Do you take the time to acknowledge your team’s contributions, or do you overlook their strengths? In this episode, Shannon Waller explores the transformative power of genuine praise in the workplace. Discover how effective recognition can improve team morale, fuel innovation, and drive overall success in your business. Download Episode Transcript Show Notes: Effective praise is a powerful tool for leaders: Acknowledging achievements creates a positive and collaborative environment and encourages continued excellence among your team members. Praise should be genuine and heartfelt: Authenticity is crucial; insincere praise can be perceived as manipulative and may damage trust within your team. Recognize individual strengths: Everyone has unique strengths, and acknowledging these not only boosts confidence and morale but also reinforces the value each person brings to the team. Immediate recognition is key: Timely praise reinforces positive behavior and creates a stronger connection between actions and acknowledgment. Understand how your team prefers to receive praise: Some people appreciate public recognition, while others prefer private acknowledgments or handwritten notes. Knowing their preferences strengthens the impact of your praise. Specificity matters: Instead of vague compliments, provide detailed feedback about what was done well. This helps to clarify expectations and reinforces good work. Acknowledge the effort behind achievements: Recognizing the challenges or obstacles someone overcame to achieve results adds depth to your praise and shows that you value their hard work. Use praise as a developmental tool: Highlighting what people do well can encourage them to build on those strengths and pursue further growth in their roles. Create a culture of appreciation: Regularly practicing praise within your team creates an atmosphere where everyone feels valued and motivated to contribute their best work. Encourage peer-to-peer recognition: Fostering an environment where team members acknowledge one another’s contributions can improve collaboration and strengthen relationships within the team. Resources: The Collaborative Way® Perplexity The 4 C’s Formula by Dan Sullivan Unique Ability®

The term 'busy' often acts as a conversational stop sign, offering no real clarity while masking our priorities. It’s frequently a cover for feeling overwhelmed, rather than a true indicator of productivity. Society pressures us to flaunt busyness, but real transformation comes from meaningful engagements. By shifting away from this common excuse, we can embrace honesty in our commitments and open up for more productive discussions about what truly matters in our lives.

Discover how to elevate your entrepreneurial organization by harnessing the Unique Ability® model. The discussion highlights aligning team members with their exceptional skills and passions, driving innovation and growth. Learn about the four levels of capability, emphasizing the importance of focusing on what individuals do best. This approach not only enhances productivity but also cultivates a more engaged and satisfied team. Say goodbye to stagnation and boredom as you unlock your team's potential for success!

Join Steven Neuner and Ryan Cassin, co-authors of Superpowered, as they share insights into the transformative power of hiring strategic assistants. They debunk myths surrounding this decision and emphasize the mindset shifts entrepreneurs need for effective collaboration. With personal anecdotes, they highlight how the right assistant can enhance productivity, bolster health management, and foster meaningful connections in both personal and professional life. Discover how structured partnerships can unlock genuine growth and freedom.

Are you inadvertently sabotaging your entrepreneurial company by hiring corporate talent? In this episode, Shannon Waller reveals the pitfalls of bringing corporate mindsets into entrepreneurial environments. Learn how to identify candidates with true entrepreneurial spirit, ask the right interview questions, and build a team that thrives on innovation, contribution, and rapid growth. Download Episode Transcript Show Notes: Corporate hires can be a risky choice for entrepreneurial companies due to fundamental differences in mindset and work approach. The meaning of “responsibility” differs greatly between corporate and entrepreneurial environments. Corporate backgrounds often emphasize status and hierarchy, while entrepreneurial companies value contribution above all. Red flags in interviews include candidates prioritizing salary, time off, team size, and office location over potential contributions. Corporate titles can be detrimental in entrepreneurial settings, as they focus on status rather than results. Unique Ability® titles that highlight an individual’s value creation are preferable in entrepreneurial companies. When hiring, look for candidates with entrepreneurial backgrounds or experience, such as childhood businesses or side hustles. Former corporate employees who felt constrained or stifled in their previous roles may thrive in entrepreneurial environments. Entrepreneurial companies offer more freedom, innovation opportunities, and faster-paced environments compared to corporate structures. Hiring managers should prioritize candidates excited about contributing to company growth rather than personal status. Diversity in thinking and problem-solving approaches is crucial for entrepreneurial teams rather than hiring clones of existing team members. Successful candidates should be willing to work independently, be hands-on, and make a direct impact on the business. Entrepreneurial companies should emphasize their unique culture and growth opportunities when recruiting to attract the right talent. Hiring the right people is challenging but critical for maintaining an entrepreneurial culture and driving business success. Entrepreneurs should trust their instincts during the hiring process and be wary of candidates who don’t align with the company’s entrepreneurial spirit. Resources: Unique Ability The Kolbe A™ Index

Discover the essential role of transparency in authentic leadership. Leaders are encouraged to be open and honest, which fosters trust among team members. When teams feel psychologically safe, they are more likely to voice their ideas and take risks. Practical strategies include sharing insights from meetings and explaining decision-making processes. Acknowledging limitations and asking for help further boosts collaboration, making everyone feel valued. Ultimately, transparency can drive innovation and enhance overall team success.

