The Wake Up Eager Podcast

The Wake Up Eager Podcast helps you create a high-commitment, low-drama, Wake Up Eager workforce — and a life you cannot wait to wake up to. Host Suzie Price shares practical conversations and insights on leadership, hiring, communication, assessments, relationships, personal growth, well-being, and creating more meaning in work and life.

When a Good Opportunity Isn’t the Right Opportunity 10/07/2026

When a Good Opportunity Isn’t the Right Opportunity Sometimes the hardest opportunities to turn down are the good ones; Suzie Price shares a four question Opportunity Filter to help you decide what truly deserves your time, energy, and attention right now. TOP 3 TAKEAWAYS 1. Being able to do something doesn’t mean it belongs in your life. Capacity and calling are not the same thing. An opportunity can be good, flattering, profitable, or interesting and still not fit what matters most to you right now. 2. Every yes has a trade-off. Instead of asking only, “Can I fit this in?” ask, “What gets less of me if I say yes?” Time, attention, energy, relationships, health, strategic work, or simply breathing room always pay part of the price. 3. The goal isn’t to say no more often. It’s to choose well. The Opportunity Filter can lead to yes, no, not now, yes-but-differently, or “let me take another look.” The goal is a conscious decision that fits the life you’re actually living now. KEY GUEST QUOTES “I can do this and I should do this are not the same thing.” “Capacity is not the same thing as calling.” “Being good at something doesn’t mean you should build your life around it.” “Energy is information.” “Your history is data.” “What gets less of me if I say yes?” “A good opportunity and the right opportunity are not always the same thing.” “What you don’t do determines what you can do.” — Tim Ferriss PRACTICAL APPLICATION Think of one real opportunity, request, project, role, commitment, or possibility in your life right now and ask: 1. ALIGNMENT: Does this fit what matters most to me right now? 2. ENERGY: What happens to my energy when I picture actually doing it? 3. TRADE-OFF: What gets less of me if I say yes? 4. SEASON: Does this fit the life I’m actually living now? Then ask one final question: What do I already know? Sometimes we keep collecting information because we don’t like the answer we already have. Other times—as Charles’s story demonstrates—we genuinely do need more information. ABOUT THE GUESTS Charles Schrauth - Charles shares a very different lesson. After disappointing experiences with programs serving adults with disabilities, his family initially said no to a new opportunity for their son—but trusted people encouraged them to look again. More information changed the decision, reminding us that discernment also requires flexibility. Patricia “Pat” Burnett - Pat shares what happened when she found herself in what seemed like the perfect job—work she enjoyed, strong compensation, respect, and learning opportunities—yet realized something else mattered more. Her experience illustrates the Alignment question beautifully: sometimes nothing is wrong with an opportunity; something else is simply more right. Tracy Winkler - Tracy shares how her love of learning can make a new course or program immediately appealing. Her insight—“history as data”—shows how looking honestly at our own patterns can help us distinguish the excitement of an opportunity from whether we will actually use it. /episode/index/show/wakeupeagerworkforce/id/43159073

