Unlock a Fulfilling Life Using Your CliftonStrengths - with Author & Ironman Finisher Shaina Lane

Are you wondering if CliftonStrengths (aka Strengths Finder) is just for professional development?  Inside this energetic conversation with Shaina Lane, you'll hear how she leans into her talents to succeed in her career AND enhance her life with travel and extreme hobbies.   

Today's guest is my friend and sister, Gallup Certified CliftonStrengths Coach, who leads with the Executing Domain and knows how to get things done. 

When you listen to this episode, you will learn:

• How  CliftonStrengths can guide you on your career journey
• How to lean into your talents to create and achieve a more fulfilling life
• Why leaders need assessments like CliftonStrengths to build well-rounding teams
• Why the old model of staying  in a career you don't enjoy isn't serving you
• A different approach to finding your perfect career, besides getting a college degree

From healthcare provider to HR professional to professional coach, Shaina has traversed a path filled with career ups and downs. Yet, she has emerged triumphant, finding her true calling in empowering the next generation of leaders to forge their own paths to career success. As a seasoned endurance athlete and full Ironman finisher, she draws on lessons learned about courage, curiosity, and consistency in her coaching and speaking engagements, inspiring others to do the same.
 
Don't miss out on Shaina's latest offering-her new book on Leadership.  " Leadership is Easy, Said No One Ever! 11 Habits to Learn Early so You Can Lead Expertly," this book is a treasure trove of wisdom and practical advice for aspiring leaders. Get your copy today and embark on a journey of self-improvement and leadership excellence.

Shaina's Top 10 Talent Themes: Responsibility, Relator, Learner, Arranger, Includer, Focus, Harmony, Input, Discipline, Empathy

Connect with Shaina:
www.premierprocoach.com
www.linkedin.com/in/shainalane/

Transcript

00;00;00;00 - 00;00;08;08
Speaker 1
I am so excited about this conversation that you get to be a fly on the wall for us as we dive into,

00;00;08;08 - 00;00;25;06
Speaker 1
a conversation around Cliftonstrengths with my good friend Shayna Lane. Shayna obviously is another Gallup certified strength coach and we met at a Shrink's retreat and became fast. Friends were both high related, so we connected. that's it.

00;00;25;08 - 00;00;41;05
Speaker 1
Like we're friends for life now. But Shayna is such an extraordinary woman. She has done so many things, not only in her career, but also in her hobbies like running and finishing a full Ironman. Hello.

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Speaker 1
and she also just published her first book on leadership. And we're going to talk about all of these things in our conversation today.

00;00;50;28 - 00;01;07;11
Speaker 1
So pop in those earbuds I get ready. This is going to be such a powerful conversation around Cliftonstrengths and how they show up in the world and in your life and in Sheena's life, career changes. She's had a lot of them and a lot of experience, leadership. And

00;01;07;11 - 00;01;15;08
Speaker 1
how did just incorporate it all so that you can live a vibrant, healthy, happy and energetic life?

00;01;15;09 - 00;01;24;06
Speaker 1
Isn't that the goal that we all have? So anyway, I hope you enjoyed this conversation as much as Shane and I did having it.

00;01;53;18 - 00;02;09;07
Speaker 1
welcome back, listeners to the Discovering Your Calling podcast. I'm your host, Sherry Writer. And today we are talking to my friend Shayna Lane. And Shane and I are both, Gallup certified Cliftonstrengths coaches, and that's how we have met.

00;02;09;07 - 00;02;15;15
Speaker 1
we got to hang out together a couple years ago, actually in person in Michigan, which was super fun.

00;02;15;19 - 00;02;26;01
Speaker 1
And today we're going to talk all about Shane's journey. Her cliftonstrengths an exciting new book. She just, launched. So welcome to the podcast, Shayna.

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Speaker 2
Thank you so much for having me. Sheri. I'm so excited to be here. I've been following it along and social media and I was like, what? Cool. Someday to be on that podcast and you're in.

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Speaker 1
Here you are, here you are. And it's fun because

00;02;40;00 - 00;02;44;25
Speaker 1
I've been thinking recently, wouldn't it be cool to write a book? And

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Speaker 1
I'm excited to, you know, talk to you about your journey on writing the book, and we'll get there at the end of the podcast. But I want to start from

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Speaker 1
let's start from your experience with Cliftonstrengths.

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Speaker 1
When

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Speaker 1
were you first exposed to Cliftonstrengths?

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Speaker 2
Yeah, gosh, I always think about that and I want to go back to like, how many years ago did I start using this? But I was a young leader in health care and

00;03;13;17 - 00;03;25;22
Speaker 2
we had a change in our administrator, and we were a ragtag group of senior leaders who hadn't had some stroke. We hadn't had strong leadership

00;03;25;22 - 00;03;27;22
Speaker 2
above us in a while.

00;03;27;22 - 00;03;50;05
Speaker 2
And so that's why I say we were kind of ragtag. But the new administrator that came in was really, really strong in people development. And so she introduced us to leadership development. She brought in all sorts of tools and resources. Facilitators. she had instructor from her MBA program come in and do like a two day retreat with us, but she introduced us to Cliftonstrengths.

00;03;50;05 - 00;03;52;12
Speaker 2
We did it with our our senior leadership team.

00;03;52;12 - 00;03;55;12
Speaker 2
And what was really the most helpful about that, as she said,

00;03;55;12 - 00;03;55;26
Speaker 2
you know,

00;03;55;26 - 00;04;12;27
Speaker 2
anytime I'm going to a networking event, I'm taking Michelle with me because she Michelle's got high woo. And she loves to just talk to all the people. And that's why I take her with me. And you know, Nate's in charge of facilities because he is cool as a cucumber when the water goes out in the facility and nobody can flush a toilet, right.

00;04;12;27 - 00;04;26;23
Speaker 2
Because he has high restorative. And so that's why Nate does that. And so she really helped us understand why and how she leveraged our strengths. And it made so much sense to me. And I think

00;04;26;23 - 00;04;41;16
Speaker 2
reading through my report and my top five strengths at that time, it was really validating. But it was useful. Like I could actually take it and apply it and I could think of real life scenarios where the strength showed up for good or for bad.

00;04;41;18 - 00;04;45;12
Speaker 2
And, and so I really took it and ran with it and

00;04;45;12 - 00;05;02;08
Speaker 2
I started doing that with each of the teams that I lead afterwards. And so I was facilitating and working with strengths for quite a while before I got certified through Gallup in 2019. And that was, it was incredible. number one, I have learner really is number three.

00;05;02;08 - 00;05;22;29
Speaker 2
So just going and learning and like getting all of the books and the resources was was pretty fantastic. And so it just really deepened my understanding of the assessment and the tool and how to leverage it. And and so it's been really fun. I've enjoyed Cliftonstrengths and I've found it to be for me and my hands the most

00;05;22;29 - 00;05;27;15
Speaker 2
relevant, applicable tangible assessment for individual and team development.

00;05;27;15 - 00;05;46;14
Speaker 1
I love that and I want to applaud your former leader, your former boss. You know that one. Just bring it in and development and we all know that. Or we should know if you are a leader you run in an organization like that's what people want. It's not. And I know you had a post not too long ago.

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Speaker 1
Something about it's not the food. We love the food, but it's not the food that keeps people coming in. You know,

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Speaker 1
it keeps the teams.

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Speaker 2
Oh my gosh, I had that conversation at least once a week. Great. You're planning all these parties. What are you doing for retention?

00;05;59;14 - 00;06;02;26
Speaker 1
Right, right. And that's a whole nother conversation. We could have.

00;06;02;26 - 00;06;11;16
Speaker 1
And if you are a leader and you're looking to retain people following, you know, following her, get her book. We're going to talk about you. You need the book. You need the book if you're a leader. And even if you're not a leader,

00;06;11;16 - 00;06;12;12
Speaker 1
you need the book.

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Speaker 1
Like I learned, so much is not here.

00;06;16;03 - 00;06;19;20
Speaker 1
Yeah. But if you're just leading yourself like there's things you can learn.

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Speaker 1
But anyway I applaud her for doing, you know bringing in resources and

00;06;25;02 - 00;06;44;03
Speaker 1
as far as Cliftonstrengths is concerned, the fact that she made it tangible for you because I hear and I'm sure you do too, like, oh, the string speaker thing. Yeah, I think I took that assessment back in this job and but I never really did anything.

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Speaker 1
It was interesting.

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Speaker 2
It was really cool to see. I can't remember where I put my report. It took a few years.

00;06;50;05 - 00;06;53;14
Speaker 1
Yes. Yes I hear that all the time.

00;06;53;14 - 00;07;08;27
Speaker 2
But in the same vein I just had this conversation with a leader not too long ago who was saying it was in an organization that was using a different tool. It wasn't cliftonstrengths, but they were saying, you know, this is super important. You need to train my leaders on how to use this because it's invaluable and it's so incredibly powerful.

00;07;08;27 - 00;07;09;11
Speaker 2
And I said,

00;07;09;11 - 00;07;10;21
Speaker 2
okay, have you

00;07;10;21 - 00;07;13;24
Speaker 2
spoken with them about how you've used it? Well, I'm not using it.

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Speaker 2
Oh, so even though you say it's important but you're not using it,

00;07;18;00 - 00;07;25;22
Speaker 2
they're not going to listen to me when I say hey you should really use this assessment because it's really valuable. You've got to model the way like you've got to show the way and go the way.

00;07;25;22 - 00;07;27;01
Speaker 2
Right. And so I think

00;07;27;01 - 00;07;31;14
Speaker 2
often strengths are the same. And that's what, Meredith, my leader did for us was she was like,

00;07;31;14 - 00;07;40;03
Speaker 2
this is how I use this. So we're like, oh, she's using it. And she's successful in our team. It's functioning in a high performing way.

