Dec. 2, 2025

Your Inner Revolution: Becoming the Leader Only You Can Be

Your Inner Revolution: Becoming the Leader Only You Can Be
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Every great movement begins with a single brave step inward. This episode invites you to discover your unique mission and align your leadership with your deepest truth. By embracing your values, amplifying your strengths, and reconnecting with your emotional depth, you can spark a revolution of authenticity and impact — starting with you. Guest: Dana Williams

Working on Purpose is broadcast live Tuesdays at 6PM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose is viewed on Talk 4 TV (www.talk4tv.com).

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WEBVTT

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The topics and opinions express in the following show are

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solely those of the hosts and their guests and not

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those of W FOURCY Radio. It's employees are affiliates. We

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make no recommendations or endorsements for radio show programs, services,

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Radio or its employees are affiliates. Any questions or comments

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should be directed to those show hosts. Thank you for

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choosing W FOURCY Radio.

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What's working on Purpose? Anyway? Each week we ponder the

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answer to this question. People ache for meaning and purpose

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at work, to contribute their talents passionately and know their

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lives really matter. They crave being part of an organization

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that inspires them and helps them grow into realizing their

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highest potential. Business can be such a force for good

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in the world, elevating humanity. In our program, we provide

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guidance and inspiration to help usher in this world we

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all want working on Purpose. Now, here's your host, doctor

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Elise Cortes.

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Welcome back to a Working on Purpose program which has

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been brought to you with passion and pride since February

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of twenty fifteen. Thanks for tuning in again this week.

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Great to have you.

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I'm your host, doctor Elis Cortes. If we've not met

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before and you don't know me, I'm a workforce advisor,

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organizational psychologist, management consultant, logo therapist, speaker and author. My

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team and I at Gusto now help companies enliven and

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fortify their operations by building a dynamic, high performance culture,

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inspirational leadership and nurturing managers activated by meaning and purpose.

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And many many people don't recognize this how critical inspiration is.

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And did you know that satisfy or inspired employees outperform

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their satisfied peers by a factor of two point twenty

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five to one. In other words, inspiration is good for

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the bottom line. You can learn Madison how we can

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work together at gustodshnow dot com or my personal site

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at Leiscortes dot com. Getting into today's program, we have

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Dana Williams, who is an executive coach, speaker, author and

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founder of Dana Williams Consulting. Twenty five years in leadership

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at Southwest Airlines, she now helps leaders move from performing

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to thriving by lining their strengths, core values and purpose.

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As a Gallup certified Clifton Strengths Coach, she is the

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creator of the Strengths Journal and Your Authentic Imprint Framework.

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She is a Forbes Coaches Council member and contributor, host

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of the Dominate Your Day podcast, and author of The

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Internal Revolution, Lead Authentically and Build your Personal Brand from Within,

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which we'll be talking about today. If she joined you

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today from Dallas like me, Dana, welcome to working on Purpose.

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Welcome.

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So fun to be on your show on the other

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side of the mic, right, It was so good to

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be on your podcast.

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And now I get to have you one mind.

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Thank you, and let.

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Us celebrate this beautiful thing you brought into the world.

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Look at this.

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It's just gorgeous. And I loved being at your book

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launch here in Dallas. That was fantastic. And I know

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what it feels like, you know, to have this plan,

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this dream of having a book, and then you hold

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it in your hands and when people are reading it

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and learning from but it's so amazing.

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It is.

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I get goosebumps every time I think about that.

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Isn't it wonderful?

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Yeah?

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I really get it.

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I remember when my first book came out, and I

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just it had been author had been on my resolution

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list for probably more than a decade before it actually happened.

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And now like one book a year or something.

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That's what we're going for.

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So we're going for I'm like, oh, I got to

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rest from this first one.

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Yeah, you do, you do, and it's just like childbirth

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and then you're fine, that's all right, Well, let's open

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with the gift and the promise of doing the work

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that you espouse in the book. I think that it's

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just so beautiful what you put forth you say in

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your book. The refreshing truth is that when you're living

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your entire life from a place of authenticity, you recover

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a lot of lost energy spent filtering or masking what

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others can see. No longer suffer from an imposter syndrome,

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that gut feeling that your persona doesn't feel authentic to

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you or to others. Instead, you enjoy a special kind

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of freedom. The result is that you embrace exactly who

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you are and the world finally gets to see the

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real you.

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Yes, this is.

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It's a seventeen year project of a journey for myself

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of working with or just growing up with a very

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busy mom who was working back in the medmen era.

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And I was a latchkey kid, you know, and my

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sisters and I would just do life.

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But I always wondered what she was doing.

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She was just so busy, but she was so happy,

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and she was literally producing films and video and doing

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that medmen era thing back in the sixties. And so

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I grew up with her being very busy and being

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very productive, but it was a limited time we got together.

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And then I got in the workforce and I did

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the same.

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Thing with my daughter, and I got busy and I

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got and then I thought. I took a break for

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about nine years and did some nonprofit work and some

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other things. And it was at that moment at least,

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that our marriage kind of went just in the basement.

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Everything was just horrible, and I was sitting there going

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what am I doing with my life? And who am I?

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And who have I been saying I am? And I

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just went on a deep journey and what I really

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learned is that you don't need to be more productive

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to be more you.

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And authenticity is easy.

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It's hard when we're trying to be something we're not

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and it was just a journey, but it was a

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lot of deep work and a lot of counseling. And

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then then I became got into recovery work with other people,

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you know that are working on their marriages and working

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on really and then working on themselves. And then I

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started as a leader at Southwest, went back to Southwest

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and when I was you know, literally, we were acquiring

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air Tran this company, and we're thought, how can we

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bring these people in and be a part of this culture.

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And one of my friends, I said, you know, there's

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this tool called strengths spinder. Let's try that.

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And so we.

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Did that and it was amazing. In marketing, I was

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a marketing leader. I did not realize how impactful that

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one tool was going to be on my life, and

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it really helped me identify and.

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Unlock my unique talents. And then I put a coach

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while I was.

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There, and so I was doing my day job in marketing,

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but then I was helping other leaders across the company

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integrate this in Then finally our present said, let's become

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a strength based organization. So five years ago I started

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my business as a consultant and I got to really

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help Gallop work on the strategy of what Southwest needed

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to become with strengths based airlines. And it was during

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that that I saw the things I was looking at

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working on my recovery work and the things I was

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working on in leadership were the same, and I was like, Wow,

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why don't we talk about this at work? Why don't

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we talk about how to be authentic and how to

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be yourself and talk about your feelings and all the

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things that was happening. So that became my life work

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was to say it's okay to be authentic at work

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and to be yourself and it's not one day that passes.

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I'm sure in the work you do as well, where

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somebody's in a role that's not right, or they're trying

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to lead people based on a persona they've created that's

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not right and it's causing a lot of friction on

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the team, and so being able to unlock all that

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and part of the book is really having people take

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this assessment called that I created called the Authentic Imprint Assessment,

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and it's where they unlock and figure out where they

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are as a leader in their journey and.

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What they need to work on.

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Whether it might be the core values, the mission strengths,

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and then what is the emotional intelligence around that. That's

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the multiplier for the formula, And so people can take

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the assessment and then read the book and see where

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they are are, then go back and take it and

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see improvement.

