Core Values, The Secret to a Life of Fulfillment

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This program is designed to provide general
information with regards to the subject matters covered.

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This information is given with the understanding
that neither the hosts, guests,

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sponsors, or station are engaged in
rendering any specific and personal medical, financial,

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legal counseling, professional service, or
any advice. You should seek the

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services of competent professionals before applying or
trying any suggested ideas. At the end

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of the day, it's not about
what you have or even what you've accomplished.

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It's about what you've done with those
accomplishments. It's about who you've lifted

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up, who you've made better.
It's about what you've given back. Denzel

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Washington, Welcome to Inspire Vision.
Our sole purpose is to elevate the lives

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of others and to inspire you to
do the same. Andrea Johnson, Welcome

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to the show. Hey tch,
I'm glad to be here. Thank you

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so much. I'm really excited about
this one. There's so many things that

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we have in common that you know, we've been doing in our in our

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lives and our businesses. So I
look forward to this conversation. What I'd

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love for you to do, though, is to take a bit of time

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and explain to the audience who you
are and why you're doing what you're doing

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now and how you got to that
point, kind of the story behind how

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much time do you have right now? My name is Andrew Johnson. I

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am a transformational leadership coach and I
help leaders become all that they can be.

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And I personally love to take people
who are kind of disempowered and struggling

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and turn them into magnetic what I
call magnetic leaders. We take the understanding

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of who they are as a person
and help them kind of tap into that,

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help them understand how they communicate,
tap into that, and then we

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help them live it out in ways
that are like easy and gracious and kind

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and help them establish boundaries that are
effective. I am a Maxwell certified disc

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consultant, speaker, trainer, and
coach, so I am certified to use

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all of John Maxwell's materials and I
have a conference coming up in the fall

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and live to lead. So it's
all about leadership. And you know,

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we lead ourselves at first and other
second. And so the work that I

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started doing on myself goes all the
way back to my early twenty when I

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was twenty and I put myself in
the hospital for Bolomian depression. So if

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you look at my bio, or
if you look online or listen to any

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of my other interviews, you might
hear that story from me. But I

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just really struggled with being able to
fit into the world. You and I

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joked before we started recording that I
am a definition of a non team player

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according to DISC, and we'll probably
talk about DISC today, But you know,

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growing up in Southern evangelical culture,
you're supposed to be a team player.

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Women are supposed to be quiet,
women are supposed to fit in.

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Women are supposed to women are not
the leaders. And my in the Maxwell

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disc, I'm an ICD and I
am literally it's called the leader. So

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when I took that and I saw, oh my goodness, that is some

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validation for the bossiness I was told
about when I was a kid, and

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the opinions that I had, and
the ability to just take charge of any

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situation, to get on a stage
and talk whenever I need to, to

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take over a podcast episode and just
keep going. It validated all of those

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things, and it helped me understand
that I needed to embrace who I am.

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I spent almost twenty five years in
higher education, administration, and operations.

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Two of those two stints of those
were schools of medicine here on the

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East Coast, and they're fabulous schools. But the more I got into it,

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the more I realized, this is
not where I need to be am.

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I don't want to manage people.
I'm not interested in the status quo.

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I'm interested in something new and different. I'm interested in how we do

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it better. And that's what got
me interested, or that's what introduced me

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through a friend to the Maxwell Organization, and I said, you know what,

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this is what I want to do. And I tried doing it.

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And I don't know how many of
your listeners are like this, but I

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tried doing it inside the organization I
was currently working for, and at first

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they were like, yes, this
sounds wonderful, and then it was like

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no, no, no, you're
upset in the apple cart. You just

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make sure we do things the way
we always have done them, and I

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just said, you know, that's
enough. I need to be me.

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So now I work with founders of
their own businesses, CEOs, new management,

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people who just feel people who feel
like they just have responsibility without authority.

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They are consistently compromising their own core
values. They feel stifled or unsupported,

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maybe that unbalanced work life balance that
we always talk about, or goodness

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gracious, I can't tell you how
many people I have talked to who are

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bored because they're trying to fit in, and they have brains and they have

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the ability and the strengths to go
do something bigger, but they just don't

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have the courage or even the know
how. So I come alongside them and

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I help them, and I help
them either stay in their organization and lead

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better, or I help them branch
out and do their own thing. And

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how many times have you found what
you observe because you really mainly focus in

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the business, how many times do
you observe that what they are experiencing into

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business they take home with them and
it's merely a reflection of home or vice

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versa. Yeah, it's many times. It's more of the vice versa.

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I think they take what they've been
conditioned with and they bring that into the

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business setting, and that's just kind
of normal for us. Most of the

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time, people who are taking things
home are not the ones that are interested

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in talking to me, because they've
decided how they want to be the ones

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who are interested in being different and
the ones who are interested in literally turning

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over the apple cart. They're the
ones that come talk to me, okay,

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and you know it's fascinating you talk
about the disc tests and we're going

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to talk a lot about that for
people to understand when we talk about the

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D, I, S, C. And if they're more more aware of

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right, right and left Brian introvert, extrovert, how would you explain to

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them what the D, the I, the S and the C is.

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I like to say, depending on
who I'm talking to. I just had

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I did a podcast for physicians and
I said, well, this is all

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data on a four quadrant graph with
the x y axis. You know,

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my son is in geometry right now, so you know. But quite frankly,

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it is the spectrum, like you
said, extroverted to introverted and people

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versus task And I say, people
who are in that top left quadrant are

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very that's how it works, like, they're very extra and they're task oriented,

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and people in the lower left are
introverted and task oriented, and the

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right are extroverted in people and the
bottom right are introverted in people or reserved

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maybe we would say, and we
all plot somewhere in that, and it's

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like a circle that we all have
a little bit of all of them in

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us. It just depends on where
you land on the spectrum. So understanding

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where you land helps you see the
patterns with which you communicate or need people

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to communicate with you. And once
we understand patterns, then we can help

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communicate with others. I grew up
in Korea. I grew up in Soul,

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Korea. My parents were missionaries,
and I went to an international school

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with kids from sixty five different countries. I am attuned to hearing other languages

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on a regular basis. Being in
university medical centers and working in research and

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clinical research, I was very helpful
even if I didn't speak Chinese. I

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knew what it was like for a
Chinese person to try and speak English,

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and I could hear things differently than
other people could hear. So I use

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that as an example as well.
I don't walk into a store where they

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only speak Spanish and try to speak
English. I look for the Spanish I

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learned in tenth grade. You know, I mean, I just I look

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deep down, like where is it? Because I want to meet them where

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they are, and so when I
explain DISC to people, and it's like

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learning other people's language, learning how
to speak it. It's a lot easier

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than learning Spanish or French or Korean. And it gives you the opportunity to

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build bridges so that you can work
together in ways that are productive well.

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And I want to update a little
bit about that because it's really interesting.

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As I was sharing with you before
we actually started recording, I used to

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use a different type of personality evaluation
and this is more of behavioral and analysis,

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but I used to use a personality
one and I loved it because it

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talked about that core personality that we
have, who we really are, talked

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about the social personality, who need
to think we are or who we need

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to think to be, and then
the conscious personality. And there are so

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many tests out there, and I
can tell you that I have researched and

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research and researched. And what was
interesting is that I went and I finally

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found this one, the DISC that
you and I are both involved with,

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and I thought, you know,
I'm going to try something interesting because most

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of the tests that I've heard from
people, they only measure one You just

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get that one. You know,
you're this, this is this, you're

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right brain, left brain, whatever. And so I went and I'm not

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going to name the individual, but
I went to an extremely popular individual's website

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and they offered the personality test.
So I took it and it came back

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and I looked at it and I
thought, holy cow, this is my

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social personality. It hasn't gone into
any of the others. And I think

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it's important for people to understand that
we actually have those three different levels of

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behavior, those three different personalities.
Would you like to explain to the folks

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what those three are and then we
can talk about those a little bit more.

