You Don’t Always Have To Be Right

You are right all of the time. That’s a good thing, right?? What could go wrong if you are a leader who always knows they are right? Listen to Jen Thornton speak to Dr. Sheilds about what’s really going on.

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Transcript

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02:04 S2: Hey everybody, welcome to sound bombing. I created this show for people who want to experience a radical life-changing journey through the sounds of my diverse guests. I hope that each sound you hear on this show will Stretton your faith, encourage your dreams and challenge you to awaken the greatness within you to a Obote in Journey, which along the way will bring to your new color Newman. New Fabuloso. I Magoo morning. Good evening, good afternoon. Let me start all over again. Good morning, good afternoon, good evening. Welcome to my show, I am Dr. Lamar Danish was the creator of sound bombing. Am I going with this show is to introduce you to people with ideas that will help you unlock your full potential, I want you to know that you have the power within you to do something well and do it like no other person… You have the power of original creation, you are in a world of your own, you can to a certain degree, develop and large that power, so that would bring you happiness, money, prestige, and learn that power that will bring you all these things, just like last week’s guest, Dan Celina, if you missed that show, you missed a tree.

04:03 S2: Dan talked about health and healthcare and wellness, and he talked about what’s going on in the country as it relates to wellness and health care and taking care of yourself, and today is no different with our amazing person who’s sitting there looking at you all beautiful in the ore were gonna introduce her shortly, but if you’re new to the show… Yeah, welcome to the best hour on line. Yes, I’m bold enough to say it. Welcome to the best hour online or hour and 15 minutes. And if you are an old head, thank you for coming back, thank you for all the comments, thank you for all the responses, the feedback, everything that you’re sharing with us. And so my new people, we always started with our three breasts, and I want you to get yourself in a comfortable position, and that typically means Take your shoes off, if you feel comfortable, if you’re driving, do not take your shoes all… If you’re driving and you wanna pull out for this time, you can do that, but if not, come back and play it later, and for those that are old, had my own GBM, as you know, we ask you to put your hands on your lap, palms facing up because this is almost a position of receiving, because today I am going to give you a gift, gift, and my great guest is going to give you a gift, so let’s do with our three breaths, I’m gonna slowly close our eyes, everything is salt or face, our eyes or cheap bones.

05:20 S2: Everything is often like my third grade is used to tell me set up, sit back, roll your shoulders back and relax and we OnStar with our first breath, inhale, hold it for three seconds and exhale out of our miles. One more time, two more times. Inhale for five seconds through our nostril hole up of five seconds, exhale. The last one we’re going to go for 10 seconds and Halton nostril exhale through miles. What do we call that bombers? We call that the breath of life, and we like to start our day with our breath, that abundance, I always tell people When you win the morning, you win, you win the day. Today is no difference. So let’s get down to it. The talent function is one of the fastest evolving functions and business today bring in a Bottas, a workforce in size, talent development, knowledge and cultural world is to the table, the impact of human resources and organizational success has evolved from peripheral to Pivotal enter the talent strategy. One of your organization’s greatest assets, in fact, how you structure high or develop and engage your workforce can be the single most critical leverage point that sets your organization apart in the race for top talent.

06:45 S2: With the conservative change, what does a modern talent strategy look like, and how can businesses more effectively use it to achieve organizational objectives? Will our next guest, Jennifer Thornton, will give us key elements of a high-performing talent strategy to help ensure that you have the right people with the right skills and the right rules at the right time to drive results. Who is Jennifer? I’m so glad you ask. Jennifer has developed her expertise, intelligence strategy and leadership professional development over an existing over 20 plus year career as an HR professional, she’s led international teams across China, Mexico, the UK, and the US to expand into new markets, that means that she’s had some food all over the country as an inquisitive taste buds, managing fragrance retails and developing key strategic partnership all while exceeding business objectives and financial results, and who does not want financial results, especially during this pandemic. Well, the rapper group growth of her consulting firm, 34 coaching, has been largely due to Jennifer’s unconventional approach to building innovative workforce development solutions for companies who are facing breakthrough growth and accelerated hiring patterns. She is a sought-after business strategist, and so so after we were able to get her to join us in a bomb shelter because she specialized in start-ups and large value-based organization.

