Don't make decisions in silos, but also take ownership for your decisions. So, be willing to make the decision but involve others.

Overview of Episode #49 ---

• Three Things You Can Do To Grow Trust
• Five Fingers of Trust
• How Fear Gets in the Way and a Bridge to Help You
• Five Step Process for Leaning into Healthy Conflict
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/growtrust

Timing on Recording: @ 7:04 ---

Topic 1: Welcome; Why Does Growing Trust Matter?

• Produces more results.
• Produces more efficiently/effectively.
• It enriches your life, as well as other's.

Timing on Recording: @ 13:12 ---

Topic 2: This life is about love, especially if you want to lead, it's really about love.

• There is truth.
• Servant Leadership Model.
• Be willing to ask tough questions.

Timing on Recording: @ 20:18 ---

Topic 3: Two things that will help you accomplish more than you ever have.

• Relationships: Have rich relationships, people will do things, people will give you discretionary effort that they wouldn't give you if you don't have a good relationship with them.
• Make better decisions: When you are too busy, you make poor decisions, if you make better decisions, even just 10% better, and the people you are counting on help you achieve whatever it is you are trying to accomplish, then you have better relationships, you accomplish more.

Timing on Recording: @ 32:03 ---

Topic 4: What Gets in the Way of Growing Trust?

1. Being busy.
2. Fear, fear is number ONE.
3. Not finding your courage.

Timing on Recording: @ 37:42 ---

Topic 5: How Do You Help People and Challenge People at the Same Time?

• Lean into healthy conflict.
• Put the issue on the table, this takes courage.
• Seek first to understand, then to be understood.
• You don't have to agree, but you do have to figure out to move forward.
• Follow through.

Timing on Recording: @ 47:20 ---

Topic 6: Five Fingers of Trust.

• Character – Have to trust someone's character. (Middle finger)
• Commitment – How committed are you to the team and to me? (Ring finger)
• Competence – Can you do what you say you are going to do? (Pinky finger)
• Communication – Do we connect? (Thumb)
• Alignment – Are we aligned on something? (Pointer finger)

Timing on Recording: @ 58:11 ---

Topic 7: What are some of the traits or things the people who influenced you the most do?

• They were courageous.
• They believed in you.
• They were tough, they didn't accept excuses, but they were tender hearted.

Timing on Recording: @ 1:05:35 ---

Topic 8: Close.

• Favorite TV Show: Sports or American Idol, real life drama, anything learning (theology, history), and comedies, The Big Bang Theory.
• Favorite Possession: My house.
• Advice You Would Give Your 25 Year-Old Self: "My greatest failure to this point is I have no great failures." "Be willing to fail because that's where you're going to really grow the most."
• One billboard anywhere, where would it be and what would it say: "Are you living?"
• Bit of Advice or Wisdom You Want Every Leader to Take Away About Growing Trust: "Risk being willing to give when you might not receive."

Overview of Episode #48 ---

• Define the Activate Greatness Habit and Why It Matters.
• Seven Things That Get in the Way.
• Three Actions You Can Take.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/genius

Timing on Recording: @ 4:25 ---

Topic 1: Welcome; Definition of Greatness.

• "Everyone is a genius, but if you judge a fish by it's ability to climb a tree, it will live it's whole life believing that it is stupid." – Albert Einstein
• Think of the word activate, what does it mean to activate?
• If you have mastered greatness you: Are taking full ownership of your happiness, your motivation, your inspiration; Are self-aware; See the potential in others.
• Gallup Organization research on using your strengths, talents and genius.

Timing on Recording: @ 14:22 ---

Topic 2: What Normal Really Is.

• What is normal to you is enthusiasm.
• What is normal to you is laughing a lot many times a day.
• What is normal to you is to feel strong, sure, confident and secure.
• What is normal to you is to feel so much self-confidence in your life and in your work and about who you are, that when you look at others you're always in a positive place and able to uplift others.
• What is normal to you is to have so much energy at the end of the day that you're looking for more good things to do.
• What is normal to you is to have such passion for life that when you're with other people you're eager to hear about what they're doing and how they're doing it.
• What is normal to you is to have so much energy at the end of the day that you're already eagerly planning tomorrow.
• What is normal to you is feeling disappointment that the sun goes down and enthusiastic that the sun comes up.
• What is normal to you is a zest for life beyond anything that most of you over 8 years old have remembered or felt in a long time. THAT's what is normal.

