The Wake Up Eager Workforce Podcast

Inspiration, insider tips, and best practices to build energy, commitment, and communication in organizations. #wue

It Shouldn’t Be This Hard: The Truth About Right People, Right Seats (SOLO Episode) 07/28/2026

It Shouldn’t Be This Hard: The Truth About Right People, Right Seats (SOLO Episode) Suzie shares a personal lesson about placing good people in the wrong roles and introduces a practical five-part Job Fit model and the REV process for turning chronic workplace friction into clarity, accountability, and momentum. TOP 3 TAKEAWAYS 1. A good person can still be in the wrong seat. Commitment, loyalty, kindness, and effort do not automatically equal job fit. Someone can care deeply and still lack the experience, motivation, natural strengths, judgment, or personal skills that the role requires. 2. Job fit includes five distinct areas. Suzie’s car analogy provides a practical way to examine the whole fit between a person and a role: Roads Traveled and Future Plans: Background, experience, track record, and where the person wants to go. Where They Are Parked: The culture, pace, standards, leadership, and working environment. How They Drive: DISC behaviors and preferred communication style. Gas in the Tank: Motivators and what naturally gives the person energy. Under the Hood: Personal skills, acumen, judgment, accountability, resiliency, self-management, and other capabilities. Assessments provide valuable information about three of these areas, but experience and culture must also be evaluated through conversations, work samples, references, expectations, and actual evidence. 3. Use REV before deciding someone is in the wrong seat. When work feels harder than it should, leaders can use the REV process: R — Remove Obstacles: Determine whether unclear processes, inadequate tools, insufficient training, conflicting priorities, or leadership actions are interfering with performance. E — Establish Expectations: Clearly define the most important priorities, what success looks like, what must change, and how progress will be evaluated. V — Verify Fit: Observe whether the person takes ownership, adjusts, improves, and creates momentum—or whether the same problems continue. KEY QUOTES “The issue isn’t that this person is a bad person. The issue is that this person was a good person in the wrong seat.” “When fit is right, work creates momentum. When fit is wrong, work creates friction.” “Leaders confuse commitment with fit.” “If you feel relieved when someone is not involved, that is data.” “Healthy challenge builds strength. Chronic friction drains energy.” “Vagueness is not kind. Clarity is kind.” “Accountability is not unkind. Expectations are not unkind. Honest conversations are not unkind.” “The goal is not to judge people. The goal is to help people succeed in the right seat.” “When the right person finds the right seat, work does not become effortless—but it does create momentum.” PRACTICAL APPLICATION Think about one employee, contractor, vendor, leader, role, or working relationship that is currently creating more friction than momentum. Ask yourself: 1. What am I tolerating that is creating friction? Where am I compensating, reminding repeatedly, lowering expectations, or avoiding a necessary conversation? 2. Have I removed obstacles and clearly established expectations? Have I provided the tools, information, priorities, authority, training, and definition of success the person needs? 3. What is the evidence telling me? Is the person improving, taking ownership, following through, and adjusting—or are we continuing to have the same conversation? Then review all five areas of fit: Roads traveled and future plans Culture and working environment Communication and behavioral style Motivators Personal skills and acumen The objective is not to label or criticize the person. It is to determine whether development, clearer leadership, a redesigned role, or a different seat would create a healthier outcome. ABOUT THE HOST Suzie Price is the founder of Priceless Professional Development and host of the Wake Up Eager Podcast. For more than two decades, she has helped leaders use assessments, practical hiring systems, and development tools to create high-commitment, low-drama workplaces where people are better matched to the work they do. /episode/index/show/wakeupeagerworkforce/id/42220185

Mini Episode: When Everyone Wants the VP Role: Ambition Isn’t the Same as Fit 07/21/2026

Mini Episode: When Everyone Wants the VP Role: Ambition Isn’t the Same as Fit When several capable people want the same leadership role, the best decision comes from clearly defining what the position requires and evaluating each person’s true fit—not simply rewarding ambition, tenure, or visibility. TOP 3 TAKEAWAYS 1. Wanting the role does not automatically mean someone is suited for it. Ambition can be valuable, but desire alone does not tell you whether a person has the judgment, leadership approach, emotional maturity, or personal skills the position requires. Someone may genuinely want the promotion and still be a better fit for a different path. 2. Define the role before comparing the people. Promotion decisions become emotional and political when leaders begin with the candidates instead of the job. First identify what success in the VP role actually demands—its priorities, challenges, leadership expectations, and critical competencies. Then evaluate each person against that standard. 3. A thoughtful decision protects both the organization and the candidates. Promoting the wrong person can damage performance, relationships, and confidence across the team. A clear, job-related process makes the decision easier to explain and gives every candidate useful insight into their strengths, gaps, and future development. KEY QUOTES “Wanting the VP role and being the best fit for the VP role are not always the same thing.” “You have to define the job before you start deciding which person should have it.” “The loudest, most visible, or most ambitious candidate is not automatically the right leader.” “A promotion should not be a reward for doing well in the job someone already has.” “The real question is not, ‘Who deserves it?’ The real question is, ‘Who best matches what this role requires?’” “When the expectations are clear, the decision becomes less personal and much more defensible.” PRACTICAL APPLICATION Before discussing candidates for an important promotion, create a one-page success profile for the position. Identify: The most important outcomes the person must deliver. The leadership and decision-making skills the role requires. The behaviors needed to work effectively with the team. The internal motivations that will help someone remain engaged. The experience and knowledge that are truly necessary. The culture, manager, and organizational environment in which the person will operate. Then compare each candidate to the role using multiple sources of information, including performance history, behavioral examples, interviews, references, and assessment results. Assessments should inform the discussion, but they should represent less than 30 percent of the final decision. Finally, meet individually with each candidate. Explain the decision clearly, recognize the strengths they bring, and provide specific development guidance—especially for strong employees who were not selected. A well-managed promotion process should strengthen the leadership pipeline rather than leave several valuable people feeling dismissed. /episode/index/show/wakeupeagerworkforce/id/42063935

Building Better Leaders at Work - and a Life You Can’t Wait to Wake Up To 07/14/2026

Building Better Leaders at Work - and a Life You Can’t Wait to Wake Up To Executive coach and author Chip Scholz shares practical wisdom on self-leadership, reducing workplace drama, using assessments wisely, letting go of ego, and building a life centered more on usefulness than status. TOP 3 TAKEAWAYS 1. You cannot lead others well until you learn to lead yourself. Chip makes the point that leadership is a profession, not just the reward someone gets after being good at their technical job. Leaders have to shift from “doing” to “being” and learn how to guide people, not just keep proving their own expertise. 2. Drama grows when leaders avoid the conversation everyone already knows needs to happen. One of the strongest sections is Chip’s direct advice around the “one bad apple” problem. His first question is simple: “Is this person a keeper?” If they are, coach them honestly. If they are not, take appropriate action. Avoiding it usually damages trust across the whole team. 3. A meaningful life is built around usefulness, not performance. The through line in Chip’s books and stories is the shift from status, applause, and external validation toward usefulness, purpose, relationships, and peace. That theme ties beautifully into Wake Up Eager: work matters, but so does the life you are building around it. KEY GUEST QUOTES “Coaching is not about fixing people. It is about helping already good people get better.” “The best cultures are people-oriented and performance-driven, in that order.” “If you’ve got someone who is a problem on a team, everybody knows it.” “Ask yourself first: is this person a keeper?” “I don’t believe you can lead others until you lead yourself.” “Most supervisors come from the land of super workers.” “We have to go from a way of doing to a way of being.” “Mindfulness is just about noticing.” “You don’t force the cut.” “I wanted to build a life less centered on status and more on usefulness.” “Every dog has its day. Everybody gets their 15 minutes of fame, and everybody is going to die.” “I can’t do much about world peace, but I can do something about peace for myself.” PRACTICAL APPLICATION This week, look at one leadership situation you have been tolerating, avoiding, or overthinking. Ask yourself Chip’s question: “Is this person a keeper?” If yes, define the one core behavior that needs to change and prepare for a clear, respectful conversation. If no, decide what next responsible step is needed. Either way, remember that the rest of the team already feels the impact of your action or inaction. For a personal reset, try Chip’s simple five-minute practice: breathe. Use box breathing - inhale for four, hold for four, exhale for four, hold for four - before you respond to a stressful email, meeting, or conversation. ABOUT THE GUEST Chip Scholz is an executive coach, author, and leadership advisor who works with CEOs, business owners, and leadership teams to build stronger businesses through coaching, assessments, strategic planning, and leadership development. His company, Scholz & Associates, describes his work as helping leaders gain clarity and focus on what matters most in work and life. Chip is the author of Small Decisions, Big Shifts and Every Dog Has Its Day: Reflections on Life, Love, and the Lathe, and his upcoming book Handoffs focuses on leadership, succession, and family business transitions. /episode/index/show/wakeupeagerworkforce/id/41996880