08:20 S2: Jennifer authority, Welcome to the Sound bombing community. How are you today?

08:25 S1: I am wonderful, and thank you so much for having me.

 

08:28 S2: Well, thanks for deciding to hang out with us, we are so, so honored that you decide to hang out with us. Now, the name company is the 304 coaching. Explain to me the significance of 304.

08:44 S1: It’s interesting when I decided to go out on my own and create a company before I had really even put it all together, I got a phone call from someone who knew I was doing it and said, I need you in my office to talk to my CEO tomorrow, and I was like, I don’t even have a name. And I couldn’t think of something that was highly creative, and I thought, You know what? I’m gonna go with my lucky number, and my lucky number is 3-0-4 is a combination of important dates, and so I went with it, and it has proved to be lucky still today.

09:17 S2: So for all my gamblers that are out there and you are rolling dice, so you are playing roulette or whatever… Those games that they play, Jennifer, I’m not sure because I don’t like to give any money away, but you gamble on 304 and you are winning. Let our list is now. Where are calling from? And he listens to a health check in, How are you doing Sisters pandemic? So I am calling in from Dallas, Texas, where I live. The

09:46 S1: Dallas is a great place. It’s such an interesting and diverse area, and I’ve loved it, so I’ve lived here 20 years, it’s been fantastic. And from a health check standpoint, I’ve been very fortunate through this pandemic, I have had loved ones and friends affected, but everyone has recovered, and I’m lucky that I surround myself with people who are doing their best and only protect themselves, but protect everyone in the community.

10:13 S2: How have you been able to shift your business and your business strategy to keep up with the times…

10:21 S1: You know, when this all came up, I remember, and I think we probably all had that mindset, oh, well, I’ll just stay home for a couple of weeks and everything will be fine, I remember when we all thought, yeah.

10:30 S2: It was just a local and then we don’t have to work to more.

10:34 S1: Yeah, and I remember those first weaker too, and a lot of the projects that I was working on with organizations, we put those on hold because of obvious reasons, and I remember kind of looking at an empty calendar and thinking, What do I do? And I just was like, Well, you know, I’ve got time on my hands and there’s value in time on my hands, and how can I make a difference and no one wants me showing a medical mask or a mask, ’cause that would be bad. That’s when we were all making home-made mask and I don’t have any medical training. So I felt kind of limited and then I was just like, Well, what can I do and what do I do… What can I offer the universe? And so I decided to put together a kind of mini Leadership Academy, we do large leadership academies for organizations in our business, and I thought everyone’s at home, almost everyone I know was on furlough, why don’t I give them the gift of education? And so we did a compliant for session Leadership Academy. We put together this huge 40-page workbook. We gave away a ton of stuff because we really wanted to make a difference and help people think about how to lead, not only in this time, but throughout their career, and when you give out into the world, things come back, and I had over seven different countries show up over 1400 unique logins, and it was such a…

11:59 S1: I got thinking I was giving a gift, but it really was a gift back to me, and I’ve met so many cool and interesting people and expose my business to people who didn’t know about us, and expose people to my philosophy on leadership development and how do you actually create change in the world. And so it led to new conversations and new business and made a difference in a lot of people and offered them some education that they may not have access to otherwise, and so I think that was the biggest change for me is really thinking about how do you give back in a time of need, and you can’t stop and say, Well, I can’t do something that can help… You just have to say, What can I do? And go and do that. And I think that was one of our biggest switches as an organization, ’cause that’s how we have continued to work this year, is what can we do and how can we give back?

 

12:49 S2: I love when you said the concept of what can I offer the universe, and then you talked about you have a unique approach to leadership, let’s unpack that first statement or explain to my list is what you mean when you say, What can I offer the universe? And then I did this and then talk to us about your unique leadership style and strategy.