Timing on Recording: @ 18:43 ---

Topic 3: Seven Things that Get in the Way of Greatness.

1. We don't know how to figure it out, so we don't.
2. We don't remember, or we don't know how powerful it is for everyone to use their strengths.
3. Old habits – Looking at what is wrong instead of looking at what is right.
4. We can confuse talking about strengths with bragging.
5. It feels selfish.
6. We rationalize mediocrity.
7. We think that our preferences don't matter.

Timing on Recording: @ 29:21 ---

Topic 4: Three Actions You Can Take.

1. Pay attention to when you feel energized or satisfied.
2. Have high self-awareness.
3. Embrace differences.

Timing on Recording: @ 49:11 ---

Topic 5: Close.

• "It's not what you look at. It's what you see."

Overview of Episode #47 ---

• Hear about what Tom learned about what Superior Performers do interviewing Hall of Fame Baseball Players, like Hank Aaron.
• Discover tips and insights on how to be in the top 5 percent in your field.
• Practice the three ABC steps to guide yourself to top performance.
• Learn how insight from Assessment Tools can help coaches and leaders provide specific guidance to each "player."
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone2

Timing on Recording: @ 12:10 ---

Topic 1: Welcome; Getting to Know Dr. Tom Hanson.

• Tell us your favorite guilty pleasure TV show: "Jane the Virgin" on Netflix.
• Tell us your favorite possession: My Doctoral Dissertation: "The Mental Aspects of Hitting."
• Favorite interview: Hank Aaron.

Timing on Recording: @ 20:42 ---

Topic 2: What do you have players/executives do during visualization?

• Know yourself.
• Know what you need to do to play your best.
• Know your ABCs; Act big, Breath big, Commitment big.
• Examples of using your ABCs as a player and leader.
• Go out and do a great job with what YOU can control.
• Put yourself in a resourceful state.
• How the ABCs came out of talking to an eight-year old baseball team.

Timing on Recording: @ 34:59 ---

Topic 3: How do you guide executives, as well as athletes, around committing in a way that's helpful and helps them get in the flow/in the zone?

• When you have been the most successful, how did you do it? What really works for you?
• What feels right, what feels empowering?
• "Segment it down."
• "Get freed up and let go."
• Instead of having a "training mindset," have a "trusting mindset."
• Life is a double-header, win BOTH games.

Timing on Recording: @ 44:48 ---

Topic 4: How do you use the assessments with players?

• Know yourself.
• Individual differences and situational differences, you have to really know yourself to know what buttons to push and what moves to make.
• Figure out what you're good at and build that as a strength and understand what your blind spots are.
• Step out of yourself.

Timing on Recording: @ 59:06 ---

Topic 5: What resources do you think leaders could refer to? What else would you suggest so they can bring the best of who they are, to their work and have that double header that you talked about.

• Book - Who Will Do What by When.

Timing on Recording: @ 1:05:40 ---

Topic 6: What you do to get in the zone yourself? Actions, key tools, mindsets.

• Visualize what I want to have happen.
• Five Tibetan rights.
• A muse, a meditation device.
• Smoothies.
• Pilates.
• Dan Sullivan's Free Day, Focus Day, Buffer Day.

Timing on Recording: @ 1:09:28 ---

Topic 7: Close.

• Your billboard to leaders and athletes about playing big, getting in the zone, being your best, what would it be and where would you put it? – "Everything is always working out for me." "We are all headed for a box." "The clock is running and it is not infinite in this life, what is important to you, and do that."
• Advice you would give your 25 year old self – "Lighten up and have more fun."
• One last bit of advice or wisdom you'd like every leader to take away from our discussion today about playing big, bringing their "A" game – "Pay attention to when you were "lit up" in this conversation and then look to extend that out into taking some action."