When It’s Hell No, Don’t Go: Trusting Your Inner Guidance 09/22/2026

When It’s Hell No, Don’t Go: Trusting Your Inner Guidance How do you know when discomfort is the healthy stretch of growth—and when your own internal guidance is telling you that something simply isn't right for you? TOP 3 TAKEAWAYS 1. Pay attention to your first response—before your brain starts negotiating with it. Suzie's wedding story is an exaggerated but memorable example: she knew immediately that singing a solo made absolutely no sense for her, yet she talked herself into saying yes because she was flattered, wanted to please her friend, and overrode what she already knew. 2. You don't have to make something—or someone—wrong for it to be wrong for you. The business-association story makes this point beautifully. The person who invited Suzie was gracious, the people were nice, and the setting was lovely. She was still bored and drained. An opportunity can be perfectly good and still not belong in your life. 3. Learn the difference between the stretch of growth and the drain of misalignment. Not every uncomfortable feeling is a stop sign. Meaningful growth can feel scary and expansive at the same time. Misalignment tends to feel heavy—and often comes with the realization, “I already know this isn't right for me, but I'm talking myself into it.” KEY QUOTES / IDEAS “We don't have to make another person or an opportunity wrong to recognize it simply isn't right for us.” “I'm nervous because I'm stepping into a bigger version of myself” versus “I already know this isn't right for me, but I'm talking myself into it.” “The stretch of growth versus the heavy drain of misalignment.” “What was my initial response before my brain started manufacturing polite excuses?” “Ten seconds of silence could save months of unnecessary dread.” “When it's hell no, don't go.” PRACTICAL APPLICATION The next time you're considering an invitation, commitment, project, meeting, favor, or opportunity, give yourself 10 quiet seconds before answering. Then ask: 1. What was my initial response before my brain started manufacturing polite excuses? 2. Is this the stretch of growth—or the drain of misalignment? 3. Am I saying yes because this genuinely fits my goals, or because I want to please someone, avoid disappointing them, or prove that I'm nice? The goal isn't to avoid discomfort. It's to get better at distinguishing the discomfort that helps you grow from the discomfort that comes from overriding what you already know. Those three questions come directly from the closing section of the episode. ABOUT THIS MINI EPISODE Wake Up Eager Mini Episodes offer short, practical ideas for bringing more energy, awareness, and intention to work and life. This episode was created from Suzie Price's personal experiences and Wake Up Eager notes using an AI-hosted discussion format. /episode/index/show/wakeupeagerworkforce/id/42956678

Under the Hood: What Acumen Really Tells Us About How We Think, Decide & Lead 09/14/2026

Under the Hood: What Acumen Really Tells Us About How We Think, Decide & Lead Suzie Price takes listeners “under the hood” of TriMetrix to explore how Acumen reveals the clarity behind the way we understand people, handle reality, navigate systems, see ourselves, understand our roles and envision our future—and why that matters for better decisions, stronger leadership and meaningful development. TOP 3 TAKEAWAYS 1. Behavior is not capability. DISC helps us understand how someone naturally communicates and behaves, but it does not tell us everything they are capable of doing. A quiet, understated person may have tremendous clarity and judgment under the hood, while someone who appears confident and experienced may have areas that require more effort. Same driving style does not mean the same horsepower. 2. The Acumen graph gives us places to look—not conclusions to make. Acumen can show where someone has strong clarity, where there may be fuzziness and where they may be leaning toward or away from something. But the assessment does not tell us why. As Suzie says: “The graph doesn't tell me why. You do.” Used well, Acumen should make us more curious, not more certain. 3. Development starts with awareness—but it doesn't end there. Acumen is not a verdict. It is a snapshot, and many of the dimensions and personal skills it measures can develop. Meaningful change requires: Awareness + Willingness + Tools The real development happens when someone recognizes an old pattern in a real-life moment and makes a different choice—then practices that choice again and again. KEY QUOTES “Not all the answers. Better questions.” “Behavior is not capability.” “Caring about people is not always the same thing as clearly understanding people.” “The graph doesn't tell me why. You do.” “Same driving style, different fuel, different engine.” “Resume is not horsepower.” “Experience doesn't automatically create clarity, and clarity doesn't automatically create experience.” “Sometimes development is not about adding capability. Sometimes it's just about trusting and using the capability that is already there.” “Hiring: we assess, investigate, compare and manage risk. Coaching: we explore, understand, support and develop.” “The assessment itself isn't the development.” “Acumen should make us more curious, not more certain.” “Acumen is not a verdict. It's a snapshot.” “We need to be more curious than decisive. Not indecisive—curious.” PRACTICAL APPLICATION The next time you find yourself making a quick judgment about someone—They lack confidence. They aren't decisive. They're too focused on people. They don't have enough experience. They should know this by now.—pause. Ask: · What am I seeing on the outside? · What might be happening underneath it? · Am I confusing behavior with capability? · Am I confusing experience with horsepower? · Is this a skill or training issue rather than an Acumen issue? · Is the person in an environment that fits what motivates them? · What question could I ask before deciding what the problem is? If you're using an Acumen assessment in coaching, remember: The graph gives you a place to look. The person gives you the story. And if you're looking at your own results, consider three questions: What do I see clearly? Where might there be some fuzziness? What could I develop that would make life or work easier and more effective? ABOUT THE HOST Suzie Price is the founder of Priceless Professional Development and host of the Wake Up Eager Podcast. For more than 20 years, she has helped leaders and organizations use TriMetrix and other assessment tools throughout the employee lifecycle—from hiring and onboarding to coaching, development and leadership—so they can make better people decisions and build high-commitment, low-drama workplaces. /episode/index/show/wakeupeagerworkforce/id/42839450

