The Wake Up Eager Workforce Podcast

Suzie Price The Wake Up Eager Workforce Podcast
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The Wake Up Eager Workforce Podcast

Helping leaders, trainers and consultants, who are focused on employee selection and professional development build a Wake Up Eager Workforce. Best practices, resources, guidance, encouragement, motivation and inspiration for building energy, commitment and communication in organizations.

  1. 1 DAY AGO

    Mini-Episode #3 - Case Study: Using Assessment to Navigate Employee Challenges

    Episode Overview: In this  AI mini-episode, we explore a powerful case study showcasing how assessments like TriMetrix can transform workplace challenges into opportunities for growth. Our AI Hosts share the story of a high-potential employee struggling with stress and performance issues. Through deep insights from the TriMetrix assessment, her hidden challenges were uncovered, leading to a tailored development plan. This personalized approach not only improved her performance and morale but also enhanced team dynamics and prevented burnout. Learn how tools like TriMetrix can help organizations uncover root causes, align employee strengths, and foster long-term professional success. Key Takeaways: Holistic Insights with TriMetrix: Assessments uncover stress-impacted behaviors, motivators, and emotional challenges that may not be visible on the surface. Tailored Development Plans: Solutions like stress management, confidence-building, and improved communication foster sustainable professional growth. The Role of Historical Data: Comparing past and current assessments provides valuable context for understanding evolving stressors and patterns. Organizational Impact: Addressing individual challenges through assessments benefits the entire team and helps prevent turnover and burnout. Episode Transcript: speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! I’m Emma Grace, and today we’re diving into a fascinating case study about using assessments to navigate employee challenges. This story highlights how targeted insights and personalized strategies can transform workplace stress into professional growth. Let’s get started.] speaker-2: [This case is such a great example of how assessments can go beyond surface-level observations to uncover the root causes of performance challenges. In this instance, a company approached us about a high-potential team member who was struggling with significant stress and performance issues. On paper, she had all the potential to excel, but something wasn’t clicking.] speaker-1: [Exactly. Our goal was to figure out what was holding her back and how we could help her thrive in her role. The key to unlocking the answers? The TriMetrix assessment, one of the most powerful tools for coaching and development across the employee lifecycle. It provides a holistic view of an individual, going deeper than what’s visible in day-to-day interactions.] speaker-2: [Let’s talk about the insights that TriMetrix revealed. The first piece was about stress-impacted behavioral patterns. The DISC component showed a high compliance factor, which means she had a strong need for accuracy and structure. Under normal circumstances, this could be an asset, but under stress, it became a challenge. Her heightened need for precision clashed with the flexibility her role required, leading to friction and inefficiency.] speaker-1: [That was such a critical finding. Then there were her motivators—the drivers behind her strengths and weaknesses. The assessment pinpointed where she excelled but also uncovered areas where she felt undervalued and disconnected from her work. That disconnect was a key factor in her performance issues.] speaker-2: [It gets even deeper. The acumen component of the assessment revealed hidden emotional and motivational concerns. While she appeared composed outwardly, the results showed significant frustration and self-doubt beneath the surface. This emotional struggle was affecting her decision-making and overall job satisfaction. She also had a negative bias about her future, feeling blocked and unclear about her career path. That emotional weight was a big part of what was holding her back.] speaker-1: [What’s interesting is how we used historical data. By comparing her current and past assessments, we could see how her behavioral and emotional patterns had evolved over time. This historical context shed light on how organizational changes had impacted her stress levels and performance.] speaker-2: [Once we had these insights, the next step was creating a tailored development plan. This part is so important—it’s not just about identifying problems; it’s about taking action. We recommended starting with empathy and co-creating a plan with her input to ensure strong buy-in. Here’s what we focused on.] speaker-1: [First, stress management. Her role was adjusted to include clearer guidelines and consistent procedures, which helped her feel more in control. Second, self-esteem building. This involved regular feedback sessions and recognition of her achievements to rebuild her confidence and sense of value.] speaker-2: [And the third focus was on clear communication. By aligning team goals and expectations, she began to feel heard and understood. This improved not only her morale but also her ability to collaborate effectively with her team.] speaker-1: [We also introduced a feedback mechanism to ensure ongoing support. This iterative process allowed for adjustments based on her progress, creating a sustainable path for her professional growth.] speaker-2: [The results speak for themselves. This case shows how assessments like TriMetrix can uncover hidden challenges and provide actionable insights for development. The tailored plan didn’t just help the employee; it benefited her team and the larger organization by preventing burnout or turnover.] speaker-1: [If you’re listening and wondering how you can apply this in your own organization, consider this: Assessments like TriMetrix can be a game-changer. They provide clarity and direction that might otherwise take months—or even years—to uncover.] speaker-2: [And if you want to become an expert in interpreting these assessments, we offer a comprehensive certification program to get you up to speed. It’s a fantastic way to bring this level of insight to your organization.] speaker-1: [You can learn more and get certified at www.pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development Mini-Episodes! Remember, with the right tools and strategies, you can turn challenges into opportunities for growth. Until next time!]