00;07;40;03 - 00;07;44;01
Speaker 2
Oh, it made a lot more sense and we were a lot more motivated to do it.

00;07;44;01 - 00;07;49;14
Speaker 1
Right, right. And I love the the key thing you just said too is a high performance way.

00;07;49;14 - 00;08;02;01
Speaker 1
And that's really what the strength is about is becoming whether it's in us as an individual. If you're an entrepreneur listening to this, if you are a leader your team's work, you're in a relationship with someone

00;08;02;01 - 00;08;03;23
Speaker 1
like everything. You just

00;08;03;23 - 00;08;08;13
Speaker 1
it brings in that higher level of performing because we could all

00;08;08;13 - 00;08;11;01
Speaker 1
live and work in our own natural strengths.

00;08;11;03 - 00;08;30;28
Speaker 1
that being said, let's go over what are your top ten and we get to dive into ten because, you know, normally if I'm talking to somebody, I have to have two other interviews today. And we're talking about strengths for podcast interviews and we're just diving at the top five with them because they're new or first time whatever.

00;08;30;28 - 00;08;40;11
Speaker 1
But you and I, you know, we get to talk about top ten because we're both strengths coaches here. So we can do this. So now you want to share what your top ten are.

00;08;40;11 - 00;08;42;13
Speaker 2
Just look them up.

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Speaker 1
Oh I got it right here. You want me to share.

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Speaker 2
Okay I know I know

00;08;45;20 - 00;08;54;12
Speaker 2
I don't have the the 6 to 10 in order but yeah. So responsibility relator learner arranger include her

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Speaker 2
focus

00;08;55;06 - 00;08;56;01
Speaker 2
harmony

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Speaker 2
discipline

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Speaker 2
and consistency.

00;08;58;19 - 00;09;01;29
Speaker 1
Yes. Input discipline empathy. So what I have input.

00;09;01;29 - 00;09;12;21
Speaker 2
Discipline. Empathy. Yes I know they all kind of land in there but I forget the order. No empathy ten because that one surprised me I, I've worked really, really hard on

00;09;12;21 - 00;09;18;16
Speaker 2
I mean, growing up in a household that displayed zero empathy, right? We didn't have emotions in our household. So

00;09;18;16 - 00;09;22;14
Speaker 2
that's been really hard for me. So the fact that it showed up in my top ten was really surprising.

00;09;22;14 - 00;09;30;02
Speaker 2
But I think it's because over the years, I've learned to lean into the importance of it and recognize it. So anyways, that's how I always remember that one.

00;09;30;04 - 00;09;45;08
Speaker 1
That's good. It's funny because I'm the same way with my six through ten. I don't always remember the exact order of them, but I know, focus is my number ten, and the only reason I know that that is my first executing theme.

00;09;45;08 - 00;09;46;29
Speaker 2
Oh, wow.

00;09;47;01 - 00;09;49;16
Speaker 1
Yes. Which you

00;09;49;16 - 00;09;51;09
Speaker 1
you lead with executing right?

00;09;51;11 - 00;10;00;14
Speaker 2
Oh, yeah. A lots of executing, some relationship building and some strategic thinking. my influencing I don't think starts until like 15 or 16.

00;10;00;16 - 00;10;09;23
Speaker 1
And that's my number one. Like I lead with influencing. So it's so fun to see that. And just if if you're listening now and we just totally lost you,

00;10;09;23 - 00;10;17;07
Speaker 1
do you explain like what are the these are domains. How do you explain those to somebody? I'm curious. Yeah. How would you explain domains?

00;10;17;09 - 00;10;49;29
Speaker 2
Okay. You know, it's been a while since I've had to do that, but, domains are there's four domains in cliftonstrengths, influencing, executing, strategic thinking in relationship building. And so the 34 talent teams are all grouped into a domain based on that, how the behaviors show up and play out. So, my understanding is that Gallup and, Don Clifton created those domains as an easy way to categorize strengths that might look and feel similar.

00;10;50;01 - 00;10;52;10
Speaker 2
those are unique in their own right.

00;10;52;10 - 00;10;53;00
Speaker 2
Yeah.

00;10;53;02 - 00;11;09;16
Speaker 1
And you know, executing obviously. And the thing I like about domains so pretty much are what they sound like. Some of the themes aren't, but the domains are executing just means you know how to get stuff done. We're going to talk about Shane in a minute and you will hear all the things she gets done.

00;11;09;16 - 00;11;11;00
Speaker 1
Mind boggling to me.

00;11;11;04 - 00;11;17;07
Speaker 1
Influencing has the the gifts of being able to influence others to get things done.

00;11;17;20 - 00;11;18;20
Speaker 1
The way I look at it,

00;11;18;20 - 00;11;24;02
Speaker 1
relationship building, they're just the natural relationship builders. They're the people that they are. The people. People.

00;11;24;02 - 00;11;35;26
Speaker 1
and then strategic thinkers are just gifted in being able to think up the plans. They're the they're the thinkers in the group. They're the ones that are going to come up with the new, fresh ideas.

00;11;35;28 - 00;11;39;04
Speaker 1
and in a high performing team needs all of those,

00;11;39;04 - 00;11;40;22
Speaker 1
domains in them.

00;11;40;22 - 00;11;43;07
Speaker 2
You're so right. You're so right.

00;11;43;09 - 00;11;45;09
Speaker 1
You know? But as individuals,

00;11;45;09 - 00;12;06;07
Speaker 1
we don't need to have them all. And we shouldn't really necessarily have them all. Some people do. It's interesting, but most of us don't. And it's learning to lean into our own natural abilities. and go back. Gina is high executing. And so Shannon, share a little bit about what you do today in work, but then also I want to I want that listener to.

00;12;06;07 - 00;12;06;29
Speaker 2
Hear.

00;12;06;29 - 00;12;08;29
Speaker 1
All the cool things you do.

00;12;08;29 - 00;12;10;12
Speaker 1
For fun, I guess.

00;12;10;12 - 00;12;12;09
Speaker 1
And you'll hear why I say it that way.

00;12;12;16 - 00;12;13;17
Speaker 2
So

00;12;13;17 - 00;12;30;15
Speaker 2
I know, you know, people are always like, I don't know how you do all the things you do. And I was like, you've been caught up on Netflix too. So, I mean, I do get some downtime. yeah. So today I am a senior leadership development specialist at Accent Care, which is a home health and hospice organization.

00;12;30;21 - 00;12;37;27
Speaker 2
We are about 30,000 employees and we've got branches in 31 states. I work remote from Michigan,

00;12;37;27 - 00;12;52;20
Speaker 2
which is great in the summer and not so great in winter, but that's beside the point. and then I have my own coaching and consulting practice on the side. Premier professional coaching, where I focus heavily on leadership development, leadership coaching and also career development.

00;12;52;20 - 00;13;11;15
Speaker 2
I'm a certified professional career coach as well, and so helping people kind of navigate the transitions, you know, the the folks that come to me are like, you know, I'm a nurse for 20 years and they're so burnt out, I need to do something else, but I don't know what or I've been a lawyer for ten years and I realize it's soul sucking and I hate it.

00;13;11;16 - 00;13;27;21
Speaker 2
You know, what else can I do? And so helping them navigate that transition and positioning themselves, understanding their transferable skills and their talents. Of course, every one of my clients will get a cliftonstrengths assessment code, so that we can speak the same language. But

00;13;27;21 - 00;13;36;11
Speaker 2
I also think to so many people, focus on the skills of the job and what it requires and overlook the talent piece of it, because those are quite different.

00;13;37;06 - 00;13;45;28
Speaker 1
Yeah, exactly. And and that's why the reasons we get a lot is we love, you know, all the things leadership, career change, all everything about that.

00;13;45;28 - 00;13;56;21
Speaker 1
And then talk a little bit about your personal things, your hobbies. and this is where I see Shane is executing like, oh, yeah, this is, this shows up in your your talent.

00;13;56;21 - 00;14;00;15
Speaker 1
Dave's is like, okay. That explains why she does that.

00;14;00;17 - 00;14;16;15
Speaker 2
Yeah. You know what? It's interesting because as I picked up different hobbies over the years and I've picked them up and let them go, just obviously at a time. But I think some of it's that learner. I like to learn new things, but it also gives me dimension to my personality. So I am, not married, no kids.

00;14;16;15 - 00;14;18;04
Speaker 2
I have three cats

00;14;18;04 - 00;14;38;29
Speaker 2
that I consider my children. but I have a lot of free time. And so if I didn't have my hobbies, people would be like, Shane, what's, you know, I wouldn't even need to talk about, but work. And so, you know, over the years, you know, I learned how to salsa dance. I danced on a performance team in Atlanta, salsa Atlanta, which was super fun.

00;14;38;29 - 00;14;58;04
Speaker 2
And I did, mixed martial arts for a while, and, got to be a high purple belt and mixed martial arts. we tie was like a style, ride a motorcycle. I don't have one currently, but my entire family ride. So learning how to ride a motorcycle was like one of my first things. I think I was just telling the story the other day.

00;14;58;04 - 00;15;04;17
Speaker 2
I was about 26. My brother's younger than me and he got his motorcycle endorsement. Both my parents ride and I was like,

00;15;04;17 - 00;15;07;01
Speaker 2
if he can learn how to do that, I can learn how to do that. Like,

00;15;07;01 - 00;15;15;03
Speaker 2
you know, what am I doing? So I took the motorcycle safety class and I got my endorsement. now I'm really, you know, I pick up running and grad school.

