1 00:00:00,100 --> 00:00:02,400 Mental well-being is a silent pandemic. 2 00:00:02,800 --> 00:00:06,800 According to the who depression and anxiety caused the global 3 00:00:06,800 --> 00:00:10,600 economy over one trillion US dollars every year, it's time to 4 00:00:10,600 --> 00:00:13,800 make a difference, learn how to enhance your life through a 5 00:00:13,808 --> 00:00:15,700 master class from Founders well-being. 6 00:00:15,700 --> 00:00:19,300 And my good friend Sunday brow on mental Wellness, visit 7 00:00:19,300 --> 00:00:23,900 Founders well-being.com / Master Class to enroll and enter tlj 8 00:00:23,900 --> 00:00:27,600 24. A 20% discount be a better 9 00:00:27,600 --> 00:00:29,800 version of yourself and make an impact. 10 00:00:30,000 --> 00:00:32,400 Definitely is the top International software 11 00:00:32,400 --> 00:00:36,400 development conference, with an emphasis on coding architecture 12 00:00:36,400 --> 00:00:39,700 and Tech leadership skills. The lineup for this year is 13 00:00:39,700 --> 00:00:43,400 truly stellar and features many Legends in software development 14 00:00:43,800 --> 00:00:48,100 names, such as Robert Uncle Bob, Martin can back Scott Hanselman, 15 00:00:48,400 --> 00:00:52,200 Franca subramanyam Carolyn honey, Alan Halep, Mary, 16 00:00:52,200 --> 00:00:55,500 poppendieck, and many other prominent names, including some 17 00:00:55,500 --> 00:00:59,100 of those who have also appeared in this podcast before the 18 00:00:59,100 --> 00:01:01,000 conference. Place online. 19 00:01:01,100 --> 00:01:03,700 So you can enjoy it from the comfort of your couch. 20 00:01:04,200 --> 00:01:07,100 We spoke to the definite, the organizers, and I'm happy to 21 00:01:07,100 --> 00:01:09,600 share that technology. You know, has got the 10% 22 00:01:09,600 --> 00:01:14,300 discount code for you. Enter the promo code, awsm 23 00:01:14,400 --> 00:01:17,600 underscore tlj. When you purchase the ticket on 24 00:01:17,600 --> 00:01:20,600 definite e.com, here's the promo code. 25 00:01:20,600 --> 00:01:24,600 One more time awsm underscore, tlj. 26 00:01:25,400 --> 00:01:28,600 Depending on the time when you purchase a ticket, early price 27 00:01:28,600 --> 00:01:32,100 is still available. See you there for everyone. 28 00:01:32,100 --> 00:01:36,700 Strength, a person has they have 1000 weaknesses. 29 00:01:36,700 --> 00:01:40,500 So one string over 1,000 weaknesses and so his comment 30 00:01:40,500 --> 00:01:44,600 was the most responsible thing. A human can do either personally 31 00:01:44,600 --> 00:01:47,300 for their own development or development of others is played 32 00:01:47,300 --> 00:01:50,800 to a person's strengths in their entire lifetime they could never 33 00:01:50,800 --> 00:01:57,800 solve their weaknesses. Hey everyone. 34 00:01:58,300 --> 00:02:00,200 My name is Henry Surya with Robin. 35 00:02:01,900 --> 00:02:05,300 And you're listening to the package, you know, podcast the 36 00:02:05,300 --> 00:02:08,000 show where I'll be bringing you the greatest technical leaders 37 00:02:08,199 --> 00:02:11,800 practitioners and thought leaders in the industry to 38 00:02:11,800 --> 00:02:16,100 discuss about their Journey ideas and practices that we all 39 00:02:16,100 --> 00:02:19,600 can learn and apply to build a highly performing technical team 40 00:02:20,100 --> 00:02:22,500 and to make an impact in your personal work. 41 00:02:22,900 --> 00:02:31,100 So let's dive into our Journal. Hello to all of you, my friends 42 00:02:31,100 --> 00:02:33,600 and my listeners. Welcome to the tekhelet journal 43 00:02:33,600 --> 00:02:36,600 podcast the show where you can learn about technical leadership 44 00:02:36,600 --> 00:02:39,300 and Excellence from my conversations with great 45 00:02:39,300 --> 00:02:42,100 thought, leaders in the tech industry and today is the 46 00:02:42,100 --> 00:02:45,500 episode number 109. If this is your first time 47 00:02:45,500 --> 00:02:48,900 listening to tackle a journal, subscribe and follow the show on 48 00:02:48,900 --> 00:02:52,100 your podcast app and on LinkedIn, Twitter and Instagram. 49 00:02:52,400 --> 00:02:55,600 And if you'd like to support my journey creating this, Cast 50 00:02:55,700 --> 00:02:58,600 subscribe as a patron at technology, know the dev slash 51 00:02:58,600 --> 00:03:01,400 Patron. My guest for today's episode is 52 00:03:01,400 --> 00:03:06,500 Brandon Miller, Brandon is the founder and CEO of 34 strong and 53 00:03:06,500 --> 00:03:09,000 one of the first seven. Certified Gallup Clifton 54 00:03:09,000 --> 00:03:11,200 strengths finder coaches in the world. 55 00:03:11,700 --> 00:03:15,400 In this episode we discussed Clifton strengths finder also 56 00:03:15,400 --> 00:03:19,200 known as Clifton strengths Brandon introduced what Clifton 57 00:03:19,200 --> 00:03:22,800 strengths is and why it is important for us to recognize 58 00:03:22,800 --> 00:03:26,400 and focus on our strengths. He also Shared When leaders 59 00:03:26,400 --> 00:03:30,100 apply a strengths-based Approach at work, it leads to a much 60 00:03:30,100 --> 00:03:34,000 increased workplace engagement Brandon, then gave a walkthrough 61 00:03:34,000 --> 00:03:37,200 on how we can identify our strengths by taking the Clifton 62 00:03:37,200 --> 00:03:39,400 strengths assessment and what we should do. 63 00:03:39,500 --> 00:03:43,200 After we find out our strengths Brandon, also spend some time to 64 00:03:43,200 --> 00:03:46,700 discuss my top three strengths and explain the idea of 65 00:03:46,700 --> 00:03:49,600 complementary Partnerships towards the end. 66 00:03:49,900 --> 00:03:53,300 Brandon gave some tips for parents on how we can identify 67 00:03:53,300 --> 00:03:55,100 and nurture children's core strength. 68 00:03:55,200 --> 00:03:58,900 So since their childhood, I hope you enjoy my conversation with 69 00:03:58,900 --> 00:04:02,000 Brandon learning about the importance of, identifying our 70 00:04:02,000 --> 00:04:04,300 strengths and why we should apply the strengths-based 71 00:04:04,300 --> 00:04:07,800 approach in leadership. If you do enjoy this episode, 72 00:04:07,800 --> 00:04:10,100 will you help share it with your friends and colleagues? 73 00:04:10,100 --> 00:04:13,000 Who can also benefit from listening to this episode? 74 00:04:13,200 --> 00:04:15,900 It is my ultimate mission to spread this podcast and the 75 00:04:15,908 --> 00:04:19,399 knowledge to more listeners. And I appreciate your support in 76 00:04:19,399 --> 00:04:21,500 any way towards fulfilling my mission. 77 00:04:21,800 --> 00:04:24,400 Before we continue to the conversation, let's hear some 78 00:04:24,400 --> 00:04:28,100 words from our Sponsors there is a QB software architecture. 79 00:04:28,100 --> 00:04:31,100 Gathering is the International Conference highlight for all 80 00:04:31,100 --> 00:04:34,100 those working on solution structures in IT projects 81 00:04:34,500 --> 00:04:37,900 primarily software Architects developers and Professionals in 82 00:04:37,900 --> 00:04:41,300 quality assurance but also system analysts who want to 83 00:04:41,300 --> 00:04:43,400 communicate better with their developers. 84 00:04:44,000 --> 00:04:46,700 A selection of well-known International speakers will 85 00:04:46,700 --> 00:04:49,700 share their practical knowledge on the most important topics in 86 00:04:49,700 --> 00:04:51,800 the state of the art software architecture. 87 00:04:52,200 --> 00:04:56,100 The conference takes place online, from November, 14, 217 88 00:04:56,200 --> 00:05:00,000 and we have a 15% discount code for you entered. 89 00:05:00,000 --> 00:05:04,700 The alj underscore MP underscore 15 for 15 percent discount. 90 00:05:05,000 --> 00:05:08,200 Today's episode is proudly sponsored by skills matter. 91 00:05:08,600 --> 00:05:10,700 The global community and events platform. 92 00:05:10,800 --> 00:05:15,200 With more than 100,000 software professionals here members. 93 00:05:15,200 --> 00:05:17,800 Can organize their learning experiences around the 94 00:05:17,800 --> 00:05:20,900 technology topics. They care about most you get 95 00:05:20,900 --> 00:05:24,000 on-demand access to their latest content thought. 96 00:05:24,000 --> 00:05:27,000 Leadership insights. As well as the exciting schedule 97 00:05:27,100 --> 00:05:30,100 of tech events running across all time zones. 98 00:05:30,500 --> 00:05:34,100 So whether devops our data science is your bus or you are 99 00:05:34,100 --> 00:05:38,000 fan of functional programming or all things Cloud, you can make 100 00:05:38,000 --> 00:05:41,700 real connections with people who share your interests head on 101 00:05:41,700 --> 00:05:44,800 over to skills method or calm to become part of the tech 102 00:05:44,800 --> 00:05:46,900 community that matters most to you. 103 00:05:47,200 --> 00:05:50,300 It's free to join and you will find it easy to keep up with the 104 00:05:50,308 --> 00:05:55,100 latest tech Trends. Hello everyone. 105 00:05:55,200 --> 00:05:57,600 Welcome back to another episode of the package, you know, 106 00:05:57,600 --> 00:06:01,800 podcast today I have with me a guest named Brandon Miller fun 107 00:06:01,800 --> 00:06:04,100 fact Brandon is actually one of the first seven. 108 00:06:04,100 --> 00:06:07,100 Certified Gallup Clifton strengths finder coach in the 109 00:06:07,100 --> 00:06:09,300 world. This is probably one of those 110 00:06:09,300 --> 00:06:12,400 people who you would see pretty rare because strengths finder 111 00:06:12,400 --> 00:06:15,400 has been around for quite some time and he is like the first 112 00:06:15,400 --> 00:06:18,100 seven certified strengthsfinder coaches in the world. 113 00:06:18,300 --> 00:06:21,700 He is now the CEO of the default, strong a coaching and 114 00:06:21,700 --> 00:06:24,700 consulting firm, dedicated to improving Employee Engagement 115 00:06:24,700 --> 00:06:26,000 based on. Strengthsfinder. 