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I have to say a couple of things to what

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you've shared so far. First, I have to imagine listeners

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and viewers are leaning in and really relating to that

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idea of you know, not being able to be themselves

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in their lives are certainly at work, and I can

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imagine some people might even be touched to tears here

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and move to tears by getting present to what that

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feels like.

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So I want to first start there.

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Then, when you talk about authenticity, one of the things

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that I have been really working on as well and

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centering in my work too, is helping organizations and leaders

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to be able to create an environ more people feel

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like they really matter and they belong. It's very hard

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to be your authentic self if you don't feel like

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you belong someplace, and so belonging. When it first started

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being talked about, it was discussed as you know, we

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accept you here. Who wants to be accepted or tolerated.

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I don't want to be accepted or toted. I want

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to be welcomed. I want to be celebrated. I want

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other people to as well. And when you do feel

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celebrated and welcome, you can be much more authentic. So

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there's so much that we can do as leaders to

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be able to create an environment for people to step

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into the space that you're inviting us into as well.

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Yeah, and I think and I think that's it.

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It's coming in and really saying we care about you

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and you're valued, and we know that from Gallup.

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They exactly.

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It's the research shows that when employees feel valued, they're

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more engaged, that their work is meaningful, and people are

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watching and connecting their meaningful work with the mission of

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the company.

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That way's pretty powerful.

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It is.

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And as you know, I'm also a fellow Gallop Certified

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Strengths Coach and have been for more than ten years.

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Really important work and.

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It's amazing how much people can learn about themselves when

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they do that. Now, if you would next, you've mentioned

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your authentic Imprint framework, But let's just talk more deeply

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about that what is and bring it to life for

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our listeners.

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And viewers.

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Wow.

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So when you think about it, I was like, Okay,

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you learn your strengths. And I've been a strengths coach

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for about twelve thirteen years now have to count up.

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And one of the things that I realized is people like, Okay,

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now what and you've probably seen this in your work

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as you come in and they oh, yeah, we did

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that strengths, but it's in the door somewhere and I

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don't know who I am. So I was like, yes,

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And that's why I think one of the successes we

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had at Southwest is we kept it in a drip

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drip drip mode and we had a strategy. It wasn't

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just oh, come and do this and you're done. And

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I think it's like working out at the gym. You

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have to practice using your unique talents and a lot

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of it, as you know, Elise, is going back to

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the past and getting rid of old patterns and things

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that haven't served you. So today I was with a

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group online and we were talking about the drama triangle

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and how we're either you know that from the sixties

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where you're either you know, you're either blaming somebody else

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for something they've done. At work, or you're fixing something

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or you're avoiding. And so what we did is we

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flipped the triangle and said, look at the authentic imprint.

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And this authentic imprint is a formula. It's your strengths

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plus your core values plus your mission times your emotional recognition.

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And the emotional recognition piece is something we see all

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the time in the workplace, right it might be aware

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of themselves but not self aware of how they're coming across.

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And so the authentic imprint is a formula that you

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can do in your mind very quickly when you see

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yourself going in an emotional state, or you're feeling inferior,

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or things aren't feeling you're off, It's like, wait, let

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me get back to my center of who I am

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and then let me approach my day intentionally instead of

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letting me reacting to everything happening in the day. I'm

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going to design my day and I'm not going to

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live in default. And I was doing a lot of that,

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living in default and just who.

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Can I help?

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Who can I fix?

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Who can I you know, and then it was like

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I'd be drained and so and I think that's a

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typical leader today. They are there's just so much chaos

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and they're having trouble keeping up with the chaos and clarity.

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So it's really an internal work, this authentic imprint. That's

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why it's called the book is called the internal Revolution,

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because we can't get it from external. It's got to

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start here in the work that we're doing here. And

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it's hard. That's why a lot of people don't want

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to do the internal work, because they have to go work.

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On themselves and and do that sometimes.

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Oh. I mean, I was just delivering a two and

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a half day workshop for a client last week and

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high level people, and I think by the beginning of

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the second day, somebody said, you know, this is so great,

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but I'm worried that if I want to go back

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to work, this is all going to go away. And

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you know, we're taking time that we don't usually take

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to step into this kind of self awareness, probing sort

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of place that you're teaching us. And so the thought

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was that this was going to be a one and

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done thing. And then they were aware of that and

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they were afraid of it. And I suggested just even

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just if you just check in with yourself, like start

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the day with the savers program, you know, the silence, affirmations, visualization, exercise, reading, describing,

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et cetera. Just even five ten minutes can make a

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big difference to check in with yourself and to center yourself.

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So making it really more of a discipline, right, a

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part of your day, not just something you do occasionally.

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Absolutely, and I think that the word is intentional. Instead

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of being worried about the world and what's going to

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happen and who's going to do what, it's like, no,

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what do I have and what do I need? And

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what is my intention today? And so that's why five

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six years ago I created the Strengths Journal and launched

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that way my Business, which is the only daily planner

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to go along a companion guide to the Strengths. Yes,

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so now I combine. You know, if you want to

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get the book and get the Strengths Journal, if you've

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got your strengths, that's great. If you don't, you can

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still use the book and you don't have to know

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your strength. But it's how do you discover you know

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that power, you're just God given power that you have,

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and then how do you align that with your unique

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contribution that you've made to the world. And so many

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people don't. They say they don't talk nice to themselves, right, right?

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That right?

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This kind of helps transform that mm hm.

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You know, and part of what I really appreciated about

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what Gallop has done. I've been a Gallop van for years,

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but I remember I think it was during the pandemic

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when they started really talking about their work on well

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being and well being is such a beautiful compliment in

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what we're talking about here, cultivating your own sense of

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well being. And I know that there are five essential

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dimensions of well being that Gallop covers. Do you want

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to situate those real quick force? Yes?

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So, and they're in order of importance.

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Okay, So the.

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First one, which blows everybody away is number one is social.

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We need six hours of social interaction with the human

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being every day.

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So I was blown away by that figure.

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Yes, yes, and especially during COVID.

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But that doesn't mean yes, we're getting social on a

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recording like this, or we're getting social. And when we're

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talking it's when those people when people would just go

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and isolate and not have any human to human contact.

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So number one is social, and then I'm sorry, And

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number one is career real being, which is purpose and

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then number two is social. Career well being is what

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you talk about all the time with living, you know,

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working on purpose. So I like what I do every

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day and I feel like I can use my talents

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to do good and I have a purpose. I was

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at the doctor this morning and she said she was

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she works with a lot of people that are in

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different ages, but she said, my retirees, I see their

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health go down right away. They lose purpose.

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Yeah.

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And then the third one, so, so career is social,

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and then the third is financial. I mean sorry, physical.

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Physical is what I put in my body, in what

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I do with my body. So it's not just people

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to think, oh, you know, I went and walked, but yeah,

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what are you eating, what are you putting in your head?

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What is your mindset around all this? And then the

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next one is financial.

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I know where my money is and I have a

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good handle on my money. The last is community well being.