00;15;15;03 - 00;15;18;15
Speaker 2
But over the past probably eight years, I've gotten into triathlon.

00;15;18;15 - 00;15;19;06
Speaker 2
And so

00;15;19;06 - 00;15;23;07
Speaker 2
that challenges me on a personal, physical level. I'm

00;15;23;07 - 00;15;35;09
Speaker 2
low, so I'm never going to win a race, but I can always get better than I was in the last race. And so I'm chasing, you know, it's me against me and always trying to beat my last time, which has been

00;15;35;09 - 00;15;39;29
Speaker 2
fun because it keeps me is be challenged, and working towards something.

00;15;39;29 - 00;15;44;13
Speaker 2
So I've been doing triathlon, I've done a full Ironman, did Ironman in Texas in

00;15;44;13 - 00;16;00;05
Speaker 2
2017, and I'm doing my fifth half under nude coming up here in July in Oregon. Really excited about that. Downriver swim, which you can basically put on a wetsuit and float down it. And well, I really did spend time. So that's the exciting,

00;16;00;05 - 00;16;02;03
Speaker 2
I do, I do in my free time.

00;16;02;03 - 00;16;05;29
Speaker 2
Well, I wrote a book and I know we're going to talk about that, but that was a

00;16;05;29 - 00;16;10;14
Speaker 2
14 month, endeavor, which was which was

00;16;10;14 - 00;16;14;12
Speaker 2
a big learning experience as well. We talked about a learning curve a little bit,

00;16;14;12 - 00;16;18;26
Speaker 2
but, I think if there's anything else that, I have been doing lately,

00;16;18;26 - 00;16;21;18
Speaker 2
I've been up to it and it's always feels like there's something new.

00;16;22;16 - 00;16;34;01
Speaker 1
Yeah. And what strengths like, I'd love to focus in on. I think that endurance, you know, being an endurance athlete, doing in the Iron Man, I mean, that is not I mean,

00;16;34;01 - 00;16;36;29
Speaker 1
what is a is there a percentage of, like, people that actually

00;16;36;29 - 00;16;38;24
Speaker 1
achieve an Ironman like.

00;16;38;26 - 00;16;53;29
Speaker 2
Yeah, they say it's less than 1% of the population will ever compete in and complete in Iron Man? I mean, somebody the other day who said they had a friend who just did Ironman Texas, I can't remember who I was talking to, but they said it was his fifth

00;16;53;29 - 00;16;58;14
Speaker 2
attempt at an Ironman. He finally finished and it was like two minutes before the cutoff.

00;16;58;14 - 00;17;16;10
Speaker 2
I think for a full Ironman, they give you seven hours to finish. So he finished like in 1658 or something, but finally finished on his fifth attempt. it's pretty, pretty rigorous. And if you are listening out there and you've never done a triathlon or know what an Ironman races

00;17;16;10 - 00;17;19;22
Speaker 2
Ironman race is a triathlon, it's just a branded event.

00;17;19;22 - 00;17;31;17
Speaker 2
So they only do the half distance, which is 70.3 miles, and the full distance, which is 140.6 miles. and it's a swim bike and then run. so it's

00;17;31;17 - 00;17;46;05
Speaker 2
it's pretty challenging, but there's so many leadership parallels that as I've been rattling this around in my brain and how this could be my TEDx talk of like how what you learn about leadership from doing Ironman races.

00;17;47;13 - 00;17;47;26
Speaker 1
And

00;17;47;26 - 00;17;49;03
Speaker 1
I want to come back to that,

00;17;49;03 - 00;18;00;28
Speaker 1
but I would like to hear from you, like for you, which of your talent themes did you have to really lean into, or do you have to lean into because it's something you're still doing that you have to lean into in order to

00;18;00;28 - 00;18;06;16
Speaker 1
go even just go out for a run when you don't want to or to complete the Iron Man.

00;18;06;16 - 00;18;11;22
Speaker 1
Like, what do you what do you what do you see with your talent themes? Which ones help you and maybe which ones hinder you?

00;18;11;22 - 00;18;12;19
Speaker 2
Sometimes,

00;18;12;19 - 00;18;22;14
Speaker 2
yeah, I feel like it's more about reining in my job. Sometimes. So the responsibility and discipline obviously is what

00;18;22;14 - 00;18;41;16
Speaker 2
propels me to get the training done right. Like once I've signed up for something, once I've committed to something, I have to do it. I can't not do it. so there's that component of it. I love the community feel of it, and I think a lot of that is my include or talent of being included in this community of endurance athletes.

00;18;41;18 - 00;19;00;13
Speaker 2
is is really motivating and energizing for me as well. But I think sharing always gets to a point when I'm like halfway through my training cycle where I'm like, I know I do this to myself. I'm not going to sign up for any more races. I just want to go out and run because I want to run, not because I have to run as a part of a training plan.

00;19;00;15 - 00;19;05;26
Speaker 2
and it usually lasts a couple weeks after a race, and then I'm riding the high of the race and I sign up again,

00;19;05;26 - 00;19;18;12
Speaker 2
and before you know it, I'm like, back into a schedule where I lean into that discipline and the responsibility of doing that. And then, of course, I have some good friends that race with me, and I think that appeals to my later talent as well.

00;19;18;12 - 00;19;36;09
Speaker 2
Just the closeness of, you know, when Kathleen and I were training for the Ironman together, we'd have to do 100 mile bike rides, and that would take seven hours. And so we're on a bike trail for seven hours together. We talk about anything and everything, right? And then the next day we're out running 20 miles for a training run, which could take four hours.

00;19;36;09 - 00;19;48;07
Speaker 2
And we're talking about all the things then. And so you, you really develop some deep friendships through in tracing. If you've got folks that you, you're doing it with. So I think it appeals to relator too.

00;19;48;07 - 00;19;49;06
Speaker 2
That makes sense.

00;19;49;06 - 00;19;49;28
Speaker 1
That makes sense.

00;19;49;28 - 00;19;58;24
Speaker 1
Which of your talent themes do you feel like might hinder you. Or which ones get in the way of the ones that make you think that that why do I do this to myself?

00;19;58;26 - 00;20;16;02
Speaker 2
Like, I think it's that responsibility I've got to rein in and you know, I don't know which one. Sure. I do it to challenge myself. And maybe you can help me brainstorm that a little bit around which talent might enjoy the challenge of just getting better. I, you know,

00;20;16;02 - 00;20;19;09
Speaker 2
I, I've been I've struggled to link that to a specific talent thing.

00;20;19;09 - 00;20;23;10
Speaker 2
But I think that's what drives the desire to continue to do these races.

00;20;23;10 - 00;20;31;10
Speaker 2
it's to not be stagnant. But, you know, maybe it is just to be a little bit interesting and not just a one dimensional person that goes to work and goes to sleep, too, you know?

00;20;31;12 - 00;20;32;05
Speaker 1
So

00;20;32;05 - 00;20;33;26
Speaker 1
and I keep looking down at them because,

00;20;33;26 - 00;20;36;14
Speaker 1
like, you're not competitive, right. That's pretty

00;20;36;14 - 00;20;37;23
Speaker 1
competition's low.

00;20;37;28 - 00;20;43;08
Speaker 2
Yeah. And achiever I think achiever is to be in my top 15 but not high.

00;20;43;08 - 00;20;43;25
Speaker 2
so

00;20;43;25 - 00;20;46;21
Speaker 2
I don't know I don't know what drives that.

00;20;46;21 - 00;20;47;23
Speaker 2
the challenge of,

00;20;47;23 - 00;20;49;14
Speaker 2
you know, I always used to say like,

00;20;49;14 - 00;20;52;11
Speaker 2
again, I'm slow, so I'm never going to win a race, but,

00;20;52;11 - 00;20;54;22
Speaker 2
I want healthy heart and lungs.

00;20;54;22 - 00;21;00;29
Speaker 2
You know, maybe it's growing up in my career, starting in orthopedics and working in sports medicine.

00;21;00;29 - 00;21;15;07
Speaker 2
you know, initially when I started my career, I worked in the college, and I worked with college athletes, you know, young, fit, healthy individuals. And then I switched, into a different industry. And I started working in orthopedic clinic and in sports medicine.

00;21;15;07 - 00;21;24;05
Speaker 2
And you'd see, for example, the 91 year old that comes in for a little bit of shoulder pain and just wants to get back out on the tennis court.

00;21;24;05 - 00;21;29;08
Speaker 2
Right? Because they've really taken care of themselves their entire life, and they're in great shape

00;21;29;08 - 00;21;48;06
Speaker 2
and a little nagging shoulder pain. But then you see the 55 year old Carmen, who's, you know, disabled tons of co-morbidities, just hasn't really kept up and taking care and maintain their health. And and they're so limited in what they can do. And that always just kind of I think that sparked a flame in me of like,

00;21;48;06 - 00;21;48;27
Speaker 2
who care of yourself.

00;21;48;27 - 00;22;02;01
Speaker 2
Now while you can, live the healthiest life that you can and and so I think that's part of you know, why I continue to do these sports is just overall health too.

00;22;02;01 - 00;22;04;05
Speaker 1
And that makes sense where you seeing both

00;22;04;05 - 00;22;09;02
Speaker 1
you know what it looks like to be in the optimum health. And then what it looks like to not so much.

00;22;09;02 - 00;22;09;28
Speaker 2
yeah.

00;22;10;00 - 00;22;14;10
Speaker 1
And I can see where you were later, you know going to just keep thinking on the read later. I think

00;22;14;10 - 00;22;18;28
Speaker 1
if you've formed a lot of relationships, deep relationships with

00;22;18;28 - 00;22;20;21
Speaker 1
these athletes, they

00;22;20;21 - 00;22;23;08
Speaker 1
I could see where that would be the driving force.