116 00:06:26,200 --> 00:06:28,900 Yes, lots of experience, providing specialized leadership 117 00:06:28,900 --> 00:06:31,500 training, coaching advising and facilitating. 118 00:06:31,900 --> 00:06:34,300 So today I'm really happy to talk to you. 119 00:06:34,300 --> 00:06:36,700 Brendan to discuss about strengths finder. 120 00:06:37,000 --> 00:06:40,200 How is it relevant for leadership and how we can grow 121 00:06:40,200 --> 00:06:41,900 from knowing about strengths finder? 122 00:06:42,100 --> 00:06:44,700 So welcome to the show. Thank you, Henry. 123 00:06:44,700 --> 00:06:48,800 It's great to be here today. So Brendan I'd like to always 124 00:06:48,800 --> 00:06:52,000 start with my guests to invite them, to share their Journey. 125 00:06:52,000 --> 00:06:55,000 They are career highlights, or any turning points, anything. 126 00:06:55,200 --> 00:06:57,300 That you think would be interesting for listeners to 127 00:06:57,300 --> 00:07:01,300 learn from you sure, some of your listeners, might be 128 00:07:01,300 --> 00:07:03,500 interested to know that entrepreneurs. 129 00:07:03,500 --> 00:07:07,400 So those of us who enjoy the challenge of starting, something 130 00:07:07,400 --> 00:07:11,200 from the beginning often, first begin, our careers working for 131 00:07:11,200 --> 00:07:14,900 others, inside of us. Lives a dream or a passion to 132 00:07:14,900 --> 00:07:18,500 have the independence, have the opportunity to build our own 133 00:07:18,500 --> 00:07:23,000 brand or own company and some of us to venture out and may not 134 00:07:23,000 --> 00:07:27,700 have the best success that was Me multiple times and then what 135 00:07:27,700 --> 00:07:30,600 I found in my career Henry is I just stayed with it. 136 00:07:30,600 --> 00:07:33,400 I just stay with it. Even when Aventure didn't go the 137 00:07:33,400 --> 00:07:36,100 way I had hoped. I could see out there and 138 00:07:36,100 --> 00:07:39,200 opportunity and decided to continue to work there. 139 00:07:39,600 --> 00:07:42,100 So I have been a part of investing companies. 140 00:07:42,100 --> 00:07:45,300 I've been a part of a business that we manufactured what we 141 00:07:45,308 --> 00:07:48,400 call hidden doors. So these were bookshelves that 142 00:07:48,400 --> 00:07:51,100 were made to look like a normal book shelf but they open like a 143 00:07:51,100 --> 00:07:53,700 secret passage like what you'd see in the movies so we made 144 00:07:53,700 --> 00:07:58,700 those, I Then also was a part of an art gallery and had a chance 145 00:07:58,700 --> 00:08:02,100 to launch that a carpet cleaning company and a chiropractic. 146 00:08:02,300 --> 00:08:06,600 So I've done many different Investments and opportunities my 147 00:08:06,600 --> 00:08:11,900 longest stage of career. I spent 10 years in full-time to 148 00:08:11,900 --> 00:08:16,400 part-time Ministry capacity. So I served as a pastor, many 149 00:08:16,400 --> 00:08:19,300 people who go into that sort of work, don't do that. 150 00:08:19,300 --> 00:08:22,400 To make a lot of money and so as we get into my family later, I 151 00:08:22,407 --> 00:08:25,300 have a large family. So I always had second jobs For 152 00:08:25,300 --> 00:08:29,500 my business startups that I did, thankfully, I eventually made it 153 00:08:29,500 --> 00:08:33,200 to the place where I had one business focus, and that's where 154 00:08:33,200 --> 00:08:35,400 strengths finder and Drew the picture. 155 00:08:36,100 --> 00:08:37,700 Wow, thanks for sharing the story. 156 00:08:38,000 --> 00:08:39,900 So if I can just ask for the right. 157 00:08:39,900 --> 00:08:42,500 So you have been in so many different jobs. 158 00:08:42,500 --> 00:08:45,700 So many different Industries, so many different skill set. 159 00:08:46,000 --> 00:08:48,300 What actually brought you to strengths finder? 160 00:08:48,600 --> 00:08:51,000 What are the things that? Probably peaked your interest at 161 00:08:51,000 --> 00:08:52,700 that time? Sure. 162 00:08:53,100 --> 00:08:56,800 My number one strength. According the strengthsfinder is 163 00:08:56,800 --> 00:09:01,200 maximizer and maximizers. Enjoy taking things that are 164 00:09:01,200 --> 00:09:04,700 strong and then building them to be even stronger. 165 00:09:05,100 --> 00:09:08,600 So you could say that the idea focusing on people's strengths 166 00:09:08,600 --> 00:09:12,600 more than their weaknesses came very natural to me who's very 167 00:09:12,600 --> 00:09:17,400 easy to understand easy to embrace as a leader at the time 168 00:09:17,400 --> 00:09:22,100 in our church, we had a large staff for church about 30 liters 169 00:09:22,100 --> 00:09:24,400 that run staff. And then we had hundreds of 170 00:09:24,408 --> 00:09:28,300 volunteers, So, I was introduced to this at the church, one of 171 00:09:28,300 --> 00:09:31,600 the members of our congregation had done a training through the 172 00:09:31,600 --> 00:09:34,600 Gallup organization, they are the company that owns the 173 00:09:34,600 --> 00:09:37,800 intellectual property. And so we were invited to take a 174 00:09:37,800 --> 00:09:39,900 course as just part of our service. 175 00:09:40,200 --> 00:09:42,900 I was tasked with being the person to lead the effort. 176 00:09:43,100 --> 00:09:46,900 So being a maximizer, it resonated well by began to 177 00:09:46,900 --> 00:09:50,300 engage with the team and figure out what different people did. 178 00:09:50,300 --> 00:09:56,100 Best learned to not ignore their areas of it's or weakness, but 179 00:09:56,100 --> 00:09:59,600 to learn just to manage it. Instead of trying to change 180 00:09:59,600 --> 00:10:01,400 them. I was a big turning point for 181 00:10:01,400 --> 00:10:04,800 me, instead of trying to make you better at something. 182 00:10:04,800 --> 00:10:07,600 You weren't naturally good at. Could we managed it? 183 00:10:07,600 --> 00:10:10,300 So, it was adequate. It didn't get in the way, but 184 00:10:10,300 --> 00:10:13,200 put more effort, into building, on the things that you really 185 00:10:13,200 --> 00:10:16,700 excelled at, that's where my journey began and took root for 186 00:10:16,700 --> 00:10:19,600 strengths finder. So, this is one of the concepts 187 00:10:19,600 --> 00:10:21,900 when I read strengths finder, many years ago. 188 00:10:21,900 --> 00:10:24,700 I don't remember when exactly, but it's one of the concept that 189 00:10:24,700 --> 00:10:28,100 I Really interesting because the book actually said you have both 190 00:10:28,100 --> 00:10:30,500 the strengths and weaknesses many people. 191 00:10:30,500 --> 00:10:33,900 Since we are children, we are being taught that we should also 192 00:10:33,900 --> 00:10:36,200 focus a lot on improving our weaknesses. 193 00:10:36,500 --> 00:10:39,700 But the book actually said that instead of doing that actually, 194 00:10:39,700 --> 00:10:43,600 you should put more focus on your strengths and try to manage 195 00:10:43,600 --> 00:10:46,000 your weaknesses so that they don't get in the way like what 196 00:10:46,000 --> 00:10:47,800 you said. So tell us more about this 197 00:10:47,800 --> 00:10:50,500 concept of strengths finder so for people who haven't heard 198 00:10:50,500 --> 00:10:53,100 about it, right? Why is it so important to focus 199 00:10:53,100 --> 00:10:55,000 a lot more on your strengths Quest? 200 00:10:55,100 --> 00:10:58,100 Has your weaknesses. I'm going to take us through dr. 201 00:10:58,100 --> 00:11:00,300 Donald Clifton, the founder of strengths finder. 202 00:11:00,500 --> 00:11:02,800 They had many partners around the world. 203 00:11:02,900 --> 00:11:08,100 Dr. Donald Clifton over the course of a few decade 30 years. 204 00:11:08,400 --> 00:11:12,400 He was drawn to study Human Excellence, he wanted to 205 00:11:12,400 --> 00:11:15,700 understand what was it about really successful people. 206 00:11:15,700 --> 00:11:18,800 And he picked many different walks of life, many different 207 00:11:18,800 --> 00:11:22,200 careers and he wanted to know why is it that some people could 208 00:11:22,200 --> 00:11:26,100 really Excel and not just Excel once or Expect sustained 209 00:11:26,100 --> 00:11:29,900 excellence and why many more people seem to just live in 210 00:11:30,000 --> 00:11:32,900 mediocrity in that space through his journey. 211 00:11:32,900 --> 00:11:37,000 What he discovered is that the people who really were in touch, 212 00:11:37,000 --> 00:11:40,000 they have high self awareness, they knew who they were and they 213 00:11:40,000 --> 00:11:42,700 knew who they were not, meaning they knew their strengths and 214 00:11:42,700 --> 00:11:45,800 they knew their non strengths and they were comfortable with 215 00:11:45,800 --> 00:11:49,800 both without judgment, but they put more effort into being the 216 00:11:49,800 --> 00:11:51,900 best that they could according to their strengths. 217 00:11:52,300 --> 00:11:55,000 So what he called this was the strengths-based approach. 218 00:11:55,100 --> 00:12:00,600 Approach to development simply a shift in time, most of us who 219 00:12:00,600 --> 00:12:04,100 were taught the conventional approach to human development, 220 00:12:04,100 --> 00:12:08,200 were taught to put more time into our areas of weakness or 221 00:12:08,200 --> 00:12:11,200 inadequacy. His question was, well what if 222 00:12:11,200 --> 00:12:14,300 we just flipped it would if we put more time into our strengths 223 00:12:14,800 --> 00:12:19,100 and the two places Henry were, he saw this very natural again 224 00:12:19,100 --> 00:12:22,500 and again practiced were Athletics and in Performing 225 00:12:22,500 --> 00:12:25,300 Arts. So when a player would come, To 226 00:12:25,300 --> 00:12:29,200 either of those scenes, the instructor, or coach would 227 00:12:29,200 --> 00:12:33,100 determine their skill set, and almost without a doubt, without 228 00:12:33,100 --> 00:12:36,000 fail position them to do, what they do best. 229 00:12:36,300 --> 00:12:39,200 So as he observed, this is question became an all. 230 00:12:39,200 --> 00:12:42,000 Tell you one of his famous interview set occurred, it was 231 00:12:42,000 --> 00:12:47,100 in 1984 and it was the table. Tennis team picked to win the 232 00:12:47,100 --> 00:12:49,800 gold medal in the Olympics in Los Angeles. 