The Wake Up Eager Workforce Podcast

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

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

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

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

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

Episode 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."

[00:00:00] Suzie Price : welcome to this wake up eager workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional.com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 : have you ever been in this situation you give the same feedback maybe the same task to two different people on your team and you get completely different results like one person just runs with it fries and the other one well they seem to deflate or maybe they just get lost it's a really common frustration I think and if you're leading a team you definitely know that this whole one size fits all leadership idea it just doesn't cut it the truth is you know effective leadership isn't just about managing the tasks it's really about deeply understanding and empowering each unique person on your team helping them have more of those you know wake up eager days we talk about so how do we actually bridge that gap how do we get from that sort of generic management style to truly tailored leadership that works for everyone today we're diving deep into exactly that we'll look at some foundational concepts first and then layer on some really powerful insights into individual styles [00:02:16] AI 2 : yeah our mission here really is to give you a kind of personalized roadmap we're gonna break down how you can motivate how you engage and genuinely lead each team member in a way that works for them because I mean the source material is pretty clear on this that old one size fits all approach to performance it's just well it's out definitely out [00:02:35] AI 1 : okay alright so let's start with a tool that I think cuts through a lot of the guesswork it's called the able willing map hmm it's actually a brilliant way to assess your team members whether it's for a specific task or even you know that their overall role it really boils down to two crucial dimensions first up there's ability yeah do they actually have the confidence the skills the knowledge they need to do the task successfully and then just as critical there's willingness do they have the motivation the right attitude the commitment do they actually want to do the task it sounds almost deceptively simple right but getting this piece right really sets your entire strategy [00:03:11] AI 2 : it absolutely does and this initial assessment is Paramount because where someone lands on this map well it dictates your foundational management approach so for instance if you've got someone who's high ability high willingness we call them the empowered performer they've truly you know got this your main job as a leader here is basically delegating trusting them completely maybe removing roadblocks and of course celebrating their successes honestly your biggest mistake here might be micromanaging them [00:03:40] AI 1 : right getting in their way [00:03:41] AI 2 : exactly then you might have the disengaged expert these are folks with high ability but low willingness they absolutely know how to do the job but maybe they're lacking motivation or interest or perhaps a sense of purpose at least for this specific task with them your role shifts dramatically you really need to listen listen deeply try to understand their disconnect you need to encourage them maybe help reframe the task to find that lost purpose and inspire them to reengage [00:04:09] AI 1 : okay that makes sense what about the other side [00:04:11] AI 2 : right so next we see the enthusiastic learners these are the people with high willingness but low ability they're eager they really want to do the task but they just need guidance they need clear instructions because they don't have the specific skills or knowledge yet so your job with them it's teaching patiently guiding clarifying every step along the way [00:04:33] AI 1 : lots of support there [00:04:34] AI 2 : definitely and finally you've got the developing contributor this is someone with say partial ability partial willingness they're getting there making progress but they need a thoughtful blend of both guidance and encouragement your role here is really coaching them closely maybe collaborating on solutions and actively building their confidence as they pick up both the skill and the motivation [00:04:55] AI 1 : that able willing map wow it immediately clarifies your sort of strategic starting point doesn't it yeah but managing tasks that's only half the battle isn't it I mean what happens when you've got two people who are both say high willingness low ability like two enthusiastic new hires yeah but they respond completely differently to your guidance you know one thrives with public praise the other just shrinks back that's where we need to layer on their unique communication styles their working styles maybe using something like the d I [00:05:24] AI 2 : s C framework absolutely that's the next critical layer understanding their core motivations their behavioral tendencies through dice that allows you to customize your leadership approach even further makes it truly personal so let's start with the d dominance style we call them the results oriented driver these individuals they're motivated by challenges by achieving quick results and importantly by having autonomy [00:05:46] AI 1 : okay so let's play this out if you have a d style person who is maybe a developing contributor so high willingness but still learning low ability to wideny how do you coach them how do you do that without you know stifling that natural drive they have for autonomy do you risk overwhelming them if you just like cut to the chase and expect them to figure it all out [00:06:07] AI 2 : yeah that's a really critical point with a developing contributor d you still give clear concise results oriented tasks that stays but your coaching focuses more on setting ambitious goals defining clear boundaries and then empowering them to take charge of the execution within those boundaries you might provide resources sure but you let them experiment with the how let them figure it out even if they make some initial mistakes that sense of independence is crucial for them you wanna frame challenges as opportunities right opportunities for their leadership and decisive action to make a big difference connect it to winning [00:06:41] AI 1 : uh connecting it to winning [00:06:43] AI 2 : okay exactly now what if you have a d who's a disengaged expert high ability low willingness their low willingness might actually stem from feeling micromanaged or maybe they don't see a clear path to making an impact or they just lack that autonomy they crave so you need to re empower them clearly outline what's at stake define the ultimate what and then really give them the space to figure out the how you've got to acknowledge their competitive drive too and maybe show how strategic collaboration could actually amplify the results not hinder them [00:07:13] AI 1 : hmm okay that clearly outlines the approach for the d yeah how does this compare to say motivating and influence style hmm the enthusiastic communicator mm hmm these are the people that often motivated by relationships social interaction getting recognition and inspiring others right [00:07:30] AI 2 : that's them with an eye style you want to use high energy positive enthusiastic communication it feeds their style so if you have an empowered performer eye someone high on both ability and willingness you celebrate their milestones publicly create lots of opportunities for collaboration teamwork emphasize how their positivity and influence can really lift the whole group [00:07:49] AI 1 : okay but what if you have an eye who is a developing contributor still enthusiastic but maybe lacking some of the detailed follow through I can kind of see that their enthusiasm might make them jump from idea to idea without quite finishing things [00:08:02] AI 2 : is that the trap that is often the trap yeah not providing