The Wake Up Eager Workforce Podcast

Suzie Price The Wake Up Eager Workforce Podcast
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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. Wake Up Eager Life: Own It! Fueling Accountability with What Drives You

    DEC 10

    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."

    42 min
  2. Mini-Episode 12#: Use DISC to Fix Holiday Stress

    DEC 8

    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

    17 min
  3. Stop Hiding Under the Covers: Practical and Quick Tools to Get Out of a Funk and Wake Up Eager

    NOV 21

    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."

    57 min

  4. NOV 3

    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."

    23 min
  5. Mini Episode #11: Navigating International Organizational Culture and Leadership

    OCT 13

    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 hi

    13 min

  6. OCT 13

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

    [00:00:00] Suzie Price : welcome to this wake up eager workforce podcast mini episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake Up Eager workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:24] AI 1 : has you ever been in that spot where you just you feel like you could be a better leader or maybe more influential even just day to day maybe prepping for something big or just wondering what that uh secret sauce really is [00:01:36] AI 2 : absolutely it's a common feeling [00:01:38] AI 1 : well if that sounds familiar you're definitely in the right place because today we're doing a deep dive into something absolutely fundamental for leadership communication [00:01:47] AI 2 : the bedrock really exactly [00:01:49] AI 1 : and our mission here is well it's pretty straightforward we want to cut through all the noise and get straight to the most impactful stuff for you mm hmm we've focused on this really insightful analysis it's called 4 Communication skills that make or break all leaders [00:02:05] AI 2 : yeah it's a good one [00:02:07] AI 1 : and we're going to break it down distill it to you know the core ideas think of it like your fast track to understanding what really makes great leaders tick [00:02:15] AI 2 : and what's great about this source is how it really nails what inspires people what actually motivates them to act positively it's definitely not about that old command and control style it's more about building an environment where people feel genuinely empowered [00:02:30] AI 1 : that makes me think of a quote the analysis brings up from Ralph Waldo Emerson it's our chief want is someone who will inspire us to be what we know we could be powerful isn't it [00:02:40] AI 2 : it really is and if you think about it communication is basically the pipeline for that inspiration the pipeline I like that yeah it's how leaders connect potential with reality they paint that picture that vision and crucially make others feel like yes they can achieve it [00:02:55] AI 1 : okay so how do you actually do that that's the big question [00:02:58] AI 2 : well that's where this framework comes in [00:03:00] AI 1 : right the analysis gives us this framework it's simple but pretty powerful an acronym actually [00:03:05] AI 2 : C a L L C a L L yeah see you remember yeah and it's designed to help grasp these key skills you know the ones for building trust strengthening relationships inspiring that confidence ready to unpack C a L L let's do it okay first up c it stands for cultivate a positive sense of self in others now this isn't just like flattery right oh definitely not it's much deeper it's about actively empowering people seeing their potential recognizing their contributions and doing it authentically authentically [00:03:36] AI 1 : that's key absolutely leaders who get this right they don't just praise tasks they build the sort of deep seated confidence in the person and that makes the whole team stronger [00:03:47] AI 2 : exactly much stronger more cohesive more effective ultimately it's helping people see their own best qualities [00:03:54] AI 1 : okay so cultivating positivity is crucial but what about when things go wrong problems pop up which they always do right so that brings us to the a N C a L address problems quickly by focusing on behaviors and facts this sounds potentially tricky how do you do that without making things worse [00:04:14] AI 2 : yeah it's a really critical skill the analysis stresses sticking only to facts and observable behaviors no assumptions no judgments precisely you take out the emotional interpretation that you always or you never kind of language it keeps the conversation focused constructive [00:04:28] AI 1 : so it's about the what not the why or the who in a blaming sense [00:04:32] AI 2 : exactly it pays a much clearer path to actually solving the problem rather than just you know creating more conflict [00:04:39] AI 1 : okay that makes sense moving on then from tackling problems to working together the first L is lead by inviting input and participation this feels very collaborative [00:04:50] AI 2 : it is totally the best leaders they know they don't have all the answers they just don't right so instead they focus on creating this space this environment where people feel safe psychologically safe is the term often used [00:05:03] AI 1 : safe to share ideas even maybe disagree [00:05:06] AI 2 : yes safe to share ideas perspectives unique insights even challenges and this isn't just nice it demonstrably leads to better decisions [00:05:15] AI 1 : and people feel more invested [00:05:17] AI 2 : I imagine huge difference they feel ownership because they help shape whatever it is the outcome the plan the solution [00:05:23] AI 1 : got it okay last letter the second L in C a L L is listen aggressively that phrase aggressive listening it sounds intense [00:05:32] AI 2 : it does sound a bit intense doesn't it but it's not about being confrontational [00:05:36] AI 1 : so what is it about more than just you know not talking [00:05:39] AI 2 : oh much more it's about going way beyond just hearing the words it's about tuning in to understand the real intent behind the words the emotion yeah the content exactly the unspoken stuff the full picture when you really practice that kind of focused empathic listening it's a game changer for trust in any relationship any relationship professional personal doesn't matter you're not just waiting to jump in you're genuinely trying to understand where the other person is coming from [00:06:06] AI 1 : okay so C a L L cultivate positivity address problems factually lead by inviting input and listen aggressively if you actually do these things consistently what's the payoff [00:06:18] AI 2 : well the analysis is pretty clear on this it gives you a real competitive edge how so people want to work with you your team your clients your colleagues things just get easier [00:06:28] AI 1 : easier like less friction [00:06:29] AI 2 : less friction more natural flow more authenticity think about work projects sales conversations they feel less like a struggle and more like a collaboration and beyond work does it spill over absolutely if you zoom out it impacts pretty much every part of your life you build deeper trust you have more honest conversations just better connections all around [00:06:50] AI 1 : okay that all sounds great in theory but you know people might be thinking where's the proof does this stuff really work in the real world [00:06:58] AI 2 : great question and the analysis tackles that head on it looks at what actual employees say about their leaders they gathered feedback from thousands of people all sorts of industries too aviation healthcare sales tech really diverse [00:07:14] AI 1 : and what did they find were there common themes about the best leaders [00:07:18] AI 2 : oh yeah very consistent themes people constantly use words like great listener fair knowledgeable listening again always comes up also things like gave me confidence or believed in me and interestingly gave me confidence in their company or believed in their product [00:07:33] AI 1 : so confidence in the person and the mission exactly [00:07:36] AI 2 : other common phrases were inspired me to my best I trusted this person often followed by that she had my best interests in mind [00:07:44] AI 1 : trust is huge [00:07:45] AI 2 : crucial also was straight with me telling the truth good or bad made sure my goals were understood looked out for my development and back to collaboration asked for my opinion and input [00:07:57] AI 1 : wow it paints a really clear picture [00:07:59] AI 2 : it does and there's this one quote the source highlights that really sums it up an employee said I wanted to work with this person I never dreaded our meetings I did more for this person than I did for others because of the confidence and trust I felt [00:08:13] AI 1 : that says it all really doing more because you feel that trust [00:08:16] AI 2 : it really does and what this feedback shows is that people universally value these things trust feeling supported fairness clear communication [00:08:25] AI 1 : leadership greatness isn't some magic formula [00:08:28] AI 2 : no it's about understanding what people fundamentally need from their leaders to be effective themselves it comes from them [00:08:35] AI 1 : and this isn't just based on stories right you mentioned data earlier [00:08:38] AI 2 : correct these anecdotal findings these human experiences they're strongly supported by hard data the analysis points specifically to Gallup research Gallup they do massive studies right huge this one involved nearly 8,000 teams 7,935 to be exact across 36 countries wow and they proved quantitatively the bottom line impact of mastering these skills trust building relatio