    6 min
  2. Revolutionizing Emotional Well-Being to Power Performance

    JAN 6

    Revolutionizing Emotional Well-Being to Power Performance

    Episode Preview In this episode of the Wake Up Eager Workforce podcast, host Suzie Price is joined by Douglas White, former MLB pitching coach and founder of Soul Integrated Athletics, to explore the powerful connection between emotional well-being and performance. Douglas shares how understanding and improving our emotional relationships with ourselves and our work can be a game-changer in achieving success. Drawing on his experiences in high-pressure professional sports and his coaching career, Douglas offers practical tools and inspiring insights into self-awareness, emotional maturity, and personal growth. He emphasizes that our emotions are feedback mechanisms, guiding us to adjust our mindset and actions for better outcomes. With compelling stories of athletes and professionals who transformed their lives through emotional shifts, this episode provides listeners with actionable steps to build resilience, enhance self-compassion, and unlock their full potential. A must-listen for anyone aiming to thrive in work and life. Episode Overview 00:00 - Introduction to Emotional Well-Being Suzie introduces Douglas White, a former MLB pitching coach and emotional awareness consultant, and outlines the focus of the episode: understanding how emotions drive performance and personal growth. 05:01 - Self-Compassion and Personal Growth Suzie and Douglas discusses the link between self-compassion and personal growth, emphasizing that "you can't give others what you don’t already have." He highlights the importance of self-awareness in fostering resilience and success. 10:08 - Shifting Perspectives on Challenges Douglas explains how success often hinges on changing the way we perceive challenges. "If you're not seeing it the way you want to, you won’t get the results you desire." 21:44 - Building Better Relationships with Tasks Douglas introduces the concept of "relationships with tasks," highlighting how our feelings about specific actions influence outcomes. Suzie elaborates on how emotional awareness can transform professional and personal performance. 28:27 - Staying Curious Through Discovery Mode Douglas encourages listeners to remain in a constant state of curiosity and self-discovery. "Staying curious keeps your evolution going and life exciting." 36:57 - Ownership and Emotional Awareness Douglas emphasizes the importance of taking ownership of your emotional state. "You must know where you are to grow into where you want to be." 44:24 - Seven Days of Observation Practice Douglas shares a practical tool for self-awareness: spend seven days observing your emotions and reactions in various situations, noting patterns without judgment. 57:34 - Advice to His Younger Self Douglas reflects on what he would tell his 25-year-old self: "You're not doing anything wrong. Be kind to yourself and trust the process."