233 00:12:50,200 --> 00:12:52,500 The team from China had an athlete. 234 00:12:52,500 --> 00:12:54,900 That was renowned an amazing athlete. 235 00:12:55,100 --> 00:12:58,900 But he was renowned for not having a good backhand, he could 236 00:12:58,900 --> 00:13:01,300 not had a good back. And so any of us who play table, 237 00:13:01,300 --> 00:13:04,600 tennis, or tennis know, without a backhand, you have a serious 238 00:13:04,600 --> 00:13:07,600 deficiency, very likely you won't be successful. 239 00:13:07,900 --> 00:13:09,900 So an interview was conducted that dr. 240 00:13:09,900 --> 00:13:13,100 Clifton was a part of where they asked the coach, so what is it 241 00:13:13,100 --> 00:13:16,000 that you do with your very best player who doesn't play? 242 00:13:16,000 --> 00:13:18,500 Well from his backhand? He said that's easy. 243 00:13:18,700 --> 00:13:22,100 We spend eight hours a day, focusing on his forehand to make 244 00:13:22,100 --> 00:13:24,900 it the most lethal very best in the world. 245 00:13:25,100 --> 00:13:29,200 Old, and we ignore the back end all together and with dr. 246 00:13:29,200 --> 00:13:33,600 Clifton surmise from. This was, we can become so far 247 00:13:33,600 --> 00:13:37,000 advanced in our strengths that they can essentially Eclipse 248 00:13:37,000 --> 00:13:39,700 theories of weakness. Conversely. 249 00:13:39,800 --> 00:13:42,800 And this is an interesting statistic based on his research 250 00:13:42,800 --> 00:13:46,700 and I don't know that this is one of his more cemented facts. 251 00:13:46,700 --> 00:13:48,700 This is one, I think that was more anecdotal. 252 00:13:48,900 --> 00:13:50,400 But I think you'll understand the point. 253 00:13:50,500 --> 00:13:54,400 He said that for every one strength, a person has they have 254 00:13:54,400 --> 00:13:58,400 one Thousand weaknesses. So one strength over 1,000 255 00:13:58,400 --> 00:14:00,800 weaknesses. And so his comment was the most 256 00:14:00,800 --> 00:14:04,300 responsible thing. I human can do either personally 257 00:14:04,300 --> 00:14:07,000 for their own development or development of others is played 258 00:14:07,000 --> 00:14:10,500 to a person's strengths in their entire lifetime they could never 259 00:14:10,500 --> 00:14:14,000 solve their weaknesses. This is where we begin the 260 00:14:14,000 --> 00:14:17,300 journey with an organization or with a family, or with an 261 00:14:17,300 --> 00:14:20,000 agency. A non-profit to say, you only 262 00:14:20,000 --> 00:14:22,200 have so much time to develop people. 263 00:14:22,200 --> 00:14:24,900 That's the great equalizer. You only have so much time. 264 00:14:25,500 --> 00:14:28,800 You may find that you will not only get better results focusing 265 00:14:28,800 --> 00:14:32,200 on their strengths, but then you'll have qualitative benefits 266 00:14:32,200 --> 00:14:35,100 happier people. People that want to be better, 267 00:14:35,100 --> 00:14:37,700 team members people that treat customers better. 268 00:14:38,000 --> 00:14:40,900 So this is some of the beginning space of where we build on this 269 00:14:40,900 --> 00:14:43,400 concept. Well, thanks for sharing this 270 00:14:43,400 --> 00:14:45,100 story. I haven't heard about this China 271 00:14:45,100 --> 00:14:49,000 Olympics athlete that had to train to focus more lot on his 272 00:14:49,000 --> 00:14:51,900 strength, which is the forehand and can win the championship 273 00:14:51,900 --> 00:14:54,800 without the back end. We just some people think how 274 00:14:54,800 --> 00:14:59,500 could could that be 1984? It was 1984, the reference is a 275 00:14:59,500 --> 00:15:03,400 book titled soar with your strengths so the bookstore with 276 00:15:03,400 --> 00:15:06,300 your strength is where this story is immortalized. 277 00:15:06,900 --> 00:15:08,600 Wow, okay. I'll make sure to put that in 278 00:15:08,608 --> 00:15:11,300 the show notes, which brings me to the next discussion, right? 279 00:15:11,300 --> 00:15:14,600 Because again, since we are children, we are being taught 280 00:15:14,700 --> 00:15:16,900 focus a lot more to improve your weaknesses. 281 00:15:17,200 --> 00:15:20,300 I mean, the idea is not so much to say that we should improve a 282 00:15:20,308 --> 00:15:23,900 lot on so many different areas but is to probably make us all 283 00:15:23,900 --> 00:15:26,900 rounder. Someone who can do many of the 284 00:15:26,900 --> 00:15:29,100 things. This is probably the reasons why 285 00:15:29,100 --> 00:15:32,200 many people if you ask. What are your strengths not? 286 00:15:32,200 --> 00:15:35,100 Everyone can easily say just like you're just now, right? 287 00:15:35,200 --> 00:15:38,600 I'm a maximizer, not everyone could actually easily say that, 288 00:15:38,800 --> 00:15:41,100 but if you ask them what Witnesses, people can easily 289 00:15:41,100 --> 00:15:43,200 throw so many things. I'm bad at this. 290 00:15:43,200 --> 00:15:46,500 I'm bad at that, but to focus on the strength, maybe, some people 291 00:15:46,500 --> 00:15:48,600 need to find some time to actually summarize. 292 00:15:49,000 --> 00:15:50,700 Why do you think this is big problem? 293 00:15:50,900 --> 00:15:53,200 What could people do to actually change that? 294 00:15:53,800 --> 00:15:56,700 Well, since you brought the Family are mentioned this 295 00:15:57,200 --> 00:16:01,100 children who are taught to focus more on their strengths than 296 00:16:01,100 --> 00:16:05,100 other weaknesses. We've seen three major advances. 297 00:16:05,100 --> 00:16:09,000 So first of all they can increase their confidence when a 298 00:16:09,000 --> 00:16:12,900 child has high confidence, it permeates into their ability to 299 00:16:12,908 --> 00:16:15,800 make friends their performance in their school. 300 00:16:16,000 --> 00:16:20,000 Their ability to face difficulty which all of us will face some 301 00:16:20,000 --> 00:16:23,500 difficulty in life. So it impacts resilience number 302 00:16:23,500 --> 00:16:26,700 two, we watch children. Increase in creativity. 303 00:16:26,900 --> 00:16:30,500 So their ability to approach complex problems, and see 304 00:16:30,500 --> 00:16:33,400 Alternatives. Instead of closed doors. 305 00:16:33,400 --> 00:16:37,200 They find open doors with that creativity, and expands 306 00:16:37,200 --> 00:16:39,500 learning. So it opens up opportunity for 307 00:16:39,500 --> 00:16:43,500 increased learning and increased space for them to really develop 308 00:16:43,500 --> 00:16:48,300 a very full and healthy brain. Third, we see competence when we 309 00:16:48,300 --> 00:16:52,000 study brain science, when we lean into what is called the old 310 00:16:52,000 --> 00:16:55,500 brain, our limbic system, this is the part of our Brain that's 311 00:16:55,500 --> 00:16:58,200 reactive. So it's fight flight or freeze 312 00:16:58,500 --> 00:17:02,000 as compared to our new brain. The prefrontal cortex where this 313 00:17:02,000 --> 00:17:06,200 is where we have wisdom and logic, and a depth of knowledge. 314 00:17:06,200 --> 00:17:09,099 It's our Sage brand our deepest intelligence. 315 00:17:09,500 --> 00:17:12,000 Well, it is space where child feels confident in their 316 00:17:12,000 --> 00:17:14,300 creative than their competence goes up. 317 00:17:14,300 --> 00:17:17,099 They can learn more. They can experience more, 318 00:17:17,400 --> 00:17:20,599 they're not capped by fear. They're not capped by insecurity 319 00:17:20,599 --> 00:17:25,200 and doubt dr. Clifton was very passionate Even 320 00:17:25,200 --> 00:17:28,800 more so than gallops work in the business world and they do 321 00:17:28,800 --> 00:17:31,400 extensive work with very large companies around the world. 322 00:17:31,600 --> 00:17:34,600 He was very interested in parenting and education because 323 00:17:34,600 --> 00:17:38,400 if a child at a young age, could learn to build on their 324 00:17:38,400 --> 00:17:41,600 strengths. His reasoning is that person 325 00:17:41,600 --> 00:17:46,300 into their career into their family into their future would 326 00:17:46,300 --> 00:17:51,800 be much more successful and this is interesting much happier in 327 00:17:51,800 --> 00:17:55,000 life, much more fulfilled, higher well-being, and so, I 328 00:17:55,000 --> 00:17:58,300 think this is important and I'll give you two primary statistics. 329 00:17:58,300 --> 00:18:01,300 When we advance the children to their careers. 330 00:18:01,500 --> 00:18:04,000 Number one is this, let's say that you and I were working 331 00:18:04,000 --> 00:18:06,800 together, Henry, and let's say that I was your manager. 332 00:18:07,100 --> 00:18:10,200 If I spent more time talking to you about your strengths and 333 00:18:10,200 --> 00:18:14,300 your weaknesses, you are six times more likely to be engaged 334 00:18:14,300 --> 00:18:17,400 on your job. So this means all that would 335 00:18:17,400 --> 00:18:21,500 connect to your productivity, your accuracy, your punctuality 336 00:18:21,700 --> 00:18:24,000 your friendliness, with our customers, with our team 337 00:18:24,000 --> 00:18:25,800 members. Times more likely. 