The Wake Up Eager Podcast

In this first AI mini-episode, we shared a compelling story about the challenges of hiring the right person for a key role. The tale of replacing Dr. Pleasant, a beloved and compassionate doctor, highlights the pitfalls of prioritizing technical qualifications over cultural fit. By rushing the process and ignoring red flags, the team ended up with a hire who clashed with the organization's values, impacting morale and productivity. Tune in to learn how thoughtful hiring practices can help you avoid similar mistakes and ensure long-term team harmony and success.

Overview of Mini-Episode #1

• Cultural Fit Matters: Hiring decisions should prioritize alignment with organizational values and culture, not just technical qualifications.
• Beware of Red Flags: Ignoring early warning signs during the hiring process can lead to long-term challenges for team morale and productivity.
• Thorough Vetting is Crucial: Rushing to fill a position can result in a mismatch; taking time to assess candidates holistically pays off.
• Learn from Mistakes: Reflecting on hiring missteps can lead to improved strategies and better outcomes in future decisions.

Episode Transcript

speaker-1: [Welcome to the Priceless Professional Development mini-episodes, the podcast where we explore real-world stories to uncover valuable insights for leaders at all levels. I'm your host, Emma Grace, and today, we're diving into an article that left a lasting impression on me. It's called "Cracking the Hiring Code: My Unforgettable Lesson," and it's all about the challenges of hiring the right person for a pivotal role.]

speaker-2: [And I'm Charlie. This article is a must-read for any leader or hiring manager. It tackles a crucial yet often overlooked point: the distinction between hiring just anyone and hiring the right person. I love how it redefines the classic idea that "people are your most important asset," stating instead that "the right people are your most important asset." That subtle shift in thinking frames the entire story.]

speaker-1: [It really does. The story takes us back two decades, to when the author was promoted to their first significant management position. One of their main responsibilities was overseeing a wellness facility staffed by two nurses and a part-time doctor named Dr. Pleasant. And let me tell you, Dr. Pleasant wasn't just a doctor; he was an institution.]

speaker-2: [Exactly. He wasn't just good at his job—he was deeply woven into the fabric of the company's culture. The team adored him, and he embodied everything the organization valued: warmth, compassion, and genuine care. So, when Dr. Pleasant decided to retire, it wasn't just about filling a vacancy; it was about finding someone who could carry on his legacy. Talk about pressure!]

speaker-1: [No kidding. And the author really felt that pressure. The constant questions from colleagues—"Have you found someone yet?"—only added to the urgency. So, they did what any manager would do: they followed the standard hiring playbook. They updated the job description, posted ads, and started interviewing candidates.]

speaker-2: [That's where Dr. Hurt comes into the picture. On paper and in person, he seemed like a home run. He was engaging, asked insightful questions during the interview, and even came with glowing references. It seemed like the perfect fit, and the author felt confident enough to extend him an offer.]

speaker-1: [But as we know, appearances can be deceiving. It didn't take long for cracks to appear. One of the first warning signs was him asking how frequently the annual wellness exams occured. It felt a little off, but nothing too alarming—at least at first.]

speaker-2: [Right, but then things escalated. The turning point was when Dr. Hurt got into a heated argument with a Vice President, and it was loud enough that the team overheard. That was the moment when the author realized they had made a mistake.]

speaker-1: [And it's such a stark contrast between Dr. Pleasant and Dr. Hurt. The team had been hoping for another Dr. Pleasant—someone who could step seamlessly into the role, bringing the same level of empathy and connection. Instead, they got someone more clinical, more rigid. Think Mother Teresa versus Judge Judy.]

speaker-2: [That's such a good analogy. And it really underscores the article's main point: technical skills and positive references are important, but they're not the whole picture. Cultural fit, personality, and alignment with the organization's values are just as critical—if not more so.]

speaker-1: [Exactly. The author even admits they were so eager to fill the position that they ignored some red flags. It's a valuable reminder that as leaders, we need to slow down and trust our instincts. Sometimes, that gut feeling that something isn't quite right is worth paying attention to.]

speaker-2: [And let's not forget the ripple effects of a bad hire. It's not just about the individual—it's about the impact on the team. In this case, morale took a hit because the new hire didn't mesh well with the group dynamic. That's a tough situation to recover from.]

speaker-1: [Absolutely. It's a classic example of the old adage: "Hire slow, fire fast." Take the time to find the right person, even if it means the position stays open a little longer. The short-term inconvenience is worth it for the long-term health of the organization.]

speaker-2: [And another takeaway I loved from the article is the emphasis on learning from mistakes. The author didn't shy away from admitting they made an error. Instead, they used it as a learning experience to refine their hiring approach for the future.]

speaker-1: [That's such a critical mindset for leaders. We're all going to make mistakes—it's inevitable. But it's how we respond to those mistakes that defines us. In this case, the author's willingness to reflect and grow turned a challenging situation into a valuable leadership lesson.]

speaker-2: [So, what's the big takeaway here for our listeners? For me, it's that hiring isn't just about filling a role—it's about protecting and enhancing your organization's culture. Every new hire is an opportunity to either strengthen or weaken that culture, so the stakes are incredibly high.]

speaker-1: [I couldn't agree more. And I'd add that it's okay to be picky. Finding the right person takes time, but when you do, the payoff is worth it—for the team, for the organization, and for the leader making the hire.]

speaker-2: [Well said. Thanks for joining us on this episode of Priceless Professional Development mini-episodes. We hope this discussion has given you some valuable insights to apply in your own leadership journey.]

speaker-1: [And remember, it's not just about finding someone to fill a role—it's about finding the right person for your team. Until next time, take care and lead with intention!]