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So community is I feel safe where I live and

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I am a part of my community. I get to volunteer,

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I get to go do something. I was doing a

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group of Southwest employees last year in marketing and they

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were evaluating their core values as a team and they

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all realized that they hadn't been and their well being,

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and they realized that they hadn't done any kind of

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giving back as a group, and they'd had a lot

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of change. And so after that they said, we're going

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to go do one of our you know, pull up

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one of our old opportunities to go, whether it be

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you know, Habitat for Humanity or Ronald McDonald House as

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a group, and that kind of met that community need,

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but also for them to bond as a team.

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So it's kind of two wellbeing things at once.

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Awesome so much that we can work on there, and

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let's let our listeners and viewers think about those five

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essential areas as we grab our first break. I'm your host,

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doctor Relice Cortez. We've go on there with Dana Williams.

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She's an author, coach, speaker, and founder of Dana Williams Consulting.

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We've been talking a bit about where her book came

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from and why she's out to help the people the

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way that she is, and also her formula. After the break,

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we're going to talk about how to put in place

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some of the strutges that she lays out in her book.

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We'll be right back, doctor Elise Cortes is a management

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consultant specializing in meaning and purpose. An inspirational speaker and author,

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she helps companies visioneer for greater purpose among stakeholders and

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develop purpose inspired leadership and meaning infused cultures that elevate fulfillment, performance,

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and commitment within the workforce. To learn more or to

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invite Elise to speak to your organization, please visit her

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at elisecortes dot com. Let's talk about how to get

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your employees working on purpose. This is working on Purpose

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with doctor Elise Cortes. To reach our program today or

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to open a conversation with Elise, send an email to

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Elise alisee at elisecortes dot com. Now back to working

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on purpose.

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Thanks for chaining with us, and welcome back to working

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on Purpose. I'm your host, doctor Elist Cortes, as I

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am dedicated to helping create a world where our organizations

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thrive because their people thrive, are led by inspirational leaders

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that help them find and contribute their greatness, and we

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do business at better in the world. I keep researching

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and writing my own books. As Daniel was mentioning, one

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of my latest is called The Great Revitalization. How activating

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meaning and purpose can radically and live in your business.

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And I wrote that to help readers understand the lay

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of today's workforce. What do they want and need to

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give their best for you and want to stay? And

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then I provide you twenty two best practices to equip

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you to provide that in your leadership and your culture.

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You can find my books on Amazon or my website

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at least core test dot com if you are just

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now joining us. My guest is Seana Williams. She's the

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author of The Internal Revolution. Lead authentically and build your

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personal brand from within. So one of the many things

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I enjoyed about your book is that it's chock full

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of all kinds of strategies and useful tools. And one

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of the things that you talk about really early on

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in your book is that you offer three fundamental transformations

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that that take place along the way as you your

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Internal Revolution journey continues. So let's talk about those three transformations.

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Yes, so really, and this is this is so wild

403
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Elias today. And this group that I was with, we

404
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did a poll and I said, what is the one

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thing that is the hardest for you at work? For

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you as a communicator, as a leader and for your team.

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And it was clarity. And so if we're not clear

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on the inside.

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We're not going to be clear out here, right.

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And you kind of have that feeling and you know

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something's not clear, but you just keep going through and

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it comes out kind of discom you know it's just

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not right. So in this book, we really want to

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help you discover and own and live in your unique,

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unique strengths and then really identify and live in your values.

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Those are usually your strengths and your corvets are doorways

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to each other.

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They mit and match.

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So usually when you show me your core values, we

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can line up your strengths that match right with that,

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and it's just a doorway to your strengths. And I

422
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think that is it gives a lot of clarity and

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then mission being able to do.

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I do this so that people.

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Can blah blah blah whatever you're solving. And for me,

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my mission is and I created this almost seven or

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eight years ago, but it's to help people birth their

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purpose and live in there and live in their strategies

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or their strengths every day. And I use the word

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I added the day every day about four years ago.

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And because I realize that we're a work in progress.

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You know, the leader we are right now is going

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to be the leader that we need to be six

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months twelve months from now. And with all the AI

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and all of the things happening, I'm looking strategies as

436
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a marketer for twenty twenty six differently than I looked

437
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at twenty twenty five and twenty twenty four. People are

438
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inundated with content and how do we be clear? But

439
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we got to be clear on the inside about who

440
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we are, what our strengths are, what our values and emission.

441
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If we can't identify that, we're going to be kind

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of just living in default.

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That's number one.

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I will comment on the values piece in that I

445
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am surprised I do this a fair amount also as well,

446
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where I take people through a values identification process, and

447
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it's amazing to me how much clarity people get out

448
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of that exercise. Right, So, in my case, I just

449
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socialize a list of one hundred values and their definitions,

450
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and then they pick the ones that most resonate with them,

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get down to the list of ten, and then prioritize

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one to ten.

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And that clarity is.

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So such a such a clarifying compass for people. I'm

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amazed at that people that are well forties fifty sixty

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that are doing that exercise and gaining something out of it.

457
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It's it's amazing, it really is.

458
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And I think I think core values really help when

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you're making decisions absolutely, and when you're saying not only

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decisions for your team, but for yourself. And I was

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just coaching a leader this afternoon on that and she

462
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was she had high responsibility with her strengths, but she

463
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had a very high core value of making sure that

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she served everybody.

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It's like, well, how are you managing that?

466
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You know with you know, because you people with high

467
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responsibility the basement or the when it gets in a

468
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blind spot is hard to say no, right, And so

469
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helping her realize she can't, you know, who are you

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serving as a leader?

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What is your mission?

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And so once she identified her core values in her mission,

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then she got clarity, so that that really helps. And

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then the second one is just from lack purpose. We've

475
00:24:00.759 --> 00:24:02.759
been talking about this. I think it's the red thread

476
00:24:02.799 --> 00:24:06.640
of consistency throughout here is how do you.

477
00:24:06.680 --> 00:24:10.160
Go from lacking purpose to purposeful? What a lot of

478
00:24:10.200 --> 00:24:11.720
it is how you start your day.

479
00:24:12.559 --> 00:24:15.200
You can say the airline business, if we get those

480
00:24:15.240 --> 00:24:17.279
first planes out on time.

481
00:24:17.559 --> 00:24:18.599
The rest of the day, we're good.

482
00:24:19.000 --> 00:24:22.519
Right, Everything in the morning is off, it's going to

483
00:24:22.559 --> 00:24:26.279
be off all day. Same thing with us as human beings.

484
00:24:27.119 --> 00:24:29.839
And so I like to use the strength journal is

485
00:24:30.079 --> 00:24:34.599
intentionality and say, here's my purpose for my intention for today,

486
00:24:35.680 --> 00:24:37.799
and here's the three things I'm going to do, and

487
00:24:37.920 --> 00:24:41.599
let me apply my strengths to help me get energized

488
00:24:41.880 --> 00:24:45.240
to do those Because it's about not managing your time,

489
00:24:45.319 --> 00:24:46.640
it's managing your energy.

490
00:24:48.920 --> 00:24:51.400
I really understand that, and I've been using that in

491
00:24:51.440 --> 00:24:52.359
my coaching as well.

