Episodes

  • Mini-Episode #4 - Case Study on Unveiling Hidden Gaps in Hiring

    Mini-Episode #4 - Case Study on Unveiling Hidden Gaps in Hiring
    Feb 7 2025
    Episode Overview In this AI episode, the hosts explore a compelling case study about the challenges of executive hiring and how assessments can uncover hidden gaps in candidate fit. The featured organization, headquartered in the U.S., was expanding internationally and needed to hire a key executive overseas. While the candidate they selected seemed perfect on paper, a TriMetrix assessment revealed critical misalignments between their skills, motivations, and the role’s requirements. These insights prompted the hiring team to reevaluate their initial impressions, ask deeper questions, and ultimately make a more informed hiring decision. The episode highlights the importance of benchmarking, assessing both technical and behavioral competencies, and using structured evaluation tools to prevent costly hiring mistakes. Key Takeaways: Benchmarking is Essential – Defining key skills, behavioral traits, and cultural rewards before hiring ensures a structured evaluation process.Assessments Uncover Hidden Gaps – Even highly qualified candidates may lack key competencies needed for success in the role.Use Assessments as a Complement, Not a Replacement – They should inform, but not dictate, final hiring decisions (ideally making up no more than 30% of the decision-making process).Deeper Evaluation Prevents Costly Hiring Mistakes – Structured hiring processes reduce the risk of poor fit, turnover, and leadership struggles. Transcript: [00:00:00] Suzie Price: Welcome to this Wake Up, Eager Workforce podcast mini episode where we share in ten minutes or less our monthly article from LinkedIn in a new audio format, courtesy of our AI co-hosts as they walk through the article and share additional insights exclusively for you. I am Suzie Price, I'm your podcast host and the founder of Priceless Professional Development. And whether you're listening to one of our long form episodes or something like this mini episode, our focus is always to provide everything to you related to helping employees in your organization build a high commitment, low drama, wake up eager workforce. We're focused on creating great hiring, creating great teams, helping leaders and individuals wake up eager. You can find all of our episodes long form and short form at WakeUpEagerWorkforce.com, and you can subscribe anywhere that you get your podcasts. So let me know if you have any questions. If you are enjoying these mini episodes or any of our other episodes, or if I can help you in any way. You can find me at Suzie@Pricelessprofessional.com Suzie Price on LinkedIn and of course, our contact information if you go to wakeupeagerworkforce.com. Thanks for tuning in. Appreciate you very much. And go out and have a wake up eager kind of day. Take care. [00:01:22] AI Host 1: Welcome to Priceless Professional Development mini episodes. I'm Emma Grace, and today we're exploring a fascinating case study about hiring an executive and the risks that come with it. This story highlights how uncovering hidden gaps in hiring can save an organization from costly mistakes, while ensuring a strong fit for a critical role. Let's dive in. [00:01:42] AI Host 2: Hiring an executive is no small task. It's a process that can take 4 to 8 months and requires thoughtful planning, extensive interviewing, and ensuring the candidate is the right fit. After all that effort, you want to be confident that the person you hire can hit the ground running, connect with the team, and drive the organization towards success. [00:02:01] AI Host 1: Exactly. In this case, the organization we worked with was headquartered in the US and had ambitious plans to double their revenue and team size over the next three years. They needed to fill a pivotal executive role overseas, someone who could manage a local team while reporting back to the executive team in the US. [00:02:18] AI Host 2: The stakes were high. The previous person in this role had a strong resume, but lacked the people oriented skills needed to effectively manage the overseas team. That caused significant challenges and made this hire even more critical for the organization's expansion. [00:02:32] AI Host 1: When they started their search, they found a candidate who seemed like a dream hire on paper. The interview team was impressed and excited about the potential this candidate brought to the table. However, they wanted to be certain this candidate was a good fit, especially for such a high stakes position. [00:02:47] AI Host 2: That's when we stepped in with a TriMetrix assessment. But first, let's talk about benchmarking. Before starting their executive search, the hiring team defined seven key personal skills required for success in this role. They also outlined the position's reward style and preferred behavioral traits to ensure alignment with the organization's culture. [00:03:05] AI Host 1: Benchmarking is such an important step. It provides a clear picture of what the role demands and serves as a guide for...
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    6 mins
  • Building Momentum: Wisdom, Wins, and a Wake Up Eager 2025