Overview of Episode #46 ---

• Learn about these terms: "Playing from the Neck Up, Working Outside the Pocket of Play and the River of Flow," and how each can impact your level of performance.
• Four performance barriers that can keep out of the zone or flow.
• Five actions you can take to prepare for high performance.
• Four actions you use when you are in high-pressure performance situations.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/zone

Timing on Recording: @ 11:02 ---

Topic 1: Welcome; Getting to Know Performance Coach Sarah Derrenbacher.

• Tell us your favorite possession: Photograph of Great Grandmother as a Flapper – Radiates freedom.

Timing on Recording: @ 13:44 ---

Topic 2: Share a situation where an athlete was struggling to meet their goal, of what was getting in the way to meet their goal of performance? How did you work through it with them so that they could get "back in the zone" or get into high performance?

• 4th year female college student, jam-packed curriculum, 3.9 average GPA, team captain, phenomenal presence, great in practice, but she was crippled by fear inside of these big game situation, she would go into a paralysis (play reactive versus proactive, miss shots she always made, fall on defense).
• She had a fear of failure, it was not an option for her.
• Challenge to skill ratio.
• Find a middle ground, where it's enough stress to push you just beyond your comfort level, but not so much stress that it causes you to shutdown, that paralysis.
• If you learn to anticipate failure as part of high performance, you will be less stuck when failure happens.
• Four-step process about awareness, acknowledgement, acceptance, and then adjustment.
• What we resist, persists.

Timing on Recording: @ 24:57 ---

Topic 3: What happens when someone is more present?

• Presence by Amy Cuddy

Timing on Recording: @ 25:58 ---

Topic 4: "Being in the zone/Being in flow."

• Sarah's definition of "Being in flow."
• "All of us everyday are standing right next to this river of flow and we have a choice about whether we surrender and drop into that river of flow, which gives us that sense of limitless potential, or do we stay in this place where we need to control and predict all of the time."
• Observations of athletes "in the flow."
• Working smarter, not harder "in the zone/in flow."
• How do you know when you are "out of flow?"
• "Where the heck did that come from?"
• 4 personal performance barriers (Fear of failure, Perfectionism, Not being connected to your desire/your "why," and Trust).
• Playing from the neck up.
• Levels of passion.
• What is it that makes you feel alive?
• Repeating question.
• High consequences.
• State of concentration.
• Visualization.
• Restorative movement.
• Clarify our goals.

Timing on Recording: @ 56:59 ---

Topic 5: Prescription to being/bringing your best.

• Performance preparation.
  • Identify the risks.
  • Articulate the goals.
  • Be aware of performance barriers.
  • Embodiment practices.
  • Relief and recovery strategies.
• Performance habits/triggers.
  • Self-talk.

Timing on Recording: @ 1:09:10 ---

Topic 6: Resources.

• The Rise of Superman by Steven Kotler.
• Presence by Amy Cuddy.
• Finding Your Why by Simon Sinek.
• Peak Performance: Elevate Your Game, Avoid Burnout and Thrive With the New Science of Success by Brad Stulberg and Steve Magnus.

Timing on Recording: @ 1:11:26 ---

Topic 7: How do you get in the zone for your work and interaction? What are some key tools, actions, mindsets that you use? What do you do to get into flow?

• Daily meditation.
• Visualization.
• Embodiment.
• Single attention/risk.

Timing on Recording: @ 1:17:50 ---

Topic 8: Close.

• Your billboard for leaders and athletes about being in the flow – "Feel the flow."
• Advice to your younger self – "Open up to the awareness that goes beyond mind and beyond fear."
• One bit of advice or wisdom you want every leader to take away from this discussion about getting in the zone, finding flow – "Performance or being in flow does not have to come at the expense of yourself. That there is a different way of achieving high performance and in fact this kind of way, this dropping into the river of flow actually gives you an opportunity to be more, bless you, but more of you and at the same time help you achieve higher levels of performance."

Overview of Episode #45 ---

• The biggest mistakes leaders makes with new hires.
• The best actions leaders can take to keep new hires on board and productive.
• Innovative ideas that her organization has implemented to improve engagement and retention.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire2

Timing on Recording: @ 8:49 ---

Topic 1: Welcome; Getting to Know Judy Simmons.

• Tell us your favorite guilty pleasure TV show(s): Anything on HGTV.
• Tell us your favorite possession(s): Our dogs, Rider and Leah.