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price reveals how leaders can finally take the guesswork out of hiring with the T.A.L.E.N.T. Interview Framework—a six-step model designed to help every manager confidently identify, engage, and select the right people.

Suzie draws from years of hiring expertise to expose why traditional interviews often fail—and how subtle shifts in structure, mindset, and listening can dramatically improve results. She's joined by executive recruiter Huff Logue, who explains why most hiring managers talk too much and miss critical red flags, introducing the concept of "Golden Silence"—the art of using quiet to uncover the truth.

Later, leadership expert Allan DeNiro joins the conversation to share a powerful insight: technical skills rarely cause failure. Instead, mis-hires stem from poor motivation, lack of accountability, or culture misfit. He reminds us that fit—not skill—is what drives success.

Together, Suzie, Huff, and Allan outline a research-backed process rooted in behavioral science, culture alignment, and the TriMetrix® Assessment. They explore the Nine Interview Basics, the Job Fit Car Analogy, and how structure creates confidence—for both interviewer and candidate.

Whether you're a seasoned leader or new to hiring, this episode delivers practical tools, real examples, and transformative mindset shifts to help you stop bad hires before they start—and build a Wake Up Eager Workforce where every person thrives.

Read the full transcript of Episode 138 below and discover how to hire with purpose, evidence, and alignment—not intuition.

Takeaways of Episode #138 ---

• Resumes Don't Predict Success—Fit Does: Technical skills rarely cause failure; motivation, accountability, and culture fit do. Use structured interviews and assessments to look beyond experience into what really drives success.
• Talk Less, Listen More: The best interviews happen when candidates talk 75% of the time. Using silence, neutral responses, and aggressive listening uncovers truths you'd miss in a rushed, talk-heavy conversation.
• Structure Creates Confidence—for You and the Candidate: The Nine Basics, T.A.L.E.N.T. model, and TriMetrix assessment not only improve accuracy but also signal professionalism to candidates. A disciplined, respectful process makes top talent want to work with you and positions your company as best-in-class

In this episode:

Huff Logue [00:08:17]: "One of the biggest mistakes I see is that hiring managers do more talking than listening. Once they like someone, they stop qualifying and jump straight into sell mode."

Huff Logue [00:11:21]: "Golden Silence is that moment after you make a statement when you just stop talking and listen. It sends the message: I'm really paying attention to you."

Allan DeNiro [00:16:37]: "The reason people fail is almost never because they lack technical skills—it's because they're a bad cultural, values, or organizational fit."

Allan DeNiro [00:24:19]: "Every time you speak, I learn something. Every time I speak in an interview, I'm not learning anything."

Suzie Price [00:33:37]: "It's not just about whether a candidate can do the job—the real win is finding the people who will thrive in the job. That's how you build a Wake Up Eager Workforce."

In this episode of the Wake Up Eager Workforce podcast, Suzie Price is joined by Catherine Treadaway—brand strategist, creative director, and passionate "Hartmaniac"—to explore how Axiology, the science of human value, is reshaping the way we build brands, lead teams, and earn trust.

Together, they unpack what it means to design value on purpose, revealing how the three dimensions of value—Intrinsic, Extrinsic, and Systemic—can be applied to branding, leadership, and communication. Catherine introduces a revolutionary new tool, the Axiological Net Promoter Score (aNPS), and explains how measuring emotional trust in your messaging can drive lasting loyalty and alignment.

Later in the episode, Douglas White returns with his Emotional Wellbeing 2.0 segment, offering grounded wisdom on navigating uncertainty and reconnecting with the present moment when emotions feel overwhelming.

If you've ever wondered how to build a brand that resonates, lead with more meaning, or tap into deeper human motivation—this conversation will show you how to use value as your compass.

Read the full transcript of Episode 137 below and discover how Axiology can transform the way you lead, brand, and connect.

Takeaways of Episode #136 ---

• Axiology Isn't Just for Assessments—It's a Powerful Branding Tool: Axiology goes beyond assessments—it's a framework for designing brands and cultures that align emotional, practical, and logical value to build trust.
• Intrinsic Value Is the Secret to Loyalty and Connection: True loyalty comes from intrinsic value. By prioritizing human connection and meaning, brands and leaders create "stickiness" and lasting trust.
• The Axiological Net Promoter Score (aNPS) Is a Game-Changer: aNPS measures if your brand or team delivers on emotional, practical, and structural promises—redefining trust, alignment, and lasting impact.

In this episode:

Suzie Price [00:00:07]: "It's the invisible current underneath everything you say and do: Value. And today, we're talking about how to design it on purpose."

Catherine Treadaway [00:10:35]: "It was kind of like a little exercise in: how do I take this framework of axiology and apply it directly to branding and culture?"