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Yeah, we in the Maxwell Report
uses like the mirrored self and the

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original self and that kind of stuff. I like to use the analogy of

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muscle groups. Right, do you
work out at all? Oh? Yeah,

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okay, so when you were born, you had specific muscles, and

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as you grew, we each have
muscles that just kind of naturally work for

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us. I have friends who look
at my arms and say, oh,

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you have muscular arms, and I'm
like, well, no, it's just

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because everything's hanging down and you can
just see the muscles that are defined there.

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But we all have muscles that develop
naturally in Some people are more muscular

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upper bodies, some are more My
dad had like the car No Earl Lewis

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no No, who was an Earl
Campbell, the running back, the famous

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running back. He had the Earl
Campbell thighs, you know, I mean,

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And my mother had calves. So
we all have different muscle groups that

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develop naturally on their own. And
so it is with our quote personality and

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the way we behave. That's what
we call our natural or our core self.

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That is the muscles we're born with, and when we're under stress,

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that's what comes out, like when
we get squeezed. And I even tell

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people this, it's like if you
squeeze a jar, I mean a tube

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of toothpaste, you don't expect peanut
butter to come out. So what happens

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is when you squeeze it, when
you get under stressed and you get squeezed,

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whatever comes out. That's what that
is. That's what's in yea and

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yeah, there you are. So
that's the muscles that we're born with.

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But a lot of times we've worked
on things because we've either been told we

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have deficiencies or we're told we're not
good enough in a certain area, or

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it's a weakness. We have to
work on our weaknesses, right, don't

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we And so we're told these things, or because of a job that we

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want to have, we develop certain
skills. If we want to go into

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management, maybe we're more reserved,
but we work on being more outgoing.

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And so so that other picture,
and that's the one that the disc actually

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really shows up for us, is
the muscles that we've worked on. Those

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are the muscles. Like you watch
a gymnast, male gymnast especially, you

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see this upper body and then this
tiny lower body. It's because they have

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to have all this upper body strength. They've worked really hard on that upper

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body stuff. Now their natural muscles
that they're born with might be a little

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different. So that's the muscles that
we've worked on, and that's the muscles

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that we continue to work on.
But what you called the social self is

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the muscles that we show up with
today. A football player is going to

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show up with different muscles than a
boxer or a sprinter, and so it

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may very well be that in my
job as a manager, I would show

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up with a little bit more d
a little bit more driver, a little

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bit more bossiness, if you will, or a little more bottom line to

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get people moving when I'm managing twenty
people. So those are the muscles that

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show up in my job right now. If you were to take that and

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go home and sit down and take
the disk in your home environment, different

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muscles are going to show up in
that social self for sure, and maybe

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even in the ones you've worked on, because you're showing up differently in that

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environment. So that social self is
very environmentally dependent. But other than that,

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you've got your muscles. You're born
with, the muscles you work on

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and the muscles you show up with. Okay, And I love that explanation

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as I look at and of course
I work. I did work in business

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for quite a while, but I've
been doing a little bit more personal stuff

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and so I look at it interestingly
with the social personality. So I totally

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love your the way you've described it. When you get into that social personality,

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it's like, all right, here's
who I have to be. You

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know, I'm going into this environment. This is who I need to be

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here, this is who I need
to be. And what I've found is

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so many times and we hear this
all all the time, that they're not

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really speaking their true voice. And
I find that as people find themselves in

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certain situations, they will behave the
way they think they need to behave.

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And it reminds me of how so
often we are literally at the effect of

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our environment, or the effect of
those imprints that happened as we were young

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children, all of those types of
things. And yet you can consciously take

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control of that. And so as
I look at that social that middle part

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there, I look at it from
two perspectives. Either you are at cause

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and you literally are in control.
So, for instance, I'm a high

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d and see so you know,
very very strong oriented and so forth,

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and very detail oriented. I think
that's why I went into dentistry. But

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my eye, my eye, which
is really your social you know, you

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love to talk, you love to
be with people, and so on and

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so forth, is in my core
value is very low. And I looked

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at that and I found that if
I went to events, I would kind

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of just stand in the corner until
I found someone that I could actually talk

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about something that was of interest to
both of us, and all of a

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sudden, we just started talking,
talking and talking, and I realized that

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I was able to create that social
personality and my eye is higher there.

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And obviously I needed that if I'm
doing podcasts and these type of things,

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but it was something that was created. So one of the things that I

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found with people who look at personality
tests and behavioral evaluations and so forth,

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is they think that I can't change, and the reality is is that we

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can, and we can make changes, and we can make adjustments to change

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that so that we can literally be
in control of what's going on. What

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I also love about the disc test
that you use and that I use,

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which is the similar one, is
the fact that it doesn't just identify that

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okay, you're either in the right
quadrant or left up or down or whatever,

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but it actually goes in and does
a combination things that is entirely different

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than what you most see. Do
you want to explain how that works,

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how they take a combination of these
things and say, you know what,

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because of this and this and what
we see here, this is probably how

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you're going to want to communicate.
This is probably how you want to be

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communicated with. What type of leader
you are, where your values are,

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where your core values are, and
so forth. Yeah, I mentioned earlier

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when we were talking about the X
Y axis a spectrum, and if you

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think about a spectrum of all the
way to the right is people oriented and

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all the way to the left is
task oriented, and you fall somewhere on

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that dotted line. You fall somewhere
in there. It doesn't mean you have

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no people orientation skills. It means
that you are much stronger in the task

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orientation skills. And so a lot
of times when I work with d's who

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are extremely task oriented and don't have
any I, you know, like a

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DC. You know, if we
were working together and you had a desire

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to identify better with your patie and
to make small talk, I would probably

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give you a game or a task
that would help you gamify and like you

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said, figure out what the commonality
is that you can talk about and something

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that interests both of you to in
order to draw other people out and in

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order to look for look for clues
in the way another person speaks, and

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then actually speak to those clues.
So that's a way in which which when

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you're on that quote unquote continuum of
the D or the I, it doesn't

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it doesn't matter that you're not really
strong in the eye. You've actually figured

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out ways to tap into that,
even though you don't have that inherently in

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you. And when you're looking at
any of the others, it's the same

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way. And S is and we'll
talk about that, I guess. But

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the S is very change of verse, right, So excuse me. The

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S is very change of verse,
whereas the D change for change sake,

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right. And so when you're talking
with an S in you need to make

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changes. You need to figure out
ways that they can actually see the value

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of it and see that you're not
proposing change for change sake, because they

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are all about keeping the status quo. And so when you know where you

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fall in those areas, and a
lot of times I'll actually give somebody a

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chart and we'll like plock them out
in a circle so you can see where

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your own particular quote blob lands on
that spectrum and you can see, oh,

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okay, like I joke about not
having any S, the reality is

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that my S is just very negative. It's all the way in the I

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do. I don't mind change,
I don't need the status cloth. But

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then I can relate to it in
that way that takes out that whole idea

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of I'm only one or the other. Yes, And you know, I