Timing on Recording: @ 13:52 ---

Topic 2: Some of the biggest mistakes leaders make with their new hires.

• Leaders really need to spend time with new hires as they enter the organization to get to know them and understand where their strengths are, what their goals are so you can help them to quickly align with your goals and your firm/company's goals.
• Leaders need to help new hires understand the expectations that they have of them so that they can deliver on those expectations and have a mission right away.
• Leaders need to check in on a regular basis, daily, to make sure that their new hire is still on track.
• One size does NOT fit all…get to know your new hire as an individual.
• Take your new hire to lunch the first day.
• Remember it starts from the very first contact in the employment application process. How was your new hire treated in that process?

Timing on Recording: @ 19:00 ---

Topic 3: Top tools and tips and tricks.

• Get to your new hire early and making sure that you have good communication with them from the very start is really important.
• Try to do your onboarding process in smaller bites, rather than all-day or multi-day.
• Make sure that your new hire is prepared for the first day of work – Let them know what to expect.
• Find ways to introduce your employees to the larger group; lunch, scavenger hunt.
• Monthly social gathering for all new hires for that month.
• Assign buddies.
• Assign an advocate to every new hire, in addition to the manager.
• Getting away from the review process and focus on career planning.

Timing on Recording: @ 25:54 ---

Topic 4: What are some things you have seen best leaders do around new hires?

• Frequent check-ins.
• Give honest feedback, have open dialogue.

Timing on Recording: @ 27:58 ---

Topic 5: How to help leaders have open dialogue.

• Role play a discussion.
• Have focus groups.
• Encourage your new hire to calendar time with managers, every month, every quarter, whatever is ideal for them to touch base and career plan.

Timing on Recording: @ 32:05 ---

Topic 6: "Small bites" of onboarding.

• Focus on the welcome.
• Allow employees to focus on getting settled.
• Monday morning orientation.
• Make sure new hires aren't walking around, scratching their head wondering where their desk, the bathroom or lunchroom is.
• Build a seating chart.

Timing on Recording: @ 36:20 ---

Topic 7: 3 things you need to do with every new hire.

• Reduce fear.
• Increase their understanding of how they fit in the company, the role and the team.
• Help them be productive quickly.

Timing on Recording: @ 38:10 ---

Topic 8: Secrets to making sure every leader is involved in the onboarding process.

• Make sure each leader has one-on-one time with their new hire by organizing a lunch or small group conversation.
• "If you're observant, you'll learn all the time."
• Importance of forming a steering committee.

Timing on Recording: @ 43:01 ---

Topic 9: Best and worst hiring experiences.

• 24 hour organizations should find a way to make sure that their night shift employees have a definite connection to their managers and fellow employees.
• Be engaged early on, make sure new hires are challenged and make sure that they have a vision and that there's something they can contribute to you right away.

Timing on Recording: @ 46:36 ---

Topic 10: Close.

• Your billboard – "Treat others as you want to be treated," whether they are your top performer or an underperformer.
• Advice you would give your 25 year-old self about your career and being a leader - "Don't sweat the small stuff."
• One last bit of advice/wisdom you'd like every leader to take away about new hires and retention – "Read about things that might not be in your particular profession, build your Business Acumen, build your leadership development resource library." "Perform stay interviews."

Overview of Episode #44 ---

• Three key reasons why preventing new hire turnover is more important today, than ever before.
• Three goals you should focus on with new hires to keep them.
• One action you should take with every new hire.
• 32 ideas, tools and tips of actions you can start taking right away.
• Contact Priceless Professional Development: 770-578-6976, [email protected] or www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/newhire

Timing on Recording: @ 6:39 ---

Topic 1: Welcome; Your First Day at Your New Job

• Do you remember your first day at a new job? How was it?
• My experience at an international software company.
• Mid-size company example – Need to learn how to "Welcome" your new hire.

Timing on Recording: @ 17:00 ---

Topic 2: Three reasons why getting new hires to stay is especially important today.

• Market conditions.
• Cost of turnover.
• Poor new hire process.

Timing on Recording: @ 20:15 ---

Topic 3: Three things to focus on when you're thinking about onboarding.

• Reduce fear.
• Increase the understanding of the company and the job.
• Give them everything they need to be productive quickly.