Eric Church’s Six Strings of Life: Are the Things That Matter Most in Your Life in Tune? 09/01/2026

Eric Church’s Six Strings of Life: Are the Things That Matter Most in Your Life in Tune? Inspired by Eric Church’s powerful 2026 UNC commencement speech, Suzie Price connects his “six strings of life” to six dimensions of Axiology to explore how greater self-awareness can help us notice what has drifted out of tune—and intentionally make the adjustments that matter. TOP 3 TAKEAWAYS 1. Nothing has to be broken to need tuning. Every important part of life can drift—our direction, relationships, roles, work, community, and even our sense of who we are. The goal is not perfect balance; it is developing enough awareness to notice when something needs attention and being willing to adjust. 2. Self-awareness gives us more choice. Axiology and the Acumen portion of TriMetrix help reveal how clearly we see ourselves, other people, tasks, roles, and systems. When we recognize our patterns and biases, we gain the ability to respond intentionally rather than simply reacting from habit. 3. One strong string cannot carry the whole song. Ambition, achievement, resilience, or any other strength can become overused. A meaningful Wake Up Eager life requires paying attention to all the things that matter—not simply continuing to do more of what we are already good at. KEY 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 “An instrument doesn’t have to be broken to be out of tune, and neither do we.” — Carol Mettenbrink “Axiology helps us see our patterns—and once we see them, we have more choice about what we do next.” — Suzie Price “Being right about where the lights were wasn’t nearly as important as being connected to his wife.” — Jim Comenzo “One string can’t carry the whole song.” — Suzie Price “At some point, I believe we have to stop asking only, ‘What am I capable of doing?’ and begin asking, ‘What is truly worth doing with the life I have?’” — Carol Mettenbrink “Once you recognize it, you have a choice. You can react from your automatic pattern, or you can slow down enough to ask, ‘What does this situation and this person actually need from me right now?’” — Jim Comenzo “You don’t throw away the guitar because one string is off. You tune it.” — Suzie Price Think about your life right now and consider these six areas: Eric Church’s String Axiology Connection Tuning Question Faith Self-Direction - Am I clear about what I believe, what matters most, and where I am going? Family Role Awareness - Am I showing up in the roles that matter most to me the way I want to? Relationships & Partnership Understanding Others - Am I truly seeing the people I care about—or mostly reacting to their behavior? Ambition, Resilience & Vision Practical Thinking - What important result do I want, and what is the next useful action? Community Systems Judgment - What system am I part of, and am I seeing it clearly before I follow it or fight it? Individuality Sense of Self Am I living as myself—or spending energy trying to become who someone else expects me to be? These are not official one-to-one Hartman pairings; they are the connections Suzie heard while listening to Eric Church’s speech. Choose one string that needs a little attention. Then identify one action: a phone call, a conversation, a new system, a boundary, a decision, or simply some quiet time to get clearer. You do not have to retune your entire life today. Notice the string. Then begin tuning it. ABOUT THE CONTRIBUTORS Carol Mettenbrink Carol Mettenbrink is the founder of On the Brink Business Solutions, where she works with individuals and organizations in psychometric analytics, leadership and team development, talent optimization, coaching, and consulting. A longtime student and practitioner of Axiology and TriMetrix, Carol also serves on the Board of Directors of the Robert S. Hartman Institute. Connect with Hear Carol on Jim Comenzo Jim Comenzo is President of Creating Healthy Relationships, LLC and a licensed marriage and family therapist, organizational development consultant, and coach. He brings more than 30 years of experience applying Axiology and Family Systems theory with individuals, couples, families, leaders, and organizations. Connect with /episode/index/show/wakeupeagerworkforce/id/42570930