00;22;24;06 - 00;22;25;23
Speaker 1
Because you don't want to let that go.

00;22;25;23 - 00;22;37;27
Speaker 2
yeah. And I love to travel. And so there's an opportunity to travel and do races, like we're going to Oregon. I've never really been in Oregon, and so I'm going to go experience it through a race with two of my good friends and

00;22;37;27 - 00;22;44;25
Speaker 2
Brian, one of the guys that I raced with, he was like, so I know people that are doing an Ironman in, New Zealand.

00;22;44;25 - 00;23;02;14
Speaker 2
Maybe that should be our next race. And I was like, New Zealand. I mean, it sounds fabulous, but wow, the logistics of getting your bike and all of your stuff over there. but again, hey, what an opportunity to travel. And and again, I think some of that appeals to my learner of like, I love going new places.

00;23;02;14 - 00;23;10;27
Speaker 2
I love seeing new things, learning new cultures, trying the new foods. so I can combine a lot of those things. Maybe that's

00;23;10;27 - 00;23;12;29
Speaker 2
part of my arranger efficiency.

00;23;12;29 - 00;23;13;05
Speaker 2
Yeah.

00;23;13;10 - 00;23;19;27
Speaker 1
I'm just going to ask where Ranger do you see input or a Ranger fitting in in the mix?

00;23;19;29 - 00;23;25;16
Speaker 2
Yeah, I think so. You know, one of the things when I was learning about input that stood out to me was, you know

00;23;25;16 - 00;23;35;10
Speaker 2
what? The one thing in the definition that always throws people off when I'm coaching them is the first line they see is like, you like to collect things and people immediately throw their hands up. You know, I'm not a hoarder.

00;23;35;12 - 00;24;04;02
Speaker 2
but one of the things I remember from the Gallup course was you could collect passport stamps, right? So some people get a real kick out of not going back to the same place twice when they travel, but going to new places to collect those different experiences. So you might be a collector of experiences, and I think that's part of, you know, what drives me in terms of travel is I want new and different, and I want to see all the things and check all of the places off my bucket list.

00;24;04;02 - 00;24;07;16
Speaker 2
And, and people will say, well, what's on your bucket list? I'm like everywhere that I haven't been.

00;24;07;16 - 00;24;19;22
Speaker 2
I'll go anywhere, right, anywhere once. And try not to repeat too many times until I've seen more places. So I think that's where input might come in. And you know, a Ranger has been really helpful for me in terms of

00;24;19;22 - 00;24;30;20
Speaker 2
being quite busy and managing my schedule with full time job, a part time consulting practice, writing a book, getting the training in which could be up to two and a half to three hours a day of training,

00;24;30;20 - 00;24;32;19
Speaker 2
and just trying to fit all the pieces together.

00;24;32;19 - 00;24;41;21
Speaker 2
I sit down at the beginning of the week, and I arrange my schedule to make sure I can fit everything in where I want to fit it in, and I thank my arranger for that and for.

00;24;41;21 - 00;24;44;19
Speaker 1
Do you use like a time blocking? Is that how you.

00;24;44;19 - 00;24;47;03
Speaker 2
Or I try to, but

00;24;47;03 - 00;24;50;04
Speaker 2
the challenge for me is I. I can get a little bit

00;24;50;04 - 00;25;01;22
Speaker 2
giddy. Maybe it's the right word when the time blocking doesn't work out, so I try not to set it up too rigid because like, clients will cancel sometimes last minute or need to reschedule. And then I'm like,

00;25;01;22 - 00;25;02;02
Speaker 2
you

00;25;02;02 - 00;25;04;04
Speaker 2
got my schedule with that.

00;25;04;07 - 00;25;18;21
Speaker 2
So, it's really more of I am adapting to, you know, I used to be really, really rigid when I lived in Atlanta and I worked in the clinic to be in the clinic every day and at whatever time it was 730. So I would go to the gym at 5 a.m. every morning because

00;25;18;21 - 00;25;20;01
Speaker 2
in Atlanta you have traffic.

00;25;20;01 - 00;25;24;27
Speaker 2
And so it made a lot of sense to get to the gym, which is like two miles from the clinic

00;25;24;27 - 00;25;35;02
Speaker 2
early before the traffic get my workout in, because I knew if I waited to go to work on time, I'd be sitting for an hour in traffic when it would normally only take me 12 minutes. So I was really disciplined.

00;25;35;02 - 00;25;59;18
Speaker 2
And when I'm realizing is maybe that wasn't so much my discipline but the convenience of it, because now that I work from home, I'm like, oh, I have to get up at five with calorie. I got a break at lunch. I could do that 45 minute bike ride at lunch or, you know, oh, I my last meeting ends at three today and it's going to be sunny and 63 versus 45 in dark at 6 a.m..

00;25;59;18 - 00;26;07;29
Speaker 2
So hopefully at 3:00 run instead. And so being able to shift. So the discipline allows me to continue to get it in. But

00;26;07;29 - 00;26;13;11
Speaker 2
where is up to my arranger? I don't know what what time of day. What could it be?

00;26;13;11 - 00;26;14;07
Speaker 2
I love that.

00;26;14;09 - 00;26;15;21
Speaker 1
I love that, and that's a good

00;26;15;21 - 00;26;16;26
Speaker 1
visual.

00;26;16;26 - 00;26;17;19
Speaker 1
I hope

00;26;17;19 - 00;26;20;20
Speaker 1
for somebody that's listening, because sometimes I have

00;26;20;20 - 00;26;29;20
Speaker 1
an insane of. Feel free to jump in on this. your thoughts with this? You know, I hear people, well, you know, that's my number one. And we do talk and number one, number two. But

00;26;29;20 - 00;26;38;21
Speaker 1
the strengths are not linear and they're not, you know, meant to be, hierarchy, kind of like your one is your most important.

00;26;38;24 - 00;26;56;10
Speaker 1
It's learning which ones to pull from at any given time. And they're more I like to think of them as a pie chart that's circular or depending on what it is you're trying to accomplish in that given moment, go is in the center, and then you get the I was I spin the wheel. It's like, oh, right, which ones do I need now?

00;26;56;10 - 00;27;10;06
Speaker 1
I, like you said, your arranger can help, but then your discipline, you need to make sure it gets done and maybe your responsibility because you're responsible to your clients, to your job, to yourself. You know? Yes. You know, it's what you're going to help me accomplish.

00;27;10;06 - 00;27;11;23
Speaker 1
You know, the week's goal.

00;27;11;25 - 00;27;14;19
Speaker 2
Yeah. Based on what you need to do. You're right.

00;27;14;19 - 00;27;20;28
Speaker 1
versus, you know, like, oh, I've always got to have one, two, three, 4 or 5, you know, probably not going to happen that way.

00;27;21;01 - 00;27;38;24
Speaker 2
Yeah. Well, I always, you know, I have clients who will say to me like, oh, you know, if they get their top five, they'll say, well, I'm shocked that this one landed at five and not at one. And, you know, I tell them not to get too caught up in the, the statistics of it because the statistical difference between 1 and 5 is probably not much.

00;27;38;24 - 00;28;04;16
Speaker 2
But, you know, if you have your full report, whatever shows up one, two and three shows up that way, probably because it shows up the strongest for you. And I think what I learned through the course, and you probably learned the same is, you know, people should start their development with one, two, five and see, are there ones that you need to, bring up from a raw talent to a strength or some that maybe you need to rein in might show up too strong?

00;28;04;18 - 00;28;10;09
Speaker 2
You know, the too much of a good thing can sometimes not be such a good thing, right? I responsibilities sometimes

00;28;10;09 - 00;28;22;19
Speaker 2
are. There's an back and once you get that that top five functioning, you know you're like firing on all cylinders then working on the six through ten. And I you know, I don't know if it's the growth mindset, but I always feel like I still have work to do on my one through five.

00;28;22;19 - 00;28;26;23
Speaker 2
And so that's why it's really easy for me to rattle those off, because I'm constantly thinking about

00;28;26;23 - 00;28;40;06
Speaker 2
how am I leveraging those to the best that they can be before I really dig in and start focusing on six through ten, though, I can tell where those show up for me. But, I'd probably do need to do some more work on the 6 to 10.

00;28;40;06 - 00;28;46;14
Speaker 1
yeah, I 100% agree. And I'm the same way as, like, I pretty much have a good handle now. Sometimes I forget

00;28;46;14 - 00;28;58;22
Speaker 1
like, oh wait, I'm not using this or, you know, it's like, let's, let's go back. Let's go back to the ground work. let's go look at our report. You know, let's get back to that's what I like to call it, my compass.

00;28;58;22 - 00;29;05;07
Speaker 1
Rose, is this like always? If you feel like you start getting lost, go back to the basics. Go back to your strengths.

00;29;05;07 - 00;29;09;20
Speaker 1
so how have your talent themes, like,

00;29;09;20 - 00;29;25;18
Speaker 1
helped you along your career path? and maybe share a little bit about like, what has your, career path look like? Because you did you mentioned that you started with the as a working with the, athletes and then changed and then

00;29;25;18 - 00;29;27;00
Speaker 1
what's the rest look like?

00;29;27;02 - 00;29;43;05
Speaker 2
Yeah, yeah. So I started my career in athletic training and sports medicine. So working with athletes on the basketball court and football fields and taking care of injuries and know athletic trainers are really for those that aren't familiar, we're not the ones that are in the gym teaching how to lift weights, though. That is part of our training.