Catherine Treadaway [00:59:33]: "When you look at that graph and you see a lot of color, you're actually seeing how emotional trust shows up in your brand messaging."

Douglas White [01:17:32]: "The unknown is a natural part of life—we don't always know the why, how, or when. The key is to return to the present moment."

Suzie Price [01:20:15]: "Every interaction is branding. Every touchpoint is a chance to carry value—in the right order: people, action, then ideas."

Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, Suzie Price is joined by Douglas White to unpack the power of emotional fitness in leadership. Together, they explore how emotions—often dismissed or avoided at work—are actually critical signals that shape trust, clarity, and performance.

Through grounded stories and practical insights, the conversation reveals why regulating emotions isn't about shutting them down, but about using them to guide better decisions and stronger connections. They discuss how emotional fitness equips leaders to handle conflict with calm, create safety in teams, and shift from reactivity to resilience.

Whether you're navigating stress, leading people through change, or striving to build healthier workplace dynamics, this episode provides a practical roadmap for turning emotional awareness into a leadership advantage.

Read the transcript for Episode 136 below and discover how emotional fitness can transform the way you lead, connect, and perform.

Takeaways of Episode #136 ---

• Alignment Turns Friction into Flow: When teams name problems out loud and work together to find solutions, they create clarity, shared ownership, and buy-in. This structured facilitation process helps teams move from stalled conversations to aligned action—transforming tension into teamwork.
• Simple, Repeatable Steps for Real Results: The Team Problems / Team Solutions method gives leaders a clear, easy-to-follow framework for surfacing challenges, prioritizing them, and brainstorming solutions together. It's adaptable for in-person or virtual settings, and it works across industries—from city governments to corporate HR to nonprofit boards.
• The Payoff Is Measurable and Cultural: Aligned, engaged teams can achieve up to 30% efficiency gains, while poor communication can cost organizations millions. Beyond the numbers, this process builds trust, reduces drama, and fosters a high-commitment, low-drama culture—one decision and one conversation at a time.

In this episode:

Suzie Price [00:02:36]: "High-performing teams don't avoid problems—they name them and solve them together. It's about creating clarity, ownership, and momentum."

Suzie Price [00:13:31]: "Leaders don't need all the answers. They create the space for the answers to emerge. This process fosters honesty, responsibility, and actionable solutions." Douglas White [00:25:51]: "The strength of the team is each individual team member. The strength of each member is the team."

Suzie Price [00:32:39]: "When teams work together to solve problems, they unlock collective wisdom and make decisions that drive success—no blame, just solutions."

Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the transformative power of living intentionally and how small, consistent actions can lead to massive success. Joined by Joe Gagnon, CEO, ultra-endurance athlete, and author of Living Intentionally, they discuss how purposeful decisions, aligned with core values, fuel both personal growth and professional performance.

Through candid stories and insightful advice, Suzie and Joe unpack the five pillars of intentional living—sleep, nutrition, exercise, mindset, and community—and how integrating these into daily life creates clarity, confidence, and long-term success.

You'll hear why embracing discomfort is essential for growth, and how shifting from a reactive mindset to intentional living can help you build resilience, increase focus, and achieve your goals with intention.

Whether you're looking to overcome obstacles, lead with clarity, or create more balance in your life, this episode offers actionable steps to design a life by intention, not by chance.

Read the transcript for Episode 135 below and discover how intentional living can elevate your success, confidence, and purpose.

Takeaways of Episode #135 ---

• Start Small, Build Big: Joe's transformation began with just one push-up, one short run, and one paragraph of writing a day—proving that small, consistent actions compound into extraordinary results.
• Live by the Five Pillars: Sleep, nutrition, exercise, mindset, and community form the daily architecture for living intentionally. Even small improvements in these areas create lasting change.
• Confidence Comes from Earned Preparation: When you're truly ready—through training, habit, and clarity—you can face challenges without being shaken by doubt from others. This is "earned confidence," not arrogance.

In this episode:

Joe Gagnon [00:15:30]: "The key to high performance is consistency, not motivation. It's about showing up every day, even when you don't feel like it."

Suzie Price [00:22:05]: "Living intentionally is a daily practice. Small actions, aligned with your purpose, add up to massive transformation over time."

Joe Gagnon [00:30:45]: "Embrace discomfort—it's the sign that you're growing. If you're not feeling challenged, you're not moving forward."

Suzie Price [00:37:12]: "Success isn't just about work—it's about balance. Prioritize your health, mindset, and community to sustain long-term achievement."

Joe Gagnon [00:42:25]: "The five pillars—sleep, nutrition, exercise, mindset, and community—are what keep me grounded, energized, and focused on my purpose."

Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the often misunderstood world of emotional intelligence—and why it's less about fixing and more about feeling. Inspired by a viral Twitter thread from executive coach Joe Hudson, Suzie is joined by Douglas White, former MLB coach and now CEO of Soul-Integrated Athletics, to unpack 30 truths about emotional awareness, embodiment, and leadership from the inside out.

Through vulnerable storytelling and sharp insights, Suzie and Douglas show how emotions aren't problems to solve—they're signals to honor. From Suzie's personal story of moving from overthinking to true embodiment, to Douglas' practical wisdom on navigating anger, joy, and self-trust, this episode offers a new model for emotional wellbeing as the foundation of high performance.