Make People Feel Something: Leadership with Kevin Paul Scott 08/18/2026

Make People Feel Something: Leadership with Kevin Paul Scott Kevin Paul Scott shares how authentic, intentional leaders make people feel seen and valued—and why balancing relationships, accountability, and results creates experiences people want to return to. TOP 3 TAKEAWAYS 1. Real connection happens where authenticity meets intentionality. Good intentions are not enough, and polished techniques can feel manipulative. Kevin describes authentic connection as the intersection of authenticity—your motives—and intentionality—the effort you put into connecting. That includes the small things: looking up from your phone, remembering someone’s name, asking one more curious question, responding thoughtfully, and taking even 30 seconds before a meeting to decide how you want to show up. 2. Putting people first does not mean avoiding accountability. One of Kevin’s biggest leadership lessons came from a 360 assessment. His lower performers felt deeply supported by him, but his highest performers were frustrated because he had been reluctant to hold others accountable. What Kevin thought was kindness toward one person was creating extra work and frustration for everyone else. Strong leadership holds results and relationships in tension. Sometimes the most caring thing a leader can do is address a problem directly while continuing to value the person. 3. The way you see people changes the way you treat them. Kevin tells the story of an Atlanta police officer who told him that he usually was not dealing with “rough people”—he was dealing with good people on their worst days. That perspective changes everything. Leaders can begin by seeing the person beyond the role, performance number, problem, or transaction. From there come practical behaviors: stop, look, listen, learn people's stories, celebrate more than metrics, and create systems that keep people from becoming invisible as an organization grows. KEY QUOTES “Real connection happens at the intersection of authenticity and intentionality.” — Kevin Paul Scott “Every number has a name, every name has a story, and every story matters.” — Kevin Paul Scott “What I thought was kindness toward those people was actually doing a disservice to other people on our team.” — Kevin Paul Scott “Cared-for people care for people.” — Kevin Paul Scott “Most of the time I deal with good people on their worst days.” — Kevin's police-officer friend “The way we see people is the way we treat them.” — principle Kevin references from Zig Ziglar “The real riches in life are relationships.” — Kevin Paul Scott PRACTICAL APPLICATION Stop. Look. Listen. Pause, look someone in the eye, put down the distraction, and actually listen. Ask one more question. Instead of responding to someone's story with your own story, try: “Tell me more about that.” Do a 30-second pre-meeting check. Ask yourself: What do I hope to accomplish? What do I want them to experience? How do I want to show up? Learn the person beyond the job. Ask about their previous experiences, what they loved, what frustrated them, what they hope for, and what matters outside work. Separate the person from the problem. Address task conflict directly without turning it into relational conflict. Celebrate what you want repeated. Recognize stories of values, service, care, and teamwork—not only financial and operational metrics. Understand how people are wired. Kevin's Talent Insights discussion shows how DISC behaviors and Motivators can help people understand their own strengths and appreciate why coworkers may approach the same work very differently. TTI describes Talent Insights as combining DISC behavior—the “how”—with motivators/Driving Forces—the “why.” ABOUT THE GUEST Kevin Paul Scott is an author, keynote speaker, entrepreneur, and co-founder of the leadership consultancy ADDO, Latin for “inspire.” His work has included developing leadership initiatives such as Chick-fil-A Leader Academy and Coca-Cola Leader Lab, and he has traveled to six continents and spoken to leaders from more than 100 countries. Kevin writes a weekly Tuesday insight on leadership, work, relationships, and creating meaningful experiences. He is also working on a new book exploring the intersection of authenticity and intentionality, which he shared during this interview is expected in 2027. The book timing comes from Kevin directly in the interview. /episode/index/show/wakeupeagerworkforce/id/42447885

2026 Tip # 5 Nicole Williams - Mini Episode 08/11/2026

Wired to Connect: How Strong Couples Stop Missing Each Other with Kathy Rushing 08/04/2026