Timing on Recording: @ 21:49 ---

Topic 4: New Hire Coaching and Working Together Effectively Process

• Immediately demonstrates the company's commitment to employee growth and development.

Timing on Recording: @ 24:47 ---

Topic 5: Onboarding starts immediately.

• Send emails.
• Keep in touch with your new hire.
• Align what it takes to get started.
• "My new hire isn't here until they're actually here."
• Make sure your new hire knows what is going on.

Timing on Recording: @ 26:18 ---

Topic 6: How to Reduce New Hire Fears.

• Help them understand the company, the big picture and how they fit in.
• Share a Performance Dashboard.
• First day of driving analogy.
• Why a Performance Dashboard is so important.

Timing on Recording: @ 32:49 ---

Topic 7: 32 Onboarding Tips

1. Have the CEO or top executive welcome them to the organization with a phone call or letter.
2. Have a new hire luncheon on the first day to meet the team.
3. Hang a welcome banner, for his or her workspace, signed by the team.
4. Take a team picture on the first day and have it signed by all.
5. Place a notice in the local paper welcoming them to let everyone know of your new team member (like consulting and law firms do).
6. Give them a plaque celebrating their first day.
7. Place a welcome note and/or picture on your corporate website.
8. Give them a predated five-year pin to show them that you expect them to be part of the team for a long time.
9. Give them a "meet everyone card" that requires (rewards) them for getting all key team members to sign the card during the first 14 days.
10. Give them a "new hire" reserved parking spot to celebrate their first week.
11. Give them $25 gift certificates to give to the top five mentors who help them the most during their first week/month.
12. Get the manager to ask them for a "what they dislike" list. Develop a "more or less of" list and then manage to it.
13. Ask them about how they like to be managed. Manage toward it. (Consider having the new hire take a DISC Assessment, which outlines how they like to be managed, do's and don'ts for communication, and more.)
14. Give them five free-lunch coupons to use with co-workers so they will rapidly get to know them and the local restaurants, as well.
15. Expand the recruiter's job description to include staying in touch with their hires and using their knowledge to help man- agers understand and manage their new employees.
16. Give them a rouge's gallery (pictures of the whole team) of all team members so it will be easier for them to put names with the faces they meet.
17. Change the managers' and teams' performance appraisal and reward systems to include time to productivity.
18. Prior to starting, set up their email address, password, telephone, ID card, corporate credit card, a departmental organization chart, telephone directory, and more.
19. Provide a glossary of acronyms, buzz-words, and online FAQs so they quickly feel a part of the company culture. Knowing these words might also decrease the number of errors on the job.
20. Assign a departmental mentor to assist them during the first month.
21. Give them a copy of your mission and vision statements, your department's short-term plan, and organizational chart prior to the first day.
22. Have their business cards mailed to their house before their first day.
23. Do a survey of your past new hires and identify their problems, frustrations, and things they would like to have more of and less of.
24. Preassess the training needs of the candidate and schedule the required development before the candidate starts.
25. Preschedule a series of one-on-one meetings to discuss questions and identify any frustrations or problems.
26. Do a frustration (barriers to productivity) survey among all new hires at the end of the first, third, and sixth months. Manage to the results.
27. Do not let the intern or human resources benefits person do the entire orientation! Dump the dull videos and take out the boring stuff.
28. Extend the orientation to at least a week (to as much as 6 weeks) so that you don't initially overwhelm them with information. Don't do it all in one day.
29. If they are new to the area give them a list of the best restaurants, schools, childcare, and so forth in the neighborhood to help them feel comfortable with their new neighborhood.
30. If they have relocated, consider getting the spouses and kids of your current employees to help orient the family to the cool things in the community.
31. Develop a private new hire Facebook page to help them help each other. Consider forming an affinity group and pay for their lunches.
32. Do a post-orientation survey and ask them what they want more of and less of from orientation. Ask them to write down any new ideas or solutions they have on how to improve orientation, and then use them.

