About JJ Flizanes: JJ Flizanes is an Empowerment Strategist and Host of The Fit 2 Love Podcast Show. She is the Director of Invisible Fitness, an Amazon best-selling author of Fit 2 Love: How to Get Physically, Emotionally, and Spiritually Fit to Attract the Love of Your Life, and author of Knack Absolute Abs: Routines for a Fit and Firm Core, and was named Best Personal Trainer in Los Angeles by Elite Traveler Magazine.  Her newest book, The Invisible Fitness Formula: 5 Secrets to Release Weight & End Body Shame debuted at #2 on Amazon’s Best Seller List and New Hot Release for Women’s Health. JJ vividly reminds us that the word ‘fitness’ is not just about the state of one’s physical body, but also the factors which determine a person’s overall well being. And, for JJ, the key components in all these areas are ‘invisible’ — balanced support structures of nutrition, emotional centeredness and health. A video expert for About.com and regular contributor for The Daily Love, JJ has been featured in many national magazines such as Shape, Fitness, Muscle and Fitness HERS, Elegant Bride, and Women’s Health as well as appeared on NBC, CBS, Fox 11 and KTLA. For her clients & followers, JJ designs customized coaching programs and unique, versatile approaches that harmonize the emotional, the mental and the spiritual.

In this episode, Jordan and JJ Flizanes discuss:

• How people respond to directness and how we should respond in turn. 
• Dynamics of power and leadership -  its feminine and masculine aspects. 
• The journey as a podcaster and a coach. 
• Breaking through your upper limit, the law of attraction and the concept of your Zone of Genius

Key Takeaways

• Your business will challenge you like nothing else, it will ask you to grow in ways you’re not ready for. You need resilience, commitment and passion to thrive. 
• Masculine and feminine energy are both necessary in power and leadership - to be a good leader, you need both a spine and a heart. 
• Being a workplace warrior isn’t about being abrasive for no reason, it’s all about being authentic, direct, and having a “no time wasted” attitude. 
• Find what you could do all day long, every day, not get tired and never need to get paid for it in a perfect world and stick to it. 
• It’s important to cultivate compassion for people whom your brain is telling you don’t deserve it. 

  “If we let our circumstances dictate how we will show up, we will always be a victim to circumstances." —  JJ Flizanes

Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

 Connect with JJ Flizanes: 

Website: https://jjflizanes.com/ 

Instagram: https://www.instagram.com/jjflizanes/ 

Facebook: https://www.facebook.com/jflizanes/ 

LinkedIn: https://www.linkedin.com/in/jj-flizanes/ 

YouTube: https://www.youtube.com/channel/UCu6dllSIfbEVtBKbpDBavKw

Book: http://invisiblefitness.com/the-invisible-fitness/

Connect with Jordan: 

Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Laura Beavin-Yates: Laura is the Director of Customer Success for a firm called Immersion Neuroscience, which helps measure and foster human connection to ourselves to other humans and to experiences. Laura has a passion for helping foster human connection.

  In this episode, Jordan and Laura Beavin-Yates discuss:

• Only 30% of responses to surveys and interviews accurately predict behavior
• Lack of awareness and social pressure are responsible for the gap
• Measuring the respondents’ reactions can close the gap

Key Takeaways:

• A new, affordable method for measuring a respondents’ “immersion” with an idea or language. 
• The process can be anonymous
• Oxytocin is a measure of “immersion” 
• The studies indicate that women experience more “imposter syndrome” than men. 

  "Our goal is to improve the human experience." —  Laura Beavin-Yates

Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Connect with Laura Beavin-Yates:

Email: [email protected]    

LinkedIn: https://www.linkedin.com/in/laura-beavin-yates/ 

    Connect with Jordan:

Get the complimentary guide: How To Select An Executive Coach at www.selectcoach.workplacewarrior.com 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Tom Crane:  Tom is an international consultant, facilitator, author, and speaker who specializes in the development of high-performance coaching cultures. He works with leaders and teams to embrace what he calls collegial coaching which he wants to become the primary method of communication to enhance individual and team performance. The premise of Tom's books The Art of Coaching and The Rise of the Coachable Leader is that a performance-based feedback-rich culture and coaching culture more effectively supports an organizational strategy and leads to sustainable levels of performance. In order to make a coaching culture real, the leader must show up coachable. Prior to founding Creighton Consulting in 1995 Tom was Vice President of a culture change firm called Senn-Delaney Leadership and he worked various management roles with solar turbines which is a division of Caterpillar. He has a B.S. from Purdue University and an MBA from Drake University.   In this episode, Jordan and Tom discuss:

• Culture change
• A Company code of conduct incorporating feedback.
• Coaching culture created by Tom’s communications model.

Key Takeaways:

• Utilize specific feedback to kickstart a results cycle.
• Blend the human touch with business production skills. 
• Start with a behavioral description, and then give the impact of that behavior.
• How you are perceived in the workplace is impacted by your ability to manage your ego.