enough structure well you absolutely wanna encourage their creative problem solving and brainstorming that's their strength you also need to gently but firmly maintain clear expectations and timelines keep them grounded breaking tasks down into engaging manageable actions can really help and for a disengaged expert I hmm [00:08:25] AI 1 : high skill low willingness maybe they feel isolated [00:08:27] AI 2 : could be their low willingness might come from feeling isolated or maybe unappreciated you need to reignite their purpose give them opportunities to mentor others lead initiatives that really require their people skills or maybe be the public face of certain projects let them shine and reconnect with people that often does the trick [00:08:45] AI 1 : make sense let them shine okay then we have the s steadiness style the harmonious collaborator these team members are motivated more by harmony dependability security supporting the team how do we tailor things here [00:09:00] AI 2 : right with an s style your approach needs to be calmer think one on one guidance emphasizing steady reliable progress for an empowered performer s your goal is really ensuring stability for them it's crucial to avoid sudden jarring changes that disrupt their rhythm especially without plenty of notice [00:09:18] AI 1 : so changes need careful handling [00:09:20] AI 2 : very careful handling if change is necessary ease them into it clear consistent communication lots of advance notice ongoing empathetic support maybe even involve them in planning the change process now for developing Contributor s you build their confidence by consistently acknowledging their reliability their loyalty their commitment to team cohesion provide lots of reassurance they need a safe stable space to learn and grow [00:09:42] AI 1 : so following that logic if an s is a disengaged expert they know the job but their willingness is low could that disengagement come from say a feeling of instability or maybe a disruption to team harmony [00:09:55] AI 2 : exactly that's often the root cause they might be struggling with conflict on the team or sudden shift in direction or maybe just a lack of feeling supported so your role becomes providing reassurance creating a sense of security again and really highlighting their crucial role as the backbone of the team reinforce how important their stability their quality focus their support is for everyone you focus on restoring that predictability and their sense of belonging [00:10:21] AI 1 : okay predictability and belonging got it got finally we move to the C conscientious style the detail oriented thinker these are the individuals motivated by accuracy quality logic sticking to high standards and processes [00:10:33] AI 2 : precisely so for a C style your approach involves providing detailed instructions really clear metrics and logical explanations for why things are done a certain way if you have an empowered performer C you foster collaboration by validating their thoroughness their analytical contributions explain exactly how their precision enhances the team's overall success offer them well structured problem solving frameworks encourage their participation in detailed planning and analysis basically give them the data they crave [00:11:02] AI 1 : okay but what if a C is a disengaged expert hmm high scale low willingness that seems like a fascinating scenario their disengagement might stem from seeing I don't know a flaw in the process or maybe a lack of logical consistency [00:11:16] AI 2 : is that it that's very often it for a disengaged expert c their low willingness frequently comes from perceived lack of logic or accuracy in a task or maybe a deviation from established processes that they see as critical so you need to engage them by actually providing more data inviting their critical analysis of the issue and showing them how their meticulous work can directly solve the problem or help achieve higher standards you build their confidence by demonstrating how their precision isn't just valued it's absolutely critical for the team's overall success [00:11:48] AI 1 : validating their core need for accuracy [00:11:50] AI 2 : exactly and for a developing contributor C you empower them by giving them the space the time to research analyze perfect processes independently ensure they have all the necessary data and really clear quality expectations you emphasize the critical impact their accurate high quality work has on achieving those larger team objectives let them own that quality piece [00:12:11] AI 1 : wow bringing this all together what does it really mean for you the leader listening right now it's clearly not just about managing cast in the war it's about unlocking the genuine potential of each person on your team this whole framework it seems to guide you in creating an environment where people respond positively not just to the work but to your leadership too which leads hopefully to more of those wake up eager days we're aiming for [00:12:34] AI 2 : exactly and implementing this effectively it really involves let's say 6 key steps first evaluate ability and willingness for each key task or project you need to honestly assess where each individual truly falls in that able willing quadrant ask yourself the tough questions are they genuinely willing but just lacking a specific skill or are they highly skilled but feeling disengaged from this particular task you need to be brutally honest with yourself here okay [00:13:00] AI 1 : honest assessment first what's step two [00:13:02] AI 2 : step 2 identify DISC styles and more the source material specifically mentions using comprehensive tools like trimetrix for example to deeply understand not just their natural behavioral tendencies that's the dice part man but also their core motivators what drives them and even how they think they're acumen they're sort of mental processing and decision making style this gives you the full richer picture way beyond just surface behavior [00:13:29] AI 1 : DISC is part of a potentially bigger picture got it step three [00:13:33] AI 2 : step 3 customize your approach now you have clarity on both their ability and willingness DISC STYLE so you consciously pair the right able willing strategy with their specific behavioral preferences this is where you get really targeted really effective performance management this is sort of where the magic of this deep dive comes alive you know yeah [00:13:51] AI 1 : where it all connects okay step 4 [00:13:53] AI 2 : fourth set clear personalized goals define success metrics that yes align with the organizational goals but also resonate with their individual strengths and motivators engagement really soars when goals feel personally relevant when they connect to how people naturally operate it makes the work feel less like a chore maybe more like a calling [00:14:13] AI 1 : personal relevance is key alright step five [00:14:16] AI 2 : fifth provide tailored feedback this is absolutely crucial you need to use their disc style to shape not just how you give constructive feedback but also how you celebrate their achievements remember our examples a d might want direct results focused praise maybe privately with data to back it up an I often wants public acknowledgment Celebration an s wants that quiet reassurance and recognition for their reliability their support and a C wants specific recognition for accuracy thoroughness the quality of their meticulous work providing feedback in a way that actually resonates with them is key to them truly hearing it and being able to act on it [00:14:53] AI 1 : tailoring the feedback delivery yeah OK makes total sense and the last step [00:14:56] AI 2 : and finally step 6 adapt and evolve look people grow roles change projects shift and willingness that can fluctuate based on countless factors inside and outside of work so it's crucial to regularly reassess their ability and willingness stay attuned to how their role is evolving within the team and also within their own career aspirations this isn't a one time assessment you stick in a file it's an ongoing dynamic conversation that needs to evolve right along with the person an ongoing conversation