The Wake Up Eager Podcast

Episode Overview:

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price takes leaders behind the scenes of one of the most costly challenges in business—bad hires—and reveals how to eliminate guesswork with The FIT Formula, a data-driven system for hiring, onboarding, and developing top talent.

Suzie begins by addressing a hard truth: most hiring failures don't happen because of a lack of skill, but because of missing intangibles like poor self-management, weak communication, or misaligned motivation. With warmth and clarity, she introduces the Performance Dashboard—a simple yet powerful tool that helps leaders define the top three to five priorities that drive success in any role.

Through her signature car analogy, Suzie breaks down the five components of true fit: Roads Traveled (experience), How They Drive (behavior style), Under the Hood (personal skills), Gas in the Tank (motivators), and Where They Park (culture fit). She reminds listeners that hiring based on résumés alone is like buying a car just for its color—you need to know what powers it, how it performs, and where it belongs.

Suzie also shares real-world stories of mismatched hires—including a cautionary tale about a brilliant but misaligned physician—and how TriMetrix® tools reveal the hidden traits that predict true success. From there, she shows how the FIT Formula extends far beyond hiring, becoming a lifelong system for coaching, engagement, and leadership growth.

By the end of the episode, you'll understand why clarity is kindness in leadership—and how the FIT Formula gives you confidence, structure, and heart in every hiring and development decision.

Whether you're hiring your next team member or coaching your current stars, this episode will help you create alignment, reduce drama, and build a Wake Up Eager Workforce—one great hire at a time.

Read the full transcript of Episode 139: The FIT Formula — From Hiring Hopes to High-Performance Habits below and discover how to turn every hiring hope into a high-performance habit.

Takeaways of Episode #139 ---

• Clarity Creates Confidence: The Performance Dashboard transforms hiring chaos into precision by defining the top 3–5 priorities that truly drive success in any role.
• Hire the Whole Person: The FIT Formula helps leaders look beyond the résumé to understand how someone works, why they're motivated, and where they'll thrive.
• Data Drives Development: Superior Performance Attributes (SPAs)Hiring Templates and TriMetrix tools extend far beyond hiring—they fuel onboarding, coaching, and leadership growth throughout the employee lifecycle.

In this episode:

Suzie Price [00:04:11]: "Ninety percent of the time when someone is let go, it's not because of their résumé—it's because of missing intangibles like poor self-management, low accountability, weak communication, or misaligned motivation."

Suzie Price [00:05:28]: "Start where clarity begins—the Performance Dashboard. It pinpoints the three to five priorities that define success in a role and gives leaders and employees a shared vision of what winning looks like."

Suzie Price [00:12:59]: "Hiring based on the résumé alone is like buying a car just for the color of the paint. You need to know what's under the hood, how they drive, what fuels them, and where they'll thrive."

Suzie Price [00:22:08]: "Stop betting on gut instinct and incomplete data. Start hiring and developing with rigor and heart—because when people are in roles that fit, they don't just perform, they thrive."

[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 let alone succeed in that specific environment it meant accepting maybe that you couldn't just drop in a pure architect type leader not until the cultural foundations were shifted somehow

[00:09:07] A2 : so what kind of questions did they start asking then if not just who can do the job

[00:09:11] A1 : they got really specific like okay right now does this role need more deep technical expertise to just stabilize things or is relational depth the ability to heal and connect the absolute top priority right now for fixing the culture

[00:09:27] A2 : it's not just technical versus relational though is it it sounds like it was also about power

[00:09:31] A1 : that's a great way to put it where does the power need to sit did they need someone who would just execute and report up or did they need someone with the the authority the personality to actually push back against that entrenched culture you know you can't send in a gentle mediator if what you actually need is someone to challenge the existing power structure

[00:09:49] A2 : and ultimately they decided they needed what was the term you used earlier a diplomatic bulldozer