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smile because again I get more into
that personal coaching and so forth. I

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have for a while. And if
you talk about S, I did a

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study and it was just my own
personal studies, so there's no scientific basis

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behind it, folks. But what
I found was that we can take a

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strength, and I believe that every
one of our personalities, whether it's a

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disc whatever, is our strength.
But if we allow it to go too

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far, it can then become a
weakness. So for instance, a high

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D, holy cow, you better
slow down a little bit, not be

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quick to offer your opinions. All
the times I learned that with my kids

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that I needed to finally say,
all right, kids, you want me

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to listen or you want my opinion, And most of the time they say,

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Dad, we just want you to
listen. That okay. What I

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found with an S A high S
was these were the people who found themselves

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consistently staying in relationships that they shouldn't
have stayed in. They were codependent and

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why because they really feared that type
of change that would go on. Or

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you get a high E who is
just friendly, you love being with them,

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and all of a sudden up and
they won't stop talking because they've just

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gone. So it's interesting to understand, you know, where we sit with

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all of that, but also understand
that we can take that strength and make

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it strong, or we can take
that strength and maybe make it too little,

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go a little bit too far,
and suddenly it becomes a weakness.

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We call that shadow side, you
know, we call that the shadow side

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of the Every one of our strengths
has a shadow side. And in almost

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any personality test or any personal growth
that you do, you're going to look

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at that whatever my strengths are,
do I take them too far? I

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mean even that's that's what superheroes are, you know, and Marvel comics are

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made out of right. It's like
something that is good that's taken too far.

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It's a superpower that's gone too much. In the Maxwell Report, we

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have something called a power disc that
measures seven different leadership qualities and it shows

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you how developed you are on them. And not only does it give you

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ideas for how you communicate with others, how they need to communicate with you,

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but it also gives you an idea
of where you might want to grow

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based on that power disc Now,
we don't all need to be excellent in

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every leadership skill. The goal is
to take our strengths and magnify them,

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then mitigate or augment around us,
you know, find a team member.

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Like I said, I'm not an
S. Follow through is difficult for me.

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I'm an ICD. So I like
to move and I'm going to move

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with detail and I'm going to do
it right every time. But if I

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get bored with it, we're out
right. So you know, I have,

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like this conference I'm putting together.
I have a friend who has volunteered

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to help me, and she is
a very HIGHS and she is extremely like.

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She will put the process together and
she will make sure everything is followed

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through. So I've learned about myself. Detailing is not my thing, and

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it doesn't mean that I don't need
to learn and processing or persistent. It

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doesn't mean I don't need to learn
that, but I also need to learn

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that there are ways to build a
team around that that make a difference,

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which actually helps to also kind of
flip that shadow side back into the strength

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where it's supposed to where it benefits
us, and it helps us to flourish.

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Anything that we do too much is
bad, right, too much?

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Even good food is bad. So
yeah, yeah, well, and I

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smile when I have my dental practice. You know, it's like I made

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sure that my assistant and I actually
told them this. I said, look,

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I'm not a talker. I'm going
to get in there and because I'm

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very focused and so forth, I'm
going to do the dentistry and I will

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be friendly and so forth. But
you're the one that's going to develop the

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relationship with those patients. And so
I always hired someone who had that ability,

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and it made such difference, and
so I think I think that becomes

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important. You know, one of
the things we have mentioned just basically is

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core values, and I know you
enjoy talking about that. So could you

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share with the audience what are core
value and how does an understanding of those

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core values really help us in our
lives? Yeah, I thank you for

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asking. I started off just doing
discwork with people, and I realized there

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was something deeper, and I've done
my own I think, Doug, you

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and I are both old enough to
remember a good old fashioned Franklin cubby or

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Franklin planner. Did you ever use
a Franklin Planner. Okay, so this

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is my nineteen ninety five Franklin Planner
sheet when Steve Covey took over and I

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read his book and I put together
my governing values. My number my top

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one is freedom. But this is
like the six hole binder and laminated with

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packing tape as we used to do. And it's lasted almost thirty years long.

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This is older than my marriage.
But one of the things that I

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kept coming back to was realizing there's
more than just our behavior that matters.

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There is what's going on inside me
that matters. And there's a lot of

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talk out there about business core values, and I make a distinction and say

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business core values are more aligned with, or more what I would call mission

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and vision, whereas our internal and
personal core values are the principles and priorities

336
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that guide us and our actions.
These are our foundational convictions that allow us

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to navigate hard things, to navigate
complex things like all the winds that go

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through, in the waves that come
over, and all the things that we

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have that challenge us, all the
while keeping our identity and our authority at

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the forefront. These are our non
negotiables, so you can't really see them.

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They're not measurable, but when you've
messed with one, you know it,

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right, it's like you know,
it's like it's somebody. If you've

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reacted to something really strongly recently,
there's probably a core value that's being dishonored.

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And I don't actually suggest that people
align their core values with their business

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core values or their organization core values. I ask them to look at whether

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or not can be honored, because
if I'm aligning something, I'm kind of

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taking on their core values. So
what I do is I start with the

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disc I help people kind of tactilely
and strategically see kind of how they're wired

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to do things, and then we
look at why, and that's the why

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underneath it all. So they're not
visible, but they are what I call

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reciprocal. If I have a core
value, like my top one is freedom

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of thought, it's at twenty seven
it said freedom from a job, right,

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but now it's like at fifty seven, I'm like no, no,

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no, no, no, it's
much deeper than that. And because I

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can have a job, but don't
tell me how to think, which is

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why I didn't want to stay in
a large university setting, right, it's

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like they need things trains to run
on time. But when I want to

358
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be able to think freely, when
I want to be critical a critical thinker,

359
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and to break things apart and to
understand them, I want you to

360
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be able to do the same thing. So I'm never going to tell you

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that you have to think the way
I do, and I'm not gonna lie.

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There are times when I feel very
conflicted over that, because I want

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you to agree with me because one
of my other core values is belonging.

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But at the same time, it's
like, no, Andrea, It's important

365
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for them to figure it out on
their own. And so when I work

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with my clients, I help them
figure out what those non negotiables are for

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them. And when you layer those
core values with the disc you can say,

368
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all right, this is who I
am, this is how I communicate

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it. It is phenomenal to watch
the metamorphosis in relationships, especially in families,

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relationships in teams. I've literally watched
doctors and team leaders just completely change

371
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the way they communicate knowing these things
are important. So, yeah, it's

372
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amazing. What are those seven core
values? If you can list them out?

373
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Oh, no, these are not
so the seven power disc leadership qualities

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are not the core values yea user
yours internally. So when I work with

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patients. When I work with patients, listen to me, I'm talking to

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a dentist. When I work with
clients, we do a brain dump and

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we figure it out. I give
them some ideas for some different words we

378
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can use. But they're things like
respect and honesty and integrity, and for

379
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me it's authority and autonomy and authenticity
and belonging. These are things that you

380
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cannot you know, they're not even
a principle that you would want to live

381
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out. There's a difference between those. That's how we interact with the world.