I like that so okay let's circle back to our original challenge then yeah why does your best advice for one person totally miss the Mark for another it's because effective leadership really demands this is granular understanding of each individual doesn't it when leaders actually take the time to deeply understand both the capacity the ability and the motivation the willingness of their team members and then layer on their unique behavioral styles like DISC well that's when you create an environment where everyone feels understood feels valued and feels genuinely excited to contribute their best and that leads to more of those wake up eager days not just for them probably for you as a leader too that really is the ultimate takeaway here the old one size fits all approach to performance management it's truly out because it just ignores the human element completely your team is made up of unique individuals and their ability and willingness combined with their DISC behavioral styles those are your secret weapons really for unlocking their absolute best [00:16:18] AI 1 : so here's a thought to leave you with consider one team member you lead right now today how might understanding their specific ability the willingness for a key task and their DISC style how might that immediately shift your very next interaction with them and what specific wake up eager moment could that more nuanced more personalized approach create for them and ultimately for your whole team

[00:00:00] Suzie Price: welcome to this wake up egear workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Suzie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake Up Eagle workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Suzie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI 1 : welcome to the Deep Dive so you sent us this really interesting article all about focusing on strengths and why that well why it matters today we're gonna dig into that source [00:01:35] AI 2 : that's right and our mission really is to unpack it go beyond just a summary we want to get at the core ideas understand the case it's making for why you know using your natural strengths is supposed to be so [00:01:47] AI 1 : critical critical for well being success all of that exactly [00:01:51] AI 2 : according to the research they cite yeah for personal happiness and professional stuff [00:01:55] AI 1 : okay let's get into it then the article starts by defining strengths but maybe not how everyone thinks about them it's not just skills right [00:02:03] AI 2 : right exactly the source is quite specific strengths here are um more than just things you've Learned it talks about preferences innate characteristics like natural inclinations yeah the stuff that feels authentic your unique wiring essentially [00:02:15] AI 1 : ah okay so less about Learned competence more about what feels natural what gives you energy what's really you you got it [00:02:23] AI 2 : it's where talent meets enjoyment basically and the core idea the main premise this article puts forward it's pretty bold actually oh yeah what is it it says knowing and crucially using these strengths daily is essential like fundamental for consistent happiness motivation [00:02:41] AI 1 : and for creating what it calls a wake up eager life [00:02:44] AI 2 : I saw that phrase that's the one wake up eager definitely has appeal doesn't it the opposite of that Sunday night feeling [00:02:50] AI 1 : no definitely so it makes this big claim does it back it up [00:02:53] AI 2 : it does and this is where it gets really interesting it doesn't just assert this it lays out well the outline you saw mentioned 19 specific reasons 19 wow yeah citing research studies Gallup comes up quite a bit yeah it presents a lot of evidence for why this daily focus makes such a difference [00:03:09] AI 1 : okay 19 reasons that's a solid case they're trying to build where does it start what's the first area of impact [00:03:14] AI 2 : it starts inwards looking at the impact on you personally your well being the research cited suggest when you use your strengths every day you're way more likely to feel energized well rested happy even energized and well rested [00:03:28] AI 1 : that alone sounds good [00:03:29] AI 2 : and also more likely to feel respected and proud so it hits on a few different levels [00:03:35] AI 1 : so physical energy emotional state self perception too [00:03:39] AI 2 : covers a lot of ground yeah and it also connects using strengths to experiencing flow you know that state [00:03:47] AI 1 : oh yeah where you just get lost in something [00:03:49] AI 2 : time disappears exactly that absorbed challenge maybe but engaged and you feel this sense of accomplishment being in your element [00:03:57] AI 1 : flow is definitely something people chase after so strengths help you find that more often [00:04:01] AI 2 : according to this source yes yeah and some of the data points are quite striking like individuals using their strengths daily they're reported to be three times more likely to say they have an excellent quality of life [00:04:11] AI 1 : three times just from using strength daily that's that's huge [00:04:15] AI 2 : it really is it kind of elevates the whole idea doesn't it it's not just being good at stuff right it sounds more fundamental yeah the article really emphasizes that tapping into these natural talents increases well being energy levels and specifically for adults at work using strengths is linked to less stress less stress at work and more energy by the end of the day which you know feels like the opposite of what often happens [00:04:38] AI 1 : totally less stress more energy sounds like the dream combo against burnout [00:04:42] AI 2 : the source definitely frames it that way and it mentioned something else interesting a kind of ripple effect [00:04:47] AI 1 : ripple effect how so [00:04:49] AI 2 : well when people are happy and energized because they're using their strengths that positivity tends to spread [00:04:55] AI 1 : ah okay like your good mood affects others [00:04:58] AI 2 : yeah colleagues friends family your own well being can actually contribute to theirs [00:05:04] AI 1 : that makes sense positive energy can be infectious okay so big personal impacts how does this translate to the workplace for organization [00:05:11] AI 2 : right this is where the uh the business case really comes through the article states people focusing on strengths are 6 times more likely to be engaged at work [00:05:20] AI 1 : six times more engaged that's a massive statistic for any company what does that engagement lead to [00:05:26] AI 2 : well concrete results the article points to research suggesting that just learning about your strengths just knowing them can make employees about 7.8% more productive [00:05:37] AI 1 : wait hold on just knowing them makes you nearly 8% more productive not even necessarily using them differently yet [00:05:43] AI 2 : seems like it the awareness itself is presented as a catalyst [00:05:47] AI 1 : huh that's surprising [00:05:48] AI 2 : it is and the source argues that when employees are consistently doing what they do best you see higher engagement higher productivity and crucially better retention rates [00:05:58] AI 1 : better retention that's always huge for companies [00:06:01] AI 2 : absolutely the article explicitly connects this to financial benefits for the organization people do better work and they stick around longer it's a clear win win [00:06:09] AI 1 : okay clear benefits there what about managers does the article talk about their role in this [00:06:14] AI 2 : oh definitely it highlights leadership as critical get this managers who actively focus on employee strengths are reportedly 86% more successful than those who don't [00:06:24] AI 1 : 86% that's wow that's incredibly high why such a big difference [00:06:29] AI 2 : well a few things are suggested 1 managers who understand their own strengths are perhaps unsurprisingly better at spotting and nurturing strengths in their team [00:06:38] AI 1 : okay that makes sense self awareness helps you see it in others [00:06:41] AI 2 : right and the article also notes that top managers according to the research it