Overview of Episode #43 -

• Understanding the importance difference between anger and rage.
• Nine things we all do when we think we are expressing anger, but we're actually expressing rage.
• How regression happens to all of us at times, and leads to rage and what we can do about it to move rage to appropriate anger.
• Actions we can take to help someone who's in rage.
• The Detour Method: The five questions we can use on ourselves or with another to move out of regression and rage.
• Contact Priceless Professional Development - 770-578-6976, [email protected], www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/anger

Timing on Recording: @ 9:55 ---

Topic 1: Welcome; Getting to Know Best Selling Author, John Lee.

• Tell us your favorite guilty pleasure TV show(s): Downton Abby and Poldark
• What actor would you want to play you in a movie?: Will Smith

Timing on Recording: @ 17:00 ---

Topic 2: How did the topic of anger become a topic that you write about? Why does this topic matter to you and how did it become part of your specialty?

• "You are the angriest man I have ever known."
• "I just wanted to do this so that nobody else that I loved or I was loved by would be hurt by my repressed, stored-up, bottled-up anger that I didn't even know that I had."
• " I read every book that was written on anger, and none of them were satisfactory to me because they were leaving out big, big parts. They were leaving out the body, anger management and anger books make it an intellectual and head issue."
• People get confused between anger and rage, and using those terms interchangeably as if they meant the same thing.
• Anger expressed appropriately equals: Energy, intimacy, and serenity.
• Anger is about what you said or did or didn't do last night, yesterday or today. Rage is about what you've been saying for 20 years.
• Three Ds: Distance, Disaster and Divorce.
• Inrager vs. Outrager.

Timing on Recording: @ 26:05 ---

Topic 3: Triggers.

• If you're Hungry, Angry, Lonely or Tired, H.A.L.T.
• Four drinks metaphor.
• Rage is contagious, anger is spontaneous.
• Emotional regression.
• Nine things we all do when we think we are expressing anger, but we're actually expressing rage:

1. Shaming
2. Blaming
3. Demeaning
4. Demoralizing
5. Preaching
6. Teaching
7. Judging
8. Criticizing
9. Analyzing

• Rage is an action or behavior that numbs people's feelings.
• Anger is a secondary emotion and it covers up what people are really feeling.

Timing on Recording: @ 39:45 ---

Topic 4: The Detour Method.

• Catch your rage and regression before you do too much damage.
• What are your triggers? What are your "buttons?"
• Cornerstone for doing the Detour Method: Attention is key, Empathy, Listen to people, Time, give them time, Contact and Release.
• The Detour Method questions:

1. How am I feeling right now?
2. What does this remind me of from my history? (stick with this…) Has there been anything else like this, in my past?
3. What would I have liked to have said?
4. What do I wish the other would have said or done?
5. (Usually moved out of Rage and ready to express anger appropriately- go back to present day session) Now, what do I want to say to this person/in this situation – now?

• Examples of the Detour Method

Timing on Recording: @ 58:00 ---

Topic 5: Changes/differences made as people better understand anger/rage.

• "I've never heard this before."
• Body signals.
• Locate where in the body that they're feeling this overreaction, disproportional reaction.

Timing on Recording: @ 1:03:15 ---

Topic 6: What to do when you're not the person in rage, but someone around you is.

• Difference between empathy and sympathy.
• Ask questions and listen.

Timing on Recording: @ 1:06:20 ---

Topic 7: Close.

• Your billboard – "Treat our children with respect and cherish them and get rid of this petty, scary, inappropriate racism."
• Advice to 25/30 year-old self – "Buy stock in Whole Foods, Dell, Microsoft," and "Just relax."
• Biggest takeaway you want everyone listening to podcast to remember – "Before you make somebody angry, walk a mile in their shoes, and then if they get angry, you're a mile away and you've got their shoes," and "There-Are-No-Big-Deals."

Overview of Episode #42:

Overview of this episode:

• Understanding How to Put Some Science into your Hiring Decisions
• How to Debrief a TriMetrix Talent Report in Three Steps
• Recap of Annual Conference with Assessment Partner - "New for 2018"
• Contact Priceless Professional Development - 770-578-6976, [email protected] www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/debrief

Timing on Recording: @ 5:45 ---

• About TTI SI and their TriMetrix Assessments.
• What is new at TTI SI.
• What I took away from the conference.
• My award and presentation about podcasting.