382
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These are things that are inside us. They are They are the ones

383
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that give us the authority to lead, the ability to lead with conviction and

384
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passion, and the confidence to be
ourselves. I walk through a process where

385
00:27:42.400 --> 00:27:45.519
not only do you brain dump,
but it's a lot of times is what

386
00:27:45.519 --> 00:27:48.640
would five people that are close to
me say about me? And then you

387
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kind of break those down and then
you walk through where where in your life

388
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they're showing up and so things that
matter to you. I mean, somebody

389
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who's a DC is probably going to
have core values that are related to that

390
00:28:03.319 --> 00:28:07.160
probably going to be you know,
things that might be attention to detail or

391
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doing things right the first time,
or making sure that you have integrity of

392
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purpose. Those kinds of things are
going to be more common for a DC

393
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for somebody like me as an I, they are very people related, right,

394
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It's like, first it's my thinking, but then it's belonging. Right.

395
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I want to make sure that you
feel like you belong in every conversation,

396
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and that I belong. And so
if if I don't feel like I

397
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belong, or if I can make
you belong because of the way you're treating

398
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me, then I'm going to reject. Right. So I mean it's those

399
00:28:37.640 --> 00:28:41.680
kinds of things and they are literally
individual to each person. Well, and

400
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have you found that oftentimes as you're
working specially you know, especially where you

401
00:28:45.880 --> 00:28:51.160
get into the business side, How
many times have you found and discovered that

402
00:28:51.759 --> 00:28:56.480
whatever the environment, the culture,
everything that's going on in a business is

403
00:28:56.599 --> 00:29:03.599
literally at odds with an individual leader's
core values. And what happens when that

404
00:29:03.680 --> 00:29:07.960
occurs, Well, you have two
choices. And if depending on the organization,

405
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I use myself as a good example, my organization a school of medicine

406
00:29:14.559 --> 00:29:18.319
needed things to be status quo.
They needed things to run smoothly. They

407
00:29:18.359 --> 00:29:22.359
needed to not constantly have ideas coming
out of ways we could do things better,

408
00:29:22.799 --> 00:29:27.960
or taking employees and promoting them into
somebody else's department. After two years

409
00:29:27.960 --> 00:29:30.559
because I've helped them grow, They're
like, why did you get rid of

410
00:29:30.559 --> 00:29:33.319
that person? Or what did you
do? I'm like, I just did

411
00:29:33.359 --> 00:29:37.160
my job, and they're like,
no, you didn't. So my core

412
00:29:37.279 --> 00:29:41.559
values of being able to think for
myself and teaching others to think for themselves,

413
00:29:41.559 --> 00:29:45.160
being authentic, helping them be authentic, and belonging were at odds with

414
00:29:45.279 --> 00:29:51.680
the institution that I was serving in
for the simple fact that I needed to

415
00:29:51.799 --> 00:29:55.720
be able to explore everything in here
and they needed me to do what they

416
00:29:55.799 --> 00:29:59.960
needed me to do to meet their
mission and vision. It doesn't mean either

417
00:30:00.160 --> 00:30:03.160
one of us was bad, but
there were times we had fights and it

418
00:30:04.279 --> 00:30:10.000
took me a while once I understood
this is really the problem here and I'm

419
00:30:10.039 --> 00:30:11.640
not gonna lie. There were times
I had like some bitterness, and even

420
00:30:11.640 --> 00:30:15.039
when I left, I had a
little bitter, a little bit of bitterness,

421
00:30:15.599 --> 00:30:18.960
But part of that was me working
through this idea Andrea, it was

422
00:30:19.000 --> 00:30:22.839
not a good fit for you.
So when I have a client, and

423
00:30:22.920 --> 00:30:26.799
I've actually had one do this,
when I have a client who realizes the

424
00:30:26.799 --> 00:30:30.599
institution in which they are serving is
not whatever it is organization, small business,

425
00:30:30.640 --> 00:30:37.960
big business is not able to honor
their core values depending on what they

426
00:30:37.000 --> 00:30:41.480
are, then they need to decide
if they want to find another place to

427
00:30:41.519 --> 00:30:45.640
be. And there's nothing wrong with
that. It also means that you can

428
00:30:45.720 --> 00:30:48.319
leave with integrity and to say I
can't support you, know, it's like

429
00:30:48.440 --> 00:30:52.960
this is not I can't support the
values, the mission and vision that you

430
00:30:52.079 --> 00:30:56.480
have. So I am going to
take away this tension that we have in

431
00:30:56.519 --> 00:31:00.559
this relationship. I'm going to go
find an organization where I can. And

432
00:31:00.640 --> 00:31:03.960
more and more organizations are putting out
there what their mission envision is, which

433
00:31:04.000 --> 00:31:08.640
makes it easier for those of us
looking for something that we can align with

434
00:31:08.839 --> 00:31:11.640
if you want to use that word, or where our core values can be

435
00:31:11.680 --> 00:31:17.640
honored to find someplace else. And
a lot of times in a bigger organization,

436
00:31:18.000 --> 00:31:21.720
you can find a team where your
core values can be honored, even

437
00:31:21.759 --> 00:31:25.960
if they don't align with or go
along with the mission envision of the entire

438
00:31:26.039 --> 00:31:29.599
organization. So I think there are
ways to do that, but you just

439
00:31:29.640 --> 00:31:33.359
have to decide is this something that
I can deal with or not. Mostly

440
00:31:33.400 --> 00:31:36.759
it's I just want my core values
to be honored, and I want to

441
00:31:36.799 --> 00:31:41.519
honor yours well. And what's interesting
is how you can use this to bring

442
00:31:41.559 --> 00:31:48.079
in people that and actually pre evaluate
who is going to fit into the values

443
00:31:48.119 --> 00:31:52.880
of the company versus those who are
not. And so often that sure,

444
00:31:52.920 --> 00:31:56.559
as you've experienced, people just higher
high or hire and they never take the

445
00:31:56.640 --> 00:32:00.759
time to do that type of investigation
because they don't have the tools. Right.

446
00:32:00.079 --> 00:32:04.960
They hire for skill, they don't
hire for personality, and they don't

447
00:32:05.039 --> 00:32:08.640
hire for disposition. And when you
don't when you because skills can be taught,

448
00:32:09.039 --> 00:32:13.240
right, everybody can learn something,
right, So when you like,

449
00:32:13.279 --> 00:32:15.720
we even have if you want to
do the disc, we have a benchmarking

450
00:32:15.480 --> 00:32:20.799
disc that you can use. If
you've got four employees that are just really

451
00:32:20.839 --> 00:32:24.200
good examples of how you want to
hire in this area, they all take

452
00:32:24.240 --> 00:32:29.519
the benchmarking and then you have one
that is that is that's your benchmark,

453
00:32:29.799 --> 00:32:32.720
and then every applicant that like maybe
makes it through the first phase or whatever,

454
00:32:32.920 --> 00:32:37.480
whoever you want to potentially hire,
then you have them take the disk

455
00:32:37.559 --> 00:32:39.880
and see how they measure to that
benchmark because a lot of times, and

456
00:32:39.920 --> 00:32:44.279
I'm one of those people, you
walk in and really blow people away in

457
00:32:44.319 --> 00:32:47.319
an interview, and I've had staff
members do this to me where they'd put

458
00:32:47.319 --> 00:32:51.759
me away in an interview and I
thought I understood them, and I did

459
00:32:51.960 --> 00:32:55.880
not, and it was so rough. So, yeah, we, even

460
00:32:57.039 --> 00:32:59.759
with the best intentions, we can
do that. But yeah, having something

461
00:32:59.799 --> 00:33:02.799
that that gives you an idea of
you can't ask people what their core values

462
00:33:02.799 --> 00:33:06.960
are. You can say these are
ours. How can you work within that?