    1h 14m

  3. 12/19/2024

    Mini-Episode 2 - How I Turned My Cranky Christmas Mood Around for More Peace, Love & Happiness

    Overview In this  AI mini-episode, we explore Suzie Price’s transformative holiday story from 2005. Overwhelmed by burnout and a relentless need to please others, Suzie’s “cranky Christmas” became a turning point. After weeks of overcommitting to obligations driven by guilt and a desire to meet others’ expectations, she realized she had neglected her own needs. This led to the creation of her Y.E.S. framework: a three-step approach to staying grounded in peace, love, and happiness. By saying YES to her feelings, empowering herself to prioritize her needs, and embracing self-care, Suzie has since enjoyed stress-free and joyful holidays. This episode serves as a powerful reminder to set boundaries and align your choices with your values to create a holiday season—and life—that brings true fulfillment. Key Takeaways from Mini-Episode #2 ---  Acknowledge Your Feelings: Recognize and embrace how you feel as a starting point for positive change.  Empower Yourself to Say No: Take control of your time by prioritizing what aligns with your values and brings you joy.  Practice Self-Care: Treat self-care as an act of love that allows you to bring your best self to others.  Create Your Ideal Season: There’s no “perfect” holiday; focus on what matters to you for a fulfilling experience. Transcript speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! Today, we’re exploring a story that’s all too relatable around the holidays—feeling burned out and overwhelmed despite all the festive cheer. It’s a lesson in finding peace, love, and happiness even during the busiest season, and it comes from our own Suzie Price, who shared her personal holiday meltdown back in 2005. Let’s dive in.] speaker-2: [This story is such a great reminder of how easily we can lose ourselves in the chaos of the season. Suzie’s Christmas in 2005 started on a rough note—slamming her finger in a car door while battling freezing, 20-below wind chill. She arrived at her sister-in-law’s house feeling cranky and bruised, both inside and out.] speaker-1: [It didn’t help that the rest of the day spiraled downhill. Suzie admitted she drank too much wine, ate too much food, and couldn’t shake her bad mood. By the end of the day, she felt completely depleted, physically and emotionally. She was far from the peace, love, and happiness she had jokingly toasted when she arrived.] speaker-2: [The real turning point came later, after the holidays were over. Suzie found herself reflecting on what had led to her “cranky Christmas,” and she realized that her burnout wasn’t a fluke. It was the result of weeks of overcommitting to things she felt obligated to do—things she justified with the thought, “They need me.”] speaker-1: [Exactly. Suzie made a list of all the things she’d said “yes” to leading up to Christmas: a mid-December training in cold Pittsburgh, a stressful last-minute work project, a guilt-driven trip to see her parents, a dinner party with retired family friends, and three separate Christmas parties—all because she felt others were depending on her.] speaker-2: [And that’s the crux of the problem. In trying to meet everyone else’s needs, Suzie completely neglected her own. By saying “yes” to everything, she burned herself out and became emotionally unavailable to those she cared about most.] speaker-1: [This reflection was a game-changer for Suzie. She realized she needed to approach the holidays—and life—with a different mindset. That’s when she created her Y.E.S. framework, a three-step approach to staying grounded in peace, love, and happiness. Let’s break it down.] speaker-2: [Sure! The first step, ‘Y,’ stands for saying YES to your feelings. Suzie learned the importance of acknowledging how she felt instead of ignoring it. She realized that unacknowledged feelings often lead to burnout, frustration, and, in her case, overindulgence during the holidays.] speaker-1: [Her mantra for this step is so simple yet profound: “I am where I am, and where I am is good. Knowing where I am helps me get to where I want to go.” It’s about being honest with yourself and using that honesty as a starting point for change.] speaker-2: [The next step, ‘E,’ is about empowering yourself to be deliberate about what you say yes to. Suzie recognized that she couldn’t control other people’s expectations, but she could control her own choices. By prioritizing what brings her peace, love, and happiness, she could make better decisions about how to spend her time.] speaker-1: [Her mantra here is another great reminder: “I am responsible for how my life feels, so I will make more deliberate decisions about how I use my time.” It’s about taking ownership of your happiness and setting boundaries that align with your values.] speaker-2: [The final step, ‘S,’ encourages you to be selfish enough to tune into what you need. Suzie realized that self-care isn’t selfish—it’s an act of love. When she prioritized her own needs, she was able to show up as her best self for others.] speaker-1: [And her mantra for this step is perfect: “The best gift I can give others is my peace, love, and happiness. I can’t give it if I don’t have it.” It’s a reminder that we can only truly support others when we’re taking care of ourselves.] speaker-2: [Since adopting her Y.E.S. framework, Suzie hasn’t had another cranky Christmas. She now feels more in control, more present, and more joyful during the holidays—and throughout the year. Her story is such a powerful example of how small mindset shifts can have a big impact.] speaker-1: [It really is. The key takeaway here is that there’s no such thing as a “perfect” holiday season—there’s only the one you create, based on your values and priorities. By saying yes to yourself and setting boundaries, you can find peace, love, and happiness, no matter how busy life gets.] speaker-2: [Thank you for sharing Suzie’s story and the Y.E.S. framework. It’s such a valuable tool, especially during this time of year. For our listeners, we hope this inspires you to take a step back, set boundaries, and focus on what truly matters.] speaker-1: [Thanks for tuning into this episode of Priceless Professional Development Mini-Episodes. Remember, your peace, love, and happiness are priceless, and prioritizing them is the best gift you can give yourself—and others. Happy holidays, and we’ll see you next time!]