Wake Up Eager Starts the Night Before with Dr. Nicole Williams 06/30/2026

Wake Up Eager Starts the Night Before with Dr. Nicole Williams Wake Up Eager really does start the night before. In this episode, Suzie Price talks with Dr. Nicole Williams about why sleep is not a luxury, a weakness, or something high performers can simply “push through.” Dr. Nicole explains how poor sleep affects mood, focus, hormones, weight, stress, executive function, and long-term health. She also shares simple, practical ways to restore better sleep, including consistent wake times, smarter caffeine habits, evening downshifting, hydration, light management, and nervous system regulation. TOP 3 TAKEAWAYS 1. Sleep is a performance strategy, not a badge of honor. Dr. Nicole challenges the idea that being exhausted, overbooked, or surviving on too little sleep proves commitment or productivity. She explains that well-rested people often perform better because their brain, body, mood, and focus have more capacity. 2. A good night’s sleep starts early in the day. Sleep restoration is not only about what happens at bedtime. Dr. Nicole emphasizes the importance of consistent wake and sleep times, morning hydration, caffeine cutoffs, sunlight, movement, and taking breaks during the day so the nervous system does not stay stuck in overdrive. 3. “Tired but wired” is a sign your nervous system needs a downshift. If your body is exhausted but your brain will not stop, Dr. Nicole recommends an intentional evening routine. Dimming lights, avoiding blue light, journaling, doing a brain dump, keeping the room cool, and creating a calmer transition into bedtime can help the body move into rest-and-repair mode. KEY GUEST QUOTES “By optimizing sleep, you optimize performance.” “It’s about the quality of what we’re doing, not necessarily the quantity of what we’re doing.” “Your good night’s sleep actually starts with how you wake up.” "Hydrate before you caffeinate.” “A lot of people are tired, but wired.” “When we are sleep deprived, executive functioning is one of the first things that gets affected.” “Good sleep allows you to show up in the rooms that matter most.” “Healthy, consistent, good quality sleep has a trickle-down effect into so many other areas of your life.” PRACTICAL APPLICATION Pick a consistent wake-up time and protect it. Start by anchoring your day with a regular wake time, even on weekends when possible. Hydrate before caffeine. Drink water first thing in the morning before coffee or tea. Dr. Nicole suggests using hydration as a natural way to increase energy before reaching for stimulants. Set a caffeine cutoff. Because caffeine has a long half-life, Dr. Nicole recommends cutting it off by noon, especially if sleep quality is an issue. Create a 30- to 60-minute evening downshift. Dim lights, step away from screens, journal, read something calming, take a warm shower, or use a simple bedtime routine to tell your body it is safe to sleep. Do a brain dump before bed. Write down open loops, next-day priorities, concerns, and unfinished thoughts so your mind does not try to process them at 2 a.m. Protect melatonin production. Keep the room dark, avoid bright lights if you wake during the night, and reduce blue light from phones, tablets, and TVs before bed. Keep the bedroom cool. Dr. Nicole mentions that many sleep recommendations fall around 62–69 degrees, with each person needing to find what works in their home and body. Look at food, alcohol, and sugar as sleep inputs. Alcohol, refined sugar, refined carbohydrates, late meals, and stimulants can all interfere with sleep quality. Use movement and strength training wisely. Weight training and regular movement can support hormone health, deeper sleep, and better recovery. Get help if sleep issues persist. If sleep problems continue, consider working with a qualified health professional who can look at hormones, cortisol patterns, nutrition, stress, and root causes. ABOUT THE GUEST Dr. Nicole Williams is the founder of HealthFix, where she helps professional women and high-performing leaders improve energy, resilience, body composition, hormone balance, and long-term health. Her work focuses on root-cause wellness strategies that support sustainable performance instead of quick fixes. In this episode, she brings practical guidance on sleep restoration, nervous system regulation, and the daily habits that help people wake up with more energy and clarity. /episode/index/show/wakeupeagerworkforce/id/41896635

Ted Turner Beyond the Headlines: Leadership Lessons from Inside Turner Broadcasting with Allan DeNiro 06/23/2026

Ted Turner Beyond the Headlines: Leadership Lessons from Inside Turner Broadcasting with Allan DeNiro Former Turner Broadcasting executive Allan DeNiro shares behind-the-scenes stories of working with Ted Turner and reveals the people-first leadership lessons that helped build one of the most innovative media companies in the world. Ted Turner is remembered as the bold founder of CNN, the visionary behind Turner Broadcasting, and one of the most influential media entrepreneurs of the modern era. In this episode, former Turner Broadcasting executive Allan DeNiro takes us beyond the headlines to share firsthand stories about Ted’s leadership, speed, risk-taking, trust in people, and people-first decisions. Allan reflects on what it was like to work inside the larger Turner Broadcasting world, which included CNN, TBS, TNT, Cartoon Network, the Atlanta Braves, the Atlanta Hawks, World Championship Wrestling, and more. You’ll hear stories about the company’s groundbreaking 24/7 on-site childcare center, a nearly global employee intranet, and Ted’s simple but powerful reminder to “take care of our people. ”This conversation is a tribute to Ted Turner’s leadership legacy and a practical reminder that every leader can create “fertile ground” where people, ideas, courage, and confidence can grow. TOP 3 TAKEAWAYS 1. Great leaders create “fertile ground” for people and ideas to grow. Allan described Turner Broadcasting as a place where people were encouraged to take chances, move fast, and figure things out. Ted Turner’s leadership created space for bold ideas, new businesses, and talented people to grow—without constant micromanaging. 2. People-first leadership is a business strategy. The 24/7 on-site childcare center was not just a nice employee benefit—it was a practical solution for a 24-hour news and media company. Allan made the business case, and Ted quickly approved it because he understood that taking care of people helped the business succeed. 3. Visionary leaders challenge the status quo and trust others to execute. From CNN to TBS to the Braves, Ted Turner saw possibilities others dismissed. He moved quickly, challenged old models, and trusted capable people to carry ideas forward—a leadership lesson that still applies to every organization today KEY QUOTES “Every single employee believed that they worked for Ted.”—Allan DeNiro “Everything moves very fast.”—Allan DeNiro “Ted was all about seeing around corners—not only looking ahead, but looking ahead and left and right.”—Allan DeNiro “To me, it became a business issue, not a philosophical issue.”—Allan DeNiro, on the childcare center “This is a damn good idea. We’re going to do this.”—Ted Turner, as remembered by Allan DeNiro “His style was to get out of the way.”—Allan DeNiro “Do not look at the status quo and accept it. Ted never did.”—Allan DeNiro “Take care of our people.”—Ted Turner, as remembered by Allan DeNiro “He gets paid to go up to his office and think for a while. We get paid to take care of our people.”—Allan DeNiro “Ted provided for the people that worked for him what I call fertile ground.”—Allan DeNiro “You can do this. If you can’t do this, you’ll figure it out.”—Allan DeNiro “Everybody listening can have a long-lasting impact on their people.”—Allan DeNiro PRACTICAL APPLICATION Ask yourself where your team needs “fertile ground .”Look for places where people need more trust, clearer ownership, or permission to test new ideas. Turn people issues into business cases. When advocating for employee support, connect the need to performance, retention, service, and results—just like Allan did with the childcare center. Stop accepting “we don’t talk about that” as an answer. If an issue keeps coming up in the halls, on your team, or in exit interviews, it probably deserves a real conversation and a clear decision. Give ownership, then get out of the way. Once you assign responsibility to the right person, resist the urge to micromanage. Trust can create speed, confidence, and accountability. Clarify your leadership legacy. Every leader can ask: “Are people more confident, capable, and energized because they worked with me?” That is the kind of impact people remember. ABOUT THE GUEST Allan J. DeNiro is a seasoned executive, consultant, author, and former Turner Broadcasting and Havertys human resources leader who brings decades of practical wisdom in leadership, hiring, culture, and people development. SHOW NOTES /episode/index/show/wakeupeagerworkforce/id/41728995