In this episode, Shannon Waller and guest Steve Heroux discuss the importance of sales coaching and understanding Sales DNA profiles. Steve addresses the negative perceptions of sales and the challenges entrepreneurs face in hiring effective salespeople, and offers actionable insights to transform sales culture. Tune in for a fresh perspective on finding and nurturing great sales talent! Download Episode Transcript Show Notes: Effective sales coaching is essential for developing a high-performing sales team and should focus on individual strengths and weaknesses. Understanding the Sales DNA profile can help identify the unique strengths of salespeople, allowing for tailored coaching and training strategies. The sales profession often suffers from a negative perception, with many seeing salespeople as pushy or manipulative, which can hinder effective selling. Sales leaders play a crucial role in shaping the culture and practices of their sales teams. Poor leadership can perpetuate negative stereotypes about sales. Finding the right salespeople is challenging, which means entrepreneurs must prioritize hiring individuals who align with the company’s values and customer needs. One-size-fits-all training programs are ineffective. Custom training based on the Sales DNA profile can lead to better results. Trust is a critical component in sales. Building genuine relationships with clients can counteract the negative stereotypes associated with sales. Many entrepreneurs struggle with sales because they excel in product development but lack sales expertise, leading to potential business failures. Defining an ideal customer profile helps sales teams focus their efforts on prospects that are more likely to convert and benefit from the product or service. Teaching salespeople to say no to unsuitable prospects is vital; just because someone is willing to buy doesn’t mean they should. Salespeople are motivated by personal goals and family needs. Leaders should align company objectives with these motivations to foster engagement. There is a need for a cultural shift in how sales is perceived and practiced, moving away from aggressive tactics to a more consultative approach. Providing sales teams with the right tools and resources, including training and technology, is essential for empowering them to succeed. The sales landscape is constantly evolving; ongoing training and development is necessary to keep sales teams competitive. Focusing on building long-term relationships with clients rather than short-term sales can lead to greater success and customer loyalty. Resources: The Sales Collective Steve Heroux on LinkedIn Book: Sales Is Not a Dirty Word: The Definitive Guide for Success in Sales by Steve Heroux Book: To Sell Is Human: The Surprising Truth About Persuading, Convincing and Influencing Others by Daniel Pink Book: Start With Why: How Great Leaders Inspire Everyone to Take Action by Simon Sinek Book: The End of Average: How We Succeed in a World That Values Sameness by Todd Rose Book: Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones by James Clear Unique Ability® The Kolbe A™ Index CliftonStrengths®