You'll hear how feeling your way forward—not intellectualizing your way out—is the key to unlocking resilience, alignment, and true connection with others. Whether you're navigating workplace stress, personal growth, or leading a team through change, this conversation is a reminder that how we feel is feedback—and it's meant to guide us.

Read the transcript for Episode 134 below and discover how emotional awareness, practiced intentionally, can help you lead with more presence, power, and peace.

Takeaways of Episode #133 ---

• You've Never Heard the 7 Habits Like This Before This episode brings The 7 Habits of Highly Effective People into the 21st century by aligning each habit with the six thinking dimensions of the Hartman Value Profile—showing how Covey's principles are not just inspiring, but scientifically measurable and actionable through TriMetrix.
• The Journey from "Before Covey" to "Wake Up Eager" I share my deeply personal transformation—from lacking confidence and direction to building a purpose-driven life—using Covey's book as a foundation. I'll shows how self-leadership evolves into people-leadership, and how tools like TriMetrix helped deepen that evolution.
• Timeless Habits Meet Modern Tools for Self and Team MasteryYou will walk away not only inspired, but equipped. With downloadable tools, TriMetrix tie-ins, and exercises to reflect on you own habits, this episode turns personal growth into practical momentum—for individuals, teams, and leaders at any level.

Takeaways of Episode #134 ---

• Feeling is the gateway to freedom. Emotional intelligence isn't about analyzing your emotions—it's about actually feeling them.
• There's no finish line. Growth is a practice, not a trophy. The soul is always inviting us into what's next.
• Be real, not perfect.People connect with what's true, not what's polished. And the universe responds to how you feel, not just what you say you want.

In this episode:

Suzie Price [00:36:10]: "I used to live in my head. Everything was logic, performance, achievement. But embodiment taught me that wisdom lives in the body—not just the brain."

Douglas White [00:42:57]: "The more we try to control emotions, the more they control us. You can't outthink a feeling—you have to feel your way through it."

Suzie Price [00:57:48]: "When I gave myself permission to feel the hard stuff without judgment, that's when I started to grow—for real."

Douglas White [00:51:30]: "Real presence isn't about fixing—it's about listening, breathing, and allowing. That's when transformation happens."

Douglas White [00:45:15]: "Emotions aren't the enemy of high performance. They're the gateway to it."

Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price revisits the timeless wisdom of The 7 Habits of Highly Effective People—but with a powerful twist. Drawing from her own transformation and years of coaching leaders, Suzie reimagines Covey's habits through the lens of TriMetrix and Axiology, offering a modern, science-backed approach to personal and professional growth.

From her "before and after Covey" story to practical applications using the six Acumen Dimensions, Suzie reveals how these habits aren't just inspiring—they're measurable, teachable, and transformational. You'll hear how concepts like self-direction, role awareness, and understanding others connect directly to the habits of proactivity, synergy, and renewal.

Whether you're leading a team, navigating change, or simply seeking clarity and purpose, this episode gives you a fresh framework to master both self-leadership and people leadership.

Read the transcript for Episode 133 below and explore how timeless principles paired with modern tools can help you lead—and live—with more energy, clarity, and intention.

Takeaways of Episode #133 ---

• You've Never Heard the 7 Habits Like This Before This episode brings The 7 Habits of Highly Effective People into the 21st century by aligning each habit with the six thinking dimensions of the Hartman Value Profile—showing how Covey's principles are not just inspiring, but scientifically measurable and actionable through TriMetrix.
• The Journey from "Before Covey" to "Wake Up Eager" I share my deeply personal transformation—from lacking confidence and direction to building a purpose-driven life—using Covey's book as a foundation. I'll shows how self-leadership evolves into people-leadership, and how tools like TriMetrix helped deepen that evolution.
• Timeless Habits Meet Modern Tools for Self and Team MasteryYou will walk away not only inspired, but equipped. With downloadable tools, TriMetrix tie-ins, and exercises to reflect on you own habits, this episode turns personal growth into practical momentum—for individuals, teams, and leaders at any level.

In this episode:

[00:05:50] Suzie Price: "This book gave me the tools to grow self-awareness, clarify my values, and take ownership of my life. It was like finding a blueprint for who I wanted to become."

[00:17:34] Suzie Price: "Between the stimulus and the response, there is a space—and in that space is our power to choose. That's what it means to be proactive."

[01:09:32] Suzie Price: "If you want to feel alive, you have to invest in yourself. Self-care isn't selfish—it's what fuels your ability to serve."

[00:47:24] Douglas White: "We are not our emotions. They're guidance systems—signals to help us interpret our life experiences."

[00:47:56] Douglas White: "You are not anger. You are not insecurity. Inside you, there's just energy—and that energy is giving you feedback."