    13 min

  7. OCT 13

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

    [00:00:00] Suzie Price : welcome to this wake up eager workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 : have you ever been in this situation you give the same feedback maybe the same task to two different people on your team and you get completely different results like one person just runs with it fries and the other one well they seem to deflate or maybe they just get lost it's a really common frustration I think and if you're leading a team you definitely know that this whole one size fits all leadership idea it just doesn't cut it the truth is you know effective leadership isn't just about managing the tasks it's really about deeply understanding and empowering each unique person on your team helping them have more of those you know wake up eager days we talk about so how do we actually bridge that gap how do we get from that sort of generic management style to truly tailored leadership that works for everyone today we're diving deep into exactly that we'll look at some foundational concepts first and then layer on some really powerful insights into individual styles [00:02:16] AI 2 : yeah our mission here really is to give you a kind of personalized roadmap we're gonna break down how you can motivate how you engage and genuinely lead each team member in a way that works for them because I mean the source material is pretty clear on this that old one size fits all approach to performance it's just well it's out definitely out [00:02:35] AI 1 : okay alright so let's start with a tool that I think cuts through a lot of the guesswork it's called the able willing map hmm it's actually a brilliant way to assess your team members whether it's for a specific task or even you know that their overall role it really boils down to two crucial dimensions first up there's ability yeah do they actually have the confidence the skills the knowledge they need to do the task successfully and then just as critical there's willingness do they have the motivation the right attitude the commitment do they actually want to do the task it sounds almost deceptively simple right but getting this piece right really sets your entire strategy [00:03:11] AI 2 : it absolutely does and this initial assessment is Paramount because where someone lands on this map well it dictates your foundational management approach so for instance if you've got someone who's high ability high willingness we call them the empowered performer they've truly you know got this your main job as a leader here is basically delegating trusting them completely maybe removing roadblocks and of course celebrating their successes honestly your biggest mistake here might be micromanaging them [00:03:40] AI 1 : right getting in their way [00:03:41] AI 2 : exactly then you might have the disengaged expert these are folks with high ability but low willingness they absolutely know how to do the job but maybe they're lacking motivation or interest or perhaps a sense of purpose at least for this specific task with them your role shifts dramatically you really need to listen listen deeply try to understand their disconnect you need to encourage them maybe help reframe the task to find that lost purpose and inspire them to reengage [00:04:09] AI 1 : okay that makes sense what about the other side [00:04:11] AI 2 : right so next we see the enthusiastic learners these are the people with high willingness but low ability they're eager they really want to do the task but they just need guidance they need clear instructions because they don't have the specific skills or knowledge yet so your job with them it's teaching patiently guiding clarifying every step along the way [00:04:33] AI 1 : lots of support there [00:04:34] AI 2 : definitely and finally you've got the developing contributor this is someone with say partial ability partial willingness they're getting there making progress but they need a thoughtful blend of both guidance and encouragement your role here is really coaching them closely maybe collaborating on solutions and actively building their confidence as they pick up both the skill and the motivation [00:04:55] AI 1 : that able willing map wow it immediately clarifies your sort of strategic starting point doesn't it yeah but managing tasks that's only half the battle isn't it I mean what happens when you've got two people who are both say high willingness low ability like two enthusiastic new hires yeah but they respond completely differently to your guidance you know one thrives with public praise the other just shrinks back that's where we need to layer on their unique communication styles their working styles maybe using something like the d I [00:05:24] AI 2 : s C framework absolutely that's the next critical layer understanding their core motivations their behavioral tendencies through dice that allows you to customize your leadership approach even further makes it truly personal so let's start with the d dominance style we call them the results oriented driver these individuals they're motivated by challenges by achieving quick results and importantly by having autonomy [00:05:46] AI 1 : okay so let's play this out if you have a d style person who is maybe a developing contributor so high willingness but still learning low ability to wideny how do you coach them how do you do that without you know stifling that natural drive they have for autonomy do you risk overwhelming them if you just like cut to the chase and expect them to figure it all out [00:06:07] AI 2 : yeah that's a really critical point with a developing contributor d you still give clear concise results oriented tasks that stays but your coaching focuses more on setting ambitious goals defining clear boundaries and then empowering them to take charge of the execution within those boundaries you might provide resources sure but you let them experiment with the how let them figure it out even if they make some initial mistakes that sense of independence is crucial for them you wanna frame challenges as opportunities right opportunities for their leadership and decisive action to make a big difference connect it to winning [00:06:41] AI 1 : uh connecting it to winning [00:06:43] AI 2 : okay exactly now what if you have a d who's a disengaged expert high ability low willingness their low willingness might actually stem from feeling micromanaged or maybe they don't see a clear path to making an impact or they just lack that autonomy they crave so you need to re empower them clearly outline what's at stake define the ultimate what and then really give them the space to figure out the how you've got to acknowledge their competitive drive too and maybe show how strategic collaboration could actually amplify the results not hinder them [00:07:13] AI 1 : hmm okay that clearly outlines the approach for the d yeah how does this compare to say motivating and influence style hmm the enthusiastic communicator mm hmm these are the people that often motivated by relationships social interaction getting recognition and inspiring others right [00:07:30] AI 2 : that's them with an eye style you want to use high energy positive enthusiastic communication it feeds their style so if you have an empowered performer eye someone high on both ability and willingness you celebrate their milestones publicly create lots of opportunities for collaboration teamwork emphasize how their positivity and influence can really lift the whole group [00:07:49] AI 1 : okay but what if you have an eye who is a developing contributor still enthusiastic but maybe lacking some of the detailed follow through I can kind of see that their enthusiasm might make them jump from idea to idea without quite finishing things [00:08:02] AI 2 : is that the trap that is often the trap yeah not providing enough structure well you absolutely wanna encourage their creative problem solving and brainstorming that's their strength you also need to gently but firmly maintain clear expectations and timelines keep them grounded breaking tasks down into engaging manageable actions can really help and for a disengaged expert I hmm [00:08:25] AI 1 : high skill low willingness maybe they feel isolated [00:08:27] AI 2 : could be their low willingness might come from feeling isolated or maybe unappreciated you need to reignite their purpose give them opportunities to mentor others lead initiatives that really require their people skills or maybe be the public face of certain projects let them shine and reconnect with people that often does the trick [00:08:45] AI 1 : make sense let them shine okay then we have the s steadiness style the harmonious collaborator these team members are motivated more by harmony dependability security supporting the team how do