[00:09:07] A2 : so what kind of questions did they start asking then if not just who can do the job they got really specific like okay right now does this role need more deep technical expertise to just stabilize things or is relational depth the ability to heal and connect the absolute top priority right now for fixing the culture it's not just technical versus relational though is it it sounds like it was also about power that's a great way to put it where does the power need to sit did they need someone who would just execute and report up or did they need someone with the the authority the personality to actually push back against that entrenched culture you know you can't send in a gentle mediator if what you actually need is someone to challenge the existing power structure and ultimately they decided they needed what was the term you used earlier a diplomatic bulldozer haha yeah something like that a very specific blend they needed someone hands on someone who really understood the operational side that was critical for credibility but they also needed this rare mix high dominance uh you know the willingness to challenge to make tough calls and stick to them combined with strong people skills sociability tact someone who could bridge that gap between the big strategic picture and the day to day realities and successfully navigate the minefield of that Polish office culture someone who could stand firm on a decision but then you know smooth things over afterwards that blend was the absolute must have

[00:10:30] A1 : so it wasn't about finding the perfect resume anymore it was about finding the exact personality profile that could withstand and maybe even start to change yeah that specific cultural environment

[00:10:41] A2 : precisely and that whole journey for Danny it really underlines that leading through these deep cultural challenges especially internationally it's often an iterative process you learn as you go the path forward really came down to those three key things we've talked about 1 relentlessly use objective data to cut through the emotion and validate concerns 2 foster conversations centered on the roles requirements not personal attacks or feelings and 3 strategically reframe setbacks like and leaving not a failure but crucial data that helped refine the strategy for the next hire the one who could potentially succeed

[00:11:17] A1 : yeah that whole story from John's assessment to really understanding why Anne couldn't succeed it's a powerful reminder isn't it aligning people on purpose especially across cultures means navigating some really murky uncertain territory it feels like the temptation is always to simplify to find easy answers but maybe the greatest clarity actually comes when you lean into that complexity embrace the uncertainty but demand the data to help you find a way through well said sometimes that complexity that messiness that's exactly where the real hard one insight is hiding thank you for joining us for this deep dive

[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 1 : okay so what kind of numbers are we talking about what's the tangible impact

[00:09:08] AI 2 : well Gallup looked at what happens when you have say a 25% team that's genuinely motivated and inspired what they call engaged right engaged teams what's the difference it's pretty staggering those engaged teams they brought in over $80,000 more in monthly revenue 80,000 a month per month plus 1 to 4% higher monthly profits success rates were 103% higher

[00:09:31] AI 1 : 103% that's more than double

[00:09:33] AI 2 : exactly and on top of that stronger customer loyalty and significantly lower unwanted turnover people stick around

[00:09:41] AI 1 : those aren't small differences that's major impact

[00:09:43] AI 2 : it absolutely is so the big takeaway here for you is that trust strong relationships they aren't just nice to have they are critical for better performance higher profits happier teams and it all circles back to communication better communication from leaders drives this

[00:10:00] AI 1 : okay this is all incredibly compelling but here's the thing that might feel daunting can anyone actually learn this stuff or are some people just you know born with it

[00:10:11] AI 2 : that's the best part maybe the analysis makes it really clear these are not traits reserved for some mythical natural born leader no no these are skills and like any skill they can be Learned they can be practiced and yeah they can be mastered anyone can do it if they put in the effort

[00:10:27] AI 1 : that's really encouraging so it's not about changing your personality it's about honing specific skills

[00:10:31] AI 2 : precisely and that leads to a kind of challenge the material poses directly to you the listener hey what's the challenge it asks what would happen if you focused on just one of these skills maybe cultivating trust or addressing challenges clearly or inviting input or that deep listening just one in every interaction you have this week just pick one and focus just one see what changes it's a simple starting point but potentially really transformative

[00:10:59] AI 1 : so really if you want to step up your leadership it doesn't need to be overly complex

[00:11:04] AI 2 : it's not complex no but it does need intention right

[00:11:07] AI 1 : intention practice and really committing to connecting meaningfully with people that's the heart of it okay so let's quickly recap what we've dug into today the big insight is that communication it's not a soft skill definitely not it's the absolute cornerstone of effective leadership it's the engine driving real measurable results revenue profit loyalty morale