2026 Tip # 4 Nicole Williams - Mini Episode 06/18/2026

Are You Living Your Encodings? From Jim Collins to Wake Up Eager Clarity 06/15/2026

Are You Living Your Encodings? From Jim Collins to Wake Up Eager Clarity Jim Collins calls them "encodings"—the deeply wired patterns that shape how we contribute—and in this episode, Suzie Price explores how understanding your natural strengths, motivations, and energy can help you build a life you can't wait to wake up to. What if the key to a more energized, meaningful life isn't working harder—but understanding what you're truly wired to do? Inspired by Jim Collins' book What to Make of a Life and his conversation with Tim Ferriss, Suzie explores the concept of "encodings" and connects it to the TriMetrix assessment and the Wake Up Eager philosophy. She shares personal stories, research from Gallup and Jim Collins, and practical examples from hiring and leadership to show how alignment impacts performance, fulfillment, and energy. Whether you're leading a team, making career decisions, or simply trying to understand yourself better, this episode will help you recognize the clues your strengths and energy have been giving you all along. Discover how to stop fighting your wiring and start living more intentionally. TOP 3 TAKEAWAYS 1. Your Energy Leaves Clues - The things that consistently energize you, engage you, and feel natural often point directly to your deepest strengths and encodings. 2. Success Doesn't Always Mean Alignment - You can be capable, respected, and even successful in a role that fights against your natural wiring. Over time, the energy cost of misalignment catches up. 3. Understanding Your Wiring Creates Better Decisions - Whether you're hiring, leading, coaching, or planning your future, understanding how people naturally think, behave, and stay motivated helps create stronger alignment and better outcomes KEY QUOTES "You can be successful, respected, capable, and still be living completely outside your encodings. Eventually, the energy cost catches up to you." "You can be good at something and still not be encoded for it." "Your experiences don't create your encodings. They reveal or suppress them." "Energy leaves clues." "Sometimes your encodings are hiding in plain sight." "Stop overriding your wiring." "When your wiring, your strengths, your environment, and your contribution begin to align, you don't just perform better—you come alive." "Life gets better when we align what energizes us with how we naturally contribute." "Words don't teach. Life experience teaches." "We should allow others to be who they are through their strengths." “If you don’t change and grow, you won’t have what you need for what’s coming next.” PRACTICAL APPLICATION 1. Start Tracking Your Energy - For one week, pay attention to the conversations, projects, and activities that leave you energized versus drained. 2. Look for Repeating Patterns - Identify strengths, interests, and contributions that have shown up consistently throughout your life and career. 3. Stop Minimizing What Comes Naturally - The things that feel easiest to you may be some of your greatest gifts—even if they seem ordinary. 4. Seek Objective Feedback - Use assessments, coaching, journaling, or trusted friends to help validate the patterns you may be overlooking. 5. Make One Small Alignment Adjustment - Choose one activity, project, or responsibility that better reflects your natural strengths and make space for more of it this month. ABOUT SUZIE PRICE Suzie Price is the founder of Priceless Professional Development, creator of the Wake Up Eager philosophy, and a TriMetrix expert who helps leaders and organizations align people, roles, and strengths to build high-commitment, low-drama workplaces and lives they can't wait to wake up to. /episode/index/show/wakeupeagerworkforce/id/41651605

2026 Tip #3 - Nicole Williams - Mini Episode 06/05/2026

Why Smart Leaders Still Make Bad Hires (And Don’t See It Coming) 06/01/2026

Why Smart Leaders Still Make Bad Hires (And Don’t See It Coming) Smart leaders still make bad hires because they skip upfront clarity—failing to define observable success for the role—then rely on general interview questions and are swayed by likability/confidence. In this episode, your host Suzie Price, discusses the fixes. TOP 3 TAKEAWAYS 1. Define success first. Identify the observable, day-to-day behaviors the role requires before interviewing. 2. Anchor interviews to those priorities. Create behavioral questions tied to the top 3–5 Superior Performance Attributes. 3. Don’t confuse likability with fit. Evaluate competence against the defined attributes, not just confidence or rapport. KEY QUOTES - "Confidence is not competence, connection is not capability." - "Define what success looks like in this role five days a week, not in theory, not in a job posting, but in real observable behavior." - "Ask yourself, what are the top three to five things this person must do well every single day to be successful?" - "Good questions don't work if they're not anchored to something specific to your role at this time in this company, in your position, in your team." - "They slow down before they speed up." PRACTICAL APPLICATION - Define 3–5 daily must-dos for the role (observable behaviors). - Build a simple scorecard with those attributes and 1–5 anchors. - Write 1–2 STAR behavioral questions per attribute and ask the same to all finalists. - Assign interviewers to evaluate specific attributes and use the scorecard in debriefs. - Add a short work-sample or situational task tied to the top attribute. - Create 30/60/90 outcomes linked to the attributes and review early. ABOUT THE HOST Suzie Price is the founder of Priceless Professional Development and host of the Wake Up Eager Workforce Podcast. For more than 20 years, she has helped leaders and organizations improve hiring, communication, and performance through the practical application of behavioral science, personal development, and the TriMetrix assessment suite. /episode/index/show/wakeupeagerworkforce/id/41472275

Tip #2 Nicole Williams Tip - Mini Episode 05/27/2026

Touching Heaven, Walking Earth: How 10 Minutes a Day Can Transform Your Life and Leadership 05/19/2026

Touching Heaven, Walking Earth: How 10 Minutes a Day Can Transform Your Life and Leadership Ep 147: Touching Heaven, Walking Earth How 10 Minutes a Day Can Transform Your Life and Leadership - If you’re too busy to slow down, this conversation might be exactly what you need. How 10 minutes a day focused on your inner life can transform how you lead, live, and show up in the world. Overview: Ron Price discusses the importance of inner life and spiritual practices in leadership and personal growth. He emphasizes the significance of daily reflection, prayer, and activities like gratitude and acts of kindness. Ron's new book, "Touching Heaven, Walking Earth," explores the Lord's Prayer and offers a seven-week program for spiritual growth. He highlights the need for leaders to invest in their inner life, even if it's just 10 minutes a day, to enhance their clarity, peace, and purpose. Ron also shares personal anecdotes and practices, such as maintaining a gratitude list and praying for others, to illustrate the transformative power of inner work. Top Takeaways From Episode 147: - Ron Price emphasizes the importance of nurturing one's inner life for effective leadership and personal growth. - Ron's new book, "Touching Heaven, Walking Earth," is a seven-week program based on the Lord's Prayer, aimed at fostering spiritual wellness and community connection. - The program includes daily activities such as gratitude lists, acts of kindness, creative expression, and connecting with others. - Ron advises setting aside at least 10 minutes daily for self-improvement and spiritual practice. - The book is designed for a wide audience, including skeptics, those seeking to reconnect with faith, and those wanting to grow spiritually or build community. - He encourages leaders to find activities that help them feel centered and to prioritize self-care to avoid burnout. Key Quotes: Ron Price – 00:00 - Ron, if you don't change and grow, you won't have the insights, wisdom and strength to be the best version of yourself for what's coming tomorrow. Ron Price – 07:32 - you're the only person who can open it up. Ron Price – 19:47 - 10 minutes a day can transform your life. Ron Price - 46:32 – Relax. It’s not all on your shoulders. Ron Price - 47:53 – Be still and know. Main Timestamps: 0:04:03 — Prioritize the inner life: carve daily time (start with 10 minutes) for reflection to improve leadership presence and resilience. 0:05:49 — COVID epiphany: proactively reinvest in inner growth so you’re prepared for unexpected change. 0:06:14 — Build a habit: start small (10–30 minutes/day) and protect that time as your “circle of control.” 0:16:43 — Use a structured short program: try a 7-week theme-based routine (3–4 pages or 10 minutes/day) to slow down and reflect. 0:18:09 — Daily micro-practices to adopt: listen to uplifting music, perform one act of kindness, do a short creative exercise, have a meaningful conversation, write 3 gratitudes, pray/reflect for someone, and rest. 0:20:24 — Morning routine template: gratitude list + brief reading (devotional/Bible/reflective text) + journaling + targeted prayer/intentions for the day. 0:27:54 — Practice forgiveness regularly: schedule or prompt daily/weekly reflections to release grudges and reduce emotional load. 0:31:59 — Define “preparedness” as centered presence: cultivate practices that keep you present, values-aligned, and focused rather than reactive. 0:33:20 — Find your “time stops” activity: identify one activity (music, exercise, nature, writing, art) that puts you in a flow state and schedule it weekly. 0:38:57 — Prevent burnout with rhythm: adopt micro-rests (daily) and periodic longer recovery (sabbatical or extended rest) before reaching crisis depletion. 0:41:53 — Invest in long-term wellbeing: use diagnostics and targeted self-care (sleep, nutrition, movement, medical/age metrics) to extend vitality and capacity. 0:46:01 — Leadership mindset shift: relax the “it’s all on me” pressure—cooperate with your values/spirit rather than trying to control everything. 0:50:24 — Use a short shared practice to deepen team connection: run a short group reflection program (7 weeks / 10 min daily) to build empathy and honest conversations. /episode/index/show/wakeupeagerworkforce/id/41274570