00;29;43;07 - 00;30;05;01
Speaker 2
We are really kind of a jack of all trades. So is an athletic trainer. You learn about injury prevention, evaluation, treatment, rehabilitation, but also you've got to know if somebody gets a tooth knocked out, right. So there's a little bit of dentistry in there. There's a little bit of mental health component in there. There's dermatology. Like if you're working with wrestling there's all sorts of stuff that happens with the skin there that you got to be aware of.

00;30;05;01 - 00;30;05;17
Speaker 2
And so,

00;30;05;17 - 00;30;11;21
Speaker 2
did athletic training for a while, and I had a really strong mentor who I think was really,

00;30;11;21 - 00;30;21;18
Speaker 2
helped kind of shape who I was as a professional by reinforcing strengths before I knew that they were strengths. Right. So he was the one that said to me,

00;30;21;18 - 00;30;32;02
Speaker 2
I was a student under him in undergrad in an athletic training school, you had to get X number of hours and there's like 900 hours of clinical training before you could sit for the certification exam.

00;30;32;02 - 00;30;53;11
Speaker 2
So we were basically students with a full class load, working full time in the athletic training room to get our hours. And then some of us working intramural at night to make a little extra money. But, you know, I went to grad school, Todd helped me find a graduate assistantship down at Auburn. And, right about the time I was finishing, his assistant was like, a minute.

00;30;53;11 - 00;30;56;21
Speaker 2
Quit. No, I don't think I'm going to quit. Oh, I think I'm going to quit. No, I don't,

00;30;56;21 - 00;31;02;02
Speaker 2
and he kept talking. He's like, you know, if if Julie leaves, I'd like to talk to you about coming back to be my assistant.

00;31;02;02 - 00;31;02;16
Speaker 2
And,

00;31;02;16 - 00;31;08;23
Speaker 2
she finally made up her mind, and I flew up to do an interview, though he told me I was pretty much the only candidate.

00;31;08;25 - 00;31;19;20
Speaker 2
And I remember standing on a football field with him. And, as all interviews for athletic trainers happen, all three of the things like. But he said, you know, my wife thinks I'm crazy for wanting to hire you.

00;31;19;20 - 00;31;33;02
Speaker 2
And I kind of looked at him and I was like, okay. And he was like, but I told her, I don't want to hire a wet noodle, like, I want to hire somebody that's going to come in here and challenge me and challenge that department and challenge the university to be better.

00;31;33;04 - 00;31;37;04
Speaker 2
Because I asked the hard questions, I asked, why are we doing it this way? Or

00;31;37;04 - 00;31;49;26
Speaker 2
why can't we do it that way? Or this doesn't make sense, right? And so from a very young age, as a professional, he reinforced, I think I don't call that my learner. And some responsibility. Right? I want to do things the right way.

00;31;49;26 - 00;31;53;14
Speaker 2
in, in maybe the most efficient way. Hello arranger field.

00;31;53;14 - 00;32;00;03
Speaker 2
so I asked the questions to understand and, and he reinforced that as a positive where I think a lot of leaders

00;32;00;03 - 00;32;12;23
Speaker 2
are maybe a little bit intimidated by that. When they have somebody that's constantly challenging them, it can feel really stressful. they also reinforce their responsibility, too, because what he gave me more responsibility, I became a better student.

00;32;12;23 - 00;32;23;04
Speaker 2
And so, it all made sense. After I took the assessment, I was like, oh, well, so this is why I was thriving when he, you know, added responsibility to me so

00;32;23;04 - 00;32;27;00
Speaker 2
more when I don't thrive, if I feel like I'm being micromanaged.

00;32;27;00 - 00;32;35;20
Speaker 2
Anyways, sorry, but that was a little bit of a tangent, but I think that was like kind of like I think back how strengths were reinforced over the course of my career.

00;32;35;20 - 00;32;42;23
Speaker 2
And so, did athletic training, came back, worked at Green Valley as an assistant athletic trainer, and then

00;32;42;23 - 00;32;52;10
Speaker 2
Pat, unfortunately was diagnosed with stage four brain cancer, my final year. And so at the ripe old age of 25, I was made the interim head athletic trainer, which was

00;32;52;10 - 00;32;57;04
Speaker 2
scary to say the least. But after a year of that, I thought, you know what?

00;32;57;07 - 00;33;03;18
Speaker 2
I'm I'm working. I worked 361 days that year,

00;33;03;18 - 00;33;21;28
Speaker 2
80 to 90 hours a week, and I was making 40 grand a year. And I was like, this isn't sustainable. So, I went down to Atlanta to do the, physician extender residency program, the one year residency that takes your athletic trainer out of the traditional setting, and they teach you to work in a physician's clinic like a physician assistant.

00;33;21;28 - 00;33;22;18
Speaker 2
you get your,

00;33;22;18 - 00;33;41;19
Speaker 2
surgical first assist credential. So we used that in surgery. We see patients in the clinic and basically kind of managed the clinic flow and did that for a year and went to Knoxville for about nine months to work at a, private practice clinic up there, and then was recruited back down to Emory to help run their fellowship program and be their clinic assistant manager.

00;33;41;19 - 00;33;42;10
Speaker 2
Basically,

00;33;42;10 - 00;34;09;18
Speaker 2
I did that for a few years. Clinic manager left. I was promoted to the clinic manager role, and that's when I got my first taste of real leadership and management. And it wasn't bitter tasting, single know, because I would have still considered myself a young professional with no leadership experience skills. I just worked hard and I, I was dependable, I was reliable, so the physicians love me because I got all the stuff done.

00;34;09;18 - 00;34;12;08
Speaker 2
And so they're like, Shayna needs to be the clinic manager.

00;34;12;08 - 00;34;14;27
Speaker 2
And I was like, yeah, I need a great, you know, a

00;34;14;27 - 00;34;20;14
Speaker 2
bigger title, a bigger salary. I get an office like, this is cool. but I didn't realize

00;34;20;14 - 00;34;24;05
Speaker 2
what I was in for in terms of leading people and part of what kind of

00;34;24;05 - 00;34;26;14
Speaker 2
fuels my love for what I do today.

00;34;26;14 - 00;34;49;10
Speaker 2
Right. In terms of helping people prepare for leadership and make the transition from the individual contributor role to a leadership role. But I did that for a couple of years, and then I was promoted again to the associate administrator for the Department of Ortho, running the basically the school medicine operations. So when you're in academic medicine, you've got, school medicine and you've got health care clinic.

00;34;49;10 - 00;34;59;28
Speaker 2
And this is like the revenue portion, this is the non-revenue portion. It's the teaching and education. So I was running the school medicine portion for orthopedics, did that for a couple of years. And then

00;34;59;28 - 00;35;16;10
Speaker 2
my boss left and they rolled ortho up under neuroscience and brain health and the the manager, the administrator in that department eliminated my position because she said there were no other departments in the university that had an associate administrator to eliminate my position.

00;35;16;12 - 00;35;28;23
Speaker 2
And I was like, you're drowning in not able to keep the work that you're doing. Why wouldn't you just let me do like, I've got ortho under control. I'm working with the school medicine with the dean, like the dean's office. They know and appreciate, like.

00;35;28;23 - 00;35;31;28
Speaker 2
But no, she want to get rid of my position. And so I at that point, I was kind of at a

00;35;31;28 - 00;35;35;05
Speaker 2
fork of the road, and I had to decide what I wanted to be when I grew up again.

00;35;35;05 - 00;35;45;09
Speaker 2
And, you know, I was looking at other clinic operations jobs. I wasn't getting any hits with my resume. I had my resume professionally done, still no hits. And,

00;35;45;09 - 00;35;52;26
Speaker 2
I started to really think about what I love most about leadership. And management was about creating a positive employee experience, because I saw

00;35;52;26 - 00;36;00;26
Speaker 2
what somebody investing in me did for me as an employee and a leader, and I wanted to be the one to invest in others to help them

00;36;00;26 - 00;36;04;00
Speaker 2
when they feel like they're sinking, to help them swim.

00;36;04;00 - 00;36;23;04
Speaker 2
And so I started looking at, what I wanted to do or how I could do that. And it seemed like all of those jobs fit under the HR umbrella. And so I shifted my focus. I sat for the Shrm CPA exam, took and was fun. High learner right? I got to learn something new. I get a big, you know, box of study materials,

00;36;23;04 - 00;36;24;22
Speaker 2
study and sit for an exam.

00;36;24;22 - 00;36;47;21
Speaker 2
so that was really fun, I guess. But, did that shifted into HR and then into an employee success role, which was really exciting because I got to own, employee engagement, leadership development, learning and development for the small, health care software company. And, yeah, that's when in 2019, I got my Gallup certification and I thought, you know what?

00;36;47;21 - 00;36;59;16
Speaker 2
I'm going to do some stuff with this because I love it and I want to use it more. I want to do more of the work that I love and I think is meaningful. And so that's when I started my career professional coaching and

00;36;59;16 - 00;37;09;08
Speaker 2
I've just been enjoying life ever since. I feel like I've landed where I'm supposed to be doing the work is supposed to be doing, and it's been a wild ride.

00;37;09;08 - 00;37;16;10
Speaker 2
But, each experience has contributed in a way that, you know, it's shaped me into who I am as a professional.

00;37;16;12 - 00;37;19;24
Speaker 1
I'm so glad you shared your story on here, because

00;37;19;24 - 00;37;24;06
Speaker 1
I think it's so important for so many people to hear this journey,

00;37;24;06 - 00;37;25;14
Speaker 1
and especially if,

00;37;25;14 - 00;37;28;19
Speaker 1
well, I'm almost 58, so my generation.