    Building Momentum: Wisdom, Wins, and a Wake Up Eager 2025
    Jan 28 2025

    Episode Intro:
    Join Suzie Price in this engaging episode of the Wake Up Eager Workforce Podcast, where she shares her simple and effective three-step process for planning a wake-up-eager year. Gain momentum for 2025 by reflecting on successes, focusing on what truly matters, and leveraging the insights of six inspiring past guests. From self-diagnosis to celebrating progress, this episode is packed with actionable tips, wisdom, and motivational stories that will leave you feeling energized and ready to tackle your goals.

    Episode Overview:

    • Reflection Fuels Direction: Use the three step 'My Wake Up Eager Life Review Process' to celebrate your wins in 2024 and uncover what you want to focus on in 2025. This process will help you privately evaluate what worked, what didn't, and why set yourself up for a more decisive year ahead.

    • Inspiration Through Shared Wisdom: Gain energy, motivation, and actionable insights from six past podcast guests and Suzie, when they share their top Mind, Body, and Spirit focus areas for 2025.

    • Insights from the TriMetrix Assessment: Learn tips and insights about how the assessment reveals insights for your 2025 Wake Up Eager Plan.
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    1 hr and 23 mins
  • Mini-Episode #3 - Case Study: Using Assessment to Navigate Employee Challenges

    Mini-Episode #3 - Case Study: Using Assessment to Navigate Employee Challenges
    Jan 15 2025
    Episode Overview:In this AI mini-episode, we explore a powerful case study showcasing how assessments like TriMetrix can transform workplace challenges into opportunities for growth. Our AI Hosts share the story of a high-potential employee struggling with stress and performance issues. Through deep insights from the TriMetrix assessment, her hidden challenges were uncovered, leading to a tailored development plan. This personalized approach not only improved her performance and morale but also enhanced team dynamics and prevented burnout. Learn how tools like TriMetrix can help organizations uncover root causes, align employee strengths, and foster long-term professional success. Key Takeaways: Holistic Insights with TriMetrix: Assessments uncover stress-impacted behaviors, motivators, and emotional challenges that may not be visible on the surface.Tailored Development Plans: Solutions like stress management, confidence-building, and improved communication foster sustainable professional growth.The Role of Historical Data: Comparing past and current assessments provides valuable context for understanding evolving stressors and patterns.Organizational Impact: Addressing individual challenges through assessments benefits the entire team and helps prevent turnover and burnout. Episode Transcript: speaker-1: [Welcome to Priceless Professional Development Mini-Episodes! I’m Emma Grace, and today we’re diving into a fascinating case study about using assessments to navigate employee challenges. This story highlights how targeted insights and personalized strategies can transform workplace stress into professional growth. Let’s get started.] speaker-2: [This case is such a great example of how assessments can go beyond surface-level observations to uncover the root causes of performance challenges. In this instance, a company approached us about a high-potential team member who was struggling with significant stress and performance issues. On paper, she had all the potential to excel, but something wasn’t clicking.] speaker-1: [Exactly. Our goal was to figure out what was holding her back and how we could help her thrive in her role. The key to unlocking the answers? The TriMetrix assessment, one of the most powerful tools for coaching and development across the employee lifecycle. It provides a holistic view of an individual, going deeper than what’s visible in day-to-day interactions.] speaker-2: [Let’s talk about the insights that TriMetrix revealed. The first piece was about stress-impacted behavioral patterns. The DISC component showed a high compliance factor, which means she had a strong need for accuracy and structure. Under normal circumstances, this could be an asset, but under stress, it became a challenge. Her heightened need for precision clashed with the flexibility her role required, leading to friction and inefficiency.] speaker-1: [That was such a critical finding. Then there were her motivators—the drivers behind her strengths and weaknesses. The assessment pinpointed where she excelled but also uncovered areas where she felt undervalued and disconnected from her work. That disconnect was a key factor in her performance issues.] speaker-2: [It gets even deeper. The acumen component of the assessment revealed hidden emotional and motivational concerns. While she appeared composed outwardly, the results showed significant frustration and self-doubt beneath the surface. This emotional struggle was affecting her decision-making and overall job satisfaction. She also had a negative bias about her future, feeling blocked and unclear about her career path. That emotional weight was a big part of what was holding her back.] speaker-1: [What’s interesting is how we used historical data. By comparing her current and past assessments, we could see how her behavioral and emotional patterns had evolved over time. This historical context shed light on how organizational changes had impacted her stress levels and performance.] speaker-2: [Once we had these insights, the next step was creating a tailored development plan. This part is so important—it’s not just about identifying problems; it’s about taking action. We recommended starting with empathy and co-creating a plan with her input to ensure strong buy-in. Here’s what we focused on.] speaker-1: [First, stress management. Her role was adjusted to include clearer guidelines and consistent procedures, which helped her feel more in control. Second, self-esteem building. This involved regular feedback sessions and recognition of her achievements to rebuild her confidence and sense of value.] speaker-2: [And the third focus was on clear communication. By aligning team goals and expectations, she began to feel heard and understood. This improved not only her morale but also her ability to collaborate effectively with her team.] speaker-1: [We also introduced a feedback mechanism to ensure ongoing support. This iterative process ...
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    6 mins
  • Revolutionizing Emotional Well-Being to Power Performance