 

13:10 S1: Yeah, well, I think when I think about What can I offer during that time period and throughout just any time of crisis, oftentimes we feel frozen and fear, and one of my unique points with leadership is really around understanding the neuroscience of the mind and knowing that fear is a natural occurrence. And so if I had a loud fear to come in, I probably would have said on my couch, I need a lot of pizza and probably drink a lot of line, let’s get on it, so… But that’s not gonna… That’s, how can it help me? It’s not gonna help the world, and so what can I give or I always stop and say, What do I have to offer? And no matter how big or small, I know it’ll make an impact on someone, and so that’s kind of how I look at giving back to the universe, is we were all given unique talents and it’s our duties to use those and impact society positively with it. And then when I think about How do I look at leadership in the workplace, I have always been different in the way I lead and criticized a lot for it early in my career and even later in my career, but I’ve led from a point of curiosity, a point of application.

14:31 S1: Let’s not talk, what are we actually doing? And just not managing from a point of, I know all the answers, managing from a viewpoint of, it’s my job to bring the right answers to the table and help foster those answers and make those answers come into reality.

14:48 S2: And why would somebody criticize that form of leadership, ’cause you open up by saying, I quite often criticize how about how I lead an organization now, ’cause I know I love brain development and research, are you talking… Let brain versus right brain. Are you talking about female energy versus a male energy, we’re just talking about… So just, Jen, this is the way that I lead. And this is the way I like to lead.

15:12 S1: Well, I do have a preference in how I like to lead, when I think of the neuroscience of the brain, I think of the prefrontal cortex, the primitive brain, actual chemical responses to how we engage with other people, how does that influence us? Because I led in a place of curiosity, I don’t… I never have led from a competition standpoint, and I grew up in the retail industry, there was a lot of competition as a dint wake up and you didn’t wanna be number one, just ’cause you could be number one, it was a different… And that’s not… I was always a top performer, but I didn’t do it because I wanted to beat everyone else, I did it because I wanted to create incredible customer experiences and incredible teams, and so when I didn’t want to play the games a competition or play the games of comparison, and that felt different to others.

16:03 S2: I love that. Leading with curiosity. So how does a leader who’s not typically leading with curiosity, how can we help them? Well, how have you been able to help them switch from one form of leadership and communication to another form, because I think naturally, if we talk about the brain, and if we talk about just ourselves as young people, we are very curious, and I do a lot of work around boys and work with boys. I love… Girls were on my research and around boys in particular boys, boys of color, but just also boys in general, and quite often, we as boys, this is how we engage the world, we use these things, but then also as children, we use these things, and so when we tell kids, Don’t touch this and don’t do those things, we’re sort of taking that curiosity away from them.

16:55 S1: Yeah, and if you look at how we were told to lead in the 20th century, it was taking curiosity away too, and it was around, Don’t let anyone see you sweat, make sure that you’re the boss, you have the answers. Be strong and make sure that you’re in control and don’t let anyone push you around, and those types of conversations we have with children or as people are growing in their career, we’re doing the same thing, we’re taking curiosity away from them, we’re telling them that they have to have all the answers, and none of us of all the answers, especially when you’re leading a large organization, so as a female, ’cause I’m listening to those words that you just said, you gotta be strong, you gotta be tough, you gotta leave, and that feels so male driven.

17:46 S2: Have you had any challenges with working with other male counterparts when you talk about your style of leadership, and if so, for those women leaders that are out there, how do they circumvent that situation and they go through and they go around El under it, or do they just pause and say, Hey, I’m not gonna work that way.