00;37;28;19 - 00;37;40;10
Speaker 1
You know, we remodeled this. You go to college, you get a degree, you get a job, you stay there for a year, 20, 25, 30 years, then you retire and then you go out and enjoy life.

00;37;40;10 - 00;37;41;28
Speaker 1
That was what we remodeled.

00;37;41;28 - 00;37;44;26
Speaker 1
And you don't so change careers. You know.

00;37;44;28 - 00;37;47;15
Speaker 2
It's like you just stay put, right?

00;37;47;15 - 00;37;49;18
Speaker 1
Yeah. You stick it out. Yeah.

00;37;49;18 - 00;38;06;15
Speaker 2
I talk to my parents. All our time. So I was a first generation college student and what they told us as kids. So my dad worked in a factory. Paint and steel, drove steel, whatever. My mom worked in a very small credit union. They had, like, three employees. and she eventually became the operations manager. But again, she's managing operations.

00;38;06;15 - 00;38;23;06
Speaker 2
She wasn't managing people, but she worked in the credit union industry her entire life. And they always said to us when we were kids because we didn't have a lot, we my mom was telling me she was just scanning all of her documents, and she came across all of her Franklin Covey planners from when we were kids, and she wrote her budget.

00;38;23;06 - 00;38;37;15
Speaker 2
And then she was like, like looking at her budget. And then we were kids. And she's like, I had to feed a family of four on $50 a week. I have no idea how I did that right. And so we didn't have a lot. But they always said to me, Shayna, if you want to do better than we did, you go to college and do better than we did.

00;38;37;15 - 00;38;42;08
Speaker 2
You go to college and they didn't know what that meant, right? And especially when they were like,

00;38;42;08 - 00;38;52;01
Speaker 2
if you're going to go to college, it's fine. Don't worry about it. We're going to pay for it. Like just go. If that's your path, do it. and then once I started applying to colleges and they saw how much it costs, they were like,

00;38;52;01 - 00;38;57;11
Speaker 2
let's just take out student loans and then we'll help you pay those off when you're done and you graduate.

00;38;57;13 - 00;39;09;23
Speaker 2
And I was like, okay. And so I did the student loans. And then when I graduate and I got my first job out of college making $36,000 a year, they were like, well, you make more than both your mom and I. So

00;39;09;23 - 00;39;11;07
Speaker 2
have fun with the student loans.

00;39;11;07 - 00;39;14;03
Speaker 2
But, you know, I didn't have that. Like

00;39;14;03 - 00;39;15;28
Speaker 2
go to college modeled to me.

00;39;15;28 - 00;39;21;23
Speaker 2
But it was if you want to do something with your life. And it's interesting. So when you said that, I immediately flashed my mind, because now

00;39;21;23 - 00;39;37;09
Speaker 2
that's not the first thing that I tell people, young people that are graduating from high school or thinking about what they want to do. I reached home from work for a couple of years, and then if what you decide that you love or you enjoy doing requires a degree, then go back and get it.

00;39;37;09 - 00;39;47;13
Speaker 2
But you you hear so many stories that you know, like I finished paying off my student loans and I wasn't even doing what I went to college. That's my. So I'm like,

00;39;47;13 - 00;39;56;02
Speaker 2
yeah, I'm like, I'm paying off the student loans and I am doing it. But obviously you learn some skills in college, right? It's it's a testament to that.

00;39;56;02 - 00;40;03;17
Speaker 2
You can finish something, you can work hard. There's some discipline and being able to finish a college degree. Right. But

00;40;03;17 - 00;40;16;24
Speaker 2
it's not. The first thing that I would tell young people is they're not sure is work. Do all the internships you can do all the job shadows. You can talk to as many people as you can. Because when I was growing up, I was in a lower to middle class neighborhood.

00;40;16;27 - 00;40;36;29
Speaker 2
I didn't know what you went to college for. Unless you're gonna be a doctor lawyer, and there's so many degrees out there and there's so many different professions, and I didn't know. I was like, what do you even go to college for? I don't know that I want to be a doctor and go to school for like 45 years, you know, or law school seem the same when you're a high school, you're like, oh, all those years that.

00;40;37;01 - 00;40;39;11
Speaker 2
Yeah. How to make people do the job.

00;40;39;11 - 00;40;40;03
Speaker 1
Shadows

00;40;40;03 - 00;40;43;04
Speaker 1
100% agree, 100% agree. And and

00;40;43;04 - 00;40;54;10
Speaker 1
you know, and I think what you modeled there is exactly it. And that's one of the things like when I work with clients in the discovering a calling, like part of it is you got to go try things

00;40;54;10 - 00;41;05;19
Speaker 1
because we might think we love X, Y and Z, but until we're in it and we're getting our hands dirty, and whether it's a volunteer or paid whatever however you can, shadowing,

00;41;05;19 - 00;41;07;04
Speaker 1
you don't know until you try it.

00;41;07;04 - 00;41;09;05
Speaker 1
It may sound great.

00;41;09;08 - 00;41;09;25
Speaker 2
Yeah, but.

00;41;09;25 - 00;41;18;28
Speaker 1
When you're in it, you may realize, oh well, no, maybe this is not quite it, but you didn't waste any money. You might waste time, but not money.

00;41;19;00 - 00;41;21;05
Speaker 2
Probably just a lot of money nowadays.

00;41;21;06 - 00;41;29;11
Speaker 1
A lot of money, a lot of money. And I know more people that aren't using their degrees than are. and not that

00;41;29;11 - 00;41;31;27
Speaker 1
because. And you said this to Shayna is that

00;41;31;27 - 00;41;38;06
Speaker 1
everything we do do. So whether if you go to college and you're not using your degree, there's probably elements

00;41;38;06 - 00;41;45;20
Speaker 1
of something you got out of college or it may not have been in the classroom, but there's something you got out of college that you're still using.

00;41;45;23 - 00;42;01;14
Speaker 1
There's something even from the bad jobs that we can usually take away. And maybe it's like, how not to lead. That might be what you take away from it. But all of these experiences do create who we are today. Just like you shared.

00;42;01;14 - 00;42;10;02
Speaker 1
it's okay if you're road, you know, your journey looks a little topsy turvy. In and out, wrong direction.

00;42;10;02 - 00;42;15;26
Speaker 1
Oh, back. Oh, this. Oh, that. You know, it's rarely is it a straight line.

00;42;15;28 - 00;42;17;04
Speaker 2
You have and

00;42;17;04 - 00;42;27;10
Speaker 2
I think, you know, if we pull that back to strings, there's something to be said for understanding how to leverage your strengths in your chosen careers. I think some people experience dissatisfaction in their career

00;42;27;10 - 00;42;38;10
Speaker 2
because they're trying to lean into strengths that they don't have. Right? If I was trying to spend my days being an influencer when all of my influencing counts are at the bottom, I'm miserable.

00;42;38;13 - 00;42;50;24
Speaker 2
But if I just show up and lean into my responsibility and relator with my clients of doing good work for them and building relationships and doing things that, you know, help them in a meaningful way,

00;42;50;24 - 00;42;57;15
Speaker 2
that's when I'm going to be successful, and that's what I'm going to enjoy my job. Not trying to be a social media influencer by any means.

00;42;57;17 - 00;43;01;03
Speaker 1
Right? Right. And and have the energy and you can

00;43;01;03 - 00;43;03;15
Speaker 1
if by chance you're watching this on YouTube,

00;43;03;15 - 00;43;18;21
Speaker 1
you can see shine a light up when she talks about doing these things in the energy. If you're not watching, you could hear it in her voice. And trust me, she smiling. And that's what happens when you are working in your strengths.

00;43;18;21 - 00;43;30;18
Speaker 1
It does. It feeds your energy versus draining your energy. And those are some of the clues and everything. so I know we could go on and on and on. Gina, you and I, on this.

00;43;30;24 - 00;43;34;09
Speaker 2
Oh my gosh, this could be like a four hour podcast. Goodness, yes.

00;43;34;09 - 00;43;36;15
Speaker 1
that because a listener does not want that.

00;43;36;17 - 00;43;44;17
Speaker 1
I want to make sure we save time to talk about your book. So let's let's make this little transition here and

00;43;44;17 - 00;43;49;08
Speaker 1
going back though, to one of the things you had said about

00;43;49;08 - 00;43;49;28
Speaker 1
you were

00;43;49;28 - 00;43;55;02
Speaker 1
hired to be a manager leader. I don't remember exact position, but

00;43;55;02 - 00;43;57;21
Speaker 1
based on the fact that you were a good performer,

00;43;57;21 - 00;44;02;16
Speaker 1
and that was kind of the one of the things that led you to this, you know, passion for leadership.

00;44;02;16 - 00;44;22;04
Speaker 1
And again, this is something we see. We hear all the time. And maybe you're listening and maybe that's happened to you that you were I see that in sales. Like I have a sales background. Happens all the time. Oh, you're so great. It sounds you should be the leader. You should manage the sales team. Now, those are two different skills.

00;44;22;04 - 00;44;39;07
Speaker 1
Totally different skills base and strength based. so talk about like how that experience. And then also you were mentored, you mentioned taught a lot. You know, you saw good leadership. You did. You saw ineffective leadership. You experienced both ends.

00;44;39;07 - 00;44;41;14
Speaker 1
What made you decide to put it all in a book?

00;44;41;14 - 00;44;41;27
Speaker 2
yeah.

00;44;41;27 - 00;44;54;14
Speaker 2
So I'm an introvert and all the things happen in my head, okay, like getting it out of my head. But actually, I was talking to my friend Clara. one day, she is, CFO at a health care system down in Tennessee. And

00;44;54;14 - 00;45;05;19
Speaker 2
we're just. She's a coach and strengths coaches. Well, I actually met her at my certification course in, 2019, but, I was talking about a lot of the clients that I was talking to and working with on leadership.