492
00:24:53.119 --> 00:24:56.160
Yeah, and I think so many people think, oh, I

493
00:24:56.200 --> 00:24:58.519
have to back to my statement about you don't need

494
00:24:58.559 --> 00:25:02.440
to be more productive. It's about who are you and

495
00:25:02.480 --> 00:25:04.160
what are the strengths you're going to use every day

496
00:25:04.200 --> 00:25:07.640
to help you be energized because we have unlimited amount

497
00:25:07.680 --> 00:25:11.519
of energy there. And then the last thing is really

498
00:25:11.559 --> 00:25:15.319
going from isolated to connected. Right now, we're in a

499
00:25:15.359 --> 00:25:18.240
society where there's a lot of loneliness going on. There

500
00:25:18.319 --> 00:25:21.680
is a lot of people that aren't connected and they're isolating.

501
00:25:21.720 --> 00:25:23.319
They could be around a lot of people, but they're

502
00:25:23.319 --> 00:25:27.839
isolating and they're lonely, and so how do you transform

503
00:25:27.880 --> 00:25:32.079
your relationships? And you're just your off to be your

504
00:25:32.079 --> 00:25:36.079
authentic self and thinking about your relationships. One thing when

505
00:25:36.079 --> 00:25:38.079
I started this book book is I realized I wasn't

506
00:25:38.079 --> 00:25:42.880
spending time with my girlfriends because I was busy working, right,

507
00:25:43.480 --> 00:25:47.240
And so we now we intentionally play marsh On every

508
00:25:47.240 --> 00:25:50.319
week and that I try not to let anything get

509
00:25:50.359 --> 00:25:52.799
in the way of that. It also helps me with

510
00:25:52.920 --> 00:25:57.319
my social well being every every week. So it's kind

511
00:25:57.359 --> 00:26:00.359
of hitting several things. And that's what I like about

512
00:26:00.599 --> 00:26:05.960
thinking about yourself and managing your day intentionally. But the

513
00:26:06.039 --> 00:26:08.359
end of the day, I love this. My editor, her

514
00:26:08.440 --> 00:26:11.799
husband's from Norway, and he always said are you satisfied

515
00:26:11.799 --> 00:26:15.119
with today? And instead of saying how is your day?

516
00:26:16.039 --> 00:26:18.799
Are you satisfied with it? Did you live out your

517
00:26:18.799 --> 00:26:23.559
purpose today? Your intention intentionally? Are you satisfied today?

518
00:26:24.319 --> 00:26:27.000
That's really powerful. I like that question so much better

519
00:26:27.039 --> 00:26:28.200
than how was your day? Yeah?

520
00:26:28.240 --> 00:26:28.920
Wow, so much?

521
00:26:29.759 --> 00:26:30.000
Yeah.

522
00:26:30.680 --> 00:26:32.680
Okay, Well, let's start a little bit more deeply into

523
00:26:32.720 --> 00:26:36.680
your formula. We've already talked more about the values. Of

524
00:26:36.720 --> 00:26:38.559
course we said something about that, but I do want

525
00:26:38.559 --> 00:26:41.799
to talk a bit more deeply about strengths. My experience

526
00:26:41.880 --> 00:26:44.359
is when people hear about this idea of you know,

527
00:26:44.400 --> 00:26:48.880
discovering your strengths, that sounds kind of wo wo or whatever.

528
00:26:49.160 --> 00:26:51.720
And then when they do get their strengths results back,

529
00:26:51.720 --> 00:26:53.559
they get their top five or if they unlock the

530
00:26:53.559 --> 00:26:56.440
whole thirty four. What I've discovered is a lot of

531
00:26:56.440 --> 00:26:58.759
people look at those and they're like, look, those are strengths.

532
00:26:58.799 --> 00:26:59.400
Those are just me.

533
00:27:00.720 --> 00:27:02.960
So they don't recognize them as strengths. And so let's

534
00:27:02.960 --> 00:27:05.279
talk a little bit about the power of really discovering

535
00:27:05.279 --> 00:27:07.039
and leaning into our strengths.

536
00:27:07.559 --> 00:27:10.759
Yeah. I think the way I talk about it a lot.

537
00:27:11.920 --> 00:27:15.119
Is I think you have we kind of put labels

538
00:27:15.119 --> 00:27:20.559
on ourselves early on or somebody does, and you when

539
00:27:20.559 --> 00:27:24.440
you take this assessment, it's over six decades of research

540
00:27:25.240 --> 00:27:28.000
and doctor Clifton created it when he said back in

541
00:27:28.000 --> 00:27:30.039
the fifties, he said, what if we study what's right

542
00:27:30.079 --> 00:27:32.960
with people instead of what's wrong with them? So that's

543
00:27:32.960 --> 00:27:35.880
why it's positive psychology. So that's one thing. But I

544
00:27:35.880 --> 00:27:39.720
think the other thing is because it's he bought the

545
00:27:39.759 --> 00:27:42.359
Galup companies in the nineties and since has you know,

546
00:27:42.960 --> 00:27:45.240
create you know, taking the assessment further, now thirty five

547
00:27:45.279 --> 00:27:49.240
million people have taken it. You really see, like you said,

548
00:27:49.240 --> 00:27:50.240
people got this is me?

549
00:27:50.400 --> 00:27:52.240
How did they know this is me?

550
00:27:53.519 --> 00:27:57.039
And when you start comparing your results with somebody else's

551
00:27:57.079 --> 00:27:59.720
that might have like you and I might have one

552
00:27:59.720 --> 00:28:03.880
of this same talents like strategic or idiation, our reports

553
00:28:03.880 --> 00:28:06.000
are going to be different because we're one in thirty

554
00:28:06.000 --> 00:28:09.400
five million people. So when you think about that, at

555
00:28:09.480 --> 00:28:11.960
least we're in Texas. There's twenty eight million people here.

556
00:28:12.319 --> 00:28:14.240
We have to outside of the state of Texas and

557
00:28:14.279 --> 00:28:16.920
find five more million people before we find somebody just

558
00:28:17.039 --> 00:28:17.440
like us.

559
00:28:17.640 --> 00:28:20.480
Yeah, you know, that's happened to me. In a workshop.

560
00:28:21.240 --> 00:28:24.279
I was doing a strengths finder for leadership women and

561
00:28:24.400 --> 00:28:26.680
I said that stat you know, it's the chances of

562
00:28:26.680 --> 00:28:29.759
somebody having the exact same one and thirty five five

563
00:28:29.759 --> 00:28:31.839
strengths issue in the exact order is one in thirty

564
00:28:31.839 --> 00:28:34.359
three million. And these two women stood up on their

565
00:28:34.400 --> 00:28:36.119
feet and they went, that's us.

566
00:28:36.240 --> 00:28:37.799
It was pretty calm. It was amazing.

567
00:28:37.839 --> 00:28:39.680
I've been doing these workshops for years and that has

568
00:28:39.799 --> 00:28:40.319
never happened.

569
00:28:40.440 --> 00:28:42.920
Had to wow, that is I've never had that.