338 00:18:25,800 --> 00:18:30,300 And because you're engaged, you're three times more likely 339 00:18:30,400 --> 00:18:33,800 to report having excellent quality of life. 340 00:18:33,800 --> 00:18:35,700 And this is Henry outside of work. 341 00:18:36,000 --> 00:18:39,200 This is your loved ones places where you volunteer and your 342 00:18:39,200 --> 00:18:41,900 ability to get good rest and your health and fitness. 343 00:18:42,400 --> 00:18:46,400 So, this is where we believe at 34 strong, I believe this 344 00:18:46,400 --> 00:18:48,900 personally with the work we do with families, that this 345 00:18:48,900 --> 00:18:52,700 approach can really not only positively affect positive 346 00:18:52,700 --> 00:18:54,800 change workplaces, but they can affect positive change. 347 00:18:54,900 --> 00:18:58,300 Change in a person's life. It can change their life because 348 00:18:58,300 --> 00:19:01,600 of how deep it will impact their psychology. 349 00:19:01,700 --> 00:19:05,200 And eventually the physiology associate, well, thanks for 350 00:19:05,200 --> 00:19:08,600 sharing that just to summarize. So you mentioned, if we focus on 351 00:19:08,600 --> 00:19:11,200 strength since we are young, there are three things that 352 00:19:11,200 --> 00:19:12,900 probably could increase because of that. 353 00:19:12,900 --> 00:19:15,400 So you have increased confidence, you have increased 354 00:19:15,400 --> 00:19:18,900 creativity, and ultimately increase in confidence and those 355 00:19:18,900 --> 00:19:21,300 will lead you to a happy and fulfilled life. 356 00:19:21,600 --> 00:19:24,000 So I think that's probably a message for all the listeners, 357 00:19:24,000 --> 00:19:26,200 right? So, if you Even known for the 358 00:19:26,200 --> 00:19:29,300 longest side of your strength, try to find some of those 359 00:19:29,300 --> 00:19:31,400 strengths. Maybe you can go to strengths 360 00:19:31,400 --> 00:19:34,000 finder or buy the book. There's a free test that you can 361 00:19:34,000 --> 00:19:36,600 go through online. You can probably start 362 00:19:36,600 --> 00:19:38,400 categorizing. What are some of your strengths 363 00:19:38,400 --> 00:19:40,900 and start to build from there because the impact is so 364 00:19:40,900 --> 00:19:42,700 massive. And you mentioned that 365 00:19:42,700 --> 00:19:46,400 statistics in the workplace, where if the management focus on 366 00:19:46,400 --> 00:19:49,200 their direct reports strengths typically, they will be more 367 00:19:49,200 --> 00:19:51,400 engaged in the work. Again. 368 00:19:51,400 --> 00:19:54,100 I've seen this traditionally, many companies in the 369 00:19:54,100 --> 00:19:55,300 performance. View. 370 00:19:55,300 --> 00:19:57,500 Yes, they will talk about achievements and all that, but 371 00:19:57,500 --> 00:20:00,400 they will also try to focus on people's weaknesses. 372 00:20:00,500 --> 00:20:04,200 You are not good at this and try to build action items to what 373 00:20:04,200 --> 00:20:06,900 those things. But, again, coming back to this 374 00:20:06,900 --> 00:20:09,500 strengthsfinder concept, I think maybe that's not the right 375 00:20:09,500 --> 00:20:11,400 approach. So, tell us more baby. 376 00:20:11,400 --> 00:20:14,500 How can managers put more focus on the strengths so that people 377 00:20:14,500 --> 00:20:17,400 are more engaged and why people are more engaged specifically if 378 00:20:17,400 --> 00:20:19,900 we focus on their strings. Sure. 379 00:20:20,200 --> 00:20:24,700 So I want to say this point Salient to your comment, man. 380 00:20:25,000 --> 00:20:28,700 Rent or whomever it is that you call your boss, okay? 381 00:20:28,700 --> 00:20:30,600 So I'll use the example of you and I get. 382 00:20:30,600 --> 00:20:34,600 So let's say I was the boss and you and I will have a 383 00:20:34,600 --> 00:20:37,800 professional relationship because of this, the tone of 384 00:20:37,800 --> 00:20:42,400 that relationship, the posture, the effectiveness, I will set 385 00:20:42,400 --> 00:20:46,100 more of that tone then you will because I'm the boss I am more 386 00:20:46,100 --> 00:20:48,600 responsible for the health of the relationship than you are 387 00:20:48,900 --> 00:20:53,100 because I'm usually paid more, I have increased responsibility. 388 00:20:53,100 --> 00:20:56,000 And my job is to help you to perform Formed or to get you to 389 00:20:56,000 --> 00:20:59,600 perform. So when a company focuses this 390 00:20:59,600 --> 00:21:02,800 way on helping their managers, do this from a strengths 391 00:21:02,800 --> 00:21:06,800 approach simply Henry by the fact that I'm going to talk to 392 00:21:06,800 --> 00:21:09,900 you when we meet. So by percentage you're going to 393 00:21:09,900 --> 00:21:11,700 hear more about what you're doing. 394 00:21:11,700 --> 00:21:16,600 Well, the success you could build on the opportunity to grow 395 00:21:16,600 --> 00:21:19,200 and to learn. You're going to look forward to 396 00:21:19,200 --> 00:21:22,900 our talks more often than if by percentage. 397 00:21:22,900 --> 00:21:26,400 It was well Henry. You The work on this and then 398 00:21:26,400 --> 00:21:28,200 you need to work on that and that's almost. 399 00:21:28,200 --> 00:21:30,000 Okay. But now you need to do this, 400 00:21:30,400 --> 00:21:34,100 those conversations, it would be a simple as I send you an 401 00:21:34,100 --> 00:21:37,000 e-mail, please go onto the platform. 402 00:21:37,000 --> 00:21:39,900 We're going to have a meeting. If you look forward to that 403 00:21:39,900 --> 00:21:43,700 meeting because you think this is usually a good conversation 404 00:21:43,700 --> 00:21:45,100 with constructive. We're building. 405 00:21:45,500 --> 00:21:47,500 You will naturally be more engaged. 406 00:21:47,900 --> 00:21:50,400 If every time you see my email pop up, you go. 407 00:21:50,400 --> 00:21:51,900 Oh no. What does he want? 408 00:21:51,900 --> 00:21:54,700 Now, what did I do now? What did I get wrong? 409 00:21:55,000 --> 00:21:59,900 You will absolutely begin to feel that will pull life from 410 00:21:59,900 --> 00:22:02,500 you. So when a company wants to spend 411 00:22:02,500 --> 00:22:04,700 time thinking about the strengths of its team members, 412 00:22:05,000 --> 00:22:10,400 there is a necessary investment made from leaders into managers 413 00:22:10,700 --> 00:22:14,000 and the investment is we're going to give you tools and 414 00:22:14,000 --> 00:22:17,800 resources to know how to have these sorts of conversations. 415 00:22:18,100 --> 00:22:21,400 Because most of us were not taught this as children. 416 00:22:21,500 --> 00:22:24,500 We weren't taught this in University, we weren't caught 417 00:22:24,500 --> 00:22:30,000 this In our jobs were learning a new approach, one that we can as 418 00:22:30,000 --> 00:22:33,500 I shared, if we did participate in extracurricular activities 419 00:22:33,500 --> 00:22:36,400 that had the spirit we can recall it, but we're going to 420 00:22:36,400 --> 00:22:40,600 learn new Behaviors new habits. This is where Performance 421 00:22:40,600 --> 00:22:42,400 Management Systems Commander Place. 422 00:22:42,700 --> 00:22:46,600 The essentially we have a new system that we rank managers. 423 00:22:46,600 --> 00:22:50,500 Oh yes, I want to be evaluated on your performance, Henry. 424 00:22:50,500 --> 00:22:54,700 But I also want to be evaluated on a, my regularly. 425 00:22:54,800 --> 00:22:58,400 You recognition meaning to you Phil, I appreciate you. 426 00:22:58,400 --> 00:23:02,000 Do you feel I respect you? Do you think that I know you do? 427 00:23:02,000 --> 00:23:04,600 You know that I care about you as a person? 428 00:23:05,200 --> 00:23:08,000 You don't only work here, but I happen to know some things about 429 00:23:08,000 --> 00:23:10,200 your life and I keep those in mind. 430 00:23:10,600 --> 00:23:14,200 So, for example, today, I learned that one of my employees 431 00:23:14,200 --> 00:23:17,300 was involved in a car accident. Thankfully, he and his wife were 432 00:23:17,300 --> 00:23:20,700 okay, but it was enough that they had some trauma that they 433 00:23:20,700 --> 00:23:23,400 needed to work through. And so we attend to that, we 434 00:23:23,400 --> 00:23:25,500 want to make sure they're okay. We Make sure that they're 435 00:23:25,500 --> 00:23:29,000 seeking proper medical attention and looking into how we can 436 00:23:29,000 --> 00:23:31,500 support them. We would want this in this sort 437 00:23:31,500 --> 00:23:34,000 of relationship, that's healthiest, drinks approached. 438 00:23:34,000 --> 00:23:38,300 So, when managers are taught, we find that the more resources, we 439 00:23:38,300 --> 00:23:41,600 can help them to be meaning, giving them practical tools and 440 00:23:41,600 --> 00:23:45,000 practical steps so that they can learn this. 441 00:23:45,300 --> 00:23:48,500 This is where we see success. This is where we see what we 442 00:23:48,500 --> 00:23:52,100 call a sustainable strengths approach because now it's going 443 00:23:52,100 --> 00:23:54,700 to be part of the organization's. 444 00:23:54,800 --> 00:23:56,700 Its standard operating procedures. 445 00:23:57,400 --> 00:24:00,100 I think, if I'm not wrong, your place that the false from the 446 00:24:00,100 --> 00:24:04,200 oil company also has won numerous bestwick place a ward. 447 00:24:04,500 --> 00:24:08,000 Can you share it as maybe some practical tips or practices that 448 00:24:08,000 --> 00:24:10,400 you did in your company? So that people are engaged and 449 00:24:10,400 --> 00:24:13,600 they do their best work. So that your company also, as a 450 00:24:13,600 --> 00:24:15,600 result of that becomes most successful. 451 00:24:15,600 --> 00:24:19,300 So maybe if you can share that the bit on that sure companies 452 00:24:19,300 --> 00:24:24,700 that are known as best places to work often also win awards for 453 00:24:24,900 --> 00:24:27,500 In, they win a rewards for growing fast. 454 00:24:27,500 --> 00:24:32,200 They went awards for places that succeed in accomplishing 455 00:24:32,300 --> 00:24:35,900 different contest different exploits for us as a company. 