[00:11:31] AI 2 : you name it and the truly empowering piece is knowing these skills aren't some innate gift they're learnable they're actionable

[00:11:38] AI 1 : the power is literally in your hands

[00:11:40] AI 2 : exactly you can start cultivating these skills today and genuinely transform not just your leadership but all your relationships

[00:11:46] AI 1 : so as we wrap up here's something to think about considering everything we've unpacked today what's one small shift you could make in your communication just one thing that could start a ripple effect of trust and engagement right where you are starting today

[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 : right and finally it notes this isn't just for adults students who identify and use strengths they show more confidence more direction even more hope for the future it starts early

[00:08:38] AI 1 : that's really valuable for anyone involved with young people now you mentioned all these reasons but didn't the article also have a statistic about how many people aren't actually doing this

[00:08:48] AI 2 : it did yeah a bit startling actually it points to a 2012 study suggesting that three out of four adults are not using their strengths

[00:08:55] AI 1 : daily three out of four wow so despite all these benefits the article lays out most people aren't tapping into them

[00:09:02] AI 2 : according to that study yet the article frames it not just as a problem but as a huge missed opportunity

[00:09:08] AI 1 : that really puts it in perspective so much potential just sitting there yeah for individuals and organizations

[00:09:13] AI 2 : exactly it highlights the scale of impact possible if more people took this approach

[00:09:18] AI 1 : okay so the article makes a compelling case for why it matters backed with data but how how does it suggest someone actually figure out their strengths and use them does it get practical

[00:09:28] AI 2 : it does thankfully it gives actionable steps it doesn't just leave you hanging the first step is identification what it calls name and claim your strengths

[00:09:36] AI 1 : name and claim okay how do you do that

[00:09:38] AI 2 : it suggests starting simple like make a list of maybe your top 5 strengths and it gives you prompts what do people consistently compliment you on what activities genuinely energize you versus draining you

[00:09:51] AI 1 : so self reflection but also looking outwards for clues

[00:09:54] AI 2 : right and reviewing past assessments too if you've ever taken things like personality tests or aptitude tests they might hold clues

[00:10:01] AI 1 : okay that makes sense

[00:10:02] AI 2 : what else daily reflections another suggestion maybe just 15 minutes a day think about what went well and specifically what parts of the day you actually enjoyed

[00:10:11] AI 1 : ah focusing on the positive and the engaging parts

[00:10:13] AI 2 : yeah and it suggests maybe journaling to spot patterns over time like when did you feel most in the zone

[00:10:19] AI 1 : right connecting feelings back to activity see where the energy comes from

[00:10:23] AI 2 : exactly so once you start identifying them the next step is obvious yeah maybe but crucial find ways to use them be intentional about it

[00:10:31] AI 1 : actively look for opportunities

[00:10:33] AI 2 : yeah seek out activities or projects that align with those strengths the article gives examples like if public speaking energizes you maybe join toastmasters if you're naturally organized volunteer to plan something

[00:10:46] AI 1 : so consciously integrating them into your life personally and maybe professionally too

[00:10:51] AI 2 : right be proactive and another tool it suggests is adopting mantras strengths focused mantras or affirmations

[00:10:59] AI 1 : mantras like positive self talk

[00:11:01] AI 2 : pretty much daily reminders to reinforce the focus the examples given are things like I create more energy by using my strengths or my strengths are my unique gift and I embrace them

[00:11:11] AI 1 : simple but could help shift your mindset over time I guess

[00:11:15] AI 2 : yeah changing that internal dialogue and lastly it brings it back to helping others specifically helping employees understand their strengths

[00:11:22] AI 1 : okay back to the workplace

[00:11:24] AI 2 : right it repeats that point most people can't easily name their strengths but helping them do it boosts productivity satisfaction all those things we talked about

[00:11:32] AI 1 : so how do companies help with that

[00:11:34] AI 2 : it suggests equipping teams with knowledge maybe using assessments it mentions tools like disc your workplace motivators as example

[00:11:41] AI 1 : right those tools that help people understand their styles

[00:11:44] AI 2 : and drive exactly they provide a structured way to uncover some of these natural inclinations the article is talking about