570
00:28:43.720 --> 00:28:45.400
Yeah, yeah, no, it's and and so The other thing

571
00:28:45.440 --> 00:28:47.759
that I want to situate about strengths is is the

572
00:28:48.480 --> 00:28:51.759
energizing aspect of living in them, right, the motivating aspect

573
00:28:51.799 --> 00:28:53.559
of living with the more that we get to live

574
00:28:53.640 --> 00:28:55.799
our strengths and more energy that we have, the more

575
00:28:55.880 --> 00:28:58.720
viteuta that we have, and the more we are are

576
00:28:58.799 --> 00:29:01.480
intrinsic motivation is that activated. And that's I think really

577
00:29:01.519 --> 00:29:05.039
important for people to associate when they're thinking about the

578
00:29:05.079 --> 00:29:08.839
importance in living and leaning into their strengths.

579
00:29:09.799 --> 00:29:13.440
Yeah, So today we were on this webinar and talking

580
00:29:13.480 --> 00:29:15.519
with We had about thirty five people on there, and

581
00:29:15.519 --> 00:29:20.680
they were talking about when they go into that default mode,

582
00:29:21.240 --> 00:29:26.279
that emotional piece of just reacting to things instead of reflecting.

583
00:29:27.240 --> 00:29:30.680
And when you know your unique talents, it's like which

584
00:29:30.680 --> 00:29:32.160
one am I going to turn up and which one

585
00:29:32.160 --> 00:29:33.759
am I going to turn down? Because they can get

586
00:29:33.839 --> 00:29:36.480
in your way, right, And so I kind of think

587
00:29:36.519 --> 00:29:39.400
that like a superhero and you're just kind of pushing

588
00:29:39.440 --> 00:29:42.599
your buttons to depending on the situation, using your emotional

589
00:29:43.119 --> 00:29:46.079
recognition to figure that out. But I think that helps

590
00:29:46.119 --> 00:29:50.119
a lot, is identifying them and how to use and when.

591
00:29:50.000 --> 00:29:51.720
To use them, I think is important.

592
00:29:52.119 --> 00:29:52.640
I do too.

593
00:29:53.319 --> 00:29:55.359
We won't talk more about the mission and the emotional

594
00:29:55.359 --> 00:29:57.680
regulation because I think you recognition me, because I think

595
00:29:57.720 --> 00:29:59.359
you've handled that already. And there's more things I want

596
00:29:59.359 --> 00:30:01.440
to pull from your book. I would love for you

597
00:30:01.519 --> 00:30:05.480
to speak to the strategy that you encourage us to use, and.

598
00:30:05.440 --> 00:30:08.680
That's drawing your life now. Yeah, I really liked that.

599
00:30:09.079 --> 00:30:10.079
Yeah have you ever done that?

600
00:30:10.799 --> 00:30:12.119
Not like you're teaching us.

601
00:30:12.200 --> 00:30:15.759
No, Yeah, I had a counselor have me do it

602
00:30:15.799 --> 00:30:18.400
when I was going through this deep dark time and.

603
00:30:19.920 --> 00:30:21.279
All of a sudden, what you do is you get

604
00:30:21.319 --> 00:30:22.480
a piece of paper and you draw.

605
00:30:22.359 --> 00:30:27.279
A line birth and now, and you look at you know,

606
00:30:27.400 --> 00:30:30.000
all the things have happened in your life, good and bad,

607
00:30:30.000 --> 00:30:31.880
and you put them on there. And then I have

608
00:30:32.039 --> 00:30:35.920
people put when they saw some you know, the ups

609
00:30:35.960 --> 00:30:38.160
and downs, and then what strengths they saw, because your

610
00:30:38.160 --> 00:30:39.920
strengths have kind of been with you your whole life.

611
00:30:40.519 --> 00:30:43.000
But all of a sudden, the big thing here is

612
00:30:43.039 --> 00:30:46.359
you start seeing a pattern. It could be a familiar pattern,

613
00:30:46.400 --> 00:30:51.559
it could be a pattern that you've just carried. For me,

614
00:30:51.880 --> 00:30:55.079
it was with being my mom being gone a lot

615
00:30:55.119 --> 00:30:57.240
and my dad being gone, I was I became like

616
00:30:57.279 --> 00:30:59.279
a kind of a person that was always like taking

617
00:30:59.279 --> 00:31:03.920
care of everybody, fixing things and being a little bit codependent.

618
00:31:04.559 --> 00:31:07.240
And I was like, ooh, that's where that came from.

619
00:31:07.960 --> 00:31:10.079
How do I look at Do I want to bring

620
00:31:10.119 --> 00:31:14.000
that with me into the next thirty forty years? How

621
00:31:14.000 --> 00:31:18.279
do I how do I shift? And it's learning to say, oh,

622
00:31:18.400 --> 00:31:21.519
that is not met here's my strengths, here's what I'm

623
00:31:21.519 --> 00:31:25.279
going to use instead to manage me, instead of trying

624
00:31:25.319 --> 00:31:27.559
to help manage everything else. Because I think when you

625
00:31:27.599 --> 00:31:30.000
live in that kind of when any kind of environment,

626
00:31:30.039 --> 00:31:32.079
we all can go back to childhood and different things,

627
00:31:32.079 --> 00:31:34.759
but we pick up habits and we think that's just

628
00:31:34.880 --> 00:31:36.720
the way they are, and then I can be that way.

629
00:31:36.720 --> 00:31:38.759
But when you look at your map and think, no,

630
00:31:38.920 --> 00:31:40.559
I'm going to design it how I want to be

631
00:31:40.680 --> 00:31:43.079
in the next thirty years and you actually draw another

632
00:31:43.160 --> 00:31:45.279
line today and where you want to be and what

633
00:31:45.359 --> 00:31:46.960
is that You've heard this when you know where your

634
00:31:47.000 --> 00:31:49.279
eightieth My mom did this on her eighties. She said

635
00:31:49.279 --> 00:31:50.559
she was going to go back to college and she

636
00:31:50.599 --> 00:31:52.359
did and she graduated eighty six.

637
00:31:52.799 --> 00:31:55.519
You got with your steed, which is just amazing.

638
00:31:55.920 --> 00:31:59.119
So it's like, yeah, where do I want to who's

639
00:31:59.160 --> 00:32:00.599
at that party, what they saying?

640
00:32:00.720 --> 00:32:02.359
How, what is my legacy?

641
00:32:02.359 --> 00:32:02.440
What?

642
00:32:02.759 --> 00:32:04.759
And so if I'm going to keep that some of

643
00:32:04.759 --> 00:32:07.079
those old patterns I don't want to keep. What does

644
00:32:07.119 --> 00:32:10.319
this look like? And what are the things I want

645
00:32:10.400 --> 00:32:12.920
to do in this next map? So you get to

646
00:32:13.039 --> 00:32:17.240
draw out your map, and it really really is powerful.