456 00:24:35,900 --> 00:24:39,700 Our most prestigious award and the ones that we are the most 457 00:24:39,700 --> 00:24:42,400 proud of our when were recognized nationally here in 458 00:24:42,400 --> 00:24:46,100 the United States. As a great place to work to get 459 00:24:46,100 --> 00:24:48,800 there though because this is what we teach to other 460 00:24:48,800 --> 00:24:51,100 companies. We like to say we have to eat 461 00:24:51,100 --> 00:24:54,400 our own cooking. We can't just give you our great 462 00:24:54,400 --> 00:24:55,700 cooking. Do we have to eat our own 463 00:24:55,700 --> 00:24:57,600 cooking? So some of the ways that we do 464 00:24:57,600 --> 00:25:02,300 that, we have regular interactions with our team or 465 00:25:02,300 --> 00:25:04,800 company. And in those regular 466 00:25:04,800 --> 00:25:10,000 interactions, we make sure that as a company, we are very clear 467 00:25:10,000 --> 00:25:13,200 on our company Mission and our company vision and our company 468 00:25:13,200 --> 00:25:15,500 values. We reset these. 469 00:25:15,700 --> 00:25:18,900 We tell them again. For example, if a person in our 470 00:25:18,900 --> 00:25:22,600 company is unclear on where we're going, we want to make 471 00:25:22,600 --> 00:25:24,700 sure they know what our mission is and what? 472 00:25:24,900 --> 00:25:28,400 Our pardons that's one thing we do is connect to Mission. 473 00:25:28,800 --> 00:25:33,100 Secondly, we teach coaching as a manager mindset. 474 00:25:33,500 --> 00:25:36,800 So a manager when they see themselves more as the coach 475 00:25:36,800 --> 00:25:41,800 than the boss, they learn that relationship by nature is 476 00:25:41,800 --> 00:25:46,500 developmental in its focus. So my interest is in seeing you 477 00:25:46,500 --> 00:25:50,400 grow seeing you learn and it's the difference between a growth 478 00:25:50,400 --> 00:25:53,400 mindset as compared to a fixed mindset. 479 00:25:53,800 --> 00:25:56,000 A growth mindset. It is, we both agree. 480 00:25:56,000 --> 00:25:59,400 Our objective is to help you to be successful in a fixed 481 00:25:59,400 --> 00:26:01,500 mindset. I just need you to do your job. 482 00:26:01,600 --> 00:26:02,800 I don't really care how you grow. 483 00:26:02,800 --> 00:26:05,600 I just need you to get it done cause me as little problem as 484 00:26:05,600 --> 00:26:09,200 possible and we will call this a somewhat healthy relationship. 485 00:26:09,200 --> 00:26:13,500 Well, growth mindset challenges, that it says Henry has a future, 486 00:26:13,900 --> 00:26:17,600 Henry has aspirations and goals. How can I help them be 487 00:26:17,600 --> 00:26:21,000 successful in this job? But also prepare him for his. 488 00:26:21,000 --> 00:26:25,800 Next job is next stage and they're That is one of the most 489 00:26:25,800 --> 00:26:29,200 important things we do as a company as we want to see people 490 00:26:29,200 --> 00:26:31,900 through the filter of who they're becoming not just who 491 00:26:31,900 --> 00:26:34,300 they are today in a strengths-based culture. 492 00:26:34,300 --> 00:26:37,800 You're always looking ahead for where a person can grow and 493 00:26:37,800 --> 00:26:40,200 develop and become their next best version of themselves. 494 00:26:41,000 --> 00:26:43,500 Well, thanks for sharing all these practices at these really 495 00:26:43,500 --> 00:26:45,300 interesting. Some of the things that I 496 00:26:45,300 --> 00:26:48,700 picked, for example, you train the manages to become more, like 497 00:26:48,700 --> 00:26:51,600 a coach, so it's not necessarily just the boss and get things 498 00:26:51,600 --> 00:26:53,600 done. But you also invest time in 499 00:26:53,600 --> 00:26:56,200 their direct reports so that That they can grow and fulfill 500 00:26:56,200 --> 00:26:59,300 the aspirations that personal goals and things like that. 501 00:26:59,600 --> 00:27:02,800 So I must assume that probably as part of this you would ask 502 00:27:02,800 --> 00:27:06,000 people to do strengths finder test so that they can find their 503 00:27:06,000 --> 00:27:09,100 Clifton strengths. For example, I have done this 504 00:27:09,100 --> 00:27:12,200 test a long time back from their what's next? 505 00:27:12,200 --> 00:27:15,100 Because many people might have taken this test individually not 506 00:27:15,100 --> 00:27:18,200 necessary in the workplace but they just don't know where to 507 00:27:18,200 --> 00:27:20,800 continue from there on. They be, we can discuss about 508 00:27:20,800 --> 00:27:23,200 what should we do after we know our clips and strength. 509 00:27:24,000 --> 00:27:28,200 So the The strikes assessment is something Henry that at 34 510 00:27:28,200 --> 00:27:31,400 strong, we do take a little bit of a different approach than the 511 00:27:31,400 --> 00:27:35,100 Gallup organization. Gallup talks about a person can 512 00:27:35,100 --> 00:27:39,500 take it the first time and the first time is sufficient to know 513 00:27:39,600 --> 00:27:41,100 your strengths for the rest of your life. 514 00:27:41,300 --> 00:27:45,000 We actually believe that people change throughout their life. 515 00:27:45,300 --> 00:27:49,100 So going online and taking the assessment is step one. 516 00:27:49,400 --> 00:27:53,800 We think that the 34 test. So the tests were you get back 517 00:27:53,900 --> 00:27:56,500 all 30? For strengths in order and 518 00:27:56,500 --> 00:27:59,900 receive a very thorough. I mean probably the most 519 00:27:59,900 --> 00:28:03,700 personalized thorough report. I think that one can invest in 520 00:28:03,700 --> 00:28:06,000 on the market is a great place to start. 521 00:28:06,200 --> 00:28:08,800 The assessment can be purchased from Gallup or purchased from a 522 00:28:08,808 --> 00:28:11,800 reseller like 34 strong and then you go online and take it. 523 00:28:11,800 --> 00:28:15,200 So that takes about 40, 45 minutes if it's been a while for 524 00:28:15,200 --> 00:28:16,900 somebody, it's a good idea to do it again. 525 00:28:16,900 --> 00:28:19,300 You know, two or three years because when you take the 526 00:28:19,300 --> 00:28:23,100 assessment it's like taking an x-ray of your leg at that point 527 00:28:23,100 --> 00:28:26,400 in time. That's what Was and so two or 528 00:28:26,400 --> 00:28:28,300 three years later, it could look different. 529 00:28:28,400 --> 00:28:31,500 That's some of the power of this particular assessment is, it 530 00:28:31,500 --> 00:28:34,700 does grow with you? And so when a person takes it, 531 00:28:34,800 --> 00:28:37,900 first things first, is every strength coach in the world. 532 00:28:37,900 --> 00:28:40,700 Those this Paradigm, it's naming claiming and aiming. 533 00:28:41,100 --> 00:28:43,700 So the first thing we learn to do is name our strength. 534 00:28:43,700 --> 00:28:46,500 So I am a maximizer. I'm an achiever. 535 00:28:46,700 --> 00:28:49,500 I'm an activator, I'm strategic. And I'm a ranger. 536 00:28:49,500 --> 00:28:52,900 I can name them. I can name you my top 15 in a 537 00:28:52,908 --> 00:28:55,100 row. I know exactly what Strengths 538 00:28:55,100 --> 00:28:59,000 are mine because I've learned their names and number two, I've 539 00:28:59,000 --> 00:29:04,500 learned to claim them as my own. So I can say, I am an activator, 540 00:29:04,500 --> 00:29:07,500 which is my number three. I know that I'm an activator 541 00:29:07,500 --> 00:29:11,300 because I've taken strengths finder, four times, and all four 542 00:29:11,300 --> 00:29:14,400 times. Activator is one, two or three 543 00:29:14,500 --> 00:29:19,000 all four times, which means to say Henry, I could not unbe an 544 00:29:19,000 --> 00:29:22,600 activator. If I tried its core to my being 545 00:29:23,000 --> 00:29:26,600 claiming right next to name. A big part of that is so first, 546 00:29:26,600 --> 00:29:28,700 learn what the names are and become familiar. 547 00:29:29,000 --> 00:29:32,900 Second, there is a report. As I said, go into this report, 548 00:29:32,900 --> 00:29:36,500 have a pen or higher and read through it, and really assess. 549 00:29:36,500 --> 00:29:39,900 If you can own these strengths meeting, did the assessment. 550 00:29:39,900 --> 00:29:41,400 Get it right? Is this? 551 00:29:41,400 --> 00:29:43,600 You are you comfortable with these results? 552 00:29:43,900 --> 00:29:45,200 You know. Someone were to ask you what are 553 00:29:45,208 --> 00:29:47,600 your strengths? You could say I'm a relator. 554 00:29:47,600 --> 00:29:51,200 I'm high self-assurance, I'm strong in input. 555 00:29:51,300 --> 00:29:54,200 Could you say that? Because that's claiming that's 556 00:29:54,400 --> 00:29:55,300 own? Worship. 557 00:29:55,300 --> 00:29:59,300 And with claiming we really recommend to post the strength 558 00:29:59,300 --> 00:30:00,800 somewhere where you can see them. 559 00:30:01,100 --> 00:30:03,700 So for a while, whether it's on the mirror in the morning where 560 00:30:03,700 --> 00:30:07,400 you get ready or it's in your workspace, have them where you 561 00:30:07,400 --> 00:30:10,200 can see them and be reminded of. Yeah that's me. 562 00:30:10,500 --> 00:30:13,700 That's why I am. And then the third stage is to 563 00:30:13,700 --> 00:30:17,000 begin thinking about how to leverage these and we call it 564 00:30:17,000 --> 00:30:21,100 aiming your strings. So starting with number one as a 565 00:30:21,108 --> 00:30:24,000 maximizer, what can I do to aim these strengths? 