    Revolutionizing Emotional Well-Being to Power Performance
    Jan 6 2025

    Episode Preview
    In this episode of the Wake Up Eager Workforce podcast, host Suzie Price is joined by Douglas White, former MLB pitching coach and founder of Soul Integrated Athletics, to explore the powerful connection between emotional well-being and performance. Douglas shares how understanding and improving our emotional relationships with ourselves and our work can be a game-changer in achieving success. Drawing on his experiences in high-pressure professional sports and his coaching career, Douglas offers practical tools and inspiring insights into self-awareness, emotional maturity, and personal growth. He emphasizes that our emotions are feedback mechanisms, guiding us to adjust our mindset and actions for better outcomes. With compelling stories of athletes and professionals who transformed their lives through emotional shifts, this episode provides listeners with actionable steps to build resilience, enhance self-compassion, and unlock their full potential. A must-listen for anyone aiming to thrive in work and life.

    Episode Overview
    00:00 - Introduction to Emotional Well-Being
    Suzie introduces Douglas White, a former MLB pitching coach and emotional awareness consultant, and outlines the focus of the episode: understanding how emotions drive performance and personal growth.

    05:01 - Self-Compassion and Personal Growth
    Suzie and Douglas discusses the link between self-compassion and personal growth, emphasizing that "you can't give others what you don’t already have." He highlights the importance of self-awareness in fostering resilience and success.

    10:08 - Shifting Perspectives on Challenges
    Douglas explains how success often hinges on changing the way we perceive challenges. "If you're not seeing it the way you want to, you won’t get the results you desire."

    21:44 - Building Better Relationships with Tasks
    Douglas introduces the concept of "relationships with tasks," highlighting how our feelings about specific actions influence outcomes. Suzie elaborates on how emotional awareness can transform professional and personal performance.

    28:27 - Staying Curious Through Discovery Mode
    Douglas encourages listeners to remain in a constant state of curiosity and self-discovery. "Staying curious keeps your evolution going and life exciting."

    36:57 - Ownership and Emotional Awareness
    Douglas emphasizes the importance of taking ownership of your emotional state. "You must know where you are to grow into where you want to be."