    6 min

  4. 12/17/2024

    Mini-Episode 1 - Cracking the Hiring Code: My Unforgettable Lesson

    In this first AI mini-episode, we shared a compelling story about the challenges of hiring the right person for a key role. The tale of replacing Dr. Pleasant, a beloved and compassionate doctor, highlights the pitfalls of prioritizing technical qualifications over cultural fit. By rushing the process and ignoring red flags, the team ended up with a hire who clashed with the organization’s values, impacting morale and productivity. Tune in to learn how thoughtful hiring practices can help you avoid similar mistakes and ensure long-term team harmony and success. Overview of Mini-Episode #1  Cultural Fit Matters: Hiring decisions should prioritize alignment with organizational values and culture, not just technical qualifications. Beware of Red Flags: Ignoring early warning signs during the hiring process can lead to long-term challenges for team morale and productivity. Thorough Vetting is Crucial: Rushing to fill a position can result in a mismatch; taking time to assess candidates holistically pays off. Learn from Mistakes: Reflecting on hiring missteps can lead to improved strategies and better outcomes in future decisions. Episode Transcript speaker-1: [Welcome to the Priceless Professional Development mini-episodes, the podcast where we explore real-world stories to uncover valuable insights for leaders at all levels. I’m your host, Emma Grace, and today, we’re diving into an article that left a lasting impression on me. It’s called "Cracking the Hiring Code: My Unforgettable Lesson," and it’s all about the challenges of hiring the right person for a pivotal role.] speaker-2: [And I’m Charlie. This article is a must-read for any leader or hiring manager. It tackles a crucial yet often overlooked point: the distinction between hiring just anyone and hiring the right person. I love how it redefines the classic idea that "people are your most important asset," stating instead that "the right people are your most important asset." That subtle shift in thinking frames the entire story.] speaker-1: [It really does. The story takes us back two decades, to when the author was promoted to their first significant management position. One of their main responsibilities was overseeing a wellness facility staffed by two nurses and a part-time doctor named Dr. Pleasant. And let me tell you, Dr. Pleasant wasn’t just a doctor; he was an institution.] speaker-2: [Exactly. He wasn’t just good at his job—he was deeply woven into the fabric of the company’s culture. The team adored him, and he embodied everything the organization valued: warmth, compassion, and genuine care. So, when Dr. Pleasant decided to retire, it wasn’t just about filling a vacancy; it was about finding someone who could carry on his legacy. Talk about pressure!] speaker-1: [No kidding. And the author really felt that pressure. The constant questions from colleagues—“Have you found someone yet?”