  "Giving and receiving feedback is an ongoing stream of consciousness." —  Tom Crane

Get the complimentary guide: How To Select An Executive Coach at selectcoach.workplacewarrior.com   

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Connect with Tom Crane:

Twitter: https://twitter.com/tgcrane  

Facebook: https://www.facebook.com/CraneConsulting/  

Website: https://craneconsulting.com/   

Email: [email protected]

YouTube: https://www.youtube.com/channel/UCk_ChSP91R5qCYetgInD8Ww 

LinkedIn: https://www.linkedin.com/in/tgcrane/ 

Book: The Heart of Coaching https://craneconsulting.com/books/ 

The Rise of the Coachable Leader https://craneconsulting.com/books/  

Connect with Jordan:

Get the complimentary guide: How To Select An Executive Coach at https://workplace-warrior-inc.mykajabi.com/selectcoach 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Phil Dana: Philip Dana is an HR Leader who brings calm to the chaos, thriving on transformation and growth. He has been with companies like Amazon, Intuit, life technologies, and others. He says he has seen the worst and the best of humanity, sometimes standing right next to each other. Today, Phil is the Head of Human Resources for Dendreon Pharmaceuticals, an organization that is known for its prostate cancer treatments. He has a family that has battled cancer in its various forms, so he is excited to be a part of a team that fights back. Previously, he was the head of people operations for the Honor Foundation, a non-profit organization which helps Special Operations Forces like the NAVY SEALs and the Marine Raiders transition to civilian life. Phil describes himself as a data driven HR / People & Culture leader. He says he leverages his Irish DNA, Asia / Pacific-Northwest upbringing, military service as both enlisted & an officer and his experience at various corporations building teams to achieve peak performance.

In this episode, Jordan and Phil discuss:

• Dendreon hired Phil as Head of Human Resources because of his commitment despite his lack of experience in the pharmaceuticals industry. 
• Why former Navy SEALs and other Special Operations add so much value to corporations and organizations. 
• The CEO’s role in creating workplace equity and equality

Key Takeaways:

• Your character and your “why” are more important than your technical knowledge if you show the discipline and passion to learn. 
• Being passionate about what you do will make you both happier and more productive.
• During the transition, it is valuable to work with an advisor, mentor or coach to articulate who you are, what you stand for and how to frame your experience in the culture of the organizations you want to join. .

  "Lift the company culture to lift performance." —  Phil Dana

 Mentioned: The Honor Foundation https://www.honor.org/ 

Get the complimentary guide: How To Select An Executive Coach at https://workplace-warrior-inc.mykajabi.com/selectcoach 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Connect with Phil Dana:

Twitter: https://twitter.com/DendreonHR  

Facebook: http://facebook.com/philip.dana   

Email: [email protected] 

           [email protected]   

LinkedIn: https://www.linkedin.com/in/militarytalent?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_contact_details%3BAWfk3oegSridxLH24mBT3A%3D%3D 

    Connect with Jordan:

Get the complimentary guide: How To Select An Executive Coach at https://workplace-warrior-inc.mykajabi.com/selectcoach 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About CB Bowman: CB Bowman is the CEO of Workplace Equity and Equality where her goal is to support organizations from moving from intent and commitment to action without blame or shame through empathic experience-based training. She’s also the CEO of the Association of Corporate Executive Coaches (ACEC). ACEC supports master level corporate executive coaches who work with leaders in Fortune 1000 companies to serve their clients as “Enterprise-Wide Business Partners®.” CB also created the MEECO Leadership Institute as the certifying body for master-level corporate executive coaches. CB comes from corporate America working for Fortune 100 organizations in marketing and branding. She earned her MBA from Pace University's Lubin School of Business where she ultimately served on their Board of Advisors. She is certified as a Master Coach in the US, Europe, and Asia by the Behavioral Coaching Institute and she’s certified as a Master Corporate Executive Coach in the United States. CB has two powerful podcasts: Workplace Equity and Equality and Challenges of the C-Suite. 

 In this episode, Jordan and CB discuss:

• The critical factors in selecting an executive coach. 
• “Enterprise-Wide Business Partners®.”
• Workplace Warriors 

Key Takeaways:

• Senior executives benefit most from an executive coach who understands the demands of their role as a business and organizational leader.  
• A master level corporate executive coach learns the 360 triggers for their clients and shares models, processes and personal wisdom. 
• Marshall Goldsmith highlighted the importance of top executives getting input (Feedforward) from their stakeholders (the people whose performance they impact). Get feedback from the people whose performance you impact. 