647
00:32:17.400 --> 00:32:20.839
And I've done it with millennials, gen X, I've done

648
00:32:20.880 --> 00:32:23.759
it with boot baby boomers, done it with everybody. The

649
00:32:23.759 --> 00:32:25.799
baby Boomers had a hard time getting their maps strong,

650
00:32:27.200 --> 00:32:30.960
and I think it's because the generation before was always

651
00:32:30.960 --> 00:32:35.079
don't talk about that, you know, be quiet, and this

652
00:32:35.240 --> 00:32:39.119
is no put it out there? What what happened? And

653
00:32:39.440 --> 00:32:41.400
how did you react? And what are those patterns? And

654
00:32:41.559 --> 00:32:44.279
why are you holding onto those? How can you when

655
00:32:44.319 --> 00:32:46.319
you go forward? What are some things that you can

656
00:32:46.720 --> 00:32:48.920
And I see it, and my kids and grand kids,

657
00:32:48.960 --> 00:32:51.039
I'm like, whoo, I've got to you know, I've got

658
00:32:51.079 --> 00:32:55.319
to stop that. So it's teaching it. That was another thing.

659
00:32:55.400 --> 00:32:58.960
Is this legacy behind us that we're leaving? And what

660
00:32:59.039 --> 00:32:59.799
does that look like?

661
00:33:00.400 --> 00:33:02.160
So being able to draw your.

662
00:33:02.079 --> 00:33:04.240
Map, it's so powerful.

663
00:33:04.279 --> 00:33:06.160
And then that's the tools that you give in the

664
00:33:06.160 --> 00:33:08.480
book are just tremendous and so I got so much

665
00:33:08.519 --> 00:33:10.960
out of that from myself and the idea of legacy.

666
00:33:11.039 --> 00:33:13.119
I do want to talk more about that specifically with

667
00:33:13.200 --> 00:33:15.240
and through how you do You do have a very

668
00:33:15.240 --> 00:33:17.920
specific way of following your internal compass. I want to

669
00:33:17.920 --> 00:33:20.240
talk about that next after our break, let's grab Okay,

670
00:33:20.839 --> 00:33:22.960
I'm your host, Doctor Release Cortes. We run the air

671
00:33:23.039 --> 00:33:25.920
with Dana Williams. She's an executive coach, speaker, author, and

672
00:33:25.960 --> 00:33:28.839
the founder of Dana Williams Consulting. We've been diving into

673
00:33:28.920 --> 00:33:30.880
some strategies that she has in her book about how

674
00:33:30.880 --> 00:33:33.640
we can really learn about our strengths or values, our mission,

675
00:33:33.920 --> 00:33:38.279
our internal or emotional regulation. After the break, we're going

676
00:33:38.319 --> 00:33:40.079
to take her through some more deeply in some of

677
00:33:40.119 --> 00:33:43.000
the ways that she helps people get acquainted to and

678
00:33:43.000 --> 00:33:44.319
connected to these areas.

679
00:33:44.400 --> 00:33:45.160
Will be right back.

680
00:33:56.440 --> 00:34:04.000
Doctor Elise Cortes is a management consultant specializing in meaning

681
00:34:04.039 --> 00:34:07.839
and purpose. An inspirational speaker and author. She helps companies

682
00:34:07.960 --> 00:34:11.719
visioneer for greater purpose among stakeholders and develop purpose inspired

683
00:34:11.840 --> 00:34:15.800
leadership and meaning infused cultures that elevate fulfillment, performance, and

684
00:34:15.840 --> 00:34:19.079
commitment within the workforce. To learn more or to invite

685
00:34:19.079 --> 00:34:22.079
Elise to speak to your organization, please visit her at

686
00:34:22.079 --> 00:34:25.360
elisecortes dot com. Let's talk about how to get your

687
00:34:25.360 --> 00:34:34.159
employees working on purpose. This is Working on Purpose with

688
00:34:34.280 --> 00:34:37.480
doctor Elise Cortes. To reach our program today or to

689
00:34:37.519 --> 00:34:40.599
open a conversation with Elise, send an email to Elise

690
00:34:40.920 --> 00:34:47.000
alisee at elisecortes dot com. Now back to working on Purpose.

691
00:34:52.000 --> 00:34:53.760
Thanks for staying with us, and welcome back to Working

692
00:34:53.840 --> 00:34:56.480
on Purpose. I'm your host, doctor Elise Cortes. As you

693
00:34:56.519 --> 00:34:58.639
know by now, this program is dedicated to empowering and

694
00:34:58.719 --> 00:35:01.559
inspiring you along your journey to realize more of your potential.

695
00:35:01.800 --> 00:35:03.039
If you want to learn more about how we can

696
00:35:03.079 --> 00:35:05.199
work together and learn about the Gusto Now Academy for

697
00:35:05.320 --> 00:35:08.639
leaders and individuals on various journeys alike, make your way

698
00:35:08.639 --> 00:35:11.199
to Gusto dashnow dot com and then go to the

699
00:35:11.239 --> 00:35:14.199
training tap and you'll find the academy information there If

700
00:35:14.199 --> 00:35:16.360
you are just now joining us. My guest is Daniel Williams.

701
00:35:16.360 --> 00:35:20.119
She's the author of The Internal Revelation Revolution. Lead authentically

702
00:35:20.199 --> 00:35:23.920
and build your personal brand from within. So for this

703
00:35:24.079 --> 00:35:26.000
next thing that I want to cover, you kicked you,

704
00:35:26.000 --> 00:35:28.599
you situated this before. We what we're on break about

705
00:35:28.639 --> 00:35:32.159
the opportunity to really be mindful and intentional about our legacy.

706
00:35:33.039 --> 00:35:35.559
So I love the tool and the steps that you

707
00:35:35.719 --> 00:35:39.880
provide in your book about following your internal compass and

708
00:35:39.920 --> 00:35:42.320
knowing your mission. So we talked about the idea of

709
00:35:42.360 --> 00:35:44.320
the importance omission before, but now I want to dig

710
00:35:44.360 --> 00:35:46.880
into the details. So you have a four step process?

711
00:35:47.199 --> 00:35:48.000
Can we walk through that?

712
00:35:48.719 --> 00:35:49.840
Yes? And I think.

713
00:35:51.159 --> 00:35:53.760
Most people when you ask, and I think coming from marketing,

714
00:35:53.840 --> 00:35:57.199
we always had a mission, right, We always had a

715
00:35:57.320 --> 00:36:00.719
key thing that kept us, you know, and so when

716
00:36:00.719 --> 00:36:04.239
you're working on your personal mission, people just haven't thought

717
00:36:04.280 --> 00:36:07.199
about that. And I was like, Okay, how can we

718
00:36:07.320 --> 00:36:13.079
help people really understand their mission and their internal compass?

719
00:36:13.119 --> 00:36:15.960
And I think it's just four ways. So first off,

720
00:36:16.480 --> 00:36:19.920
who are you serving? You might be serving maybe you're

721
00:36:19.920 --> 00:36:23.239
a teacher and you're serving students, maybe you're an executive,

722
00:36:23.480 --> 00:36:27.280
maybe you're a board member, maybe you're running a nonprofit.

723
00:36:27.880 --> 00:36:31.400
But who do you most care about serving right now

724
00:36:31.519 --> 00:36:34.599
this time in your life? And then step two is

725
00:36:34.639 --> 00:36:39.280
find your positive impact? What changes for these people when

726
00:36:39.360 --> 00:36:41.880
you are at your best? So when you work with

727
00:36:41.920 --> 00:36:45.400
somebody you help them do something, and you help them,

728
00:36:45.800 --> 00:36:48.400
I think about the transformation that you're helping people do.