—only added to the urgency. So, they did what any manager would do: they followed the standard hiring playbook. They updated the job description, posted ads, and started interviewing candidates.] speaker-2: [That’s where Dr. Hurt comes into the picture. On paper and in person, he seemed like a home run. He was engaging, asked insightful questions during the interview, and even came with glowing references. It seemed like the perfect fit, and the author felt confident enough to extend him an offer.] speaker-1: [But as we know, appearances can be deceiving. It didn’t take long for cracks to appear. One of the first warning signs was him asking how frequently the annual wellness exams occured. It felt a little off, but nothing too alarming—at least at first.] speaker-2: [Right, but then things escalated. The turning point was when Dr. Hurt got into a heated argument with a Vice President, and it was loud enough that the team overheard. That was the moment when the author realized they had made a mistake.] speaker-1: [And it’s such a stark contrast between Dr. Pleasant and Dr. Hurt. The team had been hoping for another Dr. Pleasant—someone who could step seamlessly into the role, bringing the same level of empathy and connection. Instead, they got someone more clinical, more rigid. Think Mother Teresa versus Judge Judy.] speaker-2: [That’s such a good analogy. And it really underscores the article’s main point: technical skills and positive references are important, but they’re not the whole picture. Cultural fit, personality, and alignment with the organization’s values are just as critical—if not more so.] speaker-1: [Exactly. The author even admits they were so eager to fill the position that they ignored some red flags. It’s a valuable reminder that as leaders, we need to slow down and trust our instincts. Sometimes, that gut feeling that something isn’t quite right is worth paying attention to.] speaker-2: [And let’s not forget the ripple effects of a bad hire. It’s not just about the individual—it’s about the impact on the team. In this case, morale took a hit because the new hire didn’t mesh well with the group dynamic. That’s a tough situation to recover from.] speaker-1: [Absolutely. It’s a classic example of the old adage: “Hire slow, fire fast.” Take the time to find the right person, even if it means the position stays open a little longer. The short-term inconvenience is worth it for the long-term health of the organization.] speaker-2: [And another takeaway I loved from the article is the emphasis on learning from mistakes. The author didn’t shy away from admitting they made an error. Instead, they used it as a learning experience to refine their hiring approach for the future.] speaker-1: [That’s such a critical mindset for leaders. We’re all going to make mistakes—it’s inevitable. But it’s how we respond to those mistakes that defines us. In this case, the author’s willingness to reflect and grow turned a challenging situation into a valuable leadership lesson.] speaker-2: [So, what’s the big takeaway here for our listeners? For me, it’s that hiring isn’t just about filling a role—it’s about protecting and enhancing your organization’s culture. Every new hire is an opportunity to either strengthen or weaken that culture, so the stakes are incredibly high.] speaker-1: [I couldn’t agree more. And I’d add that it’s okay to be picky. Finding the right person takes time, but when you do, the payoff is worth it—for the team, for the organization, and for the leader making the hire.] speaker-2: [Well said. Thanks for joining us on this episode of Priceless Professional Development mini-episodes. We hope this discussion has given you some valuable insights to apply in your own leadership journey.] speaker-1: [And remember, it’s not just about finding someone to fill a role—it’s about finding the right person for your team. Until next time, take care and lead with intention!]