    44:24 - Seven Days of Observation Practice
    Douglas shares a practical tool for self-awareness: spend seven days observing your emotions and reactions in various situations, noting patterns without judgment.

    57:34 - Advice to His Younger Self
    Douglas reflects on what he would tell his 25-year-old self: "You're not doing anything wrong. Be kind to yourself and trust the process."
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    1 hr and 14 mins
  • Mini-Episode 2 - How I Turned My Cranky Christmas Mood Around for More Peace, Love & Happiness

    Mini-Episode 2 - How I Turned My Cranky Christmas Mood Around for More Peace, Love & Happiness
    Dec 19 2024
    Overview In this AI mini-episode, we explore Suzie Price’s transformative holiday story from 2005. Overwhelmed by burnout and a relentless need to please others, Suzie’s “cranky Christmas” became a turning point. After weeks of overcommitting to obligations driven by guilt and a desire to meet others’ expectations, she realized she had neglected her own needs. This led to the creation of her Y.E.S. framework: a three-step approach to staying grounded in peace, love, and happiness. By saying YES to her feelings, empowering herself to prioritize her needs, and embracing self-care, Suzie has since enjoyed stress-free and joyful holidays. This episode serves as a powerful reminder to set boundaries and align your choices with your values to create a holiday season—and life—that brings true fulfillment. Key Takeaways from Mini-Episode #2 --- Acknowledge Your Feelings: Recognize and embrace how you feel as a starting point for positive change. Empower Yourself to Say No: Take control of your time by prioritizing what aligns with your values and brings you joy. Practice Self-Care: Treat self-care as an act of love that allows you to bring your best self to others. Create Your Ideal Season: There’s no “perfect” holiday; focus on what matters to you for a fulfilling experience. Transcriptspeaker-1: [Welcome to Priceless Professional Development Mini-Episodes! Today, we’re exploring a story that’s all too relatable around the holidays—feeling burned out and overwhelmed despite all the festive cheer. It’s a lesson in finding peace, love, and happiness even during the busiest season, and it comes from our own Suzie Price, who shared her personal holiday meltdown back in 2005. Let’s dive in.] speaker-2: [This story is such a great reminder of how easily we can lose ourselves in the chaos of the season. Suzie’s Christmas in 2005 started on a rough note—slamming her finger in a car door while battling freezing, 20-below wind chill. She arrived at her sister-in-law’s house feeling cranky and bruised, both inside and out.] speaker-1: [It didn’t help that the rest of the day spiraled downhill. Suzie admitted she drank too much wine, ate too much food, and couldn’t shake her bad mood. By the end of the day, she felt completely depleted, physically and emotionally. She was far from the peace, love, and happiness she had jokingly toasted when she arrived.] speaker-2: [The real turning point came later, after the holidays were over. Suzie found herself reflecting on what had led to her “cranky Christmas,” and she realized that her burnout wasn’t a fluke. It was the result of weeks of overcommitting to things she felt obligated to do—things she justified with the thought, “They need me.”] speaker-1: [Exactly. Suzie made a list of all the things she’d said “yes” to leading up to Christmas: a mid-December training in cold Pittsburgh, a stressful last-minute work project, a guilt-driven trip to see her parents, a dinner party with retired family friends, and three separate Christmas parties—all because she felt others were depending on her.] speaker-2: [And that’s the crux of the problem. In trying to meet everyone else’s needs, Suzie completely neglected her own. By saying “yes” to everything, she burned herself out and became emotionally unavailable to those she cared about most.] speaker-1: [This reflection was a game-changer for Suzie. She realized she needed to approach the holidays—and life—with a different mindset. That’s when she created her Y.E.S. framework, a three-step approach to staying grounded in peace, love, and happiness. Let’s break it down.] speaker-2: [Sure! The first step, ‘Y,’ stands for saying YES to your feelings. Suzie learned the importance of acknowledging how she felt instead of ignoring it. She realized that unacknowledged feelings often lead to burnout, frustration, and, in her case, overindulgence during the holidays.] speaker-1: [Her mantra for this step is so simple yet profound: “I am where I am, and where I am is good. Knowing where I am helps me get to where I want to go.” It’s about being honest with yourself and using that honesty as a starting point for change.] speaker-2: [The next step, ‘E,’ is about empowering yourself to be deliberate about what you say yes to. Suzie recognized that she couldn’t control other people’s expectations, but she could control her own choices. By prioritizing what brings her peace, love, and happiness, she could make better decisions about how to spend her time.] speaker-1: [Her mantra here is another great reminder: “I am responsible for how my life feels, so I will make more deliberate decisions about how I use my time.” It’s about taking ownership of your happiness and setting boundaries that align with your values.] speaker-2: [The final step, ‘S,’ encourages you to be selfish enough to tune into what you need. Suzie realized that self-care isn...
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    6 mins
  • Mini-Episode 1 - Cracking the Hiring Code: My Unforgettable Lesson