[00:00:00] Suzie Price : welcome to this wake up eager workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care

[00:01:23] AI 1 : have you ever been in this situation you give the same feedback maybe the same task to two different people on your team and you get completely different results like one person just runs with it fries and the other one well they seem to deflate or maybe they just get lost it's a really common frustration I think and if you're leading a team you definitely know that this whole one size fits all leadership idea it just doesn't cut it the truth is you know effective leadership isn't just about managing the tasks it's really about deeply understanding and empowering each unique person on your team helping them have more of those you know wake up eager days we talk about so how do we actually bridge that gap how do we get from that sort of generic management style to truly tailored leadership that works for everyone today we're diving deep into exactly that we'll look at some foundational concepts first and then layer on some really powerful insights into individual styles

[00:02:16] AI 2 : yeah our mission here really is to give you a kind of personalized roadmap we're gonna break down how you can motivate how you engage and genuinely lead each team member in a way that works for them because I mean the source material is pretty clear on this that old one size fits all approach to performance it's just well it's out definitely out

[00:02:35] AI 1 : okay alright so let's start with a tool that I think cuts through a lot of the guesswork it's called the able willing map hmm it's actually a brilliant way to assess your team members whether it's for a specific task or even you know that their overall role it really boils down to two crucial dimensions first up there's ability yeah do they actually have the confidence the skills the knowledge they need to do the task successfully and then just as critical there's willingness do they have the motivation the right attitude the commitment do they actually want to do the task it sounds almost deceptively simple right but getting this piece right really sets your entire strategy

[00:03:11] AI 2 : it absolutely does and this initial assessment is Paramount because where someone lands on this map well it dictates your foundational management approach so for instance if you've got someone who's high ability high willingness we call them the empowered performer they've truly you know got this your main job as a leader here is basically delegating trusting them completely maybe removing roadblocks and of course celebrating their successes honestly your biggest mistake here might be micromanaging them

[00:03:40] AI 1 : right getting in their way

[00:03:41] AI 2 : exactly then you might have the disengaged expert these are folks with high ability but low willingness they absolutely know how to do the job but maybe they're lacking motivation or interest or perhaps a sense of purpose at least for this specific task with them your role shifts dramatically you really need to listen listen deeply try to understand their disconnect you need to encourage them maybe help reframe the task to find that lost purpose and inspire them to reengage

[00:04:09] AI 1 : okay that makes sense what about the other side

[00:04:11] AI 2 : right so next we see the enthusiastic learners these are the people with high willingness but low ability they're eager they really want to do the task but they just need guidance they need clear instructions because they don't have the specific skills or knowledge yet so your job with them it's teaching patiently guiding clarifying every step along the way

[00:04:33] AI 1 : lots of support there

[00:04:34] AI 2 : definitely and finally you've got the developing contributor this is someone with say partial ability partial willingness they're getting there making progress but they need a thoughtful blend of both guidance and encouragement your role here is really coaching them closely maybe collaborating on solutions and actively building their confidence as they pick up both the skill and the motivation

[00:04:55] AI 1 : that able willing map wow it immediately clarifies your sort of strategic starting point doesn't it yeah but managing tasks that's only half the battle isn't it I mean what happens when you've got two people who are both say high willingness low ability like two enthusiastic new hires yeah but they respond completely differently to your guidance you know one thrives with public praise the other just shrinks back that's where we need to layer on their unique communication styles their working styles maybe using something like the d I

[00:05:24] AI 2 : s C framework absolutely that's the next critical layer understanding their core motivations their behavioral tendencies through dice that allows you to customize your leadership approach even further makes it truly personal so let's start with the d dominance style we call them the results oriented driver these individuals they're motivated by challenges by achieving quick results and importantly by having autonomy

[00:05:46] AI 1 : okay so let's play this out if you have a d style person who is maybe a developing contributor so high willingness but still learning low ability to wideny how do you coach them how do you do that without you know stifling that natural drive they have for autonomy do you risk overwhelming them if you just like cut to the chase and expect them to figure it all out

[00:06:07] AI 2 : yeah that's a really critical point with a developing contributor d you still give clear concise results oriented tasks that stays but your coaching focuses more on setting ambitious goals defining clear boundaries and then empowering them to take charge of the execution within those boundaries you might provide resources sure but you let them experiment with the how let them figure it out even if they make some initial mistakes that sense of independence is crucial for them you wanna frame challenges as opportunities right opportunities for their leadership and decisive action to make a big difference connect it to winning

[00:06:41] AI 1 : uh connecting it to winning

[00:06:43] AI 2 : okay exactly now what if you have a d who's a disengaged expert high ability low willingness their low willingness might actually stem from feeling micromanaged or maybe they don't see a clear path to making an impact or they just lack that autonomy they crave so you need to re empower them clearly outline what's at stake define the ultimate what and then really give them the space to figure out the how you've got to acknowledge their competitive drive too and maybe show how strategic collaboration could actually amplify the results not hinder them

[00:07:13] AI 1 : hmm okay that clearly outlines the approach for the d yeah how does this compare to say motivating and influence style hmm the enthusiastic communicator mm hmm these are the people that often motivated by relationships social interaction getting recognition and inspiring others right

[00:07:30] AI 2 : that's them with an eye style you want to use high energy positive enthusiastic communication it feeds their style so if you have an empowered performer eye someone high on both ability and willingness you celebrate their milestones publicly create lots of opportunities for collaboration teamwork emphasize how their positivity and influence can really lift the whole group

[00:07:49] AI 1 : okay but what if you have an eye who is a developing contributor still enthusiastic but maybe lacking some of the detailed follow through I can kind of see that their enthusiasm might make them jump from idea to idea without quite finishing things