uses tend to reward based on strengths and contributions not just seniority [00:06:49] AI 1 : ah shifting from tenure to talent [00:06:52] AI 2 : exactly which leads to better decisions about who does what it kind of flips the traditional script [00:06:57] AI 1 : interesting so better personal decisions essentially yeah [00:07:00] AI 2 : and it even gets specific mentioning things like strengths based feedback sessions boosting sales performance significantly very tangible outcomes [00:07:09] AI 1 : got it OK so personal well being workplace performance what about like longer term personal growth [00:07:15] AI 2 : finding your purpose yeah the article connects strengths to purpose too it frames using your natural talents as sharing your unique gifts with the world [00:07:23] AI 1 : so contribution using what you're naturally good at to make an impact [00:07:27] AI 2 : exactly a sense of purpose and it also links knowing your strengths to feeling more in control of your future [00:07:32] AI 1 : how so [00:07:34] AI 2 : well if you understand what energizes you where you excel naturally you can make better choices right about your career projects even hobbies you steer towards things where you're likely to thrive [00:07:46] AI 1 : gives you more agency maybe more control over your path [00:07:49] AI 2 : precisely and the article argues that actively developing your strengths getting even better at what you're already good at fosters a growth mindset it encourages setting goals you're building on something solid [00:08:00] AI 1 : and this is kind of positioned against the usual advice to just fix your weaknesses [00:08:05] AI 2 : it is it directly addresses that common focus on fixing flaws and it makes an interesting point hmm sometimes what we see as a weakness is actually just an overused strength [00:08:14] AI 1 : oh that's a great reframe like being decisive is good but too decisive in the wrong situation could be a problem [00:08:19] AI 2 : exactly knowing your strength helps you manage those potential blind spots yeah it's about using the right tool for the job [00:08:25] AI 1 : the context matters [00:08:27] AI 2 : right and finally it notes this isn't just for adults students who identify and use strengths they show more confidence more direction even more hope for the future it starts early [00:08:38] AI 1 : that's really valuable for anyone involved with young people now you mentioned all these reasons but didn't the article also have a statistic about how many people aren't actually doing this [00:08:48] AI 2 : it did yeah a bit startling actually it points to a 2012 study suggesting that three out of four adults are not using their strengths [00:08:55] AI 1 : daily three out of four wow so despite all these benefits the article lays out most people aren't tapping into them [00:09:02] AI 2 : according to that study yet the article frames it not just as a problem but as a huge missed opportunity [00:09:08] AI 1 : that really puts it in perspective so much potential just sitting there yeah for individuals and organizations [00:09:13] AI 2 : exactly it highlights the scale of impact possible if more people took this approach [00:09:18] AI 1 : okay so the article makes a compelling case for why it matters backed with data but how how does it suggest someone actually figure out their strengths and use them does it get practical [00:09:28] AI 2 : it does thankfully it gives actionable steps it doesn't just leave you hanging the first step is identification what it calls name and claim your strengths [00:09:36] AI 1 : name and claim okay how do you do that [00:09:38] AI 2 : it suggests starting simple like make a list of maybe your top 5 strengths and it gives you prompts what do people consistently compliment you on what activities genuinely energize you versus draining you [00:09:51] AI 1 : so self reflection but also looking outwards for clues [00:09:54] AI 2 : right and reviewing past assessments too if you've ever taken things like personality tests or aptitude tests they might hold clues [00:10:01] AI 1 : okay that makes sense [00:10:02] AI 2 : what else daily reflections another suggestion maybe just 15 minutes a day think about what went well and specifically what parts of the day you actually enjoyed [00:10:11] AI 1 : ah focusing on the positive and the engaging parts [00:10:13] AI 2 : yeah and it suggests maybe journaling to spot patterns over time like when did you feel most in the zone [00:10:19] AI 1 : right connecting feelings back to activity see where the energy comes from [00:10:23] AI 2 : exactly so once you start identifying them the next step is obvious yeah maybe but crucial find ways to use them be intentional about it [00:10:31] AI 1 : actively look for opportunities [00:10:33] AI 2 : yeah seek out activities or projects that align with those strengths the article gives examples like if public speaking energizes you maybe join toastmasters if you're naturally organized volunteer to plan something [00:10:46] AI 1 : so consciously integrating them into your life personally and maybe professionally too [00:10:51] AI 2 : right be proactive and another tool it suggests is adopting mantras strengths focused mantras or affirmations [00:10:59] AI 1 : mantras like positive self talk [00:11:01] AI 2 : pretty much daily reminders to reinforce the focus the examples given are things like I create more energy by using my strengths or my strengths are my unique gift and I embrace them [00:11:11] AI 1 : simple but could help shift your mindset over time I guess [00:11:15] AI 2 : yeah changing that internal dialogue and lastly it brings it back to helping others specifically helping employees understand their strengths [00:11:22] AI 1 : okay back to the workplace [00:11:24] AI 2 : right it repeats that point most people can't easily name their strengths but helping them do it boosts productivity satisfaction all those things we talked about [00:11:32] AI 1 : so how do companies help with that [00:11:34] AI 2 : it suggests equipping teams with knowledge maybe using assessments it mentions tools like disc your workplace motivators as example [00:11:41] AI 1 : right those tools that help people understand their styles [00:11:44] AI 2 : and drive exactly they provide a structured way to uncover some of these natural inclinations the article is talking about [00:11:50] AI 1 : got it so it's personal discovery but also fostering an environment where everyone can leverage their best selves [00:11:57] AI 2 : it brings it back to that ripple effect again doesn't it but with a clear organizational strategy and it wraps up this practical section with a strong piece of advice cautioning against that common trap the weakness trap yeah don't get overly distracted by the societal push to constantly fix weaknesses [00:12:15] AI 1 : which is so much of what you hear in self improvement right identify flaws fix flaws [00:12:19] AI 2 : it often is but this source argues look managing major weaknesses is sometimes needed sure but the real key to unlocking way more energy productivity happiness it lies in doubling down on your strengths leveraging what you're naturally good at [00:12:33] AI 1 : so it's a reframing success comes from building on your innate pluses not just patching up the minuses [00:12:39] AI 2 : exactly it really makes the case that taking the time to find those talents and weave them into your daily life that's the path and the research like Gallup's confirmed it's not just a nice idea it's effective [00:12:50] AI 1 : okay so pulling this all together what's the big takeaway from this source material [00:12:54] AI 2 : I think the core message is really clear and it feels quite impactful because of the data they present actively identifying understanding and then consistently using your natural strengths it's not presented as some minor self help trick [00:13:09] AI 1 : no it sounds much bigger than that right [00:13:10] AI 2 : it has real measurable effects on your personal well being happiness energy stress on your work engagement performance and it even ripples outwards to the people around you [00:13:20] AI 1 : it really presents this focus on strengths as a key path a fundamental way to live a more engaged purposeful and yeah that wake up eager life we mentioned at the start [00:13:29] AI 2 : it absolutely does it shifts the focus from what's lacking to what's strong it suggests the biggest potential for growth and fulfillment comes from amplifying what's already powerful within you [00:13:39] AI 1 : well this deep dive has definitely been insightful thanks for sharing this article with us it's a it's given us a lot to think about some concrete things to maybe try out [00:13:48] AI 2 : it's a powerful perspective isn't it especially when you see the amount of research they Marshall to support it [00:13:53] AI 1 : absolutely and maybe a good final thought for you listening as you go about your day something the source leaves us with the more we know and embrace our strengths the more we live with purpose energy and joy something to consider