18:05 S1: Yeah, I’m so glad you asked that question. And I work with a lot of executives and many female, and it is a different experience coaching them, and as a female executive, when I sat at the table, and not only here domestically, where we have some beliefs about a female B at the table. I worked in foreign countries where there were very different views on a female with an opinion at a table, and so I think some of the challenges I had where men would wanna talk over me, or they would think that I was there to pick up their lunch, or clean up the table, or I was there to take notes and not meaning at a low level, but at the end of the conversation, they would look at me ’cause often I was the only female and they would say, You got that right. You’ll send us the recap and I’m like… Yeah, I have it. It’s all in my head. I’m sure you have the same information. We were both here like you had to kind of stand up for that because you couldn’t be seen… You had to be seen as an equal, and to be seen as an equal, you have to engage equally, like

19:15 S2: I have friends who are school leaders, let’s just say, superintendent or principals, and I remember some of these female leaders of these schools, men would say to them, so you’re the principal of the whole school, not just a principal of where the boys bathrooms are in around a corner when the green hallway is, and I also taking some young people to meet the superintendent here in Maryland… Dr. S. Elias de Sant, at least who have a lot of respect for it, and the young lady… And this had to come. Rally was so glad to… She said it, she said, Dr. San Alisa, when you’re in these meetings with these other superintendents and you… Locally or nationally, internationally. She said, Do you ever feel intimidated? And her response was, Well, I’m really smart, like many of them, but I get away with it because I’m also taller than him, and I thought that that was a heck of a response because you did a whole that affected that towering effect of not only is she smart. A woman, but then this whole love of, I’m looking up to you, but it was a great response, but think about this, this was a girl who was 16 years old who sees the inequity already at her school, and then have an opportunity to engage as CEOS running an organization with the budget of maybe about 500 million, and hearing this woman say that just like you, 16 years young lady, I still have a challenge with mind, I don’t wanna just throw men out there, but it also could be other women, it could be other races to be able to…

20:51 S2: Culture, because you get a chance to travel. You talk an introduction, I’ll talk about you going to China, Mexico, the UK, and culturally, you have to prepare us… Correct me, I’m wrong. When you’re traveling to these countries, then you have to engage other coaches, how are you as a leader, able to then… What I teach young people is called code switching, how are you able to call switch, and what advice do you have other leaders out there who are about to go to the… Well, some people may not be traveling, but again, when the dam has lifted, it’s great, like the ban is lifted, we can all get out now, how have you been able to have in flow in that process internationally than… What advice do you have for other people, not just women, but other people when they’re going into these international spaces where culturally the game, even though the game is green, but the game is somewhat different.

21:44 S1: When I was helping… When I first went overseas to work, I stepped on a lot of land mines, and it was because I just thought that everyone thought or if you were gonna process something, you would process it like I did as an American, and I was really fortunate that I had amazing people around me that I say, Hey, that’s kind of an appropriate culturally… And I didn’t do anything harmful that I met to something, which is interesting, especially if you had a lot of Americans on the call. One time I was teaching a leadership development class and I kept saying to be the best leader, and on a break, one of the directors and Asia pulled me aside and said, I just need you to know that you’re teaching people to die. And I’m like, I don’t think I am. But Chinese tradition is, if you’re the best leader, you lead the army into battle, so you’re more likely the first one to die, and so they don’t like to think about being the best, they like to think about being equal and good, and so… What a eye-opening experience. Not meaning to step on any toes, but I did, and so that was a real moment for me.

22:56 S1: There’s moments, remember the sounds and where you’re standing and everything about… And it was a real big life changer for me, and so when I started helping other executives move, think about movie, we’re working ARCOS countries, I said, Here’s the deal as offence, if as anything is to you, you are equally expensive back, so we cannot judge how they may choose to stand in line or how they may choose to respond, we have to understand the context and what they’re trying to communicate to us. And so I think that’s a big piece of it, is knowing when you go to a new culture, and that’s even here in the States, we’re very culturally diverse. If you live in upstate New York and you go down to the South and you try to lead and talk the same way, there may be some offensive stuff that falls out, and so we have to always were working in the new culture. Stop and think, What do I need to know about this culture to connect, because the more you connect, the more you learn and how you connect and stay curious, and I think that’s the biggest piece is knowing that you just don’t know…

23:56 S2: Well, we know there’s a direct correlation between connection and trust, and with that being said, how do you create trust and safety, not only in the international workplace, but in the workplace in general, because we are getting so much information in from all these different plan… I don’t know who to believe when it comes to covid. Do I listen to LeBron James and do I listen to FICO? Do I listen to beyond say or do I listen to my own grandmother who says, Boy, you gotta do this. How do you create trust? And safety in the workplace.