729
00:36:48.519 --> 00:36:50.480
For at least I hear you say, you know the

730
00:36:50.519 --> 00:36:53.559
gusto and working on purpose, and it's that is the

731
00:36:53.599 --> 00:36:58.199
transformation you're making. And the transformation I'm working on is

732
00:36:58.239 --> 00:37:03.880
birthing their purpose I first, and so as individuals, and

733
00:37:03.920 --> 00:37:05.360
so it's thinking about that.

734
00:37:06.079 --> 00:37:07.960
And then step three is.

735
00:37:07.840 --> 00:37:12.360
If you know your strengths and your values, it helps

736
00:37:12.960 --> 00:37:15.079
energize and motivate you. So I'm always going to take

737
00:37:15.119 --> 00:37:18.400
you back to that because that's your uniqueness. And then

738
00:37:18.480 --> 00:37:21.559
includes how you create change, how you make things happen.

739
00:37:22.360 --> 00:37:24.519
And then I just have people write it and pencil.

740
00:37:25.800 --> 00:37:27.840
The marketing side of me says, do not make it

741
00:37:27.960 --> 00:37:33.159
very long, something you can remember. Many like sy this

742
00:37:33.360 --> 00:37:36.960
is and I said, that's beautiful, but we need to

743
00:37:36.960 --> 00:37:39.559
go a little shorter. Something you can remember and something

744
00:37:39.559 --> 00:37:42.360
that you can say. And then when you combine your

745
00:37:42.400 --> 00:37:46.320
audience and your impact into one fold sentence. So I

746
00:37:46.480 --> 00:37:49.800
changed mine evolved over the eight years, but it's you know,

747
00:37:49.880 --> 00:37:52.840
help now help leaders birth their purpose and live in

748
00:37:52.880 --> 00:37:54.360
their strengths every day.

749
00:37:55.880 --> 00:37:59.000
And then I see transformation from the inside out. So

750
00:37:59.320 --> 00:38:03.079
it's been excited to work with companies and individuals. I

751
00:38:03.079 --> 00:38:04.800
work with a lot of leaders.

752
00:38:04.440 --> 00:38:08.119
And then teams, and it's been real exciting to see

753
00:38:08.119 --> 00:38:10.840
the transformation. But it doesn't happen overnight, and you know

754
00:38:10.880 --> 00:38:12.239
that at least it takes time.

755
00:38:12.960 --> 00:38:13.440
It does.

756
00:38:13.760 --> 00:38:15.719
You know, I want to echo a step too here

757
00:38:15.960 --> 00:38:18.840
to find your positive impact and you talk about what's

758
00:38:18.840 --> 00:38:22.000
situating the changes that that these people that you're serving

759
00:38:22.599 --> 00:38:26.239
get when you're when network you're helping get to their

760
00:38:26.239 --> 00:38:29.199
best I want to give a shout out to a

761
00:38:29.199 --> 00:38:33.000
previous guest, Wendy Lipten Dibner. She's created a formula and

762
00:38:33.079 --> 00:38:37.280
really a capture tool to help people really recognize the

763
00:38:37.280 --> 00:38:40.039
their impact. And so even if you don't use her tool,

764
00:38:41.079 --> 00:38:44.480
the notion of getting really clear about the impact that

765
00:38:44.760 --> 00:38:47.559
both that you intend for your people that are to

766
00:38:47.679 --> 00:38:51.239
have and then once you can actually capture what it

767
00:38:51.400 --> 00:38:55.280
is that is so important to keep you motivated connected

768
00:38:55.559 --> 00:38:57.760
When you really know your own impact and how much

769
00:38:57.760 --> 00:39:00.519
you really are mattering in the world. It's keeps you

770
00:39:00.639 --> 00:39:03.039
getting up every day no matter how tired you are,

771
00:39:03.079 --> 00:39:04.920
how little sleep you've had, too much you have on

772
00:39:04.960 --> 00:39:06.920
your plate, whatever it is. So I really want to

773
00:39:06.920 --> 00:39:09.239
emphasize that step two. I think that's a really critical

774
00:39:09.280 --> 00:39:10.840
piece that you're you're giving us.

775
00:39:11.199 --> 00:39:13.320
And I think at least two. What when you were

776
00:39:13.320 --> 00:39:16.280
talking it just really keeps coming back to me, is

777
00:39:16.960 --> 00:39:20.079
it's not hard when you're being your unique self and

778
00:39:20.119 --> 00:39:22.599
you say it easily and you have a lot of

779
00:39:22.599 --> 00:39:25.239
fancy words and you don't have all this it's just

780
00:39:25.280 --> 00:39:28.719
being you. Yeah, it's just it's just like you know

781
00:39:28.800 --> 00:39:30.119
you're in your authentic self.

782
00:39:31.400 --> 00:39:32.480
There is there.

783
00:39:32.559 --> 00:39:35.519
It really isn't a better feeling to one really really

784
00:39:35.639 --> 00:39:39.760
stand completely in your authenticity and and and and be

785
00:39:40.000 --> 00:39:42.440
of service to your purpose and know that you're making

786
00:39:42.440 --> 00:39:44.519
a difference. There really isn't a better feeling than that,

787
00:39:44.559 --> 00:39:46.360
as far as I've discovered in my life.

788
00:39:46.559 --> 00:39:49.199
It's kind of like a little natural high. Yeah, I know,

789
00:39:49.320 --> 00:39:51.639
it's the best, the best drug you ever were in

790
00:39:51.679 --> 00:39:56.000
the morning, you know, the best drug ever. Yea, that's right.

791
00:39:56.559 --> 00:39:58.480
I do want to touch a little bit more deeply

792
00:39:58.559 --> 00:40:02.000
on the idea of emotion recognition. And I loved what

793
00:40:02.039 --> 00:40:06.320
you said before data about you know, especially in organizations,

794
00:40:06.320 --> 00:40:08.880
emotions can be taboo or no, no, we don't talk

795
00:40:08.920 --> 00:40:11.440
about emotions. We don't do emotions here? What are emotions?

796
00:40:12.320 --> 00:40:15.440
But you have a stat in your book that Gallop

797
00:40:15.480 --> 00:40:18.599
study found that managers account for seventy percent of the

798
00:40:18.719 --> 00:40:22.119
variance in employee engagement. So leaders who can notice and

799
00:40:22.239 --> 00:40:24.960
name and respond to their emotional state before it shapes

800
00:40:25.000 --> 00:40:28.400
their actions create what you call emotional safety for their teams.

801
00:40:28.800 --> 00:40:32.079
Those who can't become unpredictable for us, draining energy from

802
00:40:32.079 --> 00:40:35.000
everyone around them. I think that's a really important thing

803
00:40:35.000 --> 00:40:38.119
because emotions get a bad rep right, So let's talk

804
00:40:38.159 --> 00:40:40.559
a little bit more more deeply about how you help

805
00:40:40.679 --> 00:40:43.800
people get more connected to their emotional recognition.