Episode Transcript: [00:00:00] SUZIE: welcome to this wake up ego workforce podcast many episode where we share in 10 minutes or less our monthly article from LinkedIn in a new audio format courtesy of our AI co host as they walk through the article and share additional insights exclusively for you I am Susie Price I'm your podcast host and the founder of Priceless Professional Development and whether you're listening to one of our long form episodes or something like this mini episode our focus is always to provide everything to you related to helping employees in your organization build a high commitment low drama wake up eager workforce we're focused on creating great hiring creating great teams helping leaders and individuals wake up eager you can find all of our episodes long form and short form at Wake up eco workforce.com and you can subscribe anywhere that you get your podcasts so let me know if you have any questions if you are enjoying these mini episodes or any of our other episodes or if I can help you in any way you can find me at Susie at priceless professional. com Susie Price on LinkedIn and of course our contact information if you go to wake up eager workforce.com thanks for tuning in appreciate you very much and go out and have a wake up eager kind of day take care [00:01:23] AI HOST 1: you're here because you wanna really get under the hood right yeah gain that deep knowledge without getting uh totally bogged down exactly you sent over some great material on the DISA assessment and we get it you want to cut through the noise and figure out what it really does and you know where it might fall short uh huh so that's our mission for this deep dive we're gonna unpack the common myths the misunderstandings around DIS check some clarity yeah exactly clarity so you can see its true value and also the potential pitfalls it kind of reminds me of that Abraham Maslow quote oh the hammer one yeah yeah I suppose it is tempting if the only tool you have is a hammer to treat everything as if it were a nail [00:02:04] AI HOST 2: it fits perfectly doesn't it d I s C is a useful tool no doubt but it's definitely not the only tool you should have in your toolbox [00:02:11] AI HOST 1: right so let's start with maybe the biggest one mistake No. 1 thinking d I s C is a complete personality profile [00:02:18] AI HOST 2: yeah that's a really common one people often see it as this like comprehensive window into someone's entire psyche [00:02:24] AI HOST 1: and you can sort of see why right the reports can look quite detailed [00:02:28] AI HOST 2: they can absolutely but you know behavioral science tells us people are incredibly complex DISC fundamentally focuses on observable behaviors how we act how we communicate [00:02:40] AI HOST 1: so it's descriptive of how someone behaves [00:02:42] AI HOST 2: yes the misconception often comes because well we all like simple ways to understand complex things like human behavior and a detailed DISC report feels like it covers everything [00:02:54] AI HOST 1: okay so let's nail this down if it's behavioral not a full personality test what are the big things it doesn't tell us [00:03:01] AI HOST 2: well that's the key it gives great insight into how someone prefers to act and interact their dominant styles you know uh huh but it doesn't really dig into their core values what truly drives them deep down OK values are missing right and things like their underlying temperament those sort of innate predispositions and crucially something like emotional maturity how well they handle their emotions navigate tricky situations DISC doesn't measure that [00:03:25] AI HOST 1: that's a huge distinction behavior versus values temperament emotional maturity if d I s C gives us this specific behavioral lens how do we get that fuller picture the article mentions combining it [00:03:39] AI HOST 2: yeah with other tools and that's the smart approach really like try matrix mention that one specifically what does that add exactly going back to Maslow's hammer right relying only on DISC is limiting the article is spot on combining it with something like Tri Matrix which does measure those other pieces motivators competencies even decision making styles that gives you a much much richer more holistic view of a person it's like using different filters to see the whole image clearly [00:04:06] AI HOST 1: got it okay so that naturally leads into the second myth doesn't it the idea that all DISA assessments are basically the same [00:04:12] AI HOST 2: oh yeah that's another big Assumption people make you see DIC and think it's a standardized thing like you know a gallon of milk but it's not not at all the article points out there are variations different providers might use slightly different methodologies different terms and importantly have different levels of accuracy and validation behind them [00:04:30] AI HOST 1: so why is that important if I just grab any dice test online [00:04:34] AI HOST 2: well the risk is unreliable information right if one test uses a slightly different model or hasn't been properly tested the results might not be valid they might not actually measure what they claim to measure okay validity validity and reliability too does it give consistent results that's crucial if you're making decisions based on it [00:04:53] AI HOST 1: so the advice is to look for validation studies support documentation [00:04:59] AI HOST 2: exactly you need to do a bit of homework on the provider [00:05:01] AI HOST 1: what should you look for in that documentation like what's the proof [00:05:05] AI HOST 2: you want to see evidence that it's been scientifically studied look for information on the research the groups it was tested on the statistical methods they used a reputable provider will have this readily available they should be transparent about it [00:05:18] AI HOST 1: right transparency is key so you need to know what DIS is measuring and then ensure the specific assessment you're using is actually valid and reliable [00:05:28] AI HOST 2: precisely which brings us neatly to myth number three [00:05:32] AI HOST 1: ah yes the idea that DISCE can predict success or failure in a job [00:05:36] AI HOST 2: it's so tempting isn't it just give a DISCE and boom you know if they'll be a star performer [00:05:40] AI HOST 1: but the article says not so fast [00:05:43] AI HOST 2: why not well think about what makes someone succeed it's it's a whole mix of things isn't it [00:05:47] AI HOST 1: sure skills experience [00:05:49] AI HOST 2: skills experience work ethic judgment how well their values align with the company culture DIS tells you about their preferred style of communication and work [00:05:58] AI HOST 1: but not necessarily if they have the actual skills or make good decisions [00:06:01] AI HOST 2: exactly someone might have a dis profile that seems perfect on paper for a role but if they lack the core skills or say have poor judgment their style won't save [00:06:11] AI HOST 1: okay that makes sense so DIC isn't a crystal ball for job performance how should it be used in hiring theM [00:06:19] AI HOST 2: as one piece of a much larger puzzle the article nails it use it alongside other things still tests proper interviews checking references assessing their values fit d I s C adds valuable context about how they might interact communicate