463
00:33:07.079 --> 00:33:12.680
How does this hit you that you
know this is what we're going to

464
00:33:12.720 --> 00:33:15.039
do, This is we're going to
expect you can lay all that out in

465
00:33:15.079 --> 00:33:19.119
an interview thoughts? Well, and
what comes to my mind, and it's

466
00:33:19.119 --> 00:33:22.559
interesting the study that I was looking
at where a company hired two salespeople and

467
00:33:22.640 --> 00:33:28.440
as you say, they just came
across amazingly well. And after about six

468
00:33:28.519 --> 00:33:32.240
months to a year, one was
just kicking it, I mean he was

469
00:33:32.400 --> 00:33:37.319
just amazing, and the other one
was just failing and they couldn't figure it

470
00:33:37.359 --> 00:33:42.000
out. And finally they found someone
to come in and did the disc and

471
00:33:42.039 --> 00:33:45.079
they discovered that the one that was
kicking it, one of his main values

472
00:33:45.200 --> 00:33:50.200
was economic, and when they looked
at the one that was not kicking it

473
00:33:50.319 --> 00:33:55.279
very well, his main value was
something entirely different. The economics was way

474
00:33:55.319 --> 00:33:59.759
down on the scale. And so
they realized that although they could both come

475
00:33:59.839 --> 00:34:05.720
up cross so well, the core
values were really affecting their ability to accomplish

476
00:34:05.720 --> 00:34:09.760
what they needed to accomplish. Yeah, and so the Maxwell reports, there's

477
00:34:10.000 --> 00:34:15.960
quite a few of them, and
one of them, the regular Adult Communication

478
00:34:15.079 --> 00:34:19.440
Report, does not give you an
understanding of what your core values might be

479
00:34:20.960 --> 00:34:23.280
Career. The college and career one
that my son at fifteen has taken,

480
00:34:23.480 --> 00:34:27.760
does it gives you an idea of
what they might be. Now that's up

481
00:34:27.760 --> 00:34:30.199
to you to determine. As we
do with all disc reports, we look

482
00:34:30.199 --> 00:34:32.920
at them and they, like you
said it earlier in our conversation, this

483
00:34:34.039 --> 00:34:36.360
is what you might be. This
is how it might be for you.

484
00:34:36.760 --> 00:34:39.000
Yes, and then you get to
decide how accurate that is. But for

485
00:34:39.119 --> 00:34:45.199
his there are some values that they
look for in the questions and helping them

486
00:34:45.239 --> 00:34:49.360
see that. I was thrilled as
a core values person, I was thrilled

487
00:34:49.400 --> 00:34:52.480
to see Oh my goodness, they're
actually telling my son. You know,

488
00:34:52.599 --> 00:34:55.559
number one, this is how you
learn these are the things that are important

489
00:34:55.599 --> 00:34:58.480
to you. And I can look
at that and say, yeah, that's

490
00:34:58.519 --> 00:35:04.239
really those really are important him.
So our normal report is thirty two pages,

491
00:35:04.320 --> 00:35:07.679
the college and career when it's forty
two pages. So we'll until the

492
00:35:07.719 --> 00:35:09.360
summer. We got three three weeks
of school left. Were waiting until the

493
00:35:09.360 --> 00:35:13.320
summer to really kind of walk through
that with him so that he has a

494
00:35:13.360 --> 00:35:17.719
better understanding moving forward of why things
upset him, why things are important to

495
00:35:17.800 --> 00:35:22.400
him. And when we do that, those two things why things upset me

496
00:35:22.440 --> 00:35:24.840
and what is important to me really
just kind of help you move through the

497
00:35:24.880 --> 00:35:31.039
world in a way that is just
much more peaceful and much more honest.

498
00:35:31.599 --> 00:35:36.320
And it helps you to the thing
about understanding your core values, Doug,

499
00:35:36.360 --> 00:35:39.239
is it helps you set your boundaries
internally and not have to defend yourself all

500
00:35:39.239 --> 00:35:42.559
the time, you know, and
just say, you know what, this

501
00:35:42.639 --> 00:35:45.480
is just a thing for me,
this is this is non negotiable for me.

502
00:35:45.559 --> 00:35:47.880
I got to walk away and it's
okay. And most most people,

503
00:35:49.280 --> 00:35:52.440
if they really care about you're gonna
be like, oh, okay, you

504
00:35:52.440 --> 00:35:53.320
know. I mean, it's just
like the door on the front of my

505
00:35:53.400 --> 00:35:57.599
house. Nobody walks in my door
without me and inviting them or opening the

506
00:35:57.599 --> 00:36:00.320
door to them, you know.
So, yeah, those things are important.

507
00:36:00.400 --> 00:36:05.440
And when we can see the differences, it's not just behavior. A

508
00:36:05.440 --> 00:36:08.440
lot of times, it's motivational quality. It's what's motive motivating us. And

509
00:36:08.480 --> 00:36:13.480
if economics is motivating me as a
salesperson, I am going to kick it,

510
00:36:14.159 --> 00:36:17.199
that's right. Economics, Like for
my son, I'm really struggling because

511
00:36:17.199 --> 00:36:20.679
economics is not one of his for
sure, because I can't get him to

512
00:36:20.719 --> 00:36:23.239
Moti lawn even if I pay him, and so it's you know, it's

513
00:36:23.239 --> 00:36:28.960
like free time or freedom or something
for him as well. But being able

514
00:36:29.000 --> 00:36:32.039
to figure out ways that motivate people, because even knowing that that gentleman was

515
00:36:32.079 --> 00:36:37.000
not motivated by economics, they probably
could find something that would be motivating for

516
00:36:37.079 --> 00:36:40.239
him that would help him. And
all the tests that we're talking about help

517
00:36:40.320 --> 00:36:45.679
us do that. Well. And
you mentioned something and I kind of use

518
00:36:45.760 --> 00:36:51.320
the word awareness, but you know, so many times people just struggle with

519
00:36:51.360 --> 00:36:52.239
why am I doing this? Why
am I doing that? Why do I

520
00:36:52.239 --> 00:36:54.639
get upset? So on? And
so forth. And I think that this

521
00:36:54.800 --> 00:37:00.559
is one tool that I find so
effective in being able to help someone to

522
00:37:00.599 --> 00:37:05.199
become aware of why they feel the
way they do, why they get triggered,

523
00:37:05.239 --> 00:37:07.360
why do they do all of these
things? And I know that you

524
00:37:07.440 --> 00:37:10.159
talk a little bit about three levels
of awareness, the abcs, would you

525
00:37:10.159 --> 00:37:15.639
share with the audience? Absolutely?
And I need to come up with some

526
00:37:15.760 --> 00:37:19.880
kind of really cool graphic for this, but I haven't yet. I use

527
00:37:19.920 --> 00:37:23.880
an iceberg as my main example for
it, but I call them my assumptions,

528
00:37:23.920 --> 00:37:30.039
beliefs, and conditioning. And as
a woman who has gone through a

529
00:37:30.079 --> 00:37:34.760
lot of things in order to understand
who I am, I have become very

530
00:37:35.000 --> 00:37:38.039
aware of the conditioning that I have
that I've had since I was young,

531
00:37:38.360 --> 00:37:42.280
and some of it is external.
And then we start taking it on for

532
00:37:42.320 --> 00:37:45.599
ourselves and build that iceberg so that
everything floats well. But our assumptions,

533
00:37:45.599 --> 00:37:49.320
the levels of awareness, I call
them, the assumptions, are our first

534
00:37:49.320 --> 00:37:52.000
one, the a's. These are
the things that kind of everybody, it's