[00:11:50] AI 1 : got it so it's personal discovery but also fostering an environment where everyone can leverage their best selves

[00:11:57] AI 2 : it brings it back to that ripple effect again doesn't it but with a clear organizational strategy and it wraps up this practical section with a strong piece of advice cautioning against that common trap the weakness trap yeah don't get overly distracted by the societal push to constantly fix weaknesses

[00:12:15] AI 1 : which is so much of what you hear in self improvement right identify flaws fix flaws

[00:12:19] AI 2 : it often is but this source argues look managing major weaknesses is sometimes needed sure but the real key to unlocking way more energy productivity happiness it lies in doubling down on your strengths leveraging what you're naturally good at

[00:12:33] AI 1 : so it's a reframing success comes from building on your innate pluses not just patching up the minuses

[00:12:39] AI 2 : exactly it really makes the case that taking the time to find those talents and weave them into your daily life that's the path and the research like Gallup's confirmed it's not just a nice idea it's effective

[00:12:50] AI 1 : okay so pulling this all together what's the big takeaway from this source material

[00:12:54] AI 2 : I think the core message is really clear and it feels quite impactful because of the data they present actively identifying understanding and then consistently using your natural strengths it's not presented as some minor self help trick

[00:13:09] AI 1 : no it sounds much bigger than that right

[00:13:10] AI 2 : it has real measurable effects on your personal well being happiness energy stress on your work engagement performance and it even ripples outwards to the people around you

[00:13:20] AI 1 : it really presents this focus on strengths as a key path a fundamental way to live a more engaged purposeful and yeah that wake up eager life we mentioned at the start

[00:13:29] AI 2 : it absolutely does it shifts the focus from what's lacking to what's strong it suggests the biggest potential for growth and fulfillment comes from amplifying what's already powerful within you

[00:13:39] AI 1 : well this deep dive has definitely been insightful thanks for sharing this article with us it's a it's given us a lot to think about some concrete things to maybe try out

[00:13:48] AI 2 : it's a powerful perspective isn't it especially when you see the amount of research they Marshall to support it

[00:13:53] AI 1 : absolutely and maybe a good final thought for you listening as you go about your day something the source leaves us with the more we know and embrace our strengths the more we live with purpose energy and joy something to consider

[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 [email protected] 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 1: okay good to know now another concern can people cheat can they just game the system answer how they think you want them to answer

[00:08:41] AI HOST 2: that's a totally valid question people naturally want to look good

[00:08:44] AI HOST 1: and the article suggests that with basic DIC it might be harder to tell if someone's doing that

[00:08:49] AI HOST 2: it can be yes but more sophisticated tools often have ways to address this

[00:08:54] AI HOST 1: how so the article mentioned the acumen part of trymetrix having a mathematical framework to spot inconsistencies that sounds intriguing

[00:09:03] AI HOST 2: it is quite clever yeah without getting super technical that part of the assessment often uses specific ways of asking questions and analyzes the pattern of responses okay so if someone's consistently trying to give like overly perfect answers if their answers contradict each other in subtle ways the system can often flag that it provides a check for authenticity

[00:09:21] AI HOST 1: interesting so there are built in ways to encourage

[00:09:24] AI HOST 2: more honest answers in some tools in the better designed ones yes an extra layer of confidence

[00:09:29] AI HOST 1: okay what about time myth seven assessments take too long people are busy

[00:09:34] AI HOST 2: I get that perception people think oh this is gonna eat up half my day but the reality is usually much quicker as the article says most solid behavioral assessments d I s included typically take maybe 10 to 30 minutes tops 10 to 30 minutes that's it pretty much and when you think about the potential payoff

[00:09:52] AI HOST 1: right the article frames it as saving time in the long run

[00:09:55] AI HOST 2: exactly a small time investment up front can save you huge amounts of time later by helping you make better hiring choices or pinpointing exactly what development someone needs it's efficient actually

[00:10:07] AI HOST 1: good point okay a really critical one now myth No. 8 the fear that assessments can be discriminatory