In this episode of Team Success, host Shannon Waller is thrilled to talk with special guest Marlene Chism, an expert on workplace drama and how to handle it effectively. Their long discussion is full of great communication and listening strategies to help you have that difficult discussion you’ve been avoiding. Shannon highly recommends all senior leaders read Marlene’s latest book, From Conflict to Courage: How to Stop Avoiding and Start Leading, for more practical wisdom on managing conflict at work. Listen now to find out the three words that heal any conflict. Download Episode Transcript Show Notes: The Karpman Drama Triangle consists of three roles: Victim: Feels powerless and blames others. Persecutor: Lashes out and is hard to get along with. Rescuer: Tries to fix everything for others. Denial: Added by Marlene in the center for Avoiders who say, “I don’t do drama.” People aren’t just one thing; they cycle through each regularly. Getting out of the drama triangle means becoming a Creator. Regulation Before Resolution: Regulating your emotions before approaching conflict allows you greater clarity, empathy, and a solution-oriented mindset. Emotional Awareness And Emotional Integrity: Accept that you have negative feelings. Represent yourself and your own feelings, not anyone else’s. Responsible Language: Ask questions. Speak to the vision. Focus on the outcome you want. Avoid generalization, blame, resentment, lack of choice, and justification. Radical Listening: Acknowledge the other person’s feelings: “It sounds like … ” Similar to Chris Voss’s “Tactical Empathy.” Similar to the Collaborative Way’s “Generous Listening.” Avoid trying to come up with a solution. Avoid telling a related story about yourself. Notice your own emotions without expressing them. “Don’t argue with other people’s feelings.” —Shannon Waller The Inner Game: External conflict starts when there is internal conflict. “Drama: the obstacle to peace or prosperity.” —Marlene Chism Work on your own clarity first because “the one with clarity navigates the ship, and everyone else shovels coal.” Be self-aware without being self-obsessed. Fulcrum Point Of Change: Nothing happens until you are willing to release your resistance to change. The “story” in your head about what is happening is the source of your suffering, not the other person, not the situation. Three-part approach for leaders: Establish a foundation: Examine what’s happening that shouldn’t happen to go into conversation with intention. Achieve leadership and employee clarity: Have the conversation and come to an agreement. Maintain accountability: Follow up two weeks after conversation. Specific strategies for difficult conversations: State intentions up front to reduce anxiety and defensiveness. Keep the discussion focused on constructive outcomes. Focus on the opposite of the issue to create a positive intention. Address observed behaviors and their impact rather than making accusations or generalizations about a person’s character. Use company values and vision to guide the intentions. Share the “story” you’re telling yourself about the situation. Say, “Walk me through what your perspective is.” Ask, “What do you want?” and “Would you be willing … ?” When you get denial or defensiveness: “That may be, but here’s what I need.” Three common responses to conflict are the 3 A’s: Aggression, Avoidance, and Appeasing. Resistance is almost always based on the need to be right. Three magic words that will heal any conflict: “You were right.” The “LABOR” principles for difficult conversations: L Ask for what you want. set B Own your stuff. Represent yourself. Major organizational problems can often be traced back to conversations that should have happened but didn’t. Strategic Coach® Tools For Clarity: Use The Impact Filter™ to get your thoughts down on paper, get some emotional distance from them, and get really clear about purpose, ideal outcomes, success criteria, and so on before jumping into difficult discussions. Dan Sullivan’s tool for new hires, the 4 x 4 Casting Tool™, is included in the upcoming Ambition Series book, Casting Not Hiring, out in October 2024. This tool lets new hires know exactly what results and behaviors are expected from them, how they can exceed expectations, and what is unacceptable. “The problem is never the problem. The problem is that you don’t know how to think about the problem.”—Dan Sullivan Resources: From Conflict to Courage: How to Stop Avoiding and Start Leading by Marlene Chism marlene@marlenechism.com Marlene Chism on LinkedIn Multiplication By Subtraction by Shannon Waller Karpman Drama Triangle The Power of TED* (*The Empowerment Dynamic) by David Emerald PRINT®: Team Success Podcast episode 224, “Uncovering ‘The Why Of You,’ With Debra Levine” The Impact Filter download Your Life As A Strategy Circle by Dan Sullivan Casting Not Hiring by Dan Sullivan and Jeffrey Madoff, includes example and explanation of The 4 x 4 Casting {Available October 2024} Kolbe Unique Ability® The Gap And The Gain by Dan Sullivan with Dr. Benjamin Hardy Chris Voss, “What is Tactical Empathy? How It Can Help in Negotiations at Work” “What is the Collaborative Way®?”

In this episode, Shannon interviews IT By Design founder Sunny Kaila, who shares his inspiring journey from taxi driver to successful entrepreneur and offers insights on leveraging talent markets and expanding businesses internationally. Tune in to discover his proven strategies for multicultural collaboration, and learn how to access global talent to drive your business forward. Download Episode Transcript Show Notes: Sunny shares his story of moving from India to New Jersey at 17, working various jobs to support his family, and eventually putting himself through college to study computer engineering. His entrepreneurial journey began in 2003 when he started IT By Design, which has now grown into a global company. Sunny also discusses his book The Secret To Building Winning Global Teams, sharing insights into how his company successfully integrates global talent to provide 24/7 IT services. His tips include: The rise of remote work has created opportunities for borderless hiring, allowing businesses to tap into a global talent pool. Building a global team can lead to significant labor cost savings of 30-70%, leading to greater profitability and overall business valuation. Effective multicultural collaboration is essential for managing diverse teams and can improve both cash flow and company culture. Investing in a strong learning and development division is key to equipping team members with the necessary soft skills and cultural understanding to work remotely effectively. Transitioning from direct sales to collaborating with competitors can expand your reach and create mutually beneficial partnerships. Understanding the unique needs of different markets is crucial for tailoring your approach to team management and service delivery. Implementing a 24/7 operational model allows for continuous service and support, which is vital for technology-driven businesses. Leaders must adapt their management styles to effectively lead remote teams, focusing on communication and cultural alignment. Maintaining a balance between cost efficiency and employee well-being is essential to sustaining a positive company culture. Using innovative strategies to manage rising operational costs can help businesses remain competitive in an evolving market. Regularly assessing and adjusting your team structure can lead to improved performance and adaptability in a changing business landscape. Sharing best practices and experiences can help other leaders navigate the complexities of building and managing global teams. Resources: Book: The Secret To Building Winning Global Teams by Sunny Kaila Unique Ability® CliftonStrengths® The Impact Filter™

Shannon Waller, an expert in team dynamics and strengths-based development, dives into the power of reinforcing team strengths over fixing weaknesses. She highlights how recognizing individual capabilities can enhance engagement and investment in personal growth. Waller discusses tools like the Impact Filter to foster collaboration and positivity. By creating a trusting environment, teams can improve productivity and performance, revealing unique talents that lead to fulfilling roles and ultimately benefit the bottom line.