    Mini-Episode 1 - Cracking the Hiring Code: My Unforgettable Lesson
    Dec 17 2024
    In this first AI mini-episode, we shared a compelling story about the challenges of hiring the right person for a key role. The tale of replacing Dr. Pleasant, a beloved and compassionate doctor, highlights the pitfalls of prioritizing technical qualifications over cultural fit. By rushing the process and ignoring red flags, the team ended up with a hire who clashed with the organization’s values, impacting morale and productivity. Tune in to learn how thoughtful hiring practices can help you avoid similar mistakes and ensure long-term team harmony and success. Overview of Mini-Episode #1 Cultural Fit Matters: Hiring decisions should prioritize alignment with organizational values and culture, not just technical qualifications.Beware of Red Flags: Ignoring early warning signs during the hiring process can lead to long-term challenges for team morale and productivity.Thorough Vetting is Crucial: Rushing to fill a position can result in a mismatch; taking time to assess candidates holistically pays off.Learn from Mistakes: Reflecting on hiring missteps can lead to improved strategies and better outcomes in future decisions. Episode Transcript speaker-1: [Welcome to the Priceless Professional Development mini-episodes, the podcast where we explore real-world stories to uncover valuable insights for leaders at all levels. I’m your host, Emma Grace, and today, we’re diving into an article that left a lasting impression on me. It’s called "Cracking the Hiring Code: My Unforgettable Lesson," and it’s all about the challenges of hiring the right person for a pivotal role.] speaker-2: [And I’m Charlie. This article is a must-read for any leader or hiring manager. It tackles a crucial yet often overlooked point: the distinction between hiring just anyone and hiring the right person. I love how it redefines the classic idea that "people are your most important asset," stating instead that "the right people are your most important asset." That subtle shift in thinking frames the entire story.] speaker-1: [It really does. The story takes us back two decades, to when the author was promoted to their first significant management position. One of their main responsibilities was overseeing a wellness facility staffed by two nurses and a part-time doctor named Dr. Pleasant. And let me tell you, Dr. Pleasant wasn’t just a doctor; he was an institution.] speaker-2: [Exactly. He wasn’t just good at his job—he was deeply woven into the fabric of the company’s culture. The team adored him, and he embodied everything the organization valued: warmth, compassion, and genuine care. So, when Dr. Pleasant decided to retire, it wasn’t just about filling a vacancy; it was about finding someone who could carry on his legacy. Talk about pressure!] speaker-1: [No kidding. And the author really felt that pressure. The constant questions from colleagues—“Have you found someone yet?”—only added to the urgency. So, they did what any manager would do: they followed the standard hiring playbook. They updated the job description, posted ads, and started interviewing candidates.] speaker-2: [That’s where Dr. Hurt comes into the picture. On paper and in person, he seemed like a home run. He was engaging, asked insightful questions during the interview, and even came with glowing references. It seemed like the perfect fit, and the author felt confident enough to extend him an offer.] speaker-1: [But as we know, appearances can be deceiving. It didn’t take long for cracks to appear. One of the first warning signs was him asking how frequently the annual wellness exams occured. It felt a little off, but nothing too alarming—at least at first.] speaker-2: [Right, but then things escalated. The turning point was when Dr. Hurt got into a heated argument with a Vice President, and it was loud enough that the team overheard. That was the moment when the author realized they had made a mistake.] speaker-1: [And it’s such a stark contrast between Dr. Pleasant and Dr. Hurt. The team had been hoping for another Dr. Pleasant—someone who could step seamlessly into the role, bringing the same level of empathy and connection. Instead, they got someone more clinical, more rigid. Think Mother Teresa versus Judge Judy.] speaker-2: [That’s such a good analogy. And it really underscores the article’s main point: technical skills and positive references are important, but they’re not the whole picture. Cultural fit, personality, and alignment with the organization’s values are just as critical—if not more so.] speaker-1: [Exactly. The author even admits they were so eager to fill the position that they ignored some red flags. It’s a valuable reminder that as leaders, we need to slow down and trust our instincts. Sometimes, that gut feeling that something isn’t quite right is worth paying attention to.] speaker-2: [And let’s not forget the ripple effects of a bad hire. It’s not just about the individual—it...
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    6 mins
  • Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping

    Mental Health Mastery for Wake Up Eager Leaders: Insights on Trauma, Narcissism, and Coping
    Nov 11 2024

    Episode 122 of Wake Up Eager Workforce, "Mental Health Mastery for Wake Up Eager Leaders," features a powerful conversation with Dr. Nicholas Samstag on building psychological fluency to improve workplace dynamics. Suzie Price and Dr. Samstag discuss how leaders can develop emotional awareness and use it to handle workplace challenges effectively. They explore how our responses to colleagues often replicate early family dynamics, leading to "proxy conversations" that can obscure underlying issues. Dr. Samstag emphasizes the importance of recognizing these patterns and understanding that emotions, even anger, are valid and informative.

    The discussion also delves into handling narcissistic behavior in professional settings, describing how a distorted self-relationship can complicate interactions. Lastly, they cover the impact of trauma, encouraging leaders to support emotional well-being in their teams. With insights on how feelings shape our interactions, this episode is packed with practical advice for leaders and anyone interested in fostering a psychologically healthy workplace. Tune in to learn how mastering these concepts can lead to more authentic connections and a stronger, more resilient work environment.

    In this episode:

    04:22 - Integrating Mental Health Support in Organizations
    Suzie Price and Nicholas Samstag delve into the topic of integrating mental health support in organizations, exploring Nicholas's diverse background and expertise in the field. They emphasize the significance of virtual work and practical therapy application in high-stress environments, highlighting the relevance of Nicholas's approach for corporations seeking a practical approach to therapy.

    10:24 - Understanding Mental Health in the Workplace
    Samstag highlights the need to differentiate between severe mental illness and the broader spectrum of mental health experiences in the workplace. He emphasizes the impact of early family dynamics on behavior within institutional settings and suggests that institutions replicate family dynamics. Samstag also proposes creating a psychologically informed environment in the workplace and advocates for leaders to have psychological fluency.

    20:48 - Understanding Proxy Conversations
    Samstag introduces the concept of proxy arguments and conversations, highlighting their prevalence in various relationships. He emphasizes the importance of understanding that these conversations are often triggered by deeper emotional issues and suggests that recognizing and engaging with them can lead to mutual benefit. Suzie also shares her perspective on the concept, expressing agreement with the idea of proxy statements and the detour method for addressing overreactions.

    25:49 - Importance of Psychotherapy
    Samstag and Price share personal experiences and insights on the significance of psychotherapy, emphasizing its role in self-discovery and personal growth. They stress the importance of finding a trustworthy therapist and being open to discussing uncomfortable topics for deeper work.