Wired to Connect: How Strong Couples Stop Missing Each Other with Kathy Rushing Relationship coach Kathy Rushing shares practical ways ambitious couples can recognize unhealthy patterns, communicate through conflict, understand their different wiring, and remain connected when work and life become demanding. TOP 3 TAKEAWAYS 1. Stop looking for the person to blame and start recognizing the dance. Most couples develop a recurring pattern in which each person’s response triggers the other person’s next move. Kathy compares it to a dance: sometimes couples move together beautifully, and sometimes they repeatedly step on each other’s toes. The breakthrough comes when couples learn to say, “There’s that dance again,” instead of deciding that one person is the problem. Naming the pattern creates enough distance to interrupt it and choose a different response. 2. Listening requires more than remaining quiet. Kathy introduces the speaker-listener technique as a simple but powerful way to work through difficult conversations. The speaker uses “I” language: “I think…” “I feel…” “I observed…” “I need…” “I want…” The listener then has three responsibilities: Mirror: Repeat what you heard without adding your own interpretation. Identify the emotion: Name what the person may be feeling. Validate: Show why the response makes sense from that person’s perspective. Validation does not mean agreement. It means communicating, “I hear you, I see you, and I understand why this affected you.” 3. A strong relationship needs intentional maintenance. Love alone does not prevent couples from drifting. Work pressure, parenting, life transitions, stress, and different communication styles can slowly consume the time and energy a relationship needs. Kathy encourages couples to establish small rhythms of connection rather than waiting for a crisis. A weekly 20- to 30-minute conversation can help couples anticipate the week ahead, discuss personal and professional needs, express appreciation, and ask for support before resentment builds. KEY QUOTES “The quality of your relationships is your wealth.” “Validation is not the same as agreement.” “We’re not trying to find who is at fault. We’re trying to recognize the dance.” “We assume everybody sees the world the way we do.” “The things that initially draw us to another person are often the things that later become an irritation.” “Home is not work. I’m not in charge of all these people. These are people who want to be known and seen.” “I just want to be more present with the people I love.” “What is it like to be married to me right now?” “I can’t fix the stress in your life, but I am here for you.” “You don’t have to sacrifice your marriage, your family, or your own life for the sake of a business.” “It doesn’t just work out. It works because we practice intentionality.” “Don’t assume your marriage is in a good place. Take time to look under the hood.” PRACTICAL APPLICATION Try a 20-Minute Relationship Check-In Set aside 20 minutes this week when neither person is distracted, rushed, or already upset. Ask each other: 1. What is on your plate this week that I need to know about? 2. What are you feeling excited, concerned, or overwhelmed about? 3. What do you need from me this week? 4. Is there something I have done recently that made you feel supported? 5. Is there one thing we could do differently to feel more connected? 6. What is one thing you appreciate about me right now? Do not use the conversation to solve every problem. Listen, mirror what you heard, name the feeling, and validate your partner’s experience before offering ideas. Use the Speaker-Listener Technique When discussing a difficult subject: The speaker: · Uses “I” language. · Stays with one topic. · Explains their experience rather than assigning motives. · Speaks for no more than five to ten minutes. The listener: · Mirrors what they heard. · Identifies the emotion. · Validates the other person’s perspective. · Asks whether they understood correctly. Once the speaker feels heard, switch roles. Create a Transition from Work to Home Before walking through the door, pause and remind yourself: “I’m home now. Home is not work. I do not need to direct, correct, or solve everything. I want to be present with the people I love.” The transition might include three quiet minutes in the car, a short walk, several deep breaths, or putting the phone away before entering the house. Ask the Courageous Question Ask your spouse or partner: “What is it like to be in a relationship with me right now?” Listen without defending yourself. The goal is not to agree with every detail. The goal is to understand the other person’s current experience. ABOUT THE GUEST Kathy Rushing is a relationship coach, former licensed marriage and family therapist, and the founder of Lodestar Relationship Coaching. Drawing on more than 30 years of professional experience and more than four decades of marriage to a serial entrepreneur, Kathy helps couples—particularly entrepreneurial and high-achieving couples—strengthen communication, navigate demanding seasons, and build lasting connection. Kathy combines relationship expertise with practical tools, including DISC and relationship assessments, to help couples better understand themselves and each other. Her work focuses on helping people align life, love, and work without losing themselves—or each other—along the way. /episode/index/show/wakeupeagerworkforce/id/42287015

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

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