What You Heard Is Not What They Meant: The Clean Language Secret to Better Leadership Conversations 04/29/2026

What You Heard Is Not What They Meant: The Clean Language Secret to Better Leadership Conversations In this episode of the Wake Up Eager Workforce Podcast, Suzie Price sits down with Judy Rees, a leading voice in Clean Language, to explore how this powerful tool can transform leadership conversations. Rather than making assumptions and jumping to conclusions, Clean Language helps leaders ask better questions and truly understand what people mean. Judy explains how leaders can use these tools to reduce miscommunication, make better decisions, and build high-commitment, low-drama teams. Suzie and Judy dive into the top questions that leaders can start using right away to unlock clarity in conversations and guide teams toward better collaboration and problem-solving. They also discuss the importance of reflection, active listening, and understanding in leadership, emphasizing how Clean Language improves both the listening and speaking skills of leaders. This episode is a must-listen for any leader who wants to stop misinterpreting and instead create meaningful, action-oriented conversations that lead to clearer outcomes and stronger team dynamics. Top Takeaways of Episode #146 --- What you heard is not what they meant — We automatically interpret through our own experience. That meaning-making is the #1 reason conversations go wrong One simple question can unlock clarity — “What kind of X is that X?” reveals what someone actually means. Even one question can change the entire direction of a conversation. Stop solving the problem—ask what they want — “What would you like to happen?” shifts from complaint → outcome. This is the fastest way to move people forward. People feel heard when you use their exact words — Repeating someone’s language activates connection and trust. It literally changes how people experience the conversation. Slow down to speed up — Each question takes ~1 minute. But prevents miscommunication, rework, and wasted time. In this episode: [00:00:34] Suzie Price: "Clean Language isn’t about fixing things — it’s about understanding them first so that we can solve the right problem." [00:05:12] Judy Rees: "What you heard is not what they said. Leaders often misinterpret because they’re hearing with their assumptions, not with their ears." [00:09:14] Tom Hanson: "Leaders are often making decisions based on incomplete information. Asking better questions helps get to the heart of what is actually needed." [00:05:31] Judy Rees: "You are making meaning—and it’s distorting what you’re hearing. The key is to ask more questions to avoid jumping to conclusions." [00:19:20] Suzie Price: "When you give people space to explain themselves fully, you avoid rushing to judgment, which allows for deeper insights and stronger solutions." [00:50:23] Tom Hanson: "Stop trying to solve problems before you truly understand them. By questioning first, you lay the groundwork for more effective and sustainable solutions." /episode/index/show/wakeupeagerworkforce/id/40770735

2026 Tip #1 : Age Younger, Lead Stronger: Science-backed insights for leaders who want to sustain energy, vitality, and high performance. 03/19/2026

2026 Tip #1 : Age Younger, Lead Stronger: Science-backed insights for leaders who want to sustain energy, vitality, and high performance. In this episode, Dr. Nicole Williams shares four simple health resets designed to improve performance, focus, and overall energy while preventing burnout. She explains how techniques like nervous system regulation, eating a protein-rich breakfast, taking scheduled breaks, and staying hydrated can help high performers optimize their physical and mental resilience. These resets are not extreme but practical habits that support sustained energy and productivity throughout the day. By implementing these strategies, leaders can avoid burnout, increase their focus, and sustain long-term success without sacrificing their health. Key Takeaways from 2026 Tip #1 --- Nervous system regulation enhances performance : By managing stress through deep breathing and relaxation techniques, high performers can maintain mental clarity, reduce anxiety, and improve focus. A protein-rich breakfast fuels energy and focus : Starting the day with protein helps stabilize blood sugar, boost energy, and sustain focus, which is essential for optimal performance throughout the day. Hydration and breaks prevent burnout : Staying hydrated and taking scheduled breaks allow the body and mind to recharge, preventing fatigue and maintaining high levels of energy and productivity. Episode Transcript: [00:01:00] Dr. Nicole Williams : “This quick reset shifts you to stress mode and back into clear thinking. Number two is the protein and produce power start to your day within the first hour of waking up, anchor your breakfast with protein plus fiber.” [00:02:00] Dr. Nicole Williams : “Take five-minute reboot blocks between your meetings where you can stand up, walk around, grab a glass of water, and even better get a little bit of light in your eyes.” [00:03:00] Dr. Nicole Williams : “These strategies are simple. By design, they're powerful because they work with your body and your schedule. You don’t need a full lifestyle overhaul to feel better.” /episode/index/show/wakeupeagerworkforce/id/40543770

Stop Workplace Combat: Turn Conflict Into Collaboration With Aggressive Listening 03/19/2026

Stop Workplace Combat: Turn Conflict Into Collaboration With Aggressive Listening In this episode of the Wake Up Eager Workforce Podcast, Suzie Price tackles the challenge of workplace conflict and how it can be transformed into collaboration through aggressive listening. She explains how aggressive listening — a powerful tool that goes beyond hearing words to truly understanding the emotions and intentions behind them — can be the key to resolving conflict and building stronger, more cohesive teams. Suzie dives into practical strategies that leaders can use to shift the dynamic from combat to collaboration, reducing stress and fostering a more productive, positive work environment. By shifting from a defensive mindset to one of curiosity and understanding, you can turn challenging situations into opportunities for growth, connection, and better teamwork. Key Takeaways from Mini-Episode #13 --- Conflict is normal — combat is a choice. Conflict simply means priorities are colliding, but workplace “combat” happens when people try to win instead of understand. Leaders who reframe conflict as a diagnostic tool can use it to uncover misalignment and strengthen collaboration. Preparation prevents emotional escalation Before difficult conversations, the PREP framework helps leaders stay grounded: P – Plan the conversation R – Review the three root causes of conflict E – Emotion check (HALT: Hungry, Angry, Lonely, Tired) P – Perfect aggressive listening Aggressive listening lowers defenses and unlocks solutions Aggressive listening isn’t hostile—it means relentlessly seeking to understand the other person. Using the RPSA sequence (Reflect, Probe, Support, Advise) helps people feel heard first, which dramatically increases the likelihood that solutions will be accepted. Episode Transcript: [00:01:36] : “Conflict is inevitable, but combat is optional.” [00:04:26] : “Listening aggressively means you are focused on hearing the other person in a determined, deeply energetic way—with zero agenda other than understanding.” [00:07:41] : “If you try to solve the problem before the person feels heard, the solution will be rejected no matter how logical it is.” [00:11:36] : “When a person’s motivators don’t align with their role, even the most capable employees will eventually disengage.” [00:17:26] : “There was never a time when I would not have chosen some settlement by reason rather than the sword.” /episode/index/show/wakeupeagerworkforce/id/40542540

How to Reduce Bad Hires: The SPARK™ Framework for Hiring, Onboarding & Coaching 03/09/2026