[00:08:02] AI 2 : is that the trap that is often the trap yeah not providing enough structure well you absolutely wanna encourage their creative problem solving and brainstorming that's their strength you also need to gently but firmly maintain clear expectations and timelines keep them grounded breaking tasks down into engaging manageable actions can really help and for a disengaged expert I hmm

[00:08:25] AI 1 : high skill low willingness maybe they feel isolated

[00:08:27] AI 2 : could be their low willingness might come from feeling isolated or maybe unappreciated you need to reignite their purpose give them opportunities to mentor others lead initiatives that really require their people skills or maybe be the public face of certain projects let them shine and reconnect with people that often does the trick

[00:08:45] AI 1 : make sense let them shine okay then we have the s steadiness style the harmonious collaborator these team members are motivated more by harmony dependability security supporting the team how do we tailor things here

[00:09:00] AI 2 : right with an s style your approach needs to be calmer think one on one guidance emphasizing steady reliable progress for an empowered performer s your goal is really ensuring stability for them it's crucial to avoid sudden jarring changes that disrupt their rhythm especially without plenty of notice

[00:09:18] AI 1 : so changes need careful handling

[00:09:20] AI 2 : very careful handling if change is necessary ease them into it clear consistent communication lots of advance notice ongoing empathetic support maybe even involve them in planning the change process now for developing Contributor s you build their confidence by consistently acknowledging their reliability their loyalty their commitment to team cohesion provide lots of reassurance they need a safe stable space to learn and grow

[00:09:42] AI 1 : so following that logic if an s is a disengaged expert they know the job but their willingness is low could that disengagement come from say a feeling of instability or maybe a disruption to team harmony

[00:09:55] AI 2 : exactly that's often the root cause they might be struggling with conflict on the team or sudden shift in direction or maybe just a lack of feeling supported so your role becomes providing reassurance creating a sense of security again and really highlighting their crucial role as the backbone of the team reinforce how important their stability their quality focus their support is for everyone you focus on restoring that predictability and their sense of belonging

[00:10:21] AI 1 : okay predictability and belonging got it got finally we move to the C conscientious style the detail oriented thinker these are the individuals motivated by accuracy quality logic sticking to high standards and processes

[00:10:33] AI 2 : precisely so for a C style your approach involves providing detailed instructions really clear metrics and logical explanations for why things are done a certain way if you have an empowered performer C you foster collaboration by validating their thoroughness their analytical contributions explain exactly how their precision enhances the team's overall success offer them well structured problem solving frameworks encourage their participation in detailed planning and analysis basically give them the data they crave

[00:11:02] AI 1 : okay but what if a C is a disengaged expert hmm high scale low willingness that seems like a fascinating scenario their disengagement might stem from seeing I don't know a flaw in the process or maybe a lack of logical consistency

[00:11:16] AI 2 : is that it that's very often it for a disengaged expert c their low willingness frequently comes from perceived lack of logic or accuracy in a task or maybe a deviation from established processes that they see as critical so you need to engage them by actually providing more data inviting their critical analysis of the issue and showing them how their meticulous work can directly solve the problem or help achieve higher standards you build their confidence by demonstrating how their precision isn't just valued it's absolutely critical for the team's overall success

[00:11:48] AI 1 : validating their core need for accuracy

[00:11:50] AI 2 : exactly and for a developing contributor C you empower them by giving them the space the time to research analyze perfect processes independently ensure they have all the necessary data and really clear quality expectations you emphasize the critical impact their accurate high quality work has on achieving those larger team objectives let them own that quality piece

[00:12:11] AI 1 : wow bringing this all together what does it really mean for you the leader listening right now it's clearly not just about managing cast in the war it's about unlocking the genuine potential of each person on your team this whole framework it seems to guide you in creating an environment where people respond positively not just to the work but to your leadership too which leads hopefully to more of those wake up eager days we're aiming for

[00:12:34] AI 2 : exactly and implementing this effectively it really involves let's say 6 key steps first evaluate ability and willingness for each key task or project you need to honestly assess where each individual truly falls in that able willing quadrant ask yourself the tough questions are they genuinely willing but just lacking a specific skill or are they highly skilled but feeling disengaged from this particular task you need to be brutally honest with yourself here okay

[00:13:00] AI 1 : honest assessment first what's step two

[00:13:02] AI 2 : step 2 identify DISC styles and more the source material specifically mentions using comprehensive tools like trimetrix for example to deeply understand not just their natural behavioral tendencies that's the dice part man but also their core motivators what drives them and even how they think they're acumen they're sort of mental processing and decision making style this gives you the full richer picture way beyond just surface behavior

[00:13:29] AI 1 : DISC is part of a potentially bigger picture got it step three

[00:13:33] AI 2 : step 3 customize your approach now you have clarity on both their ability and willingness DISC STYLE so you consciously pair the right able willing strategy with their specific behavioral preferences this is where you get really targeted really effective performance management this is sort of where the magic of this deep dive comes alive you know yeah

[00:13:51] AI 1 : where it all connects okay step 4

[00:13:53] AI 2 : fourth set clear personalized goals define success metrics that yes align with the organizational goals but also resonate with their individual strengths and motivators engagement really soars when goals feel personally relevant when they connect to how people naturally operate it makes the work feel less like a chore maybe more like a calling