24:31 S1: Yeah, and it’s simplistic and difficult all at the same time, and I know we’ve all been hearing a lot around psychological safety and what is that? And Cyclo GIC Al safety at its basics is entering into a relationship in the workplace where you can appreciate that person, that you understand their reality and their thoughts and their experiences are theirs, and you’re not there to judge them, you’re there to understand them. And I think that’s where we fall from trust is because we push our beliefs on others, and obviously, I’m not gonna trust you if you don’t even wanna hear from me or don’t care what I have to say. And I tell leaders all the time, the answers to any of your business problems are at the level that’s closest to your customer, and typically it’s the level they least likely talk to, and they know the answer, but they’re afraid to tell the answer because they have been… Ridiculed or judged, or told not to say that you might get in trouble or someone might get mad at you, all those things, and to build trust, you have to be able to build a place where what anyone says, what their viewpoint is at least accepted.

5:45 S1: Right or wrong. It’s accepted.

25:48 S2: Well, we know, we talk about trust and we talk about safety, well then how does addiction to being right… ’cause this is connected to trust, how does the addiction to being right negatively influenced relationships and result in the business space, but then also just in our personal space in general. Yeah, so

26:06 S1: It’s one of my favorite things to talk to people about because it’s very unknown when we have a substance addiction, whether that’s sugar or an illegal substance, anything that we may have a prone to be addiction to, when we take that drug, we have a dopamine hit and a means good. Everyone loves little dopamine.

26:26 S2: Right potatoes, why? We’re married to our cell phones and all social media, we gotta get our dopamine fixes every three minutes now… They’re probably less than that.

26:36 S1: I know, right? Three minutes is probably… We used to do five years ago. Now, it’s every 30 seconds. So

26:42 S2: If you’ve never heard of dopamine, that’s what we’re talking about. Yeah.

26:44 S1: And so that’s your feel good hormone, it’s that, Hey, I like this, it feels good, and what we know about anything that we’re addicted to, the more we get it, the more we need to get that baseline of happiness again, which is why we used to be on our phone twice a day, and now we’re on it every three minutes, if not more, because we need more and more of those hits from our social media or whatever it is, so just like an addiction to a substance, we can become addicted to being right. Because when you are right, you also get a dopamine hit, and so if you look at the mind and you put the little neuro things on it, and you just looked at the brain and you gave some one sugar and they were addicted to it, and you gave someone, a substance, they were addicted to it, and someone who is addicted to being right was addicted to it, and you gave them their drug of choice… It would look no different. So

27:36 S2: There are people that literally are addicted to being… Right, absolutely.

27:41 S1: And all of us probably have a little bit of it, others have on somebody’s

27:45 S2: Probably listen to my voice like, Yes, you ask that question and you know, you know the answer, because you may be the post… A child of wanting to be right, that’s definitely on one of my trades on this Bose, so then how do you handle that type of person… Yeah.

28:00 S1: And so when you start to handle that type of person, typically I get in front of them when there’s a crisis, because when you’re addicted to being right, you don’t wanna see that there’s problems until the problem is so bad that you’re faced with reality, and that could be the downturn of your business, that could be the ending of an important relationship, whatever it could be, so typically, unfortunately, I end up with people when they’ve kind of passed that point. And so the first thing is, as I explain it to, I’m just like I’ve explained it today, and then we start to get honest about signs, what are the signs of being addicted? And that’s when they start to go, Oh. And so some of those signs are, at the end of the day, you go home and you are just proud of yourself because you told everyone else what to do and you didn’t learn anything new, and I asked executives all the time, what did you learn? New yesterday about your business that you had no idea balance, and if they can’t tell me they’re not… Then they’re sitting in their own thoughts and they’re not listening to their teams.