566 00:30:24,100 --> 00:30:26,600 Thankfully For me, it was right away. 567 00:30:27,100 --> 00:30:30,100 I got to start helping people find their strengths and I got 568 00:30:30,100 --> 00:30:34,000 to learn how to see strengths and spot it and grow it. 569 00:30:34,200 --> 00:30:37,700 I also learned that maximizer was going to be a part of I like 570 00:30:37,700 --> 00:30:41,200 to coach Athletics, how I coach people, I have a large family, I 571 00:30:41,200 --> 00:30:46,200 love to coach my kids that mindset there, re much affected, 572 00:30:46,200 --> 00:30:50,500 how my maximize your would be so naming claiming and aiming your 573 00:30:50,500 --> 00:30:54,500 strengths, the aiming its one at a time, just starting to see. 574 00:30:54,700 --> 00:30:56,900 See and to build on your knowledge. 575 00:30:57,600 --> 00:31:01,300 Wow, I like that approach name. Claim and Aim. 576 00:31:01,500 --> 00:31:05,100 So first identify with yourself? What are your strengths and you 577 00:31:05,100 --> 00:31:06,500 claim that you accepted? Okay? 578 00:31:06,500 --> 00:31:09,600 This is who I am and then third is to build from there. 579 00:31:09,600 --> 00:31:12,500 So try to aim what's next that you can leverage from your 580 00:31:12,500 --> 00:31:15,300 strengths. I myself that top three of mine 581 00:31:15,300 --> 00:31:17,600 are achiever learner and deliberative. 582 00:31:17,800 --> 00:31:20,700 I have done this so many years ago, I guess I must have taken 583 00:31:20,700 --> 00:31:23,400 another one maybe in these days, and see if they're change or 584 00:31:23,400 --> 00:31:25,500 not. And I will A Henry for your 585 00:31:25,500 --> 00:31:29,100 listeners per any that might be interested, they can reach out 586 00:31:29,100 --> 00:31:31,600 to us. I've done this for other leaders 587 00:31:31,600 --> 00:31:34,400 of podcasts that if they would like to reach out, request a 588 00:31:34,400 --> 00:31:37,900 code, we could provide them with one to learn complementary as 589 00:31:37,900 --> 00:31:40,300 just a part of our time. You include it. 590 00:31:40,600 --> 00:31:44,100 I will mention that your first two strengths, a cheering. 591 00:31:44,100 --> 00:31:47,100 Learner are the two most common strengths in the world. 592 00:31:47,600 --> 00:31:51,400 So after 20 million people have completed Clifton strengths in 593 00:31:51,400 --> 00:31:54,100 60 countries and in 30 languages. 594 00:31:54,700 --> 00:31:56,700 Were one. And number two are a cheering 595 00:31:56,700 --> 00:32:01,100 learner, which is to say that your drive, your work ethic, 596 00:32:01,100 --> 00:32:06,500 your endurance, your willingness to work hard until a job is 597 00:32:06,500 --> 00:32:11,100 done, which definitely is you have almost an inability to quit 598 00:32:11,100 --> 00:32:13,300 it. Meaning it's almost not possible 599 00:32:13,300 --> 00:32:18,200 for you to not continue, even when it's hard because you have 600 00:32:18,200 --> 00:32:22,000 reserves of energy and learner allows you to be deeply, 601 00:32:22,000 --> 00:32:26,000 curious, the stay in a space where I know that the more you 602 00:32:26,000 --> 00:32:29,600 learn, the more there is to learn, so it keeps you in a 603 00:32:29,608 --> 00:32:34,400 space of curiosity and it keeps you in a space where you stay 604 00:32:34,400 --> 00:32:38,300 humble Learners are some of the best team members, some of the 605 00:32:38,300 --> 00:32:42,500 most effective leaders, because they lead with questions, they 606 00:32:42,500 --> 00:32:46,200 lead with a curiosity. Instead of, I need to tell, they 607 00:32:46,200 --> 00:32:50,600 want to ask and understand and appreciate very respectful 608 00:32:50,600 --> 00:32:52,300 strength. Now you're number three. 609 00:32:52,300 --> 00:32:55,800 Deliberative. This is a Fascinating strength. 610 00:32:56,000 --> 00:33:01,100 So it is actually one of the most rare strengths in the 611 00:33:01,100 --> 00:33:04,000 world. So this is a strength that very 612 00:33:04,000 --> 00:33:08,700 few people share in their top five deliberative what you enjoy 613 00:33:09,000 --> 00:33:13,400 is the opportunity to really carefully, evaluate the 614 00:33:13,400 --> 00:33:16,200 decisions you make. So, as a result, the Liberties 615 00:33:16,200 --> 00:33:19,800 are often very well trusted. There's an adage here in the 616 00:33:19,800 --> 00:33:22,400 United States. Maybe you've heard this measure 617 00:33:22,400 --> 00:33:27,200 twice cut once. So before you act, make sure 618 00:33:27,200 --> 00:33:30,600 you've thought through all the ramifications you've carefully 619 00:33:30,600 --> 00:33:35,000 considered the options and then what you've established that, 620 00:33:35,000 --> 00:33:39,200 this is the right course. Now we move forward, funny 621 00:33:39,200 --> 00:33:41,900 thing. My number three activator, and 622 00:33:41,900 --> 00:33:46,100 your number three deliberative are opposite strengths their 623 00:33:46,100 --> 00:33:48,300 opposite. So we would be good partners. 624 00:33:48,500 --> 00:33:53,000 You would be the voice of caution and reason and pause and 625 00:33:53,000 --> 00:33:56,400 let's think and process. I have a bit more of the, I'll 626 00:33:56,400 --> 00:33:58,800 just take the risk. So my wrist threshold might be 627 00:33:58,808 --> 00:34:00,900 higher times where you might pause. 628 00:34:00,900 --> 00:34:03,400 One second too long. I might have already been going 629 00:34:03,800 --> 00:34:06,600 or times where I need to stop and listen to you. 630 00:34:06,700 --> 00:34:10,300 So they're very good, call them complementary partners because 631 00:34:10,300 --> 00:34:13,500 those strengths can really work off of each other very well. 632 00:34:14,000 --> 00:34:17,100 So, when you find these would be interesting for you to know, and 633 00:34:17,100 --> 00:34:19,900 this is a little bit Advanced for your listeners of those 634 00:34:19,900 --> 00:34:22,199 three. When you think back about your 635 00:34:22,199 --> 00:34:27,100 life, could you see a tail? You were that person as far back 636 00:34:27,100 --> 00:34:30,100 as you can remember. So can you remember being that 637 00:34:30,100 --> 00:34:32,800 person who would strive to do really well? 638 00:34:32,800 --> 00:34:35,600 Well, as your cheever, the person who's very curious us, a 639 00:34:35,600 --> 00:34:38,600 lot of questions, sometimes so many questions that people were 640 00:34:38,600 --> 00:34:41,100 like Henry and up too many questions. 641 00:34:41,100 --> 00:34:43,000 That would be your learner because you're curious you 642 00:34:43,000 --> 00:34:46,699 wanted to know were you at times maybe a shy person. 643 00:34:46,699 --> 00:34:49,500 Deliberative sometimes can be a little more introverted, but 644 00:34:49,500 --> 00:34:53,699 careful you thought through it. You can see those back into your 645 00:34:53,699 --> 00:34:56,400 early childhood Good. Those are what we would call 646 00:34:56,400 --> 00:35:01,400 your or strengths core means they are genetically coded, 647 00:35:01,400 --> 00:35:05,400 they're a very deep part of you. And so, when you would retake an 648 00:35:05,400 --> 00:35:08,300 assessment like lifting strength, it's very unlikely, 649 00:35:08,300 --> 00:35:12,500 they'll stay not assume top five this in the top 10 and they will 650 00:35:12,500 --> 00:35:15,100 group there. And so you would see them recur 651 00:35:15,400 --> 00:35:18,300 because you could identify them at that very strong level. 652 00:35:19,100 --> 00:35:22,000 Thank you for your assessment, a brief assessment but really 653 00:35:22,000 --> 00:35:25,500 insightful and Powerful to me. Thank you for noticing some of 654 00:35:25,500 --> 00:35:29,000 my strengths and how some of the things that I myself thinking 655 00:35:29,000 --> 00:35:30,800 back. I think yes I kind of like 656 00:35:30,800 --> 00:35:33,900 growing all this strength from my journey from my childhood as 657 00:35:33,900 --> 00:35:35,600 well. And I think you mentioned, one 658 00:35:35,600 --> 00:35:37,800 of the things that is interesting that we should 659 00:35:37,800 --> 00:35:41,100 discuss next. So this is like how you can use 660 00:35:41,100 --> 00:35:44,300 it in your workplace as well. So knowing people's strengths 661 00:35:44,300 --> 00:35:47,300 and actually try to see where you can see energized, right? 662 00:35:47,500 --> 00:35:50,100 The moment when you and we could be good partners. 663 00:35:50,400 --> 00:35:53,100 So this is where you use the strengths-based approach to 664 00:35:53,107 --> 00:35:56,400 actually form a team or make your team as best as they can 665 00:35:56,400 --> 00:35:58,300 perform. I read in another book of 666 00:35:58,300 --> 00:36:00,700 Clifton strengths based leadership that effective 667 00:36:00,700 --> 00:36:03,600 leaders, not just focus on people's strengths, but they 668 00:36:03,600 --> 00:36:06,900 also surround themselves with the right people and maximize 669 00:36:06,900 --> 00:36:09,400 their team based on the strength, tell us more about 670 00:36:09,400 --> 00:36:12,100 this approach because I don't think many managers put a lot of 671 00:36:12,100 --> 00:36:15,000 effort in building a formation. That can complement the banks 672 00:36:15,800 --> 00:36:18,500 worldwide. There is a conversation around. 673 00:36:18,700 --> 00:36:22,100 Inclusive leadership being Equity, minded, making sure that 674 00:36:22,100 --> 00:36:24,600 people are feeling heard and appreciate it. 675 00:36:24,900 --> 00:36:28,500 All kinds of ways that we can accomplish this, the most 676 00:36:28,500 --> 00:36:32,700 effective leaders do surround themselves with a team that is 677 00:36:32,700 --> 00:36:35,300 diverse. And one of the places where you 678 00:36:35,300 --> 00:36:39,500 can find the deepest roots and tubers city is in our strengths, 679 00:36:40,100 --> 00:36:43,200 when you took Clifton strengths, the odds of someone having the 680 00:36:43,200 --> 00:36:47,300 same five in the same order, so you gave me your three but we 681 00:36:47,300 --> 00:36:50,000 went to number five, the The odds of someone and having those 682 00:36:50,000 --> 00:36:52,900 same five and that same order as one in 33 million. 