00;45;05;21 - 00;45;18;20
Speaker 2
It was all the same thing, all the same themes. And I was like, you know, I was like, I feel like a broken record. I'm saying the same things over and over and over again. And she's like, maybe you should read a book. I was like, I should write a book. It was really funny because it's kind of like,

00;45;18;20 - 00;45;20;01
Speaker 2
yeah, I should, you know, like

00;45;20;01 - 00;45;22;00
Speaker 2
half joking, half not joking.

00;45;22;07 - 00;45;26;02
Speaker 2
And like, within minutes she had googled some book writing course and

00;45;26;02 - 00;45;38;14
Speaker 2
texted me the link to it, and I was like, all right, I've got high learner. I can go sit through a 90 minute webinar on how to write a book and self-publish it. So I did that. I went to this 90 minute webinar, totally leveraged some activator there.

00;45;38;14 - 00;45;57;03
Speaker 2
I don't know where that came from, but I was like, sign up right now. And, and I was sold. I mean, the way the guy pitched the course was like, you know, anybody can write a book, you've got it in you because you're writing from your experience, and that's what makes it different. And I think that's where a lot of the authors that I've talked to since I've started the process have struggled with,

00;45;57;03 - 00;45;58;22
Speaker 2
what can I say that's different, right?

00;45;58;24 - 00;46;16;00
Speaker 2
I've read all of the leadership development books, and I was like, what can I say that's different that somebody that Simon Sinek or Brené Brown hasn't already said, right. Well, that's where you get coached around. You speak from your experience because they don't have your experience or your perspective, and that's what makes it different. And that's what makes it relatable.

00;46;16;00 - 00;46;38;18
Speaker 2
So, it was really quite the journey. I started the process of writing this book. I thought I was going to write to senior leaders or executive leaders and strategic execution, and I scheduled 100 interviews with leaders at all levels of organizations and some employees as well. And through the questioning, I kind of identified, I was like, gosh,

00;46;38;18 - 00;46;40;05
Speaker 2
this isn't the book I need to write.

00;46;40;05 - 00;46;44;29
Speaker 2
You know, I started writing and I was all over the place. Thank you. Hashtag arrangers

00;46;44;29 - 00;46;47;05
Speaker 2
couldn't pull it together. And I was like, you know what?

00;46;47;05 - 00;46;52;20
Speaker 2
I there's a different audience here, and I need to figure out what that was. And once I really nailed in an

00;46;52;20 - 00;46;57;09
Speaker 2
end, it was coming back to my roots of what am I most passionate about?

00;46;57;09 - 00;47;09;27
Speaker 2
And it's helping people make that transition a really hard transition from individual contributor to first time leader, because it requires a complete mindset shift. And we don't talk about that enough. So

00;47;09;27 - 00;47;20;04
Speaker 2
once I'm really narrowed in on I'm talking to new managers. These are the fundamentals. These are the things that you need to know to successfully make that transition to writing happened really easy.

00;47;20;04 - 00;47;34;01
Speaker 2
I think I wrote the book within like three weeks after that. and then of course, obviously there's all the editing and formatting process that makes it take a little bit longer, but, what I've been surprised since is how many leaders have read the book.

00;47;34;01 - 00;47;39;28
Speaker 2
Leaders at all different levels are like, ooh, I'm picking up things that I should be doing or should be doing better.

00;47;39;28 - 00;47;41;23
Speaker 2
And so

00;47;41;23 - 00;47;57;10
Speaker 2
it was journey. Like I said, the whole book publishing process that my learner talented because I got to learn how to do something new again, another facet to my personality. Yeah. You want to talk about publishing books? I can talk about publishing books, and I talk about karate. I can talk about karate, you know, motorcycle ride, share.

00;47;57;10 - 00;48;06;25
Speaker 2
but I was really happy with how it came together. It is, you know, the book course that I took was on the Punchy Books Accelerator course or something, but

00;48;06;25 - 00;48;18;05
Speaker 2
the coach that I worked with was really firm on writing a short book, like Don't Fill It with Fluff to fill it with theory and research is enough of that out there.

00;48;18;11 - 00;48;22;28
Speaker 2
If you go out and you look at the reviews on Amazon of the books, even the most successful books,

00;48;22;28 - 00;48;47;27
Speaker 2
the negative reviews are too much fluff. They could have said what they needed to say in 100 less pages. And so make it short, make it snappy. People are pressed for time these days, and so I wanted to make the book very, very applicable because I think at that stage of their career, when you're new in leadership, whether you're young, professional or middle aged, professional, whatever that is, you could take that step into leadership at any point in your career

00;48;47;27 - 00;48;49;11
Speaker 2
and struggle with the same things.

00;48;49;11 - 00;48;49;24
Speaker 2
But I

00;48;49;24 - 00;49;00;19
Speaker 2
what they really want is somebody that can lead them in the right direction and tell them what they don't know yet. So that's what I was hoping to accomplish with the book, and I think that we did.

00;49;00;22 - 00;49;06;17
Speaker 1
Yeah, I 100%, 100%. And I think you accomplished a lot of what you just shared because,

00;49;06;17 - 00;49;19;16
Speaker 1
you know, I was able to read it and I'm high learner. And I will say as high learner for me, how Garner shows up a lot. I love like, you look in my office, I had bookshelves and I saw boxes of books.

00;49;19;16 - 00;49;22;29
Speaker 1
Like my husband doesn't have learner, so he doesn't understand this, but

00;49;22;29 - 00;49;26;28
Speaker 1
I constantly buy new books but I rarely finish them.

00;49;26;28 - 00;49;40;17
Speaker 1
I will read get what I need out of it if it doesn't keep my attention and I'm on to the next book. or if it's too much fluff, too much detail, I don't even get past the first five pages and I'm.

00;49;40;17 - 00;49;42;16
Speaker 1
Yeah. Oh, that's got, you know, and

00;49;42;16 - 00;49;49;01
Speaker 1
and I will say at the same time, I downloaded your book on my Kindle and then I had bought some other books.

00;49;49;01 - 00;49;59;16
Speaker 1
part for my writing experience was just to read that part of my coach told me, well, get some books and kind of see what what you relate to, whatever yours I loved.

00;49;59;19 - 00;50;10;16
Speaker 1
It was short, it was punchy, it was effective. I was sitting there thinking, you know what? When I was a leader in network marketing, even I wish I had this book. I wish I had this book.

00;50;10;18 - 00;50;10;26
Speaker 2
That.

00;50;10;26 - 00;50;15;23
Speaker 1
and it for any of my network marketing friends that listen to the podcast. Yeah. Shania's book.

00;50;15;25 - 00;50;16;05
Speaker 2
Yeah.

00;50;16;07 - 00;50;16;26
Speaker 1
and

00;50;16;26 - 00;50;18;24
Speaker 1
I finished, you know, I finished it

00;50;18;24 - 00;50;24;26
Speaker 1
probably within a week. Like it. It really captured my attention. So I love the way you wrote it.

00;50;24;26 - 00;50;26;01
Speaker 1
Easy to read,

00;50;26;01 - 00;50;27;15
Speaker 1
very entertaining.

00;50;27;15 - 00;50;28;29
Speaker 1
You know, I chuckled

00;50;28;29 - 00;50;38;25
Speaker 1
during parts of it. You know, your personal stories. Keep it engaging. Your real life examples of other leaders kept it interesting,

00;50;38;25 - 00;50;41;24
Speaker 1
but the core materials, the lessons learned.

00;50;41;24 - 00;50;44;29
Speaker 1
I honestly see this book as something that

00;50;44;29 - 00;50;52;20
Speaker 1
leaders should get, and it should become your, you know, your leadership go to when you get stuck on something

00;50;52;20 - 00;50;55;17
Speaker 1
like it's not. Yes, you can sit and easily read it,

00;50;55;17 - 00;51;02;11
Speaker 1
but then it should be dog eared, it should be marked, it should be pulled from over and over and over again.

00;51;02;11 - 00;51;08;11
Speaker 1
Kind of like your strengths guide. You know, it's like you don't just read it once and then forget about it. Like, really, I could see this becoming

00;51;08;11 - 00;51;19;14
Speaker 1
a leadership classic. Like I really thought that. And I'm not just saying that because you're my friend, but I honestly felt like when I was writing this like that was really, just really, really, really well done.

00;51;19;16 - 00;51;20;02
Speaker 1
Really well.

00;51;20;02 - 00;51;24;05
Speaker 2
Well, I appreciate the kind words. And in the thoughtful reflection on it, I think,

00;51;24;05 - 00;51;38;17
Speaker 2
like I said, I've read all the leadership development books and I love like Crucial Conversations was a game changer for me. Right. And it's a whole book on communication. The Speed of Trust by Stephen Covey. Again, another game changer. And it's a whole book on trust.

00;51;38;17 - 00;51;40;24
Speaker 2
you know, Leaders at Last by Simon Sinek. And

00;51;40;24 - 00;51;52;09
Speaker 2
you have all these books that are focused in on one topic. And what I wanted to do is create kind of the culmination of so not to rewrite all of these books that are out there and really well done, but to

00;51;52;09 - 00;51;53;29
Speaker 2
pull this resource guide together, like you said.

00;51;53;29 - 00;52;06;01
Speaker 2
So people have something that's on their desk that they can just pick up and, and go back to wherever they've dog eared it. And, and it's interesting. I just posted actually on social media this morning, a review from a reader who

00;52;06;01 - 00;52;08;19
Speaker 2
was like in her comments, me. She said, you know,

00;52;08;19 - 00;52;13;12
Speaker 2
I keep going back to it. Most books are stuffy and I end up just putting them down and not finishing them, but yours.