 "Provide a psychological safe space in the relationship." —  CB Bowman

Mentioned: What Got You Here Won’t Get You There

How To Select An Executive Coach: www.selectcoach.workplacewarrior.com

Connect with CB Bowman :

Websites: 

Speaking: https://www.cbbowman.com/

Coaching Association: https://www.acec-association.org/

Workplace Racial Equality: https://www.wre-consulting.org/

MEECO: https://www.meeco-institute.org/

LinkedIn: https://www.linkedin.com/in/cbbowman/

YouTube: https://www.youtube.com/results?search_query=cb+boowman

Twitter: https://twitter.com/cbbowman

Facebook: https://www.facebook.com/CB.BowmanMBA

Show: Workplace Equity and Equality & Challenges of the C-Suite https://cbbowman.com/live-stream/             

    Connect with Jordan:

How To Select An Executive Coach: www.selectcoach.workplacewarrior.com Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Laura Crawshaw: Dr. Laura Crawshaw is known as The Boss Whisperer. She focused her research and practice around relieving workplace suffering caused by what she refers to as abrasive leaders. Laura wrote a book, which is called Taming the Abrasive Manager, and Unnecessary Roughness in the Workplace. Laura has also been one of my main sources of feedback over the years. She has over 30 years of experience as a corporate officer, executive coach and as a psychotherapist. She got her Master's and Ph.D. degrees in Human and Organizational Systems at the Fielding Graduate University. She founded the Executive Insight Development Group in 1994 and The Boss Whispering Institute in 2009. The Boss Whispering Institute is dedicated to research and training in the field of coaching abrasive executives and professionals. Laura is a member of the International Society for the Psychoanalytic Study of Organizations, the American Psychological Association, the British Psychological Society, the International Association on Bullying and Harassment at Work, and the Society for Human Resource Management as well as the International Coach Federation. Her training is also certified for continuing education in ICF.  

Get a complimentary self-assessment called “ARE YOU ABRASIVE” at abrasive.workplacewarrior.com

In this episode, Jordan and Laura discuss:

• Most bosses who are perceived as abrasive or even bullies are not evil. 
• Many have underlying anxiety and insecurity.
• The 3 step process to coaching abrasive leaders.

Key Takeaways:

• Most abrasive behavior is a result of “TAD” which stands for Threat-Anxiety-Defense. 
• Most abrasive bosses don’t realize that employees view them as disrespectful or even bullies. Instead, their intent is to ensure the job gets done. 
• Leaders need to have intrinsic motivation to change for coaching to be successful. Many believe that the pressure they receive to treat their employees differently is politically correct bull. 

  "I want to help employers understand that they have a responsibility to provide a psychologically safe workplace." —  Laura Crawshaw

Connect with Laura Crawshaw:

Self Assessment: abrasive.workplacewarrior.com    

Website: https://www.bosswhispering.com/    

Book: Taming the Abrasive Manager https://www.amazon.com/s?k=taming+the+abrasive+manager&hvadid=1693771521&hvbmt=be&hvdev=c&hvqmt=e&tag=mh0b-20&ref=pd_sl_1l6fqlqfsg_e   

   Connect with Jordan:

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

Hear a unique perspective about executives who are perceived as abrasive and who sometimes get called names like bully and jerk. Today’s podcast is a recording of an interview Jordan did on WorldatWork’s Work in Progress podcast several months ago. The hosts, Charles Epstein and Tom Alexander asked really good questions and we had a very deep conversation.  There is some (not much) explicit language in the conversation. 

In this episode, Jordan, Tom, and Charles discuss:

• Most authors and speakers call executives who are experienced as abrasive demeaning names like bully and jerk because they want them to be more respectful. (Ironic?)
• No-BS is intended to be a respectful description of these leaders.
• Most No-BS leaders have a “warrior spirit” which is critical for success in our VUCA environment.  
• There are four types of NO-BS Executive: Warrior, Scientist, Abrasive, and Bully.

Key Takeaways:

• Most No-BS executives do not want to hurt people. 
• The national, regional, ethnic, racial and family culture of the listener is one of the key factors in whether an executive is experienced as respectful or disrespectful.
• For many, their self-esteem is tied to some combination of winning, achieving and serving.  
• Many results driven executives believe the pressure they get to change their style is politically correct BS. 
• They are successful if they can find an authentic reason to change. 

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

We appreciate WorldatWork for permission to use this interview on the Workplace Warrior podcast. To access their podcasts go to: https://www.worldatwork.org/resources/podcasts/index 

About Tom Alexander: Tom from WorldatWork’s Work In Progress grew up in his family’s cinema business. This early exposure to film and music served as the inspiration for a career that included screenwriting and composing music for radio, TV, film and his own bands. Tom is also a voiceover artist and Silver Microphone Award-winning broadcaster in the areas of sports, comedy, entertainment and jazz.