fit into a team but it's just context [00:06:34] AI HOST 1: one data point among many [00:06:36] AI HOST 2: precisely [00:06:37] AI HOST 1: which feels related to myth number four that a specific behavioral style automatically dictates performance like the classic example you need a high I to be good at sales [00:06:47] AI HOST 2: yeah that's the stereotype trap we think okay high d means strong leader high ass means great team player high I means ace salesperson [00:06:56] AI HOST 1: but it's not that simple [00:06:58] AI HOST 2: those are tendencies clues maybe but actual performance that depends on so much more motivation learn skills knowledge adaptability someone with a less typical style might absolutely crush it because they have those other critical factors [00:07:12] AI HOST 1: so again it's about looking beyond just the letters on the DIS report [00:07:16] AI HOST 2: absolutely you need to consider the whole person the article mentions again looking at motivators skills decision making using tools like try matrix to get that broader perspective [00:07:25] AI HOST 1: it keeps coming back to the d I C is helpful but incomplete on its own [00:07:29] AI HOST 2: exactly performance is multifaceted you need multiple lenses [00:07:34] AI HOST 1: okay let's tackle skepticism myth 5 there's no proof assessments are accurate anyway some people just dismiss them entirely [00:07:40] AI HOST 2: yeah you hear that oh it's just like astrology or something right [00:07:43] AI HOST 1: so what's the counter to that [00:07:45] AI HOST 2: well the key is accuracy depends entirely on the source of the assessment dismissing all assessments because some are poorly made is well it's throwing the baby out with the bath water [00:07:55] AI HOST 1: isn't it so some are accurate [00:07:56] AI HOST 2: definitely the good ones are rigorously developed and validated [00:08:00] AI HOST 1: and the article mentions looking for tools that meet e E O c and OFCCP compliance standards why are those important [00:08:08] AI HOST 2: ah yes those are crucial especially in hiring these standards basically ensure that an assessment is proven to be job related valid reliable and doesn't unfairly discriminate against protected groups [00:08:20] AI HOST 1: so meeting those standards is a sign of a quality fair assessment [00:08:23] AI HOST 2: it's a very strong indicator yes it means there's solid research backing it up like with reputable tools such as Trimetrix it separates the serious assessments from the less reliable ones [00:08:33] AI HOST 1: okay good to know now another concern can people cheat can they just game the system answer how they think you want them to answer [00:08:41] AI HOST 2: that's a totally valid question people naturally want to look good [00:08:44] AI HOST 1: and the article suggests that with basic DIC it might be harder to tell if someone's doing that [00:08:49] AI HOST 2: it can be yes but more sophisticated tools often have ways to address this [00:08:54] AI HOST 1: how so the article mentioned the acumen part of trymetrix having a mathematical framework to spot inconsistencies that sounds intriguing [00:09:03] AI HOST 2: it is quite clever yeah without getting super technical that part of the assessment often uses specific ways of asking questions and analyzes the pattern of responses okay so if someone's consistently trying to give like overly perfect answers if their answers contradict each other in subtle ways the system can often flag that it provides a check for authenticity [00:09:21] AI HOST 1: interesting so there are built in ways to encourage [00:09:24] AI HOST 2: more honest answers in some tools in the better designed ones yes an extra layer of confidence [00:09:29] AI HOST 1: okay what about time myth seven assessments take too long people are busy [00:09:34] AI HOST 2: I get that perception people think oh this is gonna eat up half my day but the reality is usually much quicker as the article says most solid behavioral assessments d I s included typically take maybe 10 to 30 minutes tops 10 to 30 minutes that's it pretty much and when you think about the potential payoff [00:09:52] AI HOST 1: right the article frames it as saving time in the long run [00:09:55] AI HOST 2: exactly a small time investment up front can save you huge amounts of time later by helping you make better hiring choices or pinpointing exactly what development someone needs it's efficient actually [00:10:07] AI HOST 1: good point okay a really critical one now myth No. 8 the fear that assessments can be discriminatory [00:10:13] AI HOST 2: yeah this is a serious concern and rightly so organizations have to be incredibly careful [00:10:18] AI HOST 1: so how do you ensure an assessment isn't discriminatory [00:10:22] AI HOST 2: it comes back again to validation properly validated tools are specifically designed not to discriminate how they focus on measuring job relevant competencies and potential things that actually predict performance without being biased by factors like race gender age etcetera [00:10:39] AI HOST 1: and the article specifically says tools like Trimetrix are non discriminatory and meet those employment regulations we talked about [00:10:46] AI HOST 2: correct when properly validated and used correctly they help reduce bias in decision making making the process fairer and more objective it's about choosing the right tools [00:10:57] AI HOST 1: choose wisely got it myth No. 9 assessment results are fixed for life once a d always a d [00:11:03] AI HOST 2: ah yeah like it's tattooed on you [00:11:05] AI HOST 1: but it's not quite like that [00:11:06] AI HOST 2: well there's nuance here your core DISC style your fundamental behavioral preferences those tend to be pretty stable over your adult life generally speaking [00:11:16] AI HOST 1: okay so the DISC part is fairly stable [00:11:19] AI HOST 2: largely yes but other things that more comprehensive assessments measure like say your acumen your skills in specific areas your perspectives those can and do change as you learn and grow exactly as you gain experience develop new skills broaden your understanding those aspects can evolve so assessment results aren't entirely static [00:11:38] AI HOST 1: so they can actually be useful for tracking growth [00:11:41] AI HOST 2: over time absolutely it makes them valuable not just for selection but for ongoing development seeing how people are progressing it adds a dynamic element [00:11:50] AI HOST 1: interesting okay last one myth No. 10 assessments are just too expensive a luxury item [00:11:55] AI HOST 2: the cost argument I hear this a lot from organizations so what's the perspective shift needed here framing it as an investment not an expense that's the key an investment because because of the return think about the cost the article mentions implicitly the cost of a bad hire which is huge the cost of wasted training budget on stuff people don't need the cost of high turnover [00:12:16] AI HOST 1: right so paying for a good assessment up front can save you much more down the line [00:12:21] AI HOST 2: precisely better hires are more productive and stay longer targeted development is way more effective it directly impacts the bottom line it's strategic spending really [00:12:30] AI HOST 1: OK so looking back at all these myths DISC is behavioral not personality not all DSCs are equal check the validation it doesn't predict success alone style isn't performance good ones are accurate and not discriminatory if chosen carefully people can't easily game the best ones they're quick to take results aren't totally fixed and they're an investment not just a cost [00:12:51] AI HOST 2: that's a pretty good summary busting those myths is key [00:12:54] AI HOST 1: it really seems like understanding these points is crucial to actually getting value from d I C right otherwise you risk misusing it [00:13:00] AI HOST 2: absolutely avoiding these pitfalls lets you use disce ideally alongside other tools much more effectively for hiring coaching team building it helps create more engaged more effective teams when used properly [00:13:13] AI HOST 1: it definitely unlocks its potential for sure so maybe the final thought for you listening is now that you see these nuances how might looking beyond just basic DSC maybe exploring some of these complementary tools change how you think about building your team or even how you approach your own development [00:13:29] AI HOST 2: yeah something to really chew on how could a more complete picture change your decisions primarily sensibly not at all