29:02 S2: And so what are some questions that a person who’s addicted to being right, what are some of the questions that they should start asking themselves?

29:10 S1: Yeah, so they need to start asking themselves, one, when was the last time I talk to the person closest to the customer, and that can be whatever that customer is, whatever you’re selling, especially if you’re in a start-up, ’cause a lot of times in a startup situation the CEO who created the product is they’re really emotionally attached to it, right, and you created something that everyone wants to buy, there are some dopamine hits around that, and so we start with making sure that they’re asking themselves, what did I learn today? Who did I have a conversation with? The other thing is, I always have them ask themselves, when was the last time I asked my team what they thought and they responded quickly without thinking.

29:53 S2: Great questions. Those are some questions that I need to ask myself as a leader in several category, there’s so many different categories of things that I’m doing, and you are so right when you’re so close to the project and it is your baby, and you bringing other people in to almost critique. It is, it is hard, and I’m hoping my listeners are getting this because this is, as Oprah says, This is an Aha moment for me, even as a leader with all the projects that I’m working on because… I don’t know, there’s certain things that are so close to me that I don’t wanna… He… What he bodies has to say, list, I’m bringing you to the table, I’ll bring you to the tape because you’re smart and you’re gonna push through, so that was some questions I’m gonna start asking my set when I’m hoping my list are out there that I lead is in the position, almost in the position of leadership that they start to ask the question, they’re also love that you say closest to the customer, there’s a guy named Jeff made in who was from Chicago to cite, I’m from…

30:54 S2: And Jeff as into sneakers and all this other stuff, but at a very engaged… He actually worked for Nike, he was a part of the Join brand, so know, this guy was in the epi center of Nike being built, and he was really into the box is the design, he was into who touched everything from the custodian to the point of sale and he had conversations with everybody, so when he started to design this product, he wanted to keep everybody in mind and that blew me away, he said even a young as well, his brother worked at footwork. He would just come in, wanna look at the box, and now you go back and if he was… My friend is labeling epas where something’s wrong with this tobolsk at them and paid off it. He started to ask those questions at a very young age, so where did you learn that from yourselves and what did that come from you… ’cause now I’m looking at the guy, Jeff, and a very young age, he picked up on it and then eventually gets at night… Everyone does not get there. Where did you learn that about… To ask those questions about the it being right, that syndrome when it comes to safety, what are some things in your life that really prepared you to do this work?

32:10 S1: Yeah, I think that’s such a good question. I’m really thinking about that. I had some really tough leaders along the way, and some leaders that necessarily were not really… They were tough on me, but I was delivering. So I didn’t necessarily get the wrath of their anger, but I saw other people getting it, and I’ve always been kind of that one that wants to fight for the underdog for whatever reason, and so when I would see an executive call names and look at someone and say, Are you stupid? I’ve seen people say that to a 20-year-old in a retail store, like… I just took it, I just get worked up thinking about it, I think takes everything I had not to be like, What are we doing here? And I’ve actually pulled my HR executive role. I’ve actually pulled an executive off of the sales floor before and said, outside and had a conversation and said, It’s not okay the way we’re talking, and these are humans, and this is not how we do business. And so I just have always had that. And so when I decided to go out on my own, a lot of the happen around just changes in leadership and things that didn’t feel right to me, and I was really at a crossroads in my own career and needed a change, and I was very fortunate through research, he came across a woman, Judith Glacier, and she had spent 40 years studying the neuroscience of the brain, and how does the neuroscience or the chemicals of the brain react in a work environment and how does that impact business results? And she had a program, and so I studied underneath her for a year and a half, and it just really brought home, and I could see the world so differently, I could look back on those situations and understand it in a different way, and then instead of approaching what I do today, like, that’s just not right.

34:07 S1: You just shouldn’t do it. I do it from a point of science, like this is reality, let’s really understand how we work, because when we fight against it… That’s when bad things happen.