    17 min
  8. Mini-Episode 8#: 19 Important Reasons Why Your Strengths Matter

    OCT 13

    Mini-Episode 8#: 19 Important Reasons Why Your Strengths Matter

    [00:00:00] Suzie Price: welcome to this wake up egear workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Suzie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake Up Eagle workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Suzie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 :  welcome to the Deep Dive so you sent us this really interesting article all about focusing on strengths and why that well why it matters today we're gonna dig into that source [00:01:35] AI 2 :  that's right and our mission really is to unpack it go beyond just a summary we want to get at the core ideas understand the case it's making for why you know using your natural strengths is supposed to be so [00:01:47] AI 1 :  critical critical for well being success all of that exactly [00:01:51] AI 2 :  according to the research they cite yeah for personal happiness and professional stuff [00:01:55] AI 1 :  okay let's get into it then the article starts by defining strengths but maybe not how everyone thinks about them it's not just skills right [00:02:03] AI 2 :  right exactly the source is quite specific strengths here are um more than just things you've Learned it talks about preferences innate characteristics like natural inclinations yeah the stuff that feels authentic your unique wiring essentially [00:02:15] AI 1 :  ah okay so less about Learned competence more about what feels natural what gives you energy what's really you you got it [00:02:23] AI 2 :  it's where talent meets enjoyment basically and the core idea the main premise this article puts forward it's pretty bold actually oh yeah what is it it says knowing and crucially using these strengths daily is essential like fundamental for consistent happiness motivation [00:02:41] AI 1 :  and for creating what it calls a wake up eager life [00:02:44] AI 2 :  I saw that phrase that's the one wake up eager definitely has appeal doesn't it the opposite of that Sunday night feeling [00:02:50] AI 1 :  no definitely so it makes this big claim does it back it up [00:02:53] AI 2 :  it does and this is where it gets really interesting it doesn't just assert this it lays out well the outline you saw mentioned 19 specific reasons 19 wow yeah citing research studies Gallup comes up quite a bit yeah it presents a lot of evidence for why this daily focus makes such a difference [00:03:09] AI 1 :  okay 19 reasons that's a solid case they're trying to build where does it start what's the first area of impact [00:03:14] AI 2 :  it starts inwards looking at the impact on you personally your well being the research cited suggest when you use your strengths every day you're way more likely to feel energized well rested happy even energized and well rested [00:03:28] AI 1 :  that alone sounds good [00:03:29] AI 2 :  and also more likely to feel respected and proud so it hits on a few different levels [00:03:35] AI 1 :  so physical energy emotional state self perception too [00:03:39] AI 2 :  covers a lot of ground yeah and it also connects using strengths to experiencing flow you know that state [00:03:47] AI 1 :  oh yeah where you just get lost in something [00:03:49] AI 2 :  time disappears exactly that absorbed challenge maybe but engaged and you feel this sense of accomplishment being in your element [00:03:57] AI 1 :  flow is definitely something people chase after so strengths help you find that more often [00:04:01] AI 2 :  according to this source yes yeah and some of the data points are quite striking like individuals using their strengths daily they're reported to be three times more likely to say they have an excellent quality of life [00:04:11] AI 1 :  three times just from using strength daily that's that's huge [00:04:15] AI 2 :  it really is it kind of elevates the whole idea doesn't it it's not just being good at stuff right it sounds more fundamental yeah the article really emphasizes that tapping into these natural talents increases well being energy levels and specifically for adults at work using strengths is linked to less stress less stress at work and more energy by the end of the day which you know feels like the opposite of what often happens [00:04:38] AI 1 :  totally less stress more energy sounds like the dream combo against burnout [00:04:42] AI 2 :  the source definitely frames it that way and it mentioned something else interesting a kind of ripple effect [00:04:47] AI 1 :  ripple effect how so [00:04:49] AI 2 :  well when people are happy and energized because they're using their strengths that positivity tends to spread [00:04:55] AI 1 :  ah okay like