How to Reduce Bad Hires: The SPARK™ Framework for Hiring, Onboarding & Coaching Episode Preview: In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price explores one of the most expensive and frustrating challenges leaders face: bad hires. Rather than blaming poor performance on skills or experience, Suzie explains why most hiring failures come down to one overlooked factor — fit. Suzie introduces the Spark Framework for Hiring, Onboarding, and Coaching, a refined approach built from over two decades of leadership consulting and thousands of Trimetrix assessments. She explains how defining Superior Performance Attributes before interviews begin helps leaders identify the behaviors, motivators, and decision-making patterns truly required for success in a role. Throughout the episode, Suzie breaks down why traditional interviews often fail. Leaders tend to rely on chemistry, intuition, or résumé strength, which can unintentionally introduce bias and lead to costly hiring mistakes. Spark Job Kits provide a structured alternative by giving leaders clear role benchmarks, competency-based interview questions, and objective ways to compare candidates. But the framework doesn’t stop at hiring. Suzie explains how the same tools become a leadership roadmap for onboarding, coaching, and long-term development, helping leaders guide employees toward stronger performance while reducing unnecessary friction and turnover. Suzie also highlights the real cost of getting hiring wrong — which can reach one and a half to eight times a person’s salary when factoring in lost productivity, team disruption, and leadership time. With clearer expectations and better alignment, leaders can protect their culture, strengthen their teams, and make hiring decisions with confidence. If you want to reduce hiring risk, build stronger teams, and create a workplace where people wake up eager to contribute every day, this episode will give you practical insights to start defining success before you hire. Read the transcript for Episode 145 below and discover how the Spark Framework and Trimetrix assessments can help leaders hire with clarity, coach with intention, and build teams that truly fit the work they’re meant to do. Top Takeaways of Episode #145 --- Most Hiring Failures Are Preventable 89% of bad hires fail because of fit — not skill — and when leaders clearly define role-aligned attributes before interviewing, they dramatically reduce misalignment, bias, and preventable turnover. Structure Reduces Risk Using competency-based, role-aligned interview questions and objective debrief tools shifts hiring from instinct-driven to intentional — reducing the financial risk of turnover that can cost 1.5 to 8 times a person’s salary. Hiring Is the Beginning — Not the End When the same defined attributes are used for onboarding and coaching, leaders create consistency, accountability, and growth — building high-commitment, low-drama teams across the entire employee lifecycle. Hiring mistakes rarely happen because someone lacks skill — they happen because the role was never clearly defined in the first place. In this episode of the Wake Up Eager Workforce Podcast, Suzie Price introduces the Spark Framework for Hiring, Onboarding, and Coaching, a practical system designed to help leaders reduce bad hires by defining success before the interview process even begins. Suzie explains why 89% of bad hires fail due to poor fit rather than lack of ability, and how tools like Spark Job Kits and Trimetrix assessments help leaders identify the behavioral patterns, motivators, and personal attributes required for success in a role. Instead of relying on intuition, chemistry, or résumé strength alone, leaders can use structured interview questions and clear role benchmarks to make confident hiring decisions. The conversation also explores how these same frameworks extend beyond hiring into onboarding, coaching, and long-term performance development, giving leaders a practical roadmap to strengthen teams, reduce turnover, and create a more aligned workplace culture. This episode is a practical guide for leaders who want to hire with clarity, coach with intention, and build teams that wake up eager to contribute every day. In this episode: [00:01:07] Suzie Price: "Most bad hires don’t fail because of skill. They fail because of fit. When the role’s attributes aren’t clearly defined, alignment is never established and friction begins." [00:02:40] Suzie Price: "A résumé can look perfect and an interview can feel strong, but if motivational drives, personal skills, and behavioral energy don’t match the role, friction will show up." [00:07:32] Suzie Price: "The core principle is defining success before you hire, not after. When success is clear, hiring shifts from emotional and undefined to intentional and aligned." [00:12:27] Suzie Price: "The cost of a bad hire can range from one and a half to eight times a person’s salary, which is why clarity in hiring decisions matters so much." [00:19:43] Suzie Price: "Spark doesn’t replace your judgment. It sharpens it, clarifies it, and helps protect your culture, your team’s momentum, and your bottom line." [00:21:05] Suzie Price: "People wake up eager when their strengths align with what the job requires every day. When that alignment exists, both leaders and teams thrive." /episode/index/show/wakeupeagerworkforce/id/40366425

Age Younger, Lead Stronger:The Truth About Energy, Muscle & Longevity 02/23/2026

Age Younger, Lead Stronger:The Truth About Energy, Muscle & Longevity Episode Preview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price sits down with functional medicine and longevity expert Dr. Nicole Williams to explore what it truly means to age younger — not cosmetically, but physiologically and strategically. Suzie and Dr. Nicole dive into the powerful connection between nervous system regulation, muscle preservation, energy management, and high performance leadership. They challenge the common belief that aging automatically means slowing down, gaining weight, or accepting burnout. Instead, they unpack how aging younger is about waking up eager in your body — with clarity, strength, and resilience. You’ll learn why managing your energy is more important than managing your time, how stress adaptation silently leads to burnout, and why recovery is a non-negotiable for sustainable success. Dr. Nicole shares practical tools like box breathing, exercise snacking, and structured recovery planning — strategies used by professional athletes that high performers can apply in their own lives. Together, they make the case that your health is not a side project — it is a strategic asset. When your nervous system is regulated and your body is functioning well, your leadership capacity expands. When it’s not, everything feels harder. If you’re ready to increase your resilience, sharpen your focus, build strength that lasts, and wake up eager in your body and your life, this episode is for you. Read the transcript for Episode 144 below and discover how to build longevity, regulate your nervous system, and lead from a place of strength and clarity every single day. Top Takeaways of Episode #144 --- Aging younger is about capacity — not appearance. Longevity means waking up energized, thinking clearly, maintaining muscle mass, and building a nervous system that can adapt to stress. Muscle, sleep, and blood sugar stability are foundational. 80% of long-term results come from nutrition, recovery, and consistent habits — not grinding harder in the gym. Health is a strategic asset. Data-driven assessments — whether for your body or your leadership — provide clarity that prevents “shots in the dark” and accelerates real progress. Aging younger isn’t about chasing cosmetics — it’s about building a body that can carry your leadership for decades. In this episode of the Wake Up Eager Workforce Podcast, Suzie Price sits down with Dr. Nicole Williams, functional medicine and longevity expert, to explore what it truly means to age with strength, clarity, and resilience. Rather than focusing on surface-level fixes, this conversation dives into the foundations of sustainable vitality: nervous system regulation, muscle as a longevity organ, energy optimization, and data-driven health strategies tailored for high performers. Dr. Nicole shares her personal journey into functional medicine, why quick prescriptions often miss the root cause, and how leaders can shift from reactive healthcare to proactive longevity. This is a grounded, practical discussion for driven professionals who want more than a longer life — they want the energy, stability, and physical resilience to lead well for years to come. In this episode: [00:10:02] Dr. Nicole Williams: "Aging younger should really be a feeling in your body. Once that feeling is there, the external has a way of catching up. It’s about how your body functions more than how it looks." [00:18:29] Dr. Nicole Williams: "A wake up eager body isn’t about perfection or extreme routines. It’s about having a regulated nervous system so your body supports your leadership capacity instead of draining it." [00:20:19] Dr. Nicole Williams: "People become stress adapted. The body will tolerate it for a while, but when the load becomes too much, your ability to adapt drops — and that’s when burnout begins." [00:25:18] Dr. Nicole Williams: "High performers manage their energy, not just their time. When you feel energized, you can accomplish more in less time." [01:03:02] Suzie Price: "Your health is a strategic asset for your life." /episode/index/show/wakeupeagerworkforce/id/40196985

Blending AI + Human Behavior for Better Leadership, Job Fit & Workplace Culture 02/05/2026

Blending AI + Human Behavior for Better Leadership, Job Fit & Workplace Culture Episode Preview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the powerful connection between human-centered leadership and artificial intelligence. Drawing from her extensive experience in leadership development, Suzie explores how AI amplifies human behavior, making clear that AI is not a replacement for human leadership, but a tool to elevate it. You’ll learn how to integrate AI into your leadership approach while maintaining emotional intelligence, clarity, and values. Suzie highlights the importance of understanding the human side of AI—how it mirrors the user’s priorities and decision-making. She emphasizes that AI amplifies both strengths and gaps, urging leaders to set the right foundations before implementing AI. Through insightful examples and reflections, Suzie discusses how AI can be used to enhance job fit, culture fit, and long-term success, while also making the case that emotional intelligence and judgment are the true drivers of leadership success in the age of AI. If you’re ready to lead with more clarity, increase your influence, and use AI to amplify your leadership rather than replace it, this episode is for you. Read the transcript for Episode 143 below and discover how to blend AI and human-centered leadership to fuel your success and wake up eager every day. Top Takeaways of Episode #143 --- AI doesn’t replace leadership — it demands better leadership. Technology moves fast; human capability develops through intention and reinforcement. Job fit and culture fit are strategic advantages, not “soft skills.” The most successful organizations invest in both systems and self-awareness. AI isn’t replacing leadership — it’s raising the bar. In this episode of the Wake Up Eager Workforce Podcast, Suzie Price sits down with Gregory Woods to explore how AI and human behavior must work together to elevate leadership effectiveness, job fit, and workplace culture. Rather than focusing on tools alone, this conversation centers on what truly determines success in an AI-enabled world: self-awareness, judgment, motivation, and human-centered skills. Gregory shares why AI acts as an amplifier of who we already are — strengthening strong systems and exposing weak ones — and why organizations that ignore the human side of AI do so at their own risk. This is a thoughtful, practical discussion for leaders who want to adopt AI without losing trust, culture, or clarity. In this episode: [00:16:01] Suzie Price: "AI can elevate leadership but only if we make space for self-awareness, clarity, and human-centered skills. It's the human behind the tech that matters." [00:18:41] Gregory Woods: "Leaders must set clear values and define emotional intelligence in AI. Without those guiding principles, AI can go astray and cause organizational challenges." [00:23:20] Suzie Price: "Leadership isn’t about being perfect—it’s about showing up consistently with the values, judgment, and clarity that allow AI to enhance your decision-making." [00:27:28] Gregory Woods: "Effective leaders know that technology, like AI, needs to be thoughtfully integrated into a well-established foundation. It’s the humans who set the direction." [00:43:52] Suzie Price: "Using assessments like SPARK™ helps leaders see the whole person. It’s about looking beyond the resume and understanding who someone is at their core." /episode/index/show/wakeupeagerworkforce/id/40006025