34:18 S2: Yeah, I love the fact that you bring in science into your work… I’m reading a book today, call bias a great book, because if my work is really sitting around equity inclusion and diversity, and I love that the writer talks about bringing in science research into the conversation, not just the things that he thinks this way, or she thinks that way, they’re born that way. And loving the brain inside, so speaking of science, talk to us about the talent Cliff, and what is the talent clip and then how does a talent strategy then complement a business strategy?

34:52 S1: Yeah, so the talent cliff is what happens in organizations all over the world, and very often happens in startups, so what happens is we are a smart group of people, we have this fantastic idea and we’re off to the races, and our intellectual knowledge skills, how we lead all of that really is at a elevation to where we are from a business revenue standpoint or what we’re delivering because we created it, you couldn’t have created if you weren’t at a higher level, then what happens because we are a group of really smart people, the business explodes and it skyrocket up, and then people are chasing the business, but they don’t chase and think about what talent development do we need to handle this business, what kind of education do we need, what kind of succession planning or how do we look at our values or how do we think about our way to work? And so what happens is the business actually out-scales the skill set of the team, because when it starts to happen, the team… When you’re in crisis, like the business is growing so fast, you move to crisis management, which is telling people what to do, not listening, moving faster, not exploring all of that stuff.

36:08 S1: And so what happens then is your… You kinda go off that talent Cliff if your talent starts to bomb basically, because you’re not leading well, your top performers will leave you, and what you’re left with are the people that are more than willing to say, Just tell me what to do and I’ll do it. That’s not what’s gonna happen. And then after you kinda go off that talent Cliff, then your cells are right behind it.

36:30 S2: So at 304 coaching, these are some of the things that you help individuals and organizations deal with. What are some of the other things? It takes place at 304 coach.

36:43 S1: Yeah, so we look at… For us, it’s really about creating incredible work environments that people go to work and they’re productive in their purpose, and there’s business results, and that’s all kind of surface and sounds great, but the end of the day, I know that if I can help organizations have Better Work environments, I actually create better communities ’cause those individuals go home to their families and they’re better to their family, and then those people go back to school at 10 years old and they had a great evening with her dad at the dinner table, ’cause he was in a good mood, and they learn better. And so I look at it more around How do we create better communities, and to do that, we have to create better work environments. And when you think about that, there’s so much that goes into it, but what we focus on is pre-employment assessment, so really understanding not only the work that needs to be done and how we’re gonna do the work, but what traits are needed for that work and ensuring that we’re hiring the right skills and traits of someone can be successful, then once they’re on board, we have leadership academies coaching programs, executive team coaching programs to really help create psychological safety in the work environment, so that companies can have a really good time at the end of the day, if you do this work, you’re gonna have a lot more fun at work, you’re gonna enjoy yourself and you’re gonna be proud of what you’re doing in society, and then the business results always come after it, but so often I see organizations, especially startups, they have that business plan, what units, what percentage, what date…

38:17 S1: Everything is so dialed in, and then you say, Well, how does this happen or what people will you deploy to make this happen? And they’re deer in the headlight, they never think about the people to actually make that business plan come to life.

38:29 S2: I love your intentional approach to how you are working with small and large businesses, I wanna encourage all of my listeners to check out 304 Coaching and follow everything that in the Jenifer Thor is doing, because this is the way that we become successful in the business and you’re talking about a wholistic approach to business, how can our list us get in contact with you and pick up all the products that you guys have to offer, and if they want to be a coach by you and your team to talk about that process as well.

39:04 S1: Yeah, so you can go to 304 coaching dot com, and you meet myself and the team, we’re all there, and then I’d love to connect with your listeners one-on-one through LinkedIn, and you can find me at Jen Horton a CC.

39:16 S2: Jan, it’s been a pleasure talking to you. I could talk to you forever because I am a business owner, and I don’t claim to know everything. You actually just lift within me to really think about how I’m engaging my groups of people, because I have several teams and I’m actually working with… So thank you for that. The second part of my shows called the Super bond questions, it is one of my favorite, favorite favorite part of the show where I can get it to him to ask you some really, really quick, so really, really insightful questions that make you think you make you say Oh, but we want you to respond as quickly as possible, and I know you’re gonna do great because you’ve been doing a great job thus far. So are you ready? I’m ready. Alright, and what is your favorite word…

39:58 S1: My favorite word, and it’s actually one of my values is humanity.