683 00:36:53,000 --> 00:36:56,200 So very unique, that's like your fingerprint compared to my 684 00:36:56,200 --> 00:36:58,700 fingerprint, very unique to each one of us. 685 00:36:59,000 --> 00:37:02,400 And so as a leader it's serves a team. 686 00:37:02,400 --> 00:37:06,200 Well, to have representation in as many strengths as you can 687 00:37:06,200 --> 00:37:09,300 bring, because you get a richness of perspective, a 688 00:37:09,300 --> 00:37:12,500 difference in approach, we talked about people learning 689 00:37:12,500 --> 00:37:15,600 their 34 strengths. And when one does that, they're 690 00:37:15,600 --> 00:37:18,100 going to acknowledge. When I shared earlier about core 691 00:37:18,100 --> 00:37:21,000 strength, They're also going to find what we call less certain 692 00:37:21,000 --> 00:37:23,300 strengths. This would be number 34, number 693 00:37:23,300 --> 00:37:27,000 33, and number 32. And so the reason I mentioned my 694 00:37:27,000 --> 00:37:28,500 activator your deliberative would be good. 695 00:37:28,500 --> 00:37:32,000 Partners is deliberative is one of my strengths I think it's 696 00:37:32,000 --> 00:37:35,800 number 29 out of 30 for so it's a lesser strength. 697 00:37:35,800 --> 00:37:40,600 So even if I tried to be strong at deliberative the same way you 698 00:37:40,600 --> 00:37:45,000 are, I would never measure up. I could maybe do half of your 699 00:37:45,000 --> 00:37:48,600 Effectiveness because I honestly wouldn't want to be as soon as I 700 00:37:48,607 --> 00:37:51,500 got going, I would find it just deflated my energy. 701 00:37:51,500 --> 00:37:55,400 I couldn't be successful. So this is where it serves the 702 00:37:55,400 --> 00:37:57,500 team well to represent themselves. 703 00:37:57,600 --> 00:38:01,100 I actually had a team hired me recently to say, we just want to 704 00:38:01,100 --> 00:38:04,100 make sure that we didn't just hire a bunch of the same people 705 00:38:04,900 --> 00:38:07,800 because we don't want to just make decisions in an echo 706 00:38:07,800 --> 00:38:10,400 chamber. We need to diversity of thought. 707 00:38:10,700 --> 00:38:12,800 We want different perspectives, different opinions. 708 00:38:13,100 --> 00:38:16,200 I said, I can't agree more. That's a very good way to 709 00:38:16,200 --> 00:38:19,700 approach leadership. Yeah, the topic of equity, 710 00:38:19,700 --> 00:38:23,100 diversity, inclusivity and all this, I think it's pretty quite 711 00:38:23,100 --> 00:38:25,200 growing. These days as you mentioned, we 712 00:38:25,200 --> 00:38:28,000 don't want to hire the same kind of people because at the end of 713 00:38:28,000 --> 00:38:30,900 the day, you have maybe one single-minded approach to solve 714 00:38:30,900 --> 00:38:33,300 problems where with more inclusive D. 715 00:38:33,300 --> 00:38:35,600 I think it has been proven by research that you will have a 716 00:38:35,607 --> 00:38:38,500 more diverse thoughts and hence, probably, you will make a better 717 00:38:38,500 --> 00:38:41,600 decisions out of it having known people strengthen your team. 718 00:38:41,700 --> 00:38:44,600 I think it's one way to go towards that route where you can 719 00:38:44,600 --> 00:38:47,900 actually say, okay, if I'm weak at this point, maybe you 720 00:38:48,000 --> 00:38:50,900 leverage on someone else who can do much better for certain kind 721 00:38:50,900 --> 00:38:53,300 of problems. So, really appreciate that 722 00:38:53,300 --> 00:38:55,500 approach. You mentioned about the core 723 00:38:55,500 --> 00:38:58,300 strength. This is something that is also 724 00:38:58,400 --> 00:39:01,200 kind of like unique, put individuals, and maybe it is 725 00:39:01,200 --> 00:39:04,600 like a talent you born with it, which brings us to probably the 726 00:39:04,600 --> 00:39:07,600 next topic because you are also passionate into parenting, 727 00:39:07,600 --> 00:39:09,900 right? How to grow children, maybe it 728 00:39:09,900 --> 00:39:11,900 in the first place. How do you identify children's 729 00:39:11,900 --> 00:39:13,600 core strength? Do they need to go through 730 00:39:13,600 --> 00:39:15,800 Clifton strengths finder test as well? 731 00:39:15,900 --> 00:39:17,500 How do you actually nurture children? 732 00:39:17,500 --> 00:39:19,800 They Identify coasters and build from there. 733 00:39:20,500 --> 00:39:23,400 Yeah, so the first step with young children is what we call 734 00:39:23,400 --> 00:39:26,700 strength spotting, it's just learning to see them. 735 00:39:26,700 --> 00:39:30,200 Through the perspective, that your children have emerging 736 00:39:30,200 --> 00:39:34,100 beautiful core strengths that are part of the transference of 737 00:39:34,100 --> 00:39:35,800 DNA, right? It's just part of who they're 738 00:39:35,800 --> 00:39:39,300 going to be as parents. We really encourage an open 739 00:39:39,300 --> 00:39:43,000 heart and mind that they might be different than yours and 740 00:39:43,000 --> 00:39:45,100 that's okay. They're entitled to be 741 00:39:45,100 --> 00:39:47,100 different. They don't have to be the same. 742 00:39:47,100 --> 00:39:49,900 Nor would it. Be even best case scenario for 743 00:39:49,900 --> 00:39:53,100 them to be a carbon copy. So strength spotting is learning 744 00:39:53,100 --> 00:39:55,700 to see strengths and there's a couple clues to first. 745 00:39:55,700 --> 00:39:59,100 It's we call it the enthusiasm clue, what activities are 746 00:39:59,100 --> 00:40:03,000 children drawn to, what seems to pique their interest, where do 747 00:40:03,000 --> 00:40:05,800 they make time? And then second of those 748 00:40:05,800 --> 00:40:08,500 activities which ones just come really natural to them. 749 00:40:08,700 --> 00:40:12,000 So they just seem to really enjoy the process. 750 00:40:12,200 --> 00:40:14,300 They seem to just pick up the steps fast. 751 00:40:14,300 --> 00:40:18,600 They seem to just really resonate with it and then Third, 752 00:40:18,800 --> 00:40:22,300 where do they seemed to derive energy and this is going to come 753 00:40:22,300 --> 00:40:25,200 in the form of their ability to keep going. 754 00:40:25,600 --> 00:40:29,300 So even when the puzzle gets hard or the game is boring, 755 00:40:29,300 --> 00:40:32,700 they'll finish it because it derives some level of energy to 756 00:40:32,700 --> 00:40:35,200 them. So those are three of the clues 757 00:40:35,200 --> 00:40:38,100 that appear can use to start to see some of the core strengths 758 00:40:38,600 --> 00:40:40,500 from there. What Gallup has done. 759 00:40:40,500 --> 00:40:43,800 It's very nice is, what's a child crosses into early 760 00:40:43,800 --> 00:40:46,700 childhood education? But attend the reach about force 761 00:40:46,700 --> 00:40:49,800 or fifth grade there is AIDS and assessment for kids. 762 00:40:50,000 --> 00:40:53,100 This is where it's called the strength Explorer. 763 00:40:53,500 --> 00:40:56,300 They can actually take an assessment and learn their core 764 00:40:56,300 --> 00:40:59,200 strengths. Yes, I think now that you say 765 00:40:59,200 --> 00:41:02,900 it, we should identify kids enthusiasm than natural ability 766 00:41:02,900 --> 00:41:05,200 and where they derive the energy from. 767 00:41:05,500 --> 00:41:08,500 This is also very interesting because we can see kids with 768 00:41:08,500 --> 00:41:11,500 plenty of energy, but we can actually also tell that some 769 00:41:11,500 --> 00:41:15,100 activities that they will not, but dissipate they'll be cranky 770 00:41:15,100 --> 00:41:17,600 and things like that. So I think these are definitely 771 00:41:17,600 --> 00:41:19,500 agree. Clues for me. 772 00:41:19,500 --> 00:41:21,300 I'm a parent myself of three kids. 773 00:41:21,700 --> 00:41:25,600 It's really hot to actually spot this naturally as parents. 774 00:41:25,600 --> 00:41:29,300 Unfortunately, I have to say that we all tend to one our kids 775 00:41:29,300 --> 00:41:33,300 to behave or maybe to beep. A person where we think is best 776 00:41:33,600 --> 00:41:35,700 as parents. We think they should be a doctor 777 00:41:35,700 --> 00:41:37,700 whatever. I think, again, coming back to 778 00:41:37,700 --> 00:41:40,100 the strengths-based approach, I think this is not effective, 779 00:41:40,300 --> 00:41:42,000 even though the kids are all different. 780 00:41:42,000 --> 00:41:45,000 We should try to customize nurturing them differently. 781 00:41:45,300 --> 00:41:48,900 So any tips around that because obviously Dealing with so many 782 00:41:48,900 --> 00:41:51,200 different styles of kids. May not be handy. 783 00:41:51,400 --> 00:41:53,700 Maybe any parenting tips here that you can share? 784 00:41:54,600 --> 00:41:57,800 Yeah, the comment you just made. I think is the most important 785 00:41:57,800 --> 00:42:02,500 Henry is your children if you have more than one as you do. 786 00:42:02,700 --> 00:42:07,900 Are each very unique if we can customize our parenting approach 787 00:42:08,000 --> 00:42:10,200 to recognize that there are certain things that would be the 788 00:42:10,200 --> 00:42:11,400 same. Let's make sure they have the 789 00:42:11,400 --> 00:42:14,500 same nutrition and make sure they get rest and make sure they 790 00:42:14,500 --> 00:42:18,500 have opportunities. But when it comes to Flipping 791 00:42:18,500 --> 00:42:22,200 them as a person and their strengths, and their personality 792 00:42:22,200 --> 00:42:25,100 and their interest allow for diversity, allow for 793 00:42:25,100 --> 00:42:28,500 differences. Let them have room to explore. 