00;52;13;12 - 00;52;32;26
Speaker 2
I keep coming back to you and referencing as situations come up at work, because it really helps guide me through. And so I appreciate that it's helping people. I mean, that's the purpose is to be able to help more people and so they don't feel like they're alone or they're going to sink in this role that we put them in, that they're not fully prepared for.

00;52;32;28 - 00;52;35;16
Speaker 2
And then oftentimes because of budget or whatever,

00;52;35;16 - 00;52;38;07
Speaker 2
the company doesn't have internal leadership development

00;52;38;07 - 00;52;43;03
Speaker 2
training or opportunities, and they don't have the budget to bring people in. And so

00;52;43;03 - 00;52;52;07
Speaker 2
we sit and we founder because we don't know what we don't know. And so this is a $15 investment and hopefully quite helpful.

00;52;52;09 - 00;53;02;00
Speaker 1
Right. Right. Yeah. I think if you were a new leader or if I owned a company today and I had just promoted some people in the leadership,

00;53;02;00 - 00;53;03;13
Speaker 1
I would give them two tools.

00;53;03;13 - 00;53;04;00
Speaker 1
One,

00;53;04;00 - 00;53;12;04
Speaker 1
the full 34 strengths assessment and probably a coach to help them decipher it. And two, your book

00;53;12;04 - 00;53;17;10
Speaker 1
like that would give them a great start to this leadership journey.

00;53;17;10 - 00;53;18;19
Speaker 2
You know, I appreciate that.

00;53;18;19 - 00;53;24;07
Speaker 1
And we didn't talk about the title. I love the title of the book. What's the title of the book?

00;53;24;09 - 00;53;26;19
Speaker 2
The title of the book is Leadership Is Easy

00;53;26;19 - 00;53;27;26
Speaker 2
that no one ever.

00;53;27;26 - 00;53;47;09
Speaker 2
Yes, the title is actually Leadership Is Easy and said no one ever is just part of the design. but it's 11 habits to learn early so you can lead expertly. And when we were designing the cover and figuring out the title, it was hard because you think you've come up with a creative idea and then somebody else has already got a book called that.

00;53;47;09 - 00;54;03;05
Speaker 2
Right? And so you really direct your brain around, but you want it to stand out on the shelves, and to catch people die. And it is. I actually had one guy speaking at a conference not too long ago, and he said, you know, I've been going to my kids track meets with your book in hand and reading it while I've.

00;54;03;12 - 00;54;12;27
Speaker 2
And he said, some guy glanced over on the bleachers and was like, well, the title of that book is wrong. And he's like, no, you know, read the rest of it. And he was like, oh, you know, that's true.

00;54;12;27 - 00;54;16;17
Speaker 2
So it's it's catching eyes, right? And making people do a double take like

00;54;16;17 - 00;54;17;24
Speaker 2
leadership is not.

00;54;17;24 - 00;54;19;09
Speaker 2
Yeah. What this is talking about.

00;54;19;10 - 00;54;28;03
Speaker 2
I've got to see what she has to say about this because I don't believe it. Right. but yeah, said no one ever. Because it's not easy. Leading people is hard. And I got that

00;54;28;03 - 00;54;35;13
Speaker 2
is a resounding theme when I did those 100 interviews with people. what is the hardest part of leadership? And they're like the people,

00;54;35;13 - 00;54;35;29
Speaker 2
right?

00;54;36;02 - 00;54;54;26
Speaker 2
Because everybody's different and humans bring a dynamic to the workforce. And as a leader, you figure out your team and you get to where you're working really well together, and then somebody gets promoted or somebody resigns or somebody's spouse moves across country and you got to move with them. And before you know it, you're building a new team and you're always having to learn that new dynamic.

00;54;54;26 - 00;55;04;03
Speaker 2
And so you don't just arrive at leadership, you don't get to a place where you're like, I'm good leader. I don't have to learn anything else anymore. Like I'm just good where I'm at. And

00;55;04;03 - 00;55;14;02
Speaker 2
because things are always changing, demands are changing. Like you have to navigate different dynamics with leaders above you, your team below you, that your peers and the side of you.

00;55;14;05 - 00;55;22;18
Speaker 2
It's hard. It's ever evolving, and so you can't just rest on your laurels and be like, yeah, I'm good, I'm good. I've arrived. That's all I need to do.

00;55;22;20 - 00;55;25;09
Speaker 1
and I promise you this, if you think

00;55;25;09 - 00;55;26;16
Speaker 1
you have arrived

00;55;26;16 - 00;55;31;07
Speaker 1
and you're a great leader and you don't need to work at it anymore, your team does not think.

00;55;31;07 - 00;55;31;25
Speaker 2
That.

00;55;31;27 - 00;55;32;25
Speaker 1
Guarantee.

00;55;32;27 - 00;55;51;19
Speaker 2
I do, you know, and that's one of the things as a coach, I'm an internal and an external coach, and I notice a very different dynamic between clients that come to me in my practice versus the folks that I work with internally. You and our executive team. And I think down to our senior vice president team, we have external coaches that work with them.

00;55;51;22 - 00;55;57;12
Speaker 2
And it's interesting because you always wonder, like you see challenges that are simmering in their team

00;55;57;12 - 00;56;08;20
Speaker 2
and you don't know if they know or are bringing those things to their coach to work on. Are they aware that those are issues? You know, because I'm working with the leaders that work below them and they're like,

00;56;08;20 - 00;56;09;22
Speaker 2
yeah, this is a challenge.

00;56;09;22 - 00;56;10;08
Speaker 2
And so

00;56;10;08 - 00;56;21;17
Speaker 2
I think it's a very, unique thing and probably another podcast for another day about if you're an external coach, how do you know you're coaching around the true problem? Right. or that the client is bringing

00;56;21;17 - 00;56;24;22
Speaker 2
everything to you that you can help with? Are they aware?

00;56;24;22 - 00;56;27;15
Speaker 2
and that's where I think assessments like Cliftonstrengths can help

00;56;27;15 - 00;56;28;29
Speaker 2
raise some of that awareness.

00;56;28;29 - 00;56;41;11
Speaker 2
Hopefully, where, you know, some of those blind spots might be showing up. they can relate to some of the language like, oh yeah, okay. That could be a problem. You know, let's, let's unpack that a little bit.

00;56;41;14 - 00;56;43;23
Speaker 1
Right, right, right. So

00;56;43;23 - 00;56;54;28
Speaker 1
so you know, again, we could go on forever. And I have a zillion other questions I want to ask, but we probably I don't even know how long we've gone. Well, over our time here. And,

00;56;54;28 - 00;57;03;10
Speaker 1
we'll definitely have you back on maybe a dive deeper into the book. But where can people if somebody is listening and they're like, oh, I just want to follow her.

00;57;03;10 - 00;57;10;08
Speaker 1
I want to see what else she's doing. I want to connect. Like, what's the best place to just either follow you or connect? Like, where can they find you?

00;57;10;08 - 00;57;30;06
Speaker 2
Yeah. So I probably do most of my, stuff on LinkedIn so you can find me on LinkedIn. Shailene. And, I do posts a little bit on Facebook and Instagram. I haven't quite conquered Instagram yet, so I'm really good at scrolling it and watching funny cat and dog videos, but not good at like how to maximize that.

00;57;30;08 - 00;57;35;29
Speaker 2
and so yeah, LinkedIn is probably the best way to follow me. And then of course, you can get the book on Amazon,

00;57;35;29 - 00;57;36;25
Speaker 2
for them.

00;57;36;27 - 00;57;57;06
Speaker 1
All right. Sounds good. I'll put the link in the show notes. Definitely go out and grab it. Remember, leadership is easy, so no one ever by Shane Lane LA any easy. definitely grab the book. Easy read, but so impactful. So many good nuggets in there for leaders and even if you are, if you're a leader, that's

00;57;57;06 - 00;58;03;17
Speaker 1
been around for a while, it may be time to refresh your leadership skills and just go grab the book and

00;58;03;17 - 00;58;10;00
Speaker 1
kind of review and remember what you maybe were doing, that maybe you've gotten off track and how can you do it better?

00;58;10;02 - 00;58;22;00
Speaker 1
I can just do it better. So because we are always evolving, Shayna, anything else that you would add that you were burning to tell that listener that we didn't get to today?

00;58;22;00 - 00;58;30;00
Speaker 2
Oh, I think we covered quite a bit. I think really just driving home, the value of cliftonstrengths, it's

00;58;30;00 - 00;58;49;11
Speaker 2
I don't know if it's a bias for me just because I'm a strengths coach, but I've done all of the other assessments, I've worked with other tools. And for me, I think that's just it's the easiest that I've seen for leaders to grasp on to, to build a language within their team and to really understand the why and how behind what their team does.

00;58;49;11 - 00;58;58;08
Speaker 2
So I'm a big fan and advocate, so if you have the opportunity to have your teams, or even yourself, take the assessment and dig a little bit deeper, I would do that

00;58;58;08 - 00;58;59;14
Speaker 2
hundred percent.

00;58;59;16 - 00;59;14;15
Speaker 1
All right, my friend. Well, thank you again for being a guest on our podcast today and for writing the book. I appreciate you for taking the time out of your amazing schedule that you do, all the things that you took time to arrange to to write this book.

00;59;14;15 - 00;59;21;19
Speaker 2
Such a pleasure being here, and I thank you so much for the opportunity to even just have another opportunity for us to chat. Yes.