[00:10:13] AI HOST 2: yeah this is a serious concern and rightly so organizations have to be incredibly careful

[00:10:18] AI HOST 1: so how do you ensure an assessment isn't discriminatory

[00:10:22] AI HOST 2: it comes back again to validation properly validated tools are specifically designed not to discriminate how they focus on measuring job relevant competencies and potential things that actually predict performance without being biased by factors like race gender age etcetera

[00:10:39] AI HOST 1: and the article specifically says tools like Trimetrix are non discriminatory and meet those employment regulations we talked about

[00:10:46] AI HOST 2: correct when properly validated and used correctly they help reduce bias in decision making making the process fairer and more objective it's about choosing the right tools

[00:10:57] AI HOST 1: choose wisely got it myth No. 9 assessment results are fixed for life once a d always a d

[00:11:03] AI HOST 2: ah yeah like it's tattooed on you

[00:11:05] AI HOST 1: but it's not quite like that

[00:11:06] AI HOST 2: well there's nuance here your core DISC style your fundamental behavioral preferences those tend to be pretty stable over your adult life generally speaking

[00:11:16] AI HOST 1: okay so the DISC part is fairly stable

[00:11:19] AI HOST 2: largely yes but other things that more comprehensive assessments measure like say your acumen your skills in specific areas your perspectives those can and do change as you learn and grow exactly as you gain experience develop new skills broaden your understanding those aspects can evolve so assessment results aren't entirely static

[00:11:38] AI HOST 1: so they can actually be useful for tracking growth

[00:11:41] AI HOST 2: over time absolutely it makes them valuable not just for selection but for ongoing development seeing how people are progressing it adds a dynamic element

[00:11:50] AI HOST 1: interesting okay last one myth No. 10 assessments are just too expensive a luxury item

[00:11:55] AI HOST 2: the cost argument I hear this a lot from organizations so what's the perspective shift needed here framing it as an investment not an expense that's the key an investment because because of the return think about the cost the article mentions implicitly the cost of a bad hire which is huge the cost of wasted training budget on stuff people don't need the cost of high turnover

[00:12:16] AI HOST 1: right so paying for a good assessment up front can save you much more down the line

[00:12:21] AI HOST 2: precisely better hires are more productive and stay longer targeted development is way more effective it directly impacts the bottom line it's strategic spending really

[00:12:30] AI HOST 1: OK so looking back at all these myths DISC is behavioral not personality not all DSCs are equal check the validation it doesn't predict success alone style isn't performance good ones are accurate and not discriminatory if chosen carefully people can't easily game the best ones they're quick to take results aren't totally fixed and they're an investment not just a cost

[00:12:51] AI HOST 2: that's a pretty good summary busting those myths is key

[00:12:54] AI HOST 1: it really seems like understanding these points is crucial to actually getting value from d I C right otherwise you risk misusing it

[00:13:00] AI HOST 2: absolutely avoiding these pitfalls lets you use disce ideally alongside other tools much more effectively for hiring coaching team building it helps create more engaged more effective teams when used properly

[00:13:13] AI HOST 1: it definitely unlocks its potential for sure so maybe the final thought for you listening is now that you see these nuances how might looking beyond just basic DSC maybe exploring some of these complementary tools change how you think about building your team or even how you approach your own development

[00:13:29] AI HOST 2: yeah something to really chew on how could a more complete picture change your decisions primarily sensibly not at all

[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 their development prioritizing well being and creating that continuous feedback loop where everyone feels heard and valued and just like in Formula 1 where those seemingly small adjustments can be the difference between winning and losing those consistent everyday actions that focus on building a positive and supportive work environment can make all the difference in creating a team that's not just showing up but showing up engaged motivated and ready to cross the finish line together price talks about building a wake up eager workforce and that's a powerful image isn't it it is

[00:09:50] AI Host 2: it really captures the goal

[00:09:52] AI Host 1: so as you think about your own workplace what's one small change one tiny adjustment you can make to inspire more of that feeling in your team that's something to ponder until next time keep those engines revved

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.

• 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.

[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 [email protected] 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!]