    6 min
  5. Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping

    11/11/2024

    Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping

    Episode 122 of Wake Up Eager Workforce, "Mental Health Mastery for Wake Up Eager Leaders," features a powerful conversation with Dr. Nicholas Samstag on building psychological fluency to improve workplace dynamics. Suzie Price and Dr. Samstag discuss how leaders can develop emotional awareness and use it to handle workplace challenges effectively. They explore how our responses to colleagues often replicate early family dynamics, leading to "proxy conversations" that can obscure underlying issues. Dr. Samstag emphasizes the importance of recognizing these patterns and understanding that emotions, even anger, are valid and informative. The discussion also delves into handling narcissistic behavior in professional settings, describing how a distorted self-relationship can complicate interactions. Lastly, they cover the impact of trauma, encouraging leaders to support emotional well-being in their teams. With insights on how feelings shape our interactions, this episode is packed with practical advice for leaders and anyone interested in fostering a psychologically healthy workplace. Tune in to learn how mastering these concepts can lead to more authentic connections and a stronger, more resilient work environment. In this episode: 04:22 - Integrating Mental Health Support in Organizations Suzie Price and Nicholas Samstag delve into the topic of integrating mental health support in organizations, exploring Nicholas's diverse background and expertise in the field. They emphasize the significance of virtual work and practical therapy application in high-stress environments, highlighting the relevance of Nicholas's approach for corporations seeking a practical approach to therapy. 10:24 - Understanding Mental Health in the Workplace Samstag highlights the need to differentiate between severe mental illness and the broader spectrum of mental health experiences in the workplace. He emphasizes the impact of early family dynamics on behavior within institutional settings and suggests that institutions replicate family dynamics. Samstag also proposes creating a psychologically informed environment in the workplace and advocates for leaders to have psychological fluency. 20:48 - Understanding Proxy Conversations Samstag introduces the concept of proxy arguments and conversations, highlighting their prevalence in various relationships. He emphasizes the importance of understanding that these conversations are often triggered by deeper emotional issues and suggests that recognizing and engaging with them can lead to mutual benefit. Suzie also shares her perspective on the concept, expressing agreement with the idea of proxy statements and the detour method for addressing overreactions. 25:49 - Importance of Psychotherapy Samstag and Price share personal experiences and insights on the significance of psychotherapy, emphasizing its role in self-discovery and personal growth. They stress the importance of finding a trustworthy therapist and being open to discussing uncomfortable topics for deeper work. 32:15 - Discussion on Narcissism Price and  Samstag engage in a detailed conversation about narcissism, delving into its historical roots and its manifestation in modern society. They highlight the importance of self-reflection and the impact of narcissism on relationships, business, and health, emphasizing the complexities of the diagnostic label and its implications. 38:16 - Dealing with Narcissism in the Workplace and Family Price and Samstag delve into the complexities of handling narcissistic individuals in professional and personal settings. They explore the challenges of questioning narcissists, the limited effectiveness of psychotherapy, and the potential scenarios in families where narcissistic individuals either dominate or face consequences for their behavior. 46:36 - Discussion on Trauma and Psychological Fluency Price and Samstag on the topic of trauma and its subjective nature, highlighting the significance of recognizing and addressing trauma in the workplace. They also discuss psychological fluency and the role of attributing feelings in making meaning, emphasizing the need for understanding individual experiences and emotions. 55:57 - Workplace Well-being and Leadership Price and Samstag delve into the significance of psychological well-being in the workplace, highlighting the role of leaders in fostering a supportive environment. They discuss the impact of leadership on employees' psychological awareness and the need for leaders to prioritize the holistic care of their teams.