[00:14:13] AI 1 : personal relevance is key alright step five

[00:14:16] AI 2 : fifth provide tailored feedback this is absolutely crucial you need to use their disc style to shape not just how you give constructive feedback but also how you celebrate their achievements remember our examples a d might want direct results focused praise maybe privately with data to back it up an I often wants public acknowledgment Celebration an s wants that quiet reassurance and recognition for their reliability their support and a C wants specific recognition for accuracy thoroughness the quality of their meticulous work providing feedback in a way that actually resonates with them is key to them truly hearing it and being able to act on it

[00:14:53] AI 1 : tailoring the feedback delivery yeah OK makes total sense and the last step

[00:14:56] AI 2 : and finally step 6 adapt and evolve look people grow roles change projects shift and willingness that can fluctuate based on countless factors inside and outside of work so it's crucial to regularly reassess their ability and willingness stay attuned to how their role is evolving within the team and also within their own career aspirations this isn't a one time assessment you stick in a file it's an ongoing dynamic conversation that needs to evolve right along with the person an ongoing conversation I like that so okay let's circle back to our original challenge then yeah why does your best advice for one person totally miss the Mark for another it's because effective leadership really demands this is granular understanding of each individual doesn't it when leaders actually take the time to deeply understand both the capacity the ability and the motivation the willingness of their team members and then layer on their unique behavioral styles like DISC well that's when you create an environment where everyone feels understood feels valued and feels genuinely excited to contribute their best and that leads to more of those wake up eager days not just for them probably for you as a leader too that really is the ultimate takeaway here the old one size fits all approach to performance management it's truly out because it just ignores the human element completely your team is made up of unique individuals and their ability and willingness combined with their DISC behavioral styles those are your secret weapons really for unlocking their absolute best

[00:16:18] AI 1 : so here's a thought to leave you with consider one team member you lead right now today how might understanding their specific ability the willingness for a key task and their DISC style how might that immediately shift your very next interaction with them and what specific wake up eager moment could that more nuanced more personalized approach create for them and ultimately for your whole team

Episode Overview:

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price sits down with executive consultant and author Allan DeNiro to challenge everything you thought you knew about hiring. Together, they explore a radically simple—but deeply human—approach to finding the right people.

Allan shares his "Only Four Questions" method, a powerful behavioral interviewing model that shifts focus away from resumes and rigid criteria and toward real conversation, cultural fit, and character. You'll hear how these questions uncover a candidate's motivations, deal breakers, and values—saving teams from costly hiring misfires and setting the stage for long-term success.

Suzie and Allan also dive into the surprising reasons most hires fail (hint: it's not skill), the leadership lessons Allan learned from icons like Ted Turner, and why being curious, listening more, and keeping your ego in check might be the most effective leadership tools you'll ever use.

Plus, don't miss the Wellbeing 2.0 segment with Douglas White, who unpacks how emotional alignment and self-awareness can help leaders show up more fully—on and off the field.

Whether you're building a team, refining your hiring process, or trying to lead with more impact and intention, this episode will inspire you to slow down, ask better questions, and lead with wisdom.

Read the transcript for Episode 132 below and discover how four intentional questions can help you hire smarter, lead stronger, and grow a Wake Up Eager workforce.

Takeaways of Episode #132 ---

• Ditch the Resume. Ask These Four Questions Instead. Allan DeNiro flips the traditional interview script with just four open-ended questions—questions that uncover who someone truly is, not just what's printed on their resume. His radically simple approach helps leaders avoid hiring disasters by getting to the heart of a candidate's values, motivations, and fit. The magic? Talk less. Listen more. And ask what really matters.

• Most People Fail at Work for One Reason—And It's Not What You Think. According to Allan, 90% of job failures aren't about technical skills—they're about poor cultural fit and low self-awareness. That's why his method—and the TriMetrix assessments Suzie uses—zero in on who someone is, not just what they've done. It's about hiring humans, not resumes.

• Your Deal Breakers Might Be the Key to Your Best Hire. One of Allan's four questions invites candidates to reveal their "deal breakers"—those hidden non-negotiables that cause quick exits. Why? Because identifying misalignments before the offer prevents costly "train wrecks" later. It's a game-changing mindset shift: Interviews aren't just for vetting candidates—they're also a moment to protect culture and momentum

Episode Recap:

Suzie Price welcomes leadership consultant, author, and executive advisor Allan DeNiro to the show for a deeply insightful conversation on hiring, leadership, and the power of listening. With decades of experience helping organizations make better people decisions, Allan introduces his transformative "Only Four Questions" approach to interviewing—designed to uncover the values, motivations, and cultural fit that traditional resumes often miss.

Through practical examples and personal reflections, Allan reveals why most hiring mistakes come from ignoring fit, not skills, and how asking the right open-ended questions can prevent costly misalignments. He also shares leadership lessons from his career, including the importance of humility, having a "contrarian" in your corner, and always leading with curiosity and clarity.

Listeners will leave with fresh tools for building stronger teams—whether you're hiring a new employee or mentoring your next leader. From deal breakers to culture protection, this episode is packed with wisdom for anyone looking to lead and hire with greater purpose.