Timing on Recording: @ 18:50 ---

• DISC – How a person tends to drive.
• Workplace motivators – What puts gas in a person's tank.
• Competency and Personal Skills – What's under the hood.
• What TriMetrix does NOT cover.

Timing on Recording: @ 24:20 ---

• Percentages of accuracy using 1-3 sciences.
• The Department of Labor recommendations on assessments.

Timing on Recording: @ 25:45 ---

• Less than 30% of the decision making.
• Ranking system.

Timing on Recording: @ 28:36 ---

• B – Benchmark.
  • Power of a benchmark.
  • Process of creating a benchmark – explanation of different sciences.
• C – Compare the benchmark.
  • Gap report.
• R – Risk level.
  • Determine level of risk; Rating of 1 to 5 or color coding.
  • Interview questions from Gap report for low rated areas.
  • Check references.
  • Determine how to follow-up.

Overview of Episode #41:

• Surprising facts and stats about leaders and derailment.
• Three root causes why leaders can get derailed.
• Areas that can help a successful leader who are stuck, get back on track.
• What leaders who are known for leading innovative teams do very well.
• What true confidence in a leader looks like and acts like.
• Valuable, practical tips and ideas to help leaders demonstrate confidence AND humility.
• Contact Priceless Professional Development - 770-578-6976, [email protected] www.pricelessprofessional.com
• To see the shownotes and get the transcript for this episode, go to: www.pricelessprofessional.com/derailed

Timing on Recording: @ 7:50 --- Interview with Director of Research and Assessments for Bates Communications Michael Seitchik

Topic 1: Getting to know Michael.

• Favorite guilty-pleasure TV show – "The Voice."
• Favorite possession – Bottle collection.

Timing on Recording: @ 10:56 ---

Topic 2: Leaders and derailment.

• Derailment – Costs to the company, percentage of managers/executives who are engaged. Derailment can cost an organization more than 20 times an executive's salary, in some cases amounting to millions of dollars.
• "People feel stuck."
• Not great at engaging people and getting them involved. Only 34% of managers and executives are engaged.
• Don't feel appreciated, too much going on, unclear roles and responsibilities, too much change and uncertainty.
• How leadership is changing/transitioning. 60% of all companies cite "leadership gaps" as their top business challenge.

Timing on Recording: @ 17:54 ---

Topic 3: Warning signs of derailment.

• Look for distress, it doesn't have to be big things, look for little things too (i.e. being short or frazzled).
• There is too much to do and the pressure of getting it done is too much.
• Viscous cycle: Doing things without explaining why you are doing them, leaves your team confused.

Timing on Recording: @ 22:00 ---

Topic 4: How confidence can cause derailment.

• CFO example.
• Take the time to slow down, engage and involve others.

Timing on Recording: 26:48 ---

Topic 5: Root causes of derailment.

• Being unaware.
• Lack of good feedback.
• Gap between your intentions and other people's perceptions.
• Story – Moving from HR Manager to the right-hand man of the CEO.

Timing on Recording: @ 34:50 ---

Topic 6: Top areas (facets) that are seen most often to cause an executive to start going off-track.

• Measurements in the ExPI.
• What challenges are being faced?
• Highest rated facet: integrity.

Timing on Recording: @ 38:18 ---

Topic 7: Confidence.

• Self-confidence vs. Social confidence.
• Bank teller to 2nd in charge of one of the largest financial firms in the world.
• Imposter syndrome. 80% of people experience the imposter syndrome. Why it is healthy.
• Positive feedback. "Helps people see a little bit better."
• Give people permission to take a reasonable risk.
• Inviting dissent. JFK example.
• Have a good clean fight!

Timing on Recording: @ 58:30 ---

Topic 8: Humility.

• Balancing confidence and humility. Be high in both!
• Don't lower anything, raise your other facets.

Timing on Recording: @ 1:00:35 ---

Topic 9: Wrap-up.

• Billboard: "Be curious."
• Advise you would give your 25-30 year old self about executive presence and leadership: Watch more closely how people react to what a leader says or does.
• One bit of advice you would like every leader to take away from our discussion about confidence, executive presence and derailment: You always have the choice of changing how you show up; your presence, your leadership, how people perceive you. Your behaviors can change.