535
00:37:52.000 --> 00:37:54.440
out there, everybody bumps into them. We might not realize we have an

536
00:37:54.440 --> 00:37:58.960
assumption, but once we're aware of
it, we say, oh okay,

537
00:37:59.000 --> 00:38:02.079
well, evidently that's that's an assumption
that I have. I walked into the

538
00:38:02.159 --> 00:38:06.239
room, and this is where I
believed to be true, right. But

539
00:38:06.280 --> 00:38:09.519
then the next level below that is
the beliefs. It's like understanding. These

540
00:38:09.519 --> 00:38:14.880
are the things that I have either
latched onto or been told all my life

541
00:38:14.920 --> 00:38:19.239
were true, and therefore they show
up as assumptions. But the beliefs are

542
00:38:19.320 --> 00:38:22.039
kind of right at the waterline.
Some of them are buried below. We

543
00:38:22.079 --> 00:38:25.480
don't always understand that we believe something. We talk in personal growth about the

544
00:38:25.480 --> 00:38:30.119
things we believe about ourselves. Those
are the things that are right underneath the

545
00:38:30.159 --> 00:38:32.159
water line, you know. Like
I was told when I was young,

546
00:38:32.199 --> 00:38:37.840
not everybody wants to hear my opinion, and so I too really stifled myself

547
00:38:37.880 --> 00:38:42.719
and tried not to share my opinion. Now people invite me on their shows

548
00:38:42.880 --> 00:38:45.559
or pay me to give them an
opinion, you know, because I've figured

549
00:38:45.559 --> 00:38:49.920
out a way to share that and
in a way that is productive. But

550
00:38:49.960 --> 00:38:52.440
the conditioning, the Iceberg piece,
that is all at the bottom. If

551
00:38:52.480 --> 00:38:54.880
you look at you know, if
you just go Iceberg model on anything,

552
00:38:54.920 --> 00:38:59.679
you'll see it and it won't be
the awareness situation. But those are the

553
00:38:59.679 --> 00:39:05.920
things that we just don't realize we
have kind of allowed to build us up

554
00:39:06.280 --> 00:39:09.599
and put a foundation underneath everything that
we believe all of our lives, and

555
00:39:09.639 --> 00:39:13.679
the older we are, the more
conditioning we have unless we've really worked on

556
00:39:13.719 --> 00:39:17.760
it. There's a situation in my
personal life right now that it's actually very

557
00:39:17.800 --> 00:39:23.480
positive, but with my husband it's
a situation outside of our family, but

558
00:39:24.400 --> 00:39:28.800
it is. Again it's very positive. But when he told me about it,

559
00:39:28.840 --> 00:39:31.199
I immediately was like, no,
I'm not doing that, and I

560
00:39:31.199 --> 00:39:35.280
didn't. I couldn't believe it.
After all this time, I work on

561
00:39:35.360 --> 00:39:37.800
all my awareness and I do all
this stuff. And so then the next

562
00:39:37.920 --> 00:39:40.480
day, like, I mean,
I throat clothes just thinking about it.

563
00:39:40.519 --> 00:39:45.199
This is how conditioning creeps up on
us. I looked at him yesterday and

564
00:39:45.239 --> 00:39:47.679
I said, I need you to
understand. I said, this is not

565
00:39:47.840 --> 00:39:52.119
something. Necessarily I can believe something
else I can say I believe something,

566
00:39:52.719 --> 00:39:59.159
but evidently I am conditioned to think
this is not okay, or I am

567
00:39:59.199 --> 00:40:02.159
conditioned to think that this is too
emotionally overwhelming for me, even though it's

568
00:40:02.320 --> 00:40:06.840
very positive. And so right now, like if you're not watching this on

569
00:40:06.960 --> 00:40:09.920
video, I'm like holding my arms
up saying this is my conditioning in front

570
00:40:09.920 --> 00:40:13.880
of me. I can't even see
you, right, So we don't even

571
00:40:13.960 --> 00:40:20.800
realize sometimes how deep it goes and
how important it is to understand because I

572
00:40:20.960 --> 00:40:27.119
want to do this thing that I've
been requested or offered, but I have

573
00:40:27.199 --> 00:40:30.960
to work through this conditioning piece and
understand it in myself before I'll be able

574
00:40:30.000 --> 00:40:34.400
to say yes, and because it
would mean a lot to another person if

575
00:40:34.400 --> 00:40:38.719
I could do this. And so
when we talk about awareness, especially in

576
00:40:38.880 --> 00:40:43.760
things like that, I don't know
about you, and I don't know about

577
00:40:43.760 --> 00:40:46.119
your clients, but I personally kick
myself over that stuff. Why didn't I

578
00:40:46.159 --> 00:40:51.239
know that or why didn't I see
that in myself? And I always tell

579
00:40:51.280 --> 00:40:54.559
my clients we know what we know
when we know it. We didn't know

580
00:40:54.639 --> 00:40:59.960
it five minutes ago, we know
it now, But five minutes from now,

581
00:41:00.400 --> 00:41:02.159
you can kick yourself if you still
pretend like you don't know it.

582
00:41:02.239 --> 00:41:05.800
But right now, don't kick yourself. Right It's like we have to give

583
00:41:05.840 --> 00:41:10.280
ourselves the grace of understanding that we
do have those things that we just are

584
00:41:10.320 --> 00:41:15.239
not aware of yet. And the
process of personal growth is becoming aware of

585
00:41:15.280 --> 00:41:20.280
the things that we either want to
celebrate or we want to change. Well,

586
00:41:20.320 --> 00:41:23.800
and when we start to discover that, how do we deconstruct it?

587
00:41:24.119 --> 00:41:30.440
How do we deconstruct all of those
subconscious imprints And believe me, they come

588
00:41:30.480 --> 00:41:32.760
from everywhere, as you know,
you know, whether it's family or friends,

589
00:41:32.840 --> 00:41:37.960
or school, or religion or whatever
it is. And our reality,

590
00:41:38.239 --> 00:41:43.960
I mean, I've learned this,
our reality of life is basically controlled by

591
00:41:44.000 --> 00:41:49.920
that. How do we deconstruct that
so that we start to create an entirely

592
00:41:50.039 --> 00:41:53.239
different reality, a different way of
life that really brings about such a higher

593
00:41:53.360 --> 00:41:55.880
level of joy and peace, happiness, love, all of those type of

594
00:41:55.920 --> 00:42:00.679
things. Well, the third big
pieces to my business. The first is

595
00:42:00.719 --> 00:42:05.800
the core values understanding yourself. The
second is the disc understanding how you communicate.

596
00:42:05.960 --> 00:42:07.920
And the third is what I call
my tenets of intentional Optimism. It's

597
00:42:07.960 --> 00:42:12.880
six tenants that I personally live by. It's the attitudes and mindsets that we

598
00:42:12.920 --> 00:42:16.760
embody to employ and live out those
dreams and goals with excellence. And I

599
00:42:16.960 --> 00:42:21.679
like to tell people because when people
hear deconstruct, they usually hear destruct.

600
00:42:22.800 --> 00:42:25.039
They don't hear deconstruct, they hear
destruct. They hear I'm going to take

601
00:42:25.079 --> 00:42:28.880
a baseball bat to all of this
and it's going to come crashing down.

602
00:42:28.920 --> 00:42:31.280
I'm like, no, that's not
how it works. I've watched my son

603
00:42:31.360 --> 00:42:37.079
take apart drones and lego things and
put them all back together and figure out.