Inside-Out Leadership: How High-Commitment Teams Are Built (and sustained) - Best of 2025 — Leading into 2026 01/13/2026

Inside-Out Leadership: How High-Commitment Teams Are Built (and sustained) - Best of 2025 — Leading into 2026 Episode Preview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price explores the power of self-awareness and emotional freedom in leadership. Drawing from her years of experience in leadership development and insights from TriMetrix and Axiology, Suzie explains how understanding your intrinsic motivators can transform your approach to leadership, creating clarity and consistency in your actions. You’ll learn how to align your personal values with your leadership approach, how to make accountability a natural, energizing force, and why small, deliberate steps lead to big, lasting results. Whether you’re leading a team or working on personal growth, this episode offers actionable tools to help you show up with purpose, build stronger habits, and lead with intention. Suzie also shares real-life examples of leaders and teams who have embraced inside-out leadership, using these insights to move from reactivity to intentionality. The episode emphasizes the importance of emotional freedom and clarity in leadership and how these principles can drive sustainable success. If you’re ready to lead with more confidence, increase your impact, and fuel your success by aligning your actions with what truly motivates you, this episode is for you. Read the transcript for Episode 142 below and discover how to fuel your leadership, build accountability, and wake up eager every day. Takeaways of Episode #142 --- If you’re not consciously driving, stress takes the wheel. Leadership begins when you take the driver’s seat. Small daily alignment builds big momentum—and turns setbacks into fresh starts. You are not your emotions—but emotional freedom comes from listening to them. Accountability isn’t blame—it’s clarity that fuels self-motivation. Always give more than you get and leave more than you take. People first is your strongest bet—and the real win is balance across all three dimensions. In this episode: [00:05:06] Suzie Price: “Accountability becomes effortless when it aligns with your motivators. When you understand what drives you, follow-through feels less like discipline and more like momentum.” [00:16:39] Suzie Price: “Emotional freedom in leadership starts when you stop fighting your feelings and begin listening to them. They’re tools, not obstacles.” [00:22:49] Suzie Price: “Leadership isn’t about doing it all perfectly, it’s about doing it with clarity. Once you’ve gained clarity, it’ll give you the energy to keep moving forward.” [00:27:49] Suzie Price: “Small daily actions lead to big shifts. The 1% Solution, even when done in small doses, compounds over time and builds real momentum.” [00:50:00] Suzie Price: “A brand becomes truly powerful when it moves from transaction to legacy. You create lasting trust by aligning your values and purpose with your actions.” /episode/index/show/wakeupeagerworkforce/id/39640965

Wake Up Eager Life: Own It! Fueling Accountability with What Drives You 12/10/2025

Wake Up Eager Life: Own It! Fueling Accountability with What Drives You Episode Preview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price dives into the powerful connection between personal accountability and your intrinsic motivators. Drawing on her extensive experience in leadership development and the science of motivators, Suzie uncovers how understanding what drives you can transform your approach to accountability, making follow-through feel natural and energizing. You’ll learn how to harness your top motivators to create momentum in your actions, stay consistent, and unlock greater results in your personal and professional life. Whether you’re a leader seeking to enhance your influence or someone striving to cultivate better habits, this episode offers actionable insights and strategies to fuel your success. Suzie also shares real-life stories, reflections on the power of motivators, and practical advice to help you embrace accountability, create meaningful growth, and lead with intention. If you're ready to align your actions with what truly energizes you, build stronger accountability habits, and start creating consistent success—this episode is for you. Read the transcript for Episode 141 below and discover how to fuel your accountability and wake up eager every day. Takeaways of Episode #141 --- Accountability gets easier when it aligns with your motivators When you understand what energizes you, follow-through stops feeling like discipline and starts feeling like momentum. “When you’re in your flow, discipline becomes desire.” — Unknown Every motivator has a strength… and a blind spot Each motivator can support or sabotage follow-through. “Knowing yourself is the beginning of all wisdom.” — Aristotle Accountability grows through small, deliberate steps Your Accountability Action Plan anchors wins, opportunities, motivator connections, and measurable next steps. “Small disciplines repeated with consistency lead to great achievements gained slowly over time.” — John C. Maxwell In this episode: [00:04:10] Suzie Price: “Accountability becomes effortless when it aligns with your motivators. When you understand what drives you, follow-through feels less like discipline and more like momentum.” [00:10:48] Suzie Price: “Every motivator has a strength and a blind spot. Recognizing this helps you leverage what energizes you and manage what might drain your energy.” [00:22:49] Suzie Price: “Small, deliberate steps lead to big results. It’s not about making huge leaps—it’s about consistent actions that align with what truly motivates you.” [00:26:08] Suzie Price: “True accountability comes from self-awareness. When you understand your motivators, you can create actionable plans that lead to consistent success.” [00:32:03] Suzie Price: “Leadership is about creating space for reflection and ownership. When we lead with clarity and intention, we inspire accountability in ourselves and others.” /episode/index/show/wakeupeagerworkforce/id/39328110