Episode Overview In this AI episode, the hosts explore a compelling case study about the challenges of executive hiring and how assessments can uncover hidden gaps in candidate fit. The featured organization, headquartered in the U.S., was expanding internationally and needed to hire a key executive overseas. While the candidate they selected seemed perfect on paper, a TriMetrix assessment revealed critical misalignments between their skills, motivations, and the role's requirements. These insights prompted the hiring team to reevaluate their initial impressions, ask deeper questions, and ultimately make a more informed hiring decision. The episode highlights the importance of benchmarking, assessing both technical and behavioral competencies, and using structured evaluation tools to prevent costly hiring mistakes. Key Takeaways: Benchmarking is Essential – Defining key skills, behavioral traits, and cultural rewards before hiring ensures a structured evaluation process. Assessments Uncover Hidden Gaps – Even highly qualified candidates may lack key competencies needed for success in the role. Use Assessments as a Complement, Not a Replacement – They should inform, but not dictate, final hiring decisions (ideally making up no more than 30% of the decision-making process). Deeper Evaluation Prevents Costly Hiring Mistakes – Structured hiring processes reduce the risk of poor fit, turnover, and leadership struggles. Transcript: [00:00:00] Suzie Price: Welcome to this Wake Up, Eager Workforce podcast mini episode where we share in ten minutes or less our monthly article from LinkedIn in a new audio format, courtesy of our AI co-hosts as they walk through the article and share additional insights exclusively for you. I am Suzie Price, I'm your podcast host and the founder of Priceless Professional Development. And whether you're listening to one of our long form episodes or something like this mini episode, our focus is always to provide everything to you related to helping employees in your organization build a high commitment, low drama, wake up eager workforce. We're focused on creating great hiring, creating great teams, helping leaders and individuals wake up eager. You can find all of our episodes long form and short form at WakeUpEagerWorkforce.com, and you can subscribe anywhere that you get your podcasts. So let me know if you have any questions. If you are enjoying these mini episodes or any of our other episodes, or if I can help you in any way. You can find me at Suzie@Pricelessprofessional.com Suzie Price on LinkedIn and of course, our contact information if you go to wakeupeagerworkforce.com. Thanks for tuning in. Appreciate you very much. And go out and have a wake up eager kind of day. Take care. [00:01:22] AI Host 1: Welcome to Priceless Professional Development mini episodes. I'm Emma Grace, and today we're exploring a fascinating case study about hiring an executive and the risks that come with it. This story highlights how uncovering hidden gaps in hiring can save an organization from costly mistakes, while ensuring a strong fit for a critical role. Let's dive in. [00:01:42] AI Host 2: Hiring an executive is no small task. It's a process that can take 4 to 8 months and requires thoughtful planning, extensive interviewing, and ensuring the candidate is the right fit. After all that effort, you want to be confident that the person you hire can hit the ground running, connect with the team, and drive the organization towards success. [00:02:01] AI Host 1: Exactly. In this case, the organization we worked with was headquartered in the US and had ambitious plans to double their revenue and team size over the next three years. They needed to fill a pivotal executive role overseas, someone who could manage a local team while reporting back to the executive team in the US. [00:02:18] AI Host 2: The stakes were high. The previous person in this role had a strong resume, but lacked the people oriented skills needed to effectively manage the overseas team. That caused significant challenges and made this hire even more critical for the organization's expansion. [00:02:32] AI Host 1: When they started their search, they found a candidate who seemed like a dream hire on paper. The interview team was impressed and excited about the potential this candidate brought to the table. However, they wanted to be certain this candidate was a good fit, especially for such a high stakes position. [00:02:47] AI Host 2: That's when we stepped in with a TriMetrix assessment. But first, let's talk about benchmarking. Before starting their executive search, the hiring team defined seven key personal skills required for success in this role. They also outlined the position's reward style and preferred behavioral traits to ensure alignment with the organization's culture. [00:03:05] AI Host 1: Benchmarking is such an important step. It provides a clear picture of what the role demands and serves as a guide for evaluating candidates. Now here's where it gets interesting. Despite this candidate's impressive qualifications, the assessment revealed some major gaps when compared to the benchmark. [00:03:20] AI Host 2: Right? The assessment showed that while the candidate was a top match for three of the seven required personal skills, they didn't align with the top four critical competencies needed for success in the role. That's a significant red flag. [00:03:33] AI Host 1: It didn't stop there. When it came to job rewards, this candidate was only moderately motivated by the organization's top cultural reward. And out of the 13 key points identified in the benchmark, the candidate was an exact match for only two of them. [00:03:47] AI Host 2: The acumen portion of the assessment raised even more concerns. It revealed tendencies toward unbalanced decision making and an overemphasis on personal career advancement, rather than fostering local team connections, something that was essential for this role in a foreign country. [00:04:02] AI Host 1: With these insights, the hiring team had to reevaluate their initial impressions. While assessments should never account for more than 30% of the hiring decision. This one highlighted key areas where the candidate fell short of the role's requirements. It prompted the team to go back and ask more specific questions to address these gaps. [00:04:19] AI Host 2: This case study really underscores the value of assessments in the hiring process. They provide a deeper, more holistic view of a candidate's potential and ensure alignment with the organization's strategic goals. In this case, the assessment revealed critical gaps that might have gone unnoticed during the interview process. [00:04:37] AI Host 1: That's the power of tools like TriMetrix and benchmarking. They help organizations make more informed hiring decisions, reducing the risk of mismatches that can lead to turnover, team disruption or underperformance. [00:04:49] AI Host 2: For anyone listening, if you're involved in hiring, especially for key roles like executives, consider incorporating assessments as part of your process. They're not a replacement for interviews or reference checks, but they are a strategic complement that can give you the confidence to make the right hire. [00:05:05] AI Host 1: And if you're interested in mastering these tools, we offer a comprehensive certification program that will teach you how to interpret and apply assessments like TriMetrix effectively. It's a game changer for organizations looking to build strong, aligned teams. [00:05:19] AI Host 2: You can learn more and get certified at pricelessprofessional.com. Thanks for joining us on this episode of Priceless Professional Development mini episodes. Remember, the right insights can make all the difference in hiring. Until next time, take care and keep building your team's success.