604
00:42:37.079 --> 00:42:40.400
You know, I've watched him deconstruct, but he never does that to

605
00:42:40.599 --> 00:42:45.639
not use the pieces again. Right, So part of it is number one,

606
00:42:45.679 --> 00:42:50.400
shifting the way we see deconstruction.
It's taking it apart, pulling the

607
00:42:50.400 --> 00:42:53.280
strings, taking the spaghetti noodles and
laying them all out and saying where did

608
00:42:53.280 --> 00:42:59.480
this come from? I have done
some pretty serious deconstructing in my spiritual life.

609
00:42:59.800 --> 00:43:01.280
And my dad was a missionary and
a pastor, and I told him,

610
00:43:01.320 --> 00:43:04.159
I said, yeah, I thought
this. I thought this one thing.

611
00:43:04.360 --> 00:43:07.039
And he said, why would you
think, ma' And I said,

612
00:43:07.039 --> 00:43:09.760
well, honestly, Dad, I
thought I got it from you because as

613
00:43:09.800 --> 00:43:14.920
a kid, he was my spiritual
leader. And then as an adult I

614
00:43:15.000 --> 00:43:19.880
kind of became my own and realized
that I had these understandings or beliefs,

615
00:43:19.920 --> 00:43:23.159
and I somehow I just attributed everything
that I had in my head to my

616
00:43:23.280 --> 00:43:25.800
dad. They said, I I've
never told you that. I'm like,

617
00:43:27.000 --> 00:43:30.400
I know, I'm working on it, you know. But the piece I'd

618
00:43:30.400 --> 00:43:34.519
like to say there is I'd like
for this to be a positive, professional,

619
00:43:34.960 --> 00:43:38.760
adjuctant way to move forward. And
that's what the intentional optimism tenants do.

620
00:43:39.239 --> 00:43:45.760
It's being optimistic hopeful literally looking for
hope and being confident and being proactive,

621
00:43:45.239 --> 00:43:47.960
trying to get out and like,
if I'm aware of something, how

622
00:43:49.000 --> 00:43:52.400
can I work with it. The
second is being present. It's not just

623
00:43:52.840 --> 00:43:54.719
being where your feet are, as
Bob Goff says, it's being open and

624
00:43:54.800 --> 00:44:00.760
kind and generous and having a sense
of wonder. I love watching my garden

625
00:44:00.800 --> 00:44:04.199
grow every spring. When those crocus
come up out of the snow, I

626
00:44:04.239 --> 00:44:07.239
am thrilled to see them. And
part of the wonder I have is that

627
00:44:07.280 --> 00:44:09.360
they keep coming up every year because
I know what they've been through, right,

628
00:44:09.440 --> 00:44:13.559
and I know what it's like.
The third is being energetic. It's

629
00:44:13.559 --> 00:44:16.599
being life focused. It's choosing to
focus on things that bring life and excitement

630
00:44:16.599 --> 00:44:22.440
and joy rather than things that don't. It's being the fourth one is courageous.

631
00:44:22.639 --> 00:44:25.880
This is a sense of leadership.
This is adventure. It's the resilience

632
00:44:25.920 --> 00:44:29.639
that I talk about when we fall
down and get back up and we build

633
00:44:29.679 --> 00:44:32.199
those muscles, those muscles that we've
worked on for so long. You know,

634
00:44:32.280 --> 00:44:36.599
it's like figuring out how to get
back up. Then the fifth one

635
00:44:36.679 --> 00:44:38.599
is being wise and dad. This
one was the hardest one for me to

636
00:44:38.719 --> 00:44:44.840
embrace as something that I could pursue, because to me, wisdom is something

637
00:44:44.880 --> 00:44:47.039
that you just you're granted when you're
eighty five or something. You know.

638
00:44:47.119 --> 00:44:51.440
It's like all the old ladies in
my church had the wisdom, you know.

639
00:44:52.480 --> 00:44:55.679
Is we all have wisdom that we
can cultivate right now, no matter

640
00:44:55.719 --> 00:45:00.360
how old you are. But it's
really more a sense of respecting and using

641
00:45:00.440 --> 00:45:05.360
our words wisely and seeking to understand, as Steve Covey says, before being

642
00:45:05.440 --> 00:45:08.119
understood. And then the last one
is doing it all with intention, having

643
00:45:08.199 --> 00:45:13.159
a sense of purpose. Working in
a medical center, I wore heels and

644
00:45:13.199 --> 00:45:15.920
you could hear me walking down the
hall and they would say. People would

645
00:45:15.920 --> 00:45:17.440
say to me, yeah, I
know Andrew is coming. Like I don't

646
00:45:17.480 --> 00:45:22.239
wander, you know, I have
a destination, I have a plan.

647
00:45:22.760 --> 00:45:25.800
And all of everything we're talking about
right now is this desire to grow.

648
00:45:27.119 --> 00:45:30.719
And if you don't have an intention
to grow, you will not. That

649
00:45:30.800 --> 00:45:35.079
is it's just plain and simple.
So when I talk about deconstruction with people,

650
00:45:35.440 --> 00:45:37.559
a lot of it is just saying, what am I aware of?

651
00:45:37.920 --> 00:45:39.880
What doesn't serve me anymore? And
how can I move forward in a way

652
00:45:39.920 --> 00:45:45.440
that's going to make good use of
all of these experiences that I have in

653
00:45:45.480 --> 00:45:47.719
my life, all the bad stuff, all of the good stuff, and

654
00:45:47.800 --> 00:45:52.679
my own strengths and my own personality. That can we move forward with that?

655
00:45:52.760 --> 00:45:55.239
So it's almost like a deconstruction reconstruction, you know, it's like a

656
00:45:55.320 --> 00:46:04.840
repurposing and reusing and only understanding who
you really are and then being true to

657
00:46:04.920 --> 00:46:08.400
yourself. You're the one that you're
going to be with no matter where you

658
00:46:08.480 --> 00:46:12.559
are, no matter how long you
live. You're the only one that's going

659
00:46:12.639 --> 00:46:15.039
to always be there, and you
need to make good friends with yourself.

660
00:46:16.400 --> 00:46:21.599
Well. So as we get near
the end, I'd love for you to

661
00:46:21.679 --> 00:46:27.119
share if you had one message with
everything you have done, if you could

662
00:46:27.159 --> 00:46:31.119
just share a short message with the
audience from your heart, what would that

663
00:46:31.159 --> 00:46:37.760
be? Please think for yourself,
Please be willing to look inside and decide

664
00:46:38.000 --> 00:46:42.519
who you want to show up to
be. It may be a scary process

665
00:46:42.559 --> 00:46:45.639
for you, but it's never a
bad process. It's always a good process.