your good mood affects others [00:04:58] AI 2 :  yeah colleagues friends family your own well being can actually contribute to theirs [00:05:04] AI 1 :  that makes sense positive energy can be infectious okay so big personal impacts how does this translate to the workplace for organization [00:05:11] AI 2 :  right this is where the uh the business case really comes through the article states people focusing on strengths are 6 times more likely to be engaged at work [00:05:20] AI 1 :  six times more engaged that's a massive statistic for any company what does that engagement lead to [00:05:26] AI 2 :  well concrete results the article points to research suggesting that just learning about your strengths just knowing them can make employees about 7.8% more productive [00:05:37] AI 1 :  wait hold on just knowing them makes you nearly 8% more productive not even necessarily using them differently yet [00:05:43] AI 2 :  seems like it the awareness itself is presented as a catalyst [00:05:47] AI 1 :  huh that's surprising [00:05:48] AI 2 :  it is and the source argues that when employees are consistently doing what they do best you see higher engagement higher productivity and crucially better retention rates [00:05:58] AI 1 :  better retention that's always huge for companies [00:06:01] AI 2 :  absolutely the article explicitly connects this to financial benefits for the organization people do better work and they stick around longer it's a clear win win [00:06:09] AI 1 :  okay clear benefits there what about managers does the article talk about their role in this [00:06:14] AI 2 :  oh definitely it highlights leadership as critical get this managers who actively focus on employee strengths are reportedly 86% more successful than those who don't [00:06:24] AI 1 :  86% that's wow that's incredibly high why such a big difference [00:06:29] AI 2 :  well a few things are suggested 1 managers who understand their own strengths are perhaps unsurprisingly better at spotting and nurturing strengths in their team [00:06:38] AI 1 :  okay that makes sense self awareness helps you see it in others [00:06:41] AI 2 :  right and the article also notes that top managers according to the research it uses tend to reward based on strengths and contributions not just seniority [00:06:49] AI 1 :  ah shifting from tenure to talent [00:06:52] AI 2 :  exactly which leads to better decisions about who does what it kind of flips the traditional script [00:06:57] AI 1 :  interesting so better personal decisions essentially yeah [00:07:00] AI 2 :  and it even gets specific mentioning things like strengths based feedback sessions boosting sales performance significantly very tangible outcomes [00:07:09] AI 1 :  got it OK so personal well being workplace performance what about like longer term personal growth [00:07:15] AI 2 :  finding your purpose yeah the article connects strengths to purpose too it frames using your natural talents as sharing your unique gifts with the world [00:07:23] AI 1 :  so contribution using what you're naturally good at to make an impact [00:07:27] AI 2 :  exactly a sense of purpose and it also links knowing your strengths to feeling more in control of your future [00:07:32] AI 1 :  how so [00:07:34] AI 2 :  well if you understand what energizes you where you excel naturally you can make better choices right about your career projects even hobbies you steer towards things where you're likely to thrive [00:07:46] AI 1 :  gives you more agency maybe more control over your path [00:07:49] AI 2 :  precisely and the article argues that actively developing your strengths getting even better at what you're already good at fosters a growth mindset it encourages setting goals you're building on something solid [00:08:00] AI 1 :  and this is kind of positioned against the usual advice to just fix your weaknesses [00:08:05] AI 2 :  it is it directly addresses that common focus on fixing flaws and it makes an interesting point hmm sometimes what we see as a weakness is actually just an overused strength [00:08:14] AI 1 :  oh that's a great reframe like being decisive is good but too decisive in the wrong situation could be a problem [00:08:19] AI 2 :  exactly knowing your strength helps you manage those

    15 min
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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.

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  • Creator
    Suzie Price The Wake Up Eager Workforce Podcast
  • Years Active
    2015 - 2025
  • Episodes
    153
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    Clean
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    © Priceless Professional 2023
  • Show Website
    The Wake Up Eager Workforce Podcast