    32:15 - Discussion on Narcissism
    Price and Samstag engage in a detailed conversation about narcissism, delving into its historical roots and its manifestation in modern society. They highlight the importance of self-reflection and the impact of narcissism on relationships, business, and health, emphasizing the complexities of the diagnostic label and its implications.

    38:16 - Dealing with Narcissism in the Workplace and Family
    Price and Samstag delve into the complexities of handling narcissistic individuals in professional and personal settings. They explore the challenges of questioning narcissists, the limited effectiveness of psychotherapy, and the potential scenarios in families where narcissistic individuals either dominate or face consequences for their behavior.

    46:36 - Discussion on Trauma and Psychological Fluency
    Price and Samstag on the topic of trauma and its subjective nature, highlighting the significance of recognizing and addressing trauma in the workplace. They also discuss psychological fluency and the role of attributing feelings in making meaning, emphasizing the need for understanding individual experiences and emotions.

    55:57 - Workplace Well-being and Leadership
    Price and Samstag delve into the significance of psychological well-being in the workplace, highlighting the role of leaders in fostering a supportive environment. They discuss the impact of leadership on employees' psychological awareness and the need for leaders to prioritize the holistic care of their teams.
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    1 hr and 3 mins
  • Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development

    Quantifying Character: TriMetrix & Axiology in NHL Draft & Prospect Development
    Oct 8 2024

    Episode Description:
    In this episode of the Wake Up Eager Workforce podcast, Suzie Price sits down with Neil Smith, former general manager of the New York Rangers, and Allan Hamernick, founder of CoreFive Analytics, to discuss how TriMetrix and Axiology assessments are being used in NHL scouting and player development. Whether you're in sports or business, this episode offers fascinating insights into selecting top talent and reducing risk in decision-making.

    Overview of Episode #121 ---

    • Embracing New Approaches in Talent Scouting: The Application of Assessments in NHL Player Selection
    • Analyzing Risk Attributes and Decision Making with the Axiology and Acumen Assessment to Make Better Decisions
    • Reviewing Real-Life Case Studies and the Impact on the Sport, the Team, and Each Individual

    In this episode:

    [00:04:51 Suzie Price]: "Al uses this inventory of tools to help leaders understand who they’re hiring, who they’re scouting, and which draft picks to make by analyzing information you can’t get just by watching them play."

    [00:06:17 Allan Hamernick]: "The core five tools we use are DISC, Motivators, Competencies, Axiology, and EQ. They give us a comprehensive picture of a person, from how they communicate to how they manage themselves emotionally."

    [00:18:40 Neil Smith]: "It’s an unbelievably valuable tool for scouting in athletics. It adds a layer of insight that you just can’t get from watching players or hearing their stories."

    [00:21:51 Neil Smith]: "In the 1989 draft, we took five players, two of whom became Hockey Hall of Famers, and it set Detroit up for ten to twelve years as a team."

    [00:25:29 Neil Smith]: "The more information I can get about a person, the better chance I have of making the right decision. That goes for employment in business as well as athletics."

    [00:29:45 Allan Hamernick]: "One team asked us, can you tell us what this player will be like if we give him $3 million two years from now? What’s he going to be like? And we were able to build an index for that."

    [00:32:03 Allan Hamernick]: "We approach draft selection as risk management. You can't eliminate risk, but we help teams know what a player will need to work on and where they could potentially struggle."

    [00:54:33 Suzie Price]: "We use these tools to reduce the risk in hiring and team decisions, but there’s always a risk because humans are complex beings."

    [01:02:35 Neil Smith]: "Leadership on a team, in a company, or anywhere is critical. If you have an idiot for a leader, your company is going to fail."

    [01:03:31 Suzie Price]: "The fish rots from the head down. That’s why the work you guys are doing is so important. It gives you such a competitive advantage."
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    1 hr and 44 mins