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. Transcriptspeaker-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!]

In this episode of the Wake Up Eager Workforce Podcast, host Suzie Price reveals how leaders can finally take the guesswork out of hiring with the T.A.L.E.N.T. Interview Framework—a six-step model designed to help every manager confidently identify, engage, and select the right people. Suzie draws from years of hiring expertise to expose why traditional interviews often fail—and how subtle shifts in structure, mindset, and listening can dramatically improve results. She's joined by executive recruiter Huff Logue, who explains why most hiring managers talk too much and miss critical red flags, introducing the concept of "Golden Silence"—the art of using quiet to uncover the truth. Later, leadership expert Allan DeNiro joins the conversation to share a powerful insight: technical skills rarely cause failure. Instead, mis-hires stem from poor motivation, lack of accountability, or culture misfit. He reminds us that fit—not skill—is what drives success. Together, Suzie, Huff, and Allan outline a research-backed process rooted in behavioral science, culture alignment, and the TriMetrix® Assessment. They explore the Nine Interview Basics, the Job Fit Car Analogy, and how structure creates confidence—for both interviewer and candidate. Whether you're a seasoned leader or new to hiring, this episode delivers practical tools, real examples, and transformative mindset shifts to help you stop bad hires before they start—and build a Wake Up Eager Workforce where every person thrives. Read the full transcript of Episode 138 below and discover how to hire with purpose, evidence, and alignment—not intuition. Takeaways of Episode #138 --- Resumes Don't Predict Success—Fit Does: Technical skills rarely cause failure; motivation, accountability, and culture fit do. Use structured interviews and assessments to look beyond experience into what really drives success. Talk Less, Listen More: The best interviews happen when candidates talk 75% of the time. Using silence, neutral responses, and aggressive listening uncovers truths you'd miss in a rushed, talk-heavy conversation. Structure Creates Confidence—for You and the Candidate: The Nine Basics, T.A.L.E.N.T. model, and TriMetrix assessment not only improve accuracy but also signal professionalism to candidates. A disciplined, respectful process makes top talent want to work with you and positions your company as best-in-class In this episode: Huff Logue [00:08:17]: "One of the biggest mistakes I see is that hiring managers do more talking than listening. Once they like someone, they stop qualifying and jump straight into sell mode." Huff Logue [00:11:21]: "Golden Silence is that moment after you make a statement when you just stop talking and listen. It sends the message: I'm really paying attention to you." Allan DeNiro [00:16:37]: "The reason people fail is almost never because they lack technical skills—it's because they're a bad cultural, values, or organizational fit." Allan DeNiro [00:24:19]: "Every time you speak, I learn something. Every time I speak in an interview, I'm not learning anything." Suzie Price [00:33:37]: "It's not just about whether a candidate can do the job—the real win is finding the people who will thrive in the job. That's how you build a Wake Up Eager Workforce."

Episode Overview: In this episode of the Wake Up Eager Workforce podcast, Suzie Price is joined by Douglas White to unpack the power of emotional fitness in leadership. Together, they explore how emotions—often dismissed or avoided at work—are actually critical signals that shape trust, clarity, and performance. Through grounded stories and practical insights, the conversation reveals why regulating emotions isn't about shutting them down, but about using them to guide better decisions and stronger connections. They discuss how emotional fitness equips leaders to handle conflict with calm, create safety in teams, and shift from reactivity to resilience. Whether you're navigating stress, leading people through change, or striving to build healthier workplace dynamics, this episode provides a practical roadmap for turning emotional awareness into a leadership advantage. Read the transcript for Episode 136 below and discover how emotional fitness can transform the way you lead, connect, and perform. Takeaways of Episode #136 --- Alignment Turns Friction into Flow: When teams name problems out loud and work together to find solutions, they create clarity, shared ownership, and buy-in. This structured facilitation process helps teams move from stalled conversations to aligned action—transforming tension into teamwork. Simple, Repeatable Steps for Real Results: The Team Problems / Team Solutions method gives leaders a clear, easy-to-follow framework for surfacing challenges, prioritizing them, and brainstorming solutions together. It's adaptable for in-person or virtual settings, and it works across industries—from city governments to corporate HR to nonprofit boards. The Payoff Is Measurable and Cultural: Aligned, engaged teams can achieve up to 30% efficiency gains, while poor communication can cost organizations millions. Beyond the numbers, this process builds trust, reduces drama, and fosters a high-commitment, low-drama culture—one decision and one conversation at a time. In this episode: Suzie Price [00:02:36]: "High-performing teams don't avoid problems—they name them and solve them together. It's about creating clarity, ownership, and momentum." Suzie Price [00:13:31]: "Leaders don't need all the answers. They create the space for the answers to emerge. This process fosters honesty, responsibility, and actionable solutions." Douglas White [00:25:51]: "The strength of the team is each individual team member. The strength of each member is the team." Suzie Price [00:32:39]: "When teams work together to solve problems, they unlock collective wisdom and make decisions that drive success—no blame, just solutions."