The episode wraps with the Wellbeing 2.0 segment featuring Douglas White, who brings powerful insights on emotional resilience, leadership presence, and aligning with your excellence—reminding us that how we feel is feedback that fuels high performance.

In this episode:

[00:28:39] Suzie Price: "People want to be seen, heard, and understood—and that doesn't happen with resumes. It happens when we take time to ask and truly listen."

[00:43:30] Allan DeNiro: "If a person's dealbreakers don't line up with your company's culture, no amount of skill can make that work long-term."

[01:02:28] Suzie Price: "When we stop talking and really listen, we open the door to insight—not just about others, but about ourselves as leaders."

[01:09:22] Allan DeNiro : "The best leaders I've met aren't the loudest—they're the ones asking the best questions and making others feel safe enough to answer honestly."

[01:33:26] Douglas White: "Leadership isn't about never falling down. It's about building the muscle to get back up and keep leading with clarity, even in chaos."

Episode Overview:

In this episode of the Wake Up Eager Workforce podcast, host Suzie Price unpacks one of the most misunderstood leadership tools: the DISC assessment. Joined by expert guests Kayla DeVault and Karla Brandau, Suzie explores how DISC goes beyond labels to become a powerful lens for self-awareness, communication, and connection.

Through vivid metaphors (like a four-way stop sign!) and real-life workplace stories, they reveal how understanding your DISC style—and learning to adapt—can transform how you lead and relate to others. You'll hear how DISC helped teams resolve conflict, boost productivity, and even close more sales. But that's just the beginning.

Suzie also dives into the broader TriMetrix framework, showing how Motivators (what fuels you) and Acumen (how you think) complete the picture of who you are and how you perform.

If you're ready to lead with more clarity, connect more authentically, and grow beyond self-awareness, this episode offers practical tools and fresh perspective to drive results—without losing your humanity.

Read the transcript for Episode 131 below and discover how knowing how you drive (and why) can help you become a more Wake Up Eager leader.

Takeaways of Episode #131 ---

• DISC is a Powerful Lens, Not a Label Understanding your DISC style is not about boxing yourself in—it's about increasing awareness so you can communicate more effectively and build stronger relationships. The true power lies in adapting your style to meet others where they are.

• Real-Life Stories Bring DISC to Life From team conflict resolution to sales success and personal growth, the stories shared by Kayla Devault and Karla Brandau show that DISC isn't theory—it's a practical tool for everyday effectiveness and human connection.

• DISC is Just the BeginningAs valuable as DISC is, it's only one part of the TriMetrix trio. To truly understand yourself and others, you also need to know what drives you (Motivators) and how you think (Acumen). Like your car analogy: DISC is how we drive, but we also need to know what fuels us and what's under the hood.

Episode Recap:

Suzie Price explores the power of self-awareness and behavioral insight in this practical and inspiring episode of the Wake Up Eager Workforce podcast. Joined by DISC experts Kayla Devault and Karla Brandau, Suzie unpacks how understanding your DISC style—and more importantly, how to adapt it—can unlock stronger communication, leadership, and team connection.

Through real-world stories and coaching examples, Kayla shares how self-awareness helped leaders reduce conflict and improve team dynamics, while Karla reveals how aligning sales strategy with DISC styles can drive remarkable results. Together, they emphasize that DISC is not a label, but a lens to improve relationships both personally and professionally.

Listeners will gain fresh insights into the TriMetrix framework—DISC, Motivators, and Acumen—and how these tools work together to create a full picture of how we drive, what fuels us, and what's under the hood. Suzie breaks it all down with her signature car analogy and practical communication tips for every DISC style.

The episode closes with a Wellbeing 2.0 segment featuring Douglas White, CEO of Soul-Integrated Athletics, who reflects on emotional regulation, presence, and the deeper work leaders must do to align with their true excellence.

Whether you're new to DISC or a seasoned practitioner, this conversation will help you lead, coach, and connect with more awareness and intention.

In this episode:

[00:14:48] Kayla DeVault: "He was able to adapt his style to meet the needs of his team. He understood they preferred deadlines and needed time to think through challenges before moving forward."

[00:16:42] Kayla DeVault: "They came up with a format for working together—assigning tasks based on strengths. It was amazing to see how they used DISC to create better collaboration."

[00:18:12] Suzie Price: "Awareness without action is trivia. If you learn your style but don't adjust your approach, you're missing the point."

[00:28:32] Karla Brandau: "Josh used DISC to build his own sales method and hit over $100K in monthly sales—by leading with likability, empathy, analysis, and decisive action."

[00:30:25] Karla Brandau: "What one DISC participant shared It proved I'm not the person I thought I was… I wouldn't have become the man I'm going to become if I hadn't taken that assessment."

[00:36:27] Suzie Price: "DISC is only the tip of the iceberg. To understand the whole person, we need to know what fuels them, what's under the hood, and where they've been."

[00:43:40] Douglas White: "You want to become something? Great. But you have to be it first. Start acting, thinking, and feeling like that version of you—now."

[00:44:52] Douglas White: "Becoming is the dream. But being is what you do every day. That's the art—learning how to be to become."