666
00:46:46.079 --> 00:46:49.199
Even if you have to get rid
of some stuff, take it to

667
00:46:49.239 --> 00:46:52.440
goodwill. Whatever you need to do, you are worth it because you were

668
00:46:52.480 --> 00:46:57.519
put here for a purpose. You
were created beautifully and if you don't show

669
00:46:57.559 --> 00:47:00.000
up as you, we won't have
the beauty that is you to share with

670
00:47:00.119 --> 00:47:05.719
us. I love it. So
I'm curious why do you like to do

671
00:47:05.800 --> 00:47:09.119
these podcasts? Well, partly I
just love to talk, you know,

672
00:47:09.280 --> 00:47:15.199
But you can talk to people that
I can't reach on my own podcasts because

673
00:47:15.199 --> 00:47:17.199
they may not come to my podcast, they may not come to one of

674
00:47:17.239 --> 00:47:21.920
my workshops. They may not come
to a live that I do, or

675
00:47:21.960 --> 00:47:23.880
a chamber meeting that I do,
or a conference that I do. But

676
00:47:24.639 --> 00:47:29.440
being on other people's podcasts gives me
the opportunity to talk to more and more

677
00:47:29.480 --> 00:47:32.840
people. Because I believe in this
message so strongly that I want other people

678
00:47:32.840 --> 00:47:36.119
to hear it. I want as
many people in the world to hear it

679
00:47:36.159 --> 00:47:42.599
as possible. And I appreciate the
privilege of being in other people's audiences all

680
00:47:42.639 --> 00:47:45.840
the time, being able to share
this stuff. Oh that's great, And

681
00:47:45.719 --> 00:47:50.400
your main focus is on businesses,
is that correct? Or do you do

682
00:47:50.480 --> 00:47:53.480
a lot of personal stuff too.
I don't do as much personal I started

683
00:47:53.480 --> 00:47:57.800
off thinking I wanted to be like
a personal life coach, but I find

684
00:47:57.840 --> 00:48:00.960
that I function better and I give
more or strategic input to people in more

685
00:48:01.000 --> 00:48:06.239
of a business setting and maybe that
it overflows into their personal life. But

686
00:48:06.480 --> 00:48:09.119
I do a lot of work with
teams. I love doing workshops with people.

687
00:48:09.559 --> 00:48:14.440
I like the give and take and
the interaction with multiple people. I

688
00:48:14.480 --> 00:48:17.159
just know that about my personality and
I think better. Pardon me, I

689
00:48:17.159 --> 00:48:21.679
think better and I do better in
those situations. So I am the person

690
00:48:21.679 --> 00:48:24.199
who can come in and help your
team figure out where they need to move

691
00:48:24.239 --> 00:48:28.719
people around, how they need to
communicate better, and if you, as

692
00:48:28.760 --> 00:48:31.639
a leader, need to start with
yourself, I'm your girl, all right.

693
00:48:32.239 --> 00:48:37.239
How do these people find you?
Well? I am the Intentional Optimist.

694
00:48:37.239 --> 00:48:39.519
So you can find my website,
which is the Intentional Optimist dot com.

695
00:48:39.639 --> 00:48:43.119
You can find me on LinkedIn or
Instagram. You can find me on

696
00:48:43.119 --> 00:48:46.239
Facebook, but that's mostly personal.
If you dm me on Instagram or LinkedIn,

697
00:48:46.320 --> 00:48:50.280
I'll dm you back. I'll message
you back for sure. But if

698
00:48:50.280 --> 00:48:52.960
you go to my website, right
above my head is a button and it

699
00:48:52.000 --> 00:48:57.519
says free Core Values exercise. If
you want to get started on that,

700
00:48:57.519 --> 00:49:00.320
that is a one page downloadable that
just kind of want she through the process,

701
00:49:00.679 --> 00:49:04.639
and if you need more help,
at the bottom of that page is

702
00:49:05.000 --> 00:49:07.400
information on my digital course and how
I do private coaching on that kind of

703
00:49:07.400 --> 00:49:14.039
thing. And on my website you'll
find DISK assessments and debriefs and teamwork and

704
00:49:14.039 --> 00:49:17.159
then you can contact me for anything
else you might need. Wonderful, Henrea,

705
00:49:17.199 --> 00:49:21.199
thanks so much for being on the
show. This has been interesting,

706
00:49:21.280 --> 00:49:23.920
and you know, recently I have
not focused much on business, but We've

707
00:49:24.039 --> 00:49:30.960
kind of got into this again because
I'm so fascinated by the DISC test and

708
00:49:30.000 --> 00:49:34.599
how that can help businesses. And
it really does. I mean I did

709
00:49:34.679 --> 00:49:39.159
work with small businesses and it was
fascinating how taking that and helping the business

710
00:49:39.159 --> 00:49:43.920
owner to understand who he was,
where his core values are, what was

711
00:49:44.000 --> 00:49:46.519
motivating him, all those type of
things, How it made such a difference

712
00:49:46.599 --> 00:49:52.639
in how he was actually leading and
managing his company or her company. Yeah,

713
00:49:52.679 --> 00:49:54.360
and you can do this in your
family as well. And like I

714
00:49:54.360 --> 00:49:57.679
said, my son is taking his
DISC and we're going to work on that

715
00:49:57.719 --> 00:50:00.519
together. My husband has his we
know what our disc type is are and

716
00:50:00.599 --> 00:50:04.039
we're going to work on that this
summer because he's our only son. He's

717
00:50:04.079 --> 00:50:07.400
adopted, and we want to make
sure that we do right by him,

718
00:50:07.480 --> 00:50:10.199
right want to We want to raise
him well and give him all of the

719
00:50:10.239 --> 00:50:15.800
opportunity that he has within himself to
become everything he can be. So it's

720
00:50:15.840 --> 00:50:19.639
not just for businesses. It can
be for families and is very helpful.

721
00:50:20.039 --> 00:50:22.920
But yeah, well, and as
you say, and I think this is

722
00:50:22.960 --> 00:50:27.559
so powerful, I've done this with
a few kids. You know, they

723
00:50:27.960 --> 00:50:30.840
they come they're in high school,
they're coming out of high school, trying

724
00:50:30.840 --> 00:50:32.880
to figure out what they want to
study in college to be able to go

725
00:50:32.960 --> 00:50:37.719
in and look at some of those
very specific tests that you mentioned and help

726
00:50:37.800 --> 00:50:40.719
them to understand where their values are, what their motivators are, and where

727
00:50:40.760 --> 00:50:47.880
their talents might be so that they
can literally get involved in something in the

728
00:50:49.159 --> 00:50:52.679
school that actually is going to be
fulfilling for them. And I've seen that

729
00:50:52.719 --> 00:50:57.880
happen with my own kids. In
fact, I have two kids that studied

730
00:50:58.079 --> 00:51:01.320
entirely different things because they thought that
that's what they should do, and out

731
00:51:01.320 --> 00:51:07.639
of school they have just completely done
something totally different and had we look at

732
00:51:07.639 --> 00:51:14.000
the disc we would I started.
I started as a nursing major and finally

733
00:51:14.119 --> 00:51:16.159
ended up as a business major with
a concentration of music industry. And so

734
00:51:16.199 --> 00:51:20.280
I've used my business degree, but
I started as a nursing major. I

735
00:51:20.320 --> 00:51:23.079
just couldn't. That's my authenticity.
It's like I couldn't continue to it.

736
00:51:23.079 --> 00:51:25.840
It just never would have worked.
Yeah, and see, as parents,

737
00:51:25.880 --> 00:51:31.920
we can actually kind of get in
there and help our children to not make

738
00:51:31.960 --> 00:51:36.440
some of the decisions that we've all
made that we found later on we wish

739
00:51:36.519 --> 00:51:40.039
we hadn't so absolute. Anyway,
thanks for being on the show, Andrea.

740
00:51:40.679 --> 00:51:44.559
This has been a great conversation.
I appreciate it, and folks,

741
00:51:44.679 --> 00:51:47.599
thanks for listening. Hope you enjoyed
it and look forward to having you join

742
00:51:47.719 --> 00:51:49.320
us again. Sin