794 00:42:29,000 --> 00:42:32,400 We have children who enjoyed very different curricular 795 00:42:32,400 --> 00:42:35,700 activities, two of them were very into music. 796 00:42:35,800 --> 00:42:39,200 I have two of them very much into American football one. 797 00:42:39,200 --> 00:42:42,900 That was very into football Global football soccer, as we 798 00:42:42,900 --> 00:42:46,200 call it here another that was into Horticulture, she loves 799 00:42:46,200 --> 00:42:50,900 plants and It was her passion and so supporting them in areas 800 00:42:50,900 --> 00:42:55,200 of interest in areas of study and areas of growth and allowing 801 00:42:55,200 --> 00:42:58,100 for as they age. Some autonomy to make some 802 00:42:58,100 --> 00:43:01,900 decisions and to get some things wrong and get some things right? 803 00:43:02,200 --> 00:43:05,300 And be there to support. Because what we have found is 804 00:43:05,300 --> 00:43:08,500 where we apply influence to our children. 805 00:43:08,500 --> 00:43:11,900 Is when we know that they are in an area of strength, we know 806 00:43:11,900 --> 00:43:15,300 that it's an opportunity for growth, this is where we put our 807 00:43:15,300 --> 00:43:19,300 strongest encouragement, but we have sought to Avoid is to put 808 00:43:19,300 --> 00:43:21,900 the same encouragement or influence in an area of none 809 00:43:21,900 --> 00:43:23,400 strength. Meaning of we see one of our 810 00:43:23,400 --> 00:43:26,700 kids really struggling, we may ask is this something that 811 00:43:26,700 --> 00:43:29,100 you're really fighting easy to, really see this. 812 00:43:29,100 --> 00:43:30,800 And if they come back with, maybe you're right. 813 00:43:30,800 --> 00:43:33,500 Maybe this isn't for me, and letting that be, okay. 814 00:43:33,700 --> 00:43:35,900 I think it'd be okay, that some things aren't for them. 815 00:43:36,100 --> 00:43:39,000 That's one of the gifts. I think children need from us as 816 00:43:39,000 --> 00:43:42,400 parents is to help them realize, they don't have to compare to 817 00:43:42,400 --> 00:43:45,300 others to be successful themselves. 818 00:43:45,300 --> 00:43:48,900 They can learn to be as they were Made and be the best 819 00:43:48,900 --> 00:43:51,500 version of that. And that's good enough. 820 00:43:52,400 --> 00:43:55,300 Well really beautiful. Thanks for this parenting tips. 821 00:43:55,400 --> 00:43:58,100 I think we must put some of the show notes for your other 822 00:43:58,100 --> 00:44:01,600 parenting work, because the importance of building strengths 823 00:44:01,600 --> 00:44:04,600 Focus approach since children is really powerful. 824 00:44:04,800 --> 00:44:08,600 Because as you have said before, increase in creativity, increase 825 00:44:08,600 --> 00:44:12,100 in competencies and increasing. I think I forget anyone. 826 00:44:12,300 --> 00:44:15,100 But yeah, all these basically lead you towards a better 827 00:44:15,100 --> 00:44:17,800 fulfilled life, right? So people will get happier if 828 00:44:17,800 --> 00:44:19,900 they Had nurtured right at the beginning when they are 829 00:44:19,908 --> 00:44:22,200 children. Because if you do it later, then 830 00:44:22,200 --> 00:44:25,800 it might be even more difficult because you need to undo some of 831 00:44:25,800 --> 00:44:28,400 the mindset that you rule into and your kids. 832 00:44:28,600 --> 00:44:30,500 So, thanks for sharing all these beautiful tips. 833 00:44:30,800 --> 00:44:33,400 I think for parents listeners out there, do check your 834 00:44:33,400 --> 00:44:36,300 children strength, try to strength spot them. 835 00:44:36,400 --> 00:44:39,300 As Brandon mentioned, probably try to do, maybe customize your 836 00:44:39,300 --> 00:44:41,700 parenting approach from there. Don't just do helicopter 837 00:44:41,700 --> 00:44:44,500 parenting where you dry for? You want to your children. 838 00:44:44,700 --> 00:44:46,400 I think that's basically an anti-pattern. 839 00:44:46,900 --> 00:44:49,100 So Brandon has As we move towards the end of our 840 00:44:49,100 --> 00:44:51,900 conversation, I really enjoyed our conversation so much. 841 00:44:52,000 --> 00:44:55,000 I have one last question that I normally ask all my guests which 842 00:44:55,000 --> 00:44:58,400 is about sharing your version of three technical leadership 843 00:44:58,400 --> 00:45:01,200 wisdom. It doesn't have to be intact but 844 00:45:01,200 --> 00:45:04,200 maybe any kind of leadership wisdom that you think will be 845 00:45:04,200 --> 00:45:06,900 good to share with the listeners here so that they can grow and 846 00:45:06,900 --> 00:45:10,700 learn from you. I have a word that I have made a 847 00:45:10,707 --> 00:45:14,000 life word against the word, magnanimous, or to practice 848 00:45:14,000 --> 00:45:17,000 magnanimity. The definition is to be 849 00:45:17,000 --> 00:45:20,300 high-minded. To be free of petty, 850 00:45:20,300 --> 00:45:25,400 vindictiveness to be gracious. Noble forgiving, I was drawn to 851 00:45:25,400 --> 00:45:27,500 this word at a young age and my 20s. 852 00:45:27,500 --> 00:45:31,100 When I first learned it as the style of leadership, I want to 853 00:45:31,100 --> 00:45:35,900 embrace As Leaders. It can be such a lure to go down 854 00:45:35,900 --> 00:45:40,500 the path and vindictiveness, or to feel offended, or to allow 855 00:45:40,500 --> 00:45:43,200 rivalry to exist or to carry a grudge. 856 00:45:43,300 --> 00:45:47,000 But I have found in many others would agree that magnanimity 857 00:45:47,000 --> 00:45:49,200 allows you to To maintain objectivity. 858 00:45:49,200 --> 00:45:53,800 Stay objective to look past a situation to think with your 859 00:45:53,800 --> 00:45:57,500 most effective parts of your brain that give you the best 860 00:45:57,500 --> 00:46:00,900 opportunity to not carry forward in life. 861 00:46:00,900 --> 00:46:04,100 Those things that can weigh you down, literally weigh you down, 862 00:46:04,200 --> 00:46:06,900 and your health, and Your vitality and your relationships. 863 00:46:07,300 --> 00:46:10,000 And it has served me. Well and I have to work at it to 864 00:46:10,000 --> 00:46:14,900 keep magnanimity in front of my eyes as the focal point of my 865 00:46:14,900 --> 00:46:16,800 growth and development as a later. 866 00:46:16,800 --> 00:46:20,800 And I encourage others to Consider some clear philosophy 867 00:46:21,300 --> 00:46:25,200 cleared Schreiber, what it is that they will subscribe to to 868 00:46:25,200 --> 00:46:28,600 be effective as a leader. Thank you so much for sharing 869 00:46:28,600 --> 00:46:30,900 your meghna. I can't even pronounce it. 870 00:46:30,900 --> 00:46:34,700 Now make them retreat, but I guess it's a really beautiful. 871 00:46:34,900 --> 00:46:37,900 So people should find their own clear philosophy as well that 872 00:46:37,900 --> 00:46:41,100 they subscribe to try to identify that as the value. 873 00:46:41,600 --> 00:46:43,800 So brand has been a great conversation. 874 00:46:43,800 --> 00:46:46,300 If they are people who want to reach out to you again, maybe 875 00:46:46,300 --> 00:46:49,000 also following up on the code that You will share with all the 876 00:46:49,000 --> 00:46:51,100 listeners here. Is there a place where they can 877 00:46:51,100 --> 00:46:54,700 find you online? Yes, first place is email. 878 00:46:54,700 --> 00:46:59,700 Brandon be our A and D 0 n at 34 strong.com. 879 00:46:59,700 --> 00:47:03,800 The number 3, the number for the word, strong.com is a great 880 00:47:03,800 --> 00:47:07,900 place and then on LinkedIn. Brandon Miller. 34 strong is a 881 00:47:07,900 --> 00:47:10,700 place where we can connect and learn more about each other and 882 00:47:10,700 --> 00:47:13,600 what work we're doing and perhaps to share a strengths 883 00:47:13,600 --> 00:47:14,600 code. For those that might be 884 00:47:14,600 --> 00:47:16,300 interested. Thank you. 885 00:47:16,300 --> 00:47:19,800 I'll make sure to probably reach To you closer to the release and 886 00:47:19,800 --> 00:47:22,400 put it in the show notes so that people can participate and know 887 00:47:22,400 --> 00:47:24,800 their strengths because this is very important. 888 00:47:24,800 --> 00:47:27,100 So, thanks again for your time. Brandon, I really appreciate 889 00:47:27,100 --> 00:47:29,100 your sharing today, and I learned a lot. 890 00:47:29,100 --> 00:47:31,600 So thank you again for that. Thank you, Henry. 891 00:47:34,400 --> 00:47:37,600 Thank you for listening to this episode and for staying, right 892 00:47:37,600 --> 00:47:40,100 until the end if you highly enjoyed it. 893 00:47:40,200 --> 00:47:42,600 I would appreciate if you share it with your friends and 894 00:47:42,600 --> 00:47:45,500 colleagues who you think would also benefit from listening to 895 00:47:45,508 --> 00:47:47,600 this episode. And if you are new to the 896 00:47:47,600 --> 00:47:50,600 podcast, make sure to subscribe and leave me your valuable 897 00:47:50,600 --> 00:47:53,600 review and feedback. It helps me a lot in order to 898 00:47:53,600 --> 00:47:56,900 grow this podcast better. You can also find the full show 899 00:47:56,900 --> 00:48:00,200 notes of this conversation on the episode page at tackling 900 00:48:00,200 --> 00:48:03,400 Journal, dot death website, including the full transcript. 901 00:48:03,900 --> 00:48:07,100 Arresting words and links to the resources mentioned, from the 902 00:48:07,100 --> 00:48:09,900 conversation. And lastly, make sure to 903 00:48:09,900 --> 00:48:12,200 subscribe to the show's mailing list on package. 904 00:48:12,200 --> 00:48:15,800 You know, dot f to get notified for any future episodes. 905 00:48:16,300 --> 00:48:17,800 Stay tuned for the next technology. 906 00:48:17,800 --> 00:48:20,700 No episode. And until then goodbye.