Mini-Episode 12#: Use DISC to Fix Holiday Stress 12/08/2025

Mini-Episode 12#: Use DISC to Fix Holiday Stress [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 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] A1 : let's be honest for a second for all the hype the holiday season can sometimes feel less like a break and more like a high stakes pressure cooker hey definitely you're juggling family dynamics trying to manage expectations and scrambling to find that one perfect gift that just screams I get you [00:01:40] A2 : that annual stress is so real and you know the sources we've gathered suggest that a lot of these problems from gift anxiety to arguments over who does what they're really just rooted in miscommunication [00:01:53] A1 : exactly so our mission today is to do a deep dive into an insight that could be your shortcut to a well a much smoother season [00:02:02] A2 : we're gonna look at a really effective framework for understanding people it's called the d I s C model [00:02:06] A1 : and this isn't about you know diagnosing your relatives it's just about observing behavior and understanding what actually motivates them especially when things get stressful [00:02:15] A2 : precisely d I s C stands for Dominance Influence Steadiness and compliance it's just a smart way to cateagerrize the kinds of behaviors and communication styles you can actually see [00:02:26] A1 : but what I think is so great about our source material is that it turns this the psychological insight into really practical advice it does yeah the research pulls out five specific tips from the model that tackle the biggest holiday stressors we're talking about strategies for delegating tasks activities to lower stress what gifts to actually wrap up [00:02:46] A2 : and even how to praise someone in a way that lands and crucially what pitfalls to avoid so you can keep the peace [00:02:53] A1 : think of this deep dive as like getting the instruction manual for every important person in your life [00:02:59] A2 : a guide to making sure that when you give a gift or just have a conversation you're actually meeting one of their core needs [00:03:06] A1 : okay so before we jump into the applications we really need to slow down and nail the foundation here right I think a common mistake is just memorizing the letter we need to understand the you know the engine that's driving each style why are they acting that way [00:03:19] A2 : that's the most critical piece yeah if you only look at the behavior you completely miss the motivation we're defining these styles by what they seek out and what they're you know fundamentally trying to avoid okay so let's start let's start with the high d for dominance you'll see them as assertive fast paced competitive the go getter the go getter exactly yeah but their core driver is results and control they value competence achievement so their communication needs to be direct quick you want the bottom line they want the bottom line if you start rambling you're wasting their time and that is a major stress trigger for them [00:03:56] A1 : so when my uncle cuts me off mid sentence it's not necessarily him being rude it's efficiency [00:04:01] A2 : it's efficiency he's trying to control the pace of the conversation right to get to the result faster exactly okay next up the high eye the influence style they're the friendly enthusiastic fast paced ones who love change the life of the party totally they're fundamentally people focused their driver is recognition and social acceptance [00:04:22] A1 : so they need to feel liked [00:04:23] A2 : they need to feel included and valued by the group their core need is simple let them talk let them share their stories they thrive on that positive attention [00:04:33] A1 : right that's the person who shows up and immediately starts working the room they're literally recharging by being the center of attention even for a moment [00:04:40] A2 : that's it now moving to the other half we find the high s the steadiness style they're warm patient and they keep a much steadier calmer pace their core driver is security and stability [00:04:55] A1 : okay so they're the opposite of the high eye in some ways [00:04:58] A2 : in many ways yes they are loyal but they're deeply resistant to sudden change or conflict they crave harmony [00:05:05] A1 : so what does that mean for communication it means their primary need is for assurance they need to know that everyone is getting along and that the plan is secure that sounds like a wonderful quality but a chaotic holiday morning must be incredibly stressful for them [00:05:18] A2 : oh it's brutal they're the human stabilizer but they can burn out so fast if the environment gets too frantic [00:05:24] A1 : okay and the last one finally [00:05:25] A2 : the high C compliance they are reserved neat cautious and intensely task focused so their core driver is accuracy and quality they're analytical precise when you communicate with a high C you have to use logic detail all the necessary details because their biggest fear is being wrong or producing something that's substandard [00:05:49] A1 : wow okay so understanding these core drivers control recognition security and accuracy that's the lens we need to apply to these five tips [00:05:59] A2 : exactly so let's look at the first two practical applications they're all about activity how you involve people in holiday tasks and how they really unwind [00:06:07] A1 : this is about meeting their need for either what autonomy or connection that's a great way to put it so let's call the first one the gift of delegation it's giving them a project they'll actually enjoy because it fits their style not just dumping a chore on them [00:06:20] A2 : right for the dominant style if you want them engaged give them something where they can move fast be in charge and make their own decisions [00:06:26] A1 : okay so what would that look like [00:06:28] A2 : the sources strongly suggest getting them involved in competitive family games they need to lead they need to win [00:06:35] A1 : but what if I say give my high d relative a task like planning the seating chart and I don't agree with what they come up with [00:06:43] A2 : ah that's where you have to be careful [00:06:45] A1 : they don't handle interference well [00:06:47] A2 : not at all the source material implies that for a d style you delegate the outcome not the process give them the goal a perfect seating chart and then you have to step back [00:06:57] A1 : if I undermine their control [00:06:59] A2 : you raise their stress levels through the roof yeah immediately got it [00:07:03] A1 : what about the high eye [00:07:04] A2 : the influence style should be your social coordinator your cheerleader ask them to help gather people manage the mood but remember they're driver recognition recognition so you have to make time to listen to their ideas and verbally share your appreciation for them loudly [00:07:22] A1 : they don't want to quite thank you they want applause pretty much [00:07:24] A2 : now the steady style needs a very different approach if you ask for help you have to provide assurances review instructions clearly and check in often but gently you draw them out right you draw them out by asking personal relational questions their task should be something that builds harmony not creates pressure [00:07:43] A1 : okay and the C the compliance style [00:07:46] A2 : this is your detail expert tasks that need focus precision they love that like what assembling that complex new toy managing the high tech home theater or figuring out the you know the detailed instructions for a new gourmet recipe they find calm in complexity [00:08:03] A1 : that makes so much sense you're giving them the gift of certainty structure exactly now let's pivot to the second activity tip yeah how they should distress when the holiday chaos really hits [00:08:14] A2 : okay for the dominant style distressing means vigorous competitive activity it's about physically burning off that need for control so like flag football flag football an intense workout or even really goal oriented activities like intense targeted shopping [00:08:29] A1 : and the influence style they need people [00:08:31] A2 : they need social replenishment absolutely yeah socializing people oriented fun thing charades organizing a big family video call or even just engaging heavily on social media [00:08:41] A1 : they recharge by connecting [00:08:43] A2 : and being affirmed by others okay the steadiness style though needs nothing time they need comfort quiet hot baths predictable yard work or just quiet low demand time with their immediate family [00:08:56] A1 : they're recovering from the emotional labor of keeping everyone happy [00:09:00] A2 : 100% yeah and finally the compliance style destresses through thinking activities and alone time so a good book or a complicated strategy video game a personal computer project chess they calm their anxiety about accuracy by immersing themselves in structure and analysis [00:09:17] A1 : okay let's talk shopping this is where the rubber meets the road for a lot of people listening it is we're connecting those core drivers directly to what you actually wrap up so if I know my relative's DIC style what should I put under the tree [00:09:30] A2 : the source material has some very clear guidelines on this for the high d dominance remember they value action control and winning [00:09:39] A1 : so the gift has to mean something [00:09:41] A2 : it has to signify status or efficiency this means high quality practical things favorite sports gear a really nice executive pen or books and movies about leadership winners business strategy [00:09:54] A1 : you're not just buying them a book you're buying them access access to mastery or success [00:10:00] A2 : that's it that is the key psychological difference right there [00:10:03] A1 : wow okay what about the high I [00:10:04] A2 : for the high eye the influence style you need something flashy fun and conversational they value experiences they can talk about later [00:10:12] A1 : ah so not just an object [00:10:14] A2 : right take him to a high profile restaurant a concert a movie if it is a tangible item it should be unique memorable like that suggestion of a fancy light up pen or books about psychology motivating themes quote books they can share [00:10:28] A1 : it's the gift that keeps on giving because they get to use it to create conversation and get more recognition [00:10:33] A2 : exactly now the high s the steadiness style is driven by security family tradition [00:10:38] A1 : so their gifts should feel like a warm hug [00:10:41] A2 : yes comfort home relaxation gardening tools high quality bath soaps candles a personalized photo frame perfect and books books and magazines should focus on family home life gardening anything that reinforces their inner circle and stability [00:10:56] A1 : simple comforting and traditional so no sudden surprising gadgets for the s style [00:11:01] A2 : probably not a good idea and finally the high C the compliance style right [00:11:07] A1 : they need quality [00:11:08] A2 : because they're driven by accuracy and quality the gift has to be technical precise or highly informational so we're talking high quality tools for cooking or a craft digital gadgets that help with data or precision [00:11:22] A1 : or non fiction books [00:11:24] A2 : yes on topics like economics consumer reports the law or complex do it yourself projects [00:11:30] A1 : I think this is a really crucial point if you buy a high C a digital gadget it can't just be trendy no it has to be functional and high quality it has to allow them to measure or analyze something a vague gift certificate might feel like a low effort gift to them [00:11:44] A2 : which violates their quality standards absolutely no the gift has to serve their need for accuracy and control if it's a complex they see it as a welcome challenge [00:11:52] A1 : but if it's flimsy or poorly defined [00:11:55] A2 : they see it as a waste of time and understanding that helps you avoid that you know that painful polite oh thank you it's certainly something reaction okay so moving beyond material things [00:12:07] A1 : the relational stuff how we talk to people what we avoid that's arguably the most potent stress reliever there is absolutely so let's look at the gift of genuine praise how do we acknowledge them for who they are [00:12:22] A2 : tip No. 4 is all about affirmation for the dominant style the praise has to focus on their accomplishments their agency [00:12:30] A1 : so you'd say something like [00:12:32] A2 : acknowledge their decisiveness their willingness to take risks their action their ability to just get results [00:12:38] A1 : okay and for the influence style [00:12:40] A2 : praise their spirit and their people skills tell them they're motivating trusting enthusiastic that you appreciate their optimism and all the amazing ideas they come up with [00:12:48] A1 : they need to be recognized for the positive emotional wake they leave behind them [00:12:52] A2 : that's a perfect way to put it the steadiness style on the other hand needs to hear that their role as the stabilizer [00:12:59] A1 : is valued so you praise their calm [00:13:01] A2 : praise their patience their calm their loyalty their sensitivity to what other people need acknowledge their acceptance of others especially when there's chaos all around [00:13:10] A1 : and the compliance style you praise their rigor [00:13:13] A2 : you praise their rigor their analytical thinking their focus on quality and accuracy their thoroughness their planning you're praising the process not just the product [00:13:22] A1 : this brings us to the final tip tip 5 which might be the most critical stress reducer of all the things that drive each style absolutely nuts [00:13:33] A2 : the emotional landmine [00:13:34] A1 : yeah we need to know where they're buried [00:13:36] A2 : from the dominant style the biggest stresses are loss of control having to go slow wasting their time and uh indecisiveness from other people [00:13:45] A1 : so if you're planning something with them stick to the schedule [00:13:47] A2 : stick to a clear timeline and move quickly for the influence style they suffer greatly from social rejection curtness they hate being dismissed hate it [00:13:56] A1 : and they dislike having too little time to interact they are allergic to skepticism and negativity if they tell a story even if some of the details are a bit inflated resist the urge to correct them in public [00:14:08] A2 : yes because to them it feels like a personal social rejection [00:14:13] A1 : that is a tough one during family dinners resisting the urge to fact check an anecdote [00:14:18] A2 : it is but it's essential for keeping their spirits up for the steadiness style you have to avoid rushing them forcing fast decisions and sudden unprepared changes and conflict they are profoundly stressed by conflict if you need to make a big change you have to give them a long runway to adjust [00:14:35] A1 : so should I just never bring up a contentious topic like politics even if I know they have strong opinions [00:14:42] A2 : the sources suggest avoiding topics that are likely to create loud open conflict while they might hold firm opinions forcing them into a debate violates their primary need for harmony [00:14:53] A1 : you're basically asking them to stress themselves out for your benefit [00:14:56] A2 : exactly and finally the compliance style they are stressed by criticism of their work a lack of a plan inconsistency [00:15:04] A1 : and being too touchy feely [00:15:06] A2 : yes and that last point doesn't mean they don't have emotions it just means they prefer decisions and interactions to be guided by facts and logic uh huh not unstructured sentimentality [00:15:15] A1 : they need rational expectations not some surprise intervention built on vague feelings that clarity is absolutely key hashtag outro [00:15:25] A2 : so by using the dis framework the source material just offers this really powerful lens we stop guessing what people want and we start observing what they need [00:15:35] A1 : whether that need is for control recognition security or accuracy [00:15:39] A2 : right and reducing holiday stress is really just about respecting that fundamental need in every single interaction [00:15:45] A1 : so what does this all mean for you as you navigate the next few weeks it means you can switch from a one size fits all approach to a customized 1 mm hmm you now have a framework to align your gifts your projects your conversations with the natural tendencies of your loved ones and that makes the whole experience less about obligation and more about authentic connection [00:16:04] A2 : and as you start to apply this remember the new ones people are often combinations of these styles that's a great point so consider the internal conflict what happens when someone is say highly compliant meaning they hate inconsistency and demand structure but also highly dominant meaning they want to move fast and take risks [00:16:23] A1 : hmm so how respecting one of their needs might clash with another one exactly [00:16:27] A2 : how might respecting their need for speed sometimes clash with their need for accuracy and planning analyzing those internal tensions that's really the next level of insight that can transform how you relate to those closest to you this holiday season [00:16:41] Suzie : thanks for joining us for this wake up eager Workforce Podcast mini episode in just a few minutes we hope you've walked away with a fresh insight a reminder that helps you create more energy focus and connection at work you can find every episode long form and mini at Wake Up Eager workforce.com or subscribe wherever you get your podcasts and I'd love to hear your feedback on these mini episodes or how I can support you and your team reach me anytime at Priceless professional.com until then here's to building your wake up eager workforce and wake up eager life thanks for tuning in /episode/index/show/wakeupeagerworkforce/id/39225530