    1h 3m
  6. Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development

    10/08/2024

    Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development

    Episode Description: In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Neil Smith, former general manager of the New York Rangers, and Allan Hamernick, founder of CoreFive Analytics, to discuss how TriMetrix and Axiology assessments are being used in NHL scouting and player development. Whether you're in sports or business, this episode offers fascinating insights into selecting top talent and reducing risk in decision-making. Overview of Episode #121 ---  Embracing New Approaches in Talent Scouting: The Application of Assessments in NHL Player Selection Analyzing Risk Attributes and Decision Making with the Axiology and Acumen Assessment to Make Better Decisions Reviewing Real-Life Case Studies and the Impact on the Sport, the Team, and Each Individual In this episode: [00:04:51 Suzie Price]: "Al uses this inventory of tools to help leaders understand who they’re hiring, who they’re scouting, and which draft picks to make by analyzing information you can’t get just by watching them play." [00:06:17 Allan Hamernick]: "The core five tools we use are DISC, Motivators, Competencies, Axiology, and EQ. They give us a comprehensive picture of a person, from how they communicate to how they manage themselves emotionally." [00:18:40 Neil Smith]: "It’s an unbelievably valuable tool for scouting in athletics. It adds a layer of insight that you just can’t get from watching players or hearing their stories." [00:21:51 Neil Smith]: "In the 1989 draft, we took five players, two of whom became Hockey Hall of Famers, and it set Detroit up for ten to twelve years as a team." [00:25:29 Neil Smith]: "The more information I can get about a person, the better chance I have of making the right decision. That goes for employment in business as well as athletics." [00:29:45 Allan Hamernick]: "One team asked us, can you tell us what this player will be like if we give him $3 million two years from now? What’s he going to be like? And we were able to build an index for that." [00:32:03 Allan Hamernick]: "We approach draft selection as risk management. You can't eliminate risk, but we help teams know what a player will need to work on and where they could potentially struggle." [00:54:33 Suzie Price]: "We use these tools to reduce the risk in hiring and team decisions, but there’s always a risk because humans are complex beings." [01:02:35 Neil Smith]: "Leadership on a team, in a company, or anywhere is critical. If you have an idiot for a leader, your company is going to fail." [01:03:31 Suzie Price]: "The fish rots from the head down. That’s why the work you guys are doing is so important. It gives you such a competitive advantage."

    1h 44m
  7. Is the PMP for Me? Why Getting Your Certification is the Best Shortcut to Advancing in Your Career

    09/20/2024

    Is the PMP for Me? Why Getting Your Certification is the Best Shortcut to Advancing in Your Career

    Episode Description: In Episode 120 of the Wake Up Eager Workforce podcast, Suzie Price interviews Tamara McLemore, a seasoned PMP instructor and executive consultant. Tamara shares how the PMP certification can empower professionals across industries, offering practical tools for project management and career advancement. She highlights the versatility of project management skills, emphasizing that everyone—from corporate professionals to homemakers—can benefit from them. Tamara’s signature two-week PMP boot camp accelerates the learning process, helping participants pass the exam in 30 to 60 days. The episode also covers essential strategies for retaining information under pressure, such as creating a study schedule, embracing failure as part of learning, and leveraging community support. Tamara stresses the importance of balance and self-care, as well as finding the right community to support personal and professional growth. This conversation will inspire anyone looking to elevate their project management skills and career trajectory. Overview of Episode #120 ---  How Project Management skills will enhance every area of your life.  Learning strategies for individual and organizational success.  Two actions and one focus area that can lead to Wake Up Eager work and a Wake Up Eager Life. In this episode: [00:06:16] Tamara McLemore: So the PMP is the project management professional certification and it is historically a certification for IT, government, military. HOWEVER, I have to say that with all caps, however, project management is for everybody. I mean healthcare, executive admins, education, you name it. Every industry is requiring project managers. Now you don't have to all get the certification if you don't want to. But my belief is that everybody is a project manager. The end. Period. [00:07:52] Suzie Price: If you can't organize your day and your time, you're not waking up eager, which is my whole driver in life is to, you know, enjoy every day. And if everything is pure chaos, you're not going to enjoy every day and anything. [00:09:25] Tamara McLemore: But what we found is project managers suck at managing people. [00:18:32] Tamara McLemore: It is not about passing an exam. Yes, you're going to pass exam, but it is about showing up different. It is about utilizing your time. It is about working in your strengths. I'm a huge component of strength finders. [00:21:25] Tamara McLemore: The first one is create a study schedule. Like we're scheduling everything. We're scheduling our vacations. We schedule what we're going to do on the weekends our kids, our nieces and nephews, our fur babies. We're scheduling everything. But for professional development, you're just going to wing it? [00:22:05] Tamara McLemore: The second thing is, which is a project management methodology that I didn't realize I was doing until recently, is fail fast. [00:30:16] Suzie Price: It becomes a part of the culture. And for executives and HR leaders thinking about this, make project management a part of the skill set for everybody. [00:31:31] Tamara McLemore: So just doing things different, it's not a switch. You know how you flip a switch to turn a light off and on? It's a knob that we have to turn, and gradually, gradually, you know, change the way we're doing business. [00:41:08] Tamara McLemore: I did know it. I just didn't know how to apply it. So I knew I could verbalize it, but the application, there was a disconnect and answering the questions. [00:42:24] Tamara McLemore: I haven't had the Sunday night scaries in years and my people don't. Because with the PMP certification, the number one thing they have is options. [00:51:51] Suzie Price: And your whole approach to PMP is outside the box. You know, that's a forward-looking approach that's working.