Podcast: https://podcasts.apple.com/us/podcast/worldatworks-work-in-progress/id1459149715

Email: [email protected]

About Charles Epstein: Charles from WorldatWork’s Work In Progress is a humorist (NSFW columnist, formerly a Huffington Post satire columnist) and business communications specialist (founder and President of BackBone, Inc., a marketing and public relations firm specializing in technology and workforce management). He has also developed a number of employee engagement and communications platforms, including PEAQuest (“immersive” health and wellness assessments), Weekender (moves wellness to the weekends) and mBARC (a business mobility and Duty of Care platform).

Podcast: https://podcasts.apple.com/us/podcast/worldatworks-work-in-progress/id1459149715

Email: [email protected]

Connect with Jordan:

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

In this episode, Jordan and  discuss:

• Misunderstandings about abrasive leaders 
• “Warrior Spirit” (results focus) is a key component of business leadership
• Internal market research: Feedforward

Key Takeaways:

• We need results focused leaders in our rapidly changing business environment
• These leaders are often experienced as abrasive or even bullies. 
• To offset the impact of your style, let people know you are not perfect. That helps them do the same
• Your key stakeholders are your internal market. You need their input to improve commitment, alignment and, ultimately, production. 
• Feedforward is a tool to build trust and increase everyone’s willingness to tell you the truth. 

  "Catch people in the process of doing something right." — Doug Sandler

Connect with Doug Sandler:

Twitter: https://twitter.com/djdoug  Facebook: https://www.facebook.com/search/top/?q=The%20NICE%20Guys%20Community  Website: www.turnkeypodcast.com/toolkit 

                https://www.dougsandler.com/ Pinterest: https://www.pinterest.com/dougsandler/_created/ LinkedIn: https://www.linkedin.com/in/doug-sandler-1a346649/ Email: [email protected] 

    Connect with Jordan:

Get the Are You Abrasive Self Test at: abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

In this episode, Jordan discusses:

• We need success driven leaders and senior executives in our volatile, uncertain, complex world.
• Sometimes, they are perceived as abrasive and occasionally called names like bully. 
• This self-assessment is a great starting point for discovery. 

Key Takeaways:

• Reports and peers may be afraid to tell you what they really think 
• Superiors may be conflict avoidant
• “Leaders need to speak the language of their companies and teams.”
• If you are not sure, try Marshall Goldsmith’s “Feedforward”

Mentioned: Taming The Abrasive Manager by Laura Crawshaw

                    The Boss Whispering Institute

                     https://www.exec-insight.com/ 

                    Marshall Goldsmith                

                    Ep. 7 Frank Wagner: Marshall Goldsmith Coaching  

Connect with Jordan:

Get the Am I Abrasive Self Test at abrasive.workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/

About Eric Chriss: Eric is the Founder and CEO of CUSTOMatrix Inc. a multi-disciplinary business consulting firm with the mission, “Transforming the way companies build wealth.” Eric pioneered the CFO Fractional Practice Model, which is a model that has taken on a national scope and is recognized as a best practice within the financial leadership arena. He has a background as a CFO and today functions as an executive partner to the CEO. He has generated business development strategies with banks, private equity groups, and venture capital organizations. He worked with Pioneer Electronics during their start-up and his financial operations management resulted in over one hundred million in revenue in five years. Then he went on to negotiate the manufacturing terms of the General Motors de Mexico and BMW de Mexico for Pioneer’s expansion into the Mexican market. Before starting CUSTOMatrix, Eric was a founding CFO partner of Tatum LLC’s west coast practice. He co-developed their expansion strategy and opened up eight new offices for the largest CFO firm in the country.      

  In this episode, Jordan and Eric discuss:

• All company functions fall under Market-Model-Management-Money.
• Success is based on maintaining alignment between the Four M’s
• Everything is connected: A change in one area impacts the others

Key Takeaways:

• Alignment of the Four M’s requires radical objectivity and critical conversations
• The Four M’s model provides a compass for strategic management
• Executive consultants can create serious misalignment if they are not communicating to align what they are telling their clients in each function.  

  "The market doesn’t care how much the entrepreneur paid themselves or how much sacrifice they put into their business." — Eric Chriss

Mentioned: No Man’s Land by: Doug Tatem

Connect with Eric Chriss: 

Website: http://www.customatrix.com/   

Email: [email protected]   

LinkedIn:https://www.linkedin.com/company/customatrix-inc./about/

               https://www.linkedin.com/in/ericchriss/  

Connect with Jordan:

Get two complimentary tip sheets:

What Are You Listening For? At listen.workplacewarrior.com 

3 Steps To Successfully Giving Negative Feedback at workplacewarrior.com 

Website: www.workplacewarriorinc.com

Twitter: https://twitter.com/jordangoldrich1

Facebook: https://www.facebook.com/jordan.goldrich

Instagram: https://www.instagram.com/jordangoldrich/

LinkedIn: https://www.linkedin.com/in/jgoldrich/