Stop Hiding Under the Covers: Practical and Quick Tools to Get Out of a Funk and Wake Up Eager 11/21/2025

Stop Hiding Under the Covers: Practical and Quick Tools to Get Out of a Funk and Wake Up Eager Episode Preview: In this episode of the Wake Up Eager Workforce podcast, host Suzie Price shares her personal journey of overcoming burnout and reclaiming her energy and focus with powerful tools to help you get out of a funk. Drawing from her expertise and years of coaching leaders, Suzie introduces a fresh, science-backed approach to realign your life with clarity and purpose. Through the lens of TriMetrix and Axiology, Suzie breaks down simple, practical tools that have helped her and countless others transform from stress and overwhelm to energy and alignment. She explains the 1% Solution (Tune In Time) as an easy-to-implement method that resets your mind in just 15 minutes a day, and how consistency can lead to 91 hours of mental calm over the course of the year. Whether you’re feeling burnt out, stuck, or simply need a mental reset, this episode provides a clear roadmap to help you overcome those moments and wake up eager every day. Read the transcript for Episode 140 below and discover how these tools can transform your mindset, boost your energy, and put you back in control of your life. Takeaways of Episode #133 --- Tune In Time, or TNT Fifteen minutes a day — just one percent of your time — can completely change your energy and focus. It’s the pause that resets your perspective and builds 91 hours of calm clarity over the year. As author Greg McKeown reminds us, “If you don’t prioritize your life, someone else will.” Those 15 minutes are your daily investment in calm, focus, and ownership of your time. The Intentional Focus Method You can’t always control what happens around you, but you can control what you focus on. When you shift from frustration to appreciation, you change your entire emotional landscape — and the results that follow. As Abraham-Hicks says, “You have the ability to focus, and therefore, the ability to choose the way you feel.” Self-mastery is true power Every time you choose to focus on what’s going well, to plan your six must-do’s, or to give yourself grace, you strengthen your alignment. Because the most powerful leaders — and the most peaceful people — are the ones who know how to manage their own focus.As Lao Tzu reminds us, “Mastering others is strength. Mastering yourself is true power.” In this episode: [00:05:20] Suzie Price: "Getting out of a funk isn’t about waiting for motivation to strike. It’s about building small, intentional actions that create momentum." [00:17:43] Suzie Price: "The 1% Solution isn’t about big, overnight changes. It’s about dedicating 15 minutes a day to realign your focus and reduce stress over time." [00:29:10] Suzie Price: "Self-leadership is the key to everything. When we lead ourselves well, we’re better equipped to show up for others and create the life we truly desire." [00:33:33] Suzie Price: "Transformation happens in the small moments. It’s those consistent actions that, over time, create the biggest results in our lives." /episode/index/show/wakeupeagerworkforce/id/39124105

The FIT Formula: From Hiring Hopes to High-Performance Habits 11/03/2025

The FIT Formula: From Hiring Hopes to High-Performance Habits 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.” /episode/index/show/wakeupeagerworkforce/id/38753215

Mini Episode #11: Navigating International Organizational Culture and Leadership 10/13/2025

Mini Episode #11: Navigating International Organizational Culture and Leadership [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 /episode/index/show/wakeupeagerworkforce/id/38407230

Mini-Episode #9: How to Lead Every Team Member (No Matter Their Style or Motivation) 10/13/2025

Mini-Episode #9: How to Lead Every Team Member (No Matter Their Style or Motivation) [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/index/show/wakeupeagerworkforce/id/37354035

Mini Episode #10: Four Communication Skills that Make or Break All Leaders 10/13/2025

Mini Episode #10: Four Communication Skills that Make or Break All Leaders [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 /episode/index/show/wakeupeagerworkforce/id/37914920

Mini-Episode 8#: 19 Important Reasons Why Your Strengths Matter 10/13/2025

Mini-Episode 8#: 19 Important Reasons Why Your Strengths Matter [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 /episode/index/show/wakeupeagerworkforce/id/37104295

Mini-Episode 7#: Living a Life of Purpose Without Regret 10/13/2025

Mini-Episode 7#: Living a Life of Purpose Without Regret [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 suzie@pricelessprofessional.com 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/index/show/wakeupeagerworkforce/id/36941645

Mini-Episode #6: The 10 Most Common DISC Assessment Mistakes, Myths, and Solutions 10/13/2025

Mini-Episode #6: The 10 Most Common DISC Assessment Mistakes, Myths, and Solutions 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 /episode/index/show/wakeupeagerworkforce/id/36465430

Mini-Episode #5: Top Strategies to Turbocharge Your Employee Engagement 10/13/2025

Mini-Episode #5: Top Strategies to Turbocharge Your Employee Engagement [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 /episode/index/show/wakeupeagerworkforce/id/35987575

Mini-Episode #4 - Case Study on Unveiling Hidden Gaps in Hiring 10/13/2025

Mini-Episode #4 - Case Study on Unveiling Hidden Gaps in Hiring Episode Overview 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. Key Takeaways: 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. Transcript: [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 Suzie@Pricelessprofessional.com 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/index/show/wakeupeagerworkforce/id/35197285

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