    1h 13m
  8. Wise Advice from HUB International Employee Success Manager Rene Critelli

    08/29/2024

    Wise Advice from HUB International Employee Success Manager Rene Critelli

    Episode Description In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Rene Critelli, Employee Success Manager at HUB International, to explore the leadership strategies that drive employee engagement and retention. Rene shares her journey, leadership tips, and how HUB International fosters a thriving, entrepreneurial culture even as it grows into a global powerhouse. Overview of Episode #119 ---  The Journey to Becoming an Employee Success Manager at HUB International     Five Leadership Actions that Lead to Employee Success     How and Why They Use TriMetrix in Hiring, Coaching and Team Building     The One Thing Leaders Can Do That Makes the Biggest Difference in Employee Success Episode 119 of the Wake Up Eager Workforce podcast, Suzie Price interviews Rene Critelli, an Employee Success Manager at HUB International, who offers insightful advice on leadership and employee engagement. Rene discusses her unique role, emphasizing the importance of leadership development and how HUB International uses tools like Trimetrix to enhance hiring, coaching, and team building.  She highlights key leadership actions that contribute to employee success, including the significance of personalized communication, creating a feedback-rich environment, and maintaining an entrepreneurial spirit within a large organization. Rene also shares how HUB's decentralized approach and commitment to integrity and growth have fostered a culture that supports continuous learning and community involvement. The episode provides practical takeaways for leaders looking to improve employee retention and engagement. In this episode: [00:04:52] Suzie on the job title of Employee Success Manager [00:05:32] Rene shares what led her to this role and more on her career journey to HUB International. [00:08:25] Rene on her top focus of leadership development, because that's really where she feels that most of that employee experience and retention trickles down from. [00:12:31] Suzie shares outsiders perspective on HUB International's entrepreneurial, high energy workplace. [00:16:42] Rene on appreciating HUB's decentralized approach, where each region can operate autonomously. [00:20:43] Rene on importance of talking to your employees and really getting to know them on a personal level. [00:24:59] Suzie and Rene discuss the ideal meeting cadence and how this differs among employees. [00:26:26] Rene speaks on HUB International's employee recognition program. [00:35:40] Rene on using the side-by-side reporting during onboarding, particularly with the producer and account manager relationship, [00:45:14] Rene chats about her non-profit and volunteer passions. [00:52:11] Susie asks Rene who has been the most influential individuals in her career progression.

    1h 10m
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5
out of 5
12 Ratings

About

Helping leaders, trainers and consultants, who are focused on employee selection and professional development build a Wake Up Eager Workforce. Best practices, resources, guidance, encouragement, motivation and inspiration for building energy, commitment and communication in organizations.

Information

  • Creator
    Suzie Price The Wake Up Eager Workforce Podcast
  • Years Active
    2015 - 2025
  • Episodes
    126
  • Rating
    Clean
  • Copyright
    © Priceless Professional 2023
  • Show Website
    The Wake Up Eager Workforce Podcast

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