40:03 S2: What’s your favorite quote or maybe a favorite spiritual Bible verse that you might enjoy?

40:10 S1: One of the ones that I’ve been holding on to lately, especially this year, from the doll Ulama, and it goes something like, take an account that great love and great achievement takes great risk.

40:22 S2: I love that. What’s your super power?

40:28 S1: My sewer power is what I want to… Different things, what it is, is I’m really good at synthesizing information, I’ll read a historic fiction novel and it’ll tell a story and I will be like, Oh, this person, I’m just… It connects and really interesting, different ways for me, I

40:45 S2: Love that. What’s your spirit animal? I love animals, I’m a huge animal person, I love as I love their peacefulness and their stillness and their ability to just learn and watch what brings you to tears of joy.

41:04 S1: Building great communities, helping people get up and be happy with their life and seeing anyone… No matter what they do, wake up and feel fulfilled and excited, and then I just… I adore that. What brings you to tears? So this year, I’ve had a lot of tears, a sorrow around how as Americans, we treated each other so in quality and justice that it’s a tough one, and it really hits home for me.

41:33 S2: What brings… What do you wish you have more time to do?

41:38 S1: Oh, everything. I wish I had more time to make a difference. I wish I had more time with friends, family and education, just continuing to learn and be curious, that’s a lot.

41:51 S2: It’s a lot on, you can do it, you’re doing it and what you do, what is one of the best… Or what is the one of the best or most worthwhile investments you’ve ever made in yourself, it could be money, time, energy, etcetera.

42:07 S1: I think one of the best things I ever did for myself was recognizing I was not cut out for traditional education, but I am an avid learner when it matters to me, and so really spending my time in specific education versus being well-rounded, like Hector spinal

42:25 S2: Question Jen, if you want a Mamata competition, what would your Talend be?

42:31 S1: Nothing that would normally be on stage, something probably really ridiculous. You know what I could do, I could set up a table. You come to me, you tell me what kind of book you wanna read, if you’re going on vacation and what kind of move or in… And I will have a book to recommend for you, I’m rebels with both recommendations, so if you need a book on me, I’ll tell you what it is… Well.

42:51 S2: Speaking of books, what is the book or books you’ve given the most as a gift and why?

42:58 S1: It’s a kind of an unknown book, it’s called same kind of different as me, and is actually made into a movie at one point, but it is about… Two gentlemen here in Dallas is actually a true story. And they are unlikely friends, one is an incredibly, incredibly art wealthy art dealer, and one is a homeless man, and it’s the true story about how they became best friends and how you would think that the rich man was gonna help out the homeless man, but that’s not how it ended and man, it just… It hits home. It’s a fantastic book.

43:34 S2: Well, there you have a Jennifer Thor of 3 of coaching in the building. I wanna thank you for joining me today. It’s been a pleasure to engage with you and have a great conversation, I enjoyed it, and I learned a lot about myself, and so Go out there, follow her and check out all her information, if you’re struggling with your business or if you’re doing okay, you really just want some more support. A great person to go to. So Jen, thanks for joining me.

43:59 S1: Thank you so much as a pleasure, and

44:01 S2: I also wanna thank my amazing engineer, my hasharon-ER Alexander block, my African sister Nicole clip as my producer. And all of you for listening. We cannot do this without you. Please, please leave a comment and I’d like to take my music team supremacy for our themes, and all of you for listening, please share me with your friends to being stand. If you wanna know more about me, go to Dr. Dr. Lds dot com, D-R, lds dot com. And always believe that something, what if is about to happen, but some people misdeeds age because they’re too busy looking for the mess, check us out. If you wanna support the podcast, go to buy me a cup of coffee, you can do that. Thanks for doing again, and you’ve been listening to sound Botanic.

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