806
00:40:44.719 --> 00:40:47.480
Yeah, I think And I you know, worked for a

807
00:40:47.480 --> 00:40:51.719
brand that was an emotional brand, Southwest Hard Yeah, right, right,

808
00:40:51.840 --> 00:40:54.760
So if somebody had a death in the family, or

809
00:40:54.840 --> 00:40:57.679
if somebody had a dog that died, or somebody, we

810
00:40:57.760 --> 00:40:59.320
did something for them and it.

811
00:40:59.239 --> 00:41:02.000
Was very what do they need? You know, a lot

812
00:41:02.039 --> 00:41:04.880
of caring nature. So it grew up building that culture

813
00:41:04.920 --> 00:41:08.000
and helping with that culture. So it's natural thing that

814
00:41:08.079 --> 00:41:09.880
I think about. But it's like, what would you do

815
00:41:09.920 --> 00:41:14.000
in your family if somebody lost a loved one. I

816
00:41:14.039 --> 00:41:18.039
had a recent situation where it's one of the employees

817
00:41:18.119 --> 00:41:23.000
died in the group, and so it was real and

818
00:41:23.039 --> 00:41:26.320
the leader was doing a fantastic job of giving everybody

819
00:41:26.400 --> 00:41:29.639
space and this is what we know, and this is

820
00:41:29.639 --> 00:41:32.000
what y'all need to go, you know, take time for yourself.

821
00:41:32.079 --> 00:41:35.960
And so there's emotional recognition, and each person on the

822
00:41:36.000 --> 00:41:38.880
team needs something different depending on how they were associated

823
00:41:38.920 --> 00:41:42.360
with that person or what is going on. So and

824
00:41:42.400 --> 00:41:45.719
then what happens in our personal life shows up at

825
00:41:45.760 --> 00:41:49.719
work and can't help it right, and what happens at

826
00:41:49.719 --> 00:41:53.320
work shows up at home. So how do we as

827
00:41:53.400 --> 00:41:56.000
leaders managing ourselves and managing our families.

828
00:41:56.039 --> 00:41:58.760
And then how do we that have a.

829
00:41:58.800 --> 00:42:02.159
Purview of a few people that report to us, how

830
00:42:02.199 --> 00:42:05.679
do we make sure that when something's off, that we're

831
00:42:05.679 --> 00:42:09.039
helping them recognize it and get some help. I had

832
00:42:09.039 --> 00:42:12.760
a leader one time who was really just not doing well,

833
00:42:12.960 --> 00:42:16.719
and I knew something was off, and I just told him,

834
00:42:16.760 --> 00:42:20.360
I said, you are CEO of your life and your

835
00:42:20.400 --> 00:42:22.480
health right now, and I just need you to take

836
00:42:22.519 --> 00:42:25.239
some time off and figure out what's going on. And

837
00:42:25.280 --> 00:42:30.199
he so appreciated that, because I think it's harder for people.

838
00:42:30.920 --> 00:42:34.760
It's like family members, they don't see it, but as

839
00:42:34.840 --> 00:42:37.599
leaders we're not trained how to you know, we're not

840
00:42:37.639 --> 00:42:40.000
trained in well being, We're not trained in some of

841
00:42:40.039 --> 00:42:45.559
these psychological things, and so people are scared sometimes of

842
00:42:45.599 --> 00:42:47.239
what to say. And I think if you just do

843
00:42:47.320 --> 00:42:52.199
the human caring thing when there is something wrong or

844
00:42:52.199 --> 00:42:55.400
there's something you can't miss again, it's going back to

845
00:42:55.400 --> 00:42:58.840
your authentic self. And there's not a blueprint for that.

846
00:42:58.920 --> 00:43:00.119
It's what works for you.

847
00:43:00.119 --> 00:43:04.880
You but in an emotional recognition way where you understand

848
00:43:04.920 --> 00:43:07.480
the different people in the room yea.

849
00:43:07.400 --> 00:43:09.559
And that you're attuned to them and connected to them,

850
00:43:09.840 --> 00:43:16.400
you know that you can expand your emotional vocabulary beyond mad, said, happy, glad, whatever, frustrated,

851
00:43:16.639 --> 00:43:20.400
always stressed, all those kind of things so so so important.

852
00:43:20.400 --> 00:43:22.480
In fact, when I'm out speaking Dana so often, what

853
00:43:22.519 --> 00:43:25.800
I'm trying to do is help the audience feel connect

854
00:43:25.840 --> 00:43:28.280
to their feelings, connect to and of course what I

855
00:43:28.320 --> 00:43:31.199
really want, I want to inspire them to a place

856
00:43:31.239 --> 00:43:33.639
where they get moved to tears. That's what I really want.

857
00:43:34.440 --> 00:43:36.400
And if that happens, that I know I've done my job.

858
00:43:36.440 --> 00:43:38.960
If eyes are dry in the room, I didn't do it.

859
00:43:40.000 --> 00:43:43.239
But today what I find is that so many people

860
00:43:43.280 --> 00:43:46.679
are so divorced from their emotions, they don't understand those

861
00:43:46.719 --> 00:43:49.920
beautiful aspects of themselves, and they don't therefore derive the

862
00:43:49.960 --> 00:43:52.960
benefit of really knowing them and honoring them and working

863
00:43:53.000 --> 00:43:54.639
through them. Yeah.

864
00:43:54.639 --> 00:43:57.119
And I think I was talking to a leader that's

865
00:43:57.159 --> 00:44:00.159
a mom, and she's talking about raising her daughters, and

866
00:44:00.199 --> 00:44:03.079
she said, you know, if we can just raise them

867
00:44:03.079 --> 00:44:06.639
to be resilient and to learn how to deal with

868
00:44:06.679 --> 00:44:08.440
the good and the bad instead of trying to make

869
00:44:08.440 --> 00:44:12.440
everything just good for them, And I said, oh, my gosh,

870
00:44:12.519 --> 00:44:15.320
that is so. I think it's just each generation is different.

871
00:44:15.320 --> 00:44:17.599
We've got five generations in the workplace right now, and

872
00:44:17.599 --> 00:44:21.280
they all need something different, and they've all been raised differently.

873
00:44:21.840 --> 00:44:25.159
So how do we recognize that and help guide them

874
00:44:25.199 --> 00:44:26.679
as they're managing that.

875
00:44:27.480 --> 00:44:28.039
Yeah.

876
00:44:28.119 --> 00:44:30.480
Yeah, so much opportunity to help people. It's such a

877
00:44:30.480 --> 00:44:33.599
beautiful thing to get to do. We're getting close to

878
00:44:33.599 --> 00:44:35.360
the end of the show, and I definitely wanted to

879
00:44:35.360 --> 00:44:37.480
make sure that you had an opportunity to share a

880
00:44:37.519 --> 00:44:40.199
story or an example of somebody that maybe you've worked with,

881
00:44:40.199 --> 00:44:42.440
so we can understand a bit of how does this

882
00:44:42.559 --> 00:44:44.719
journey of an internal revolution work?

883
00:44:44.920 --> 00:44:46.880
Does what's the opportunity in it.

884
00:44:47.559 --> 00:44:50.679
Yeah, So I had a team leader that came to

885
00:44:50.679 --> 00:44:54.320
me almost two and a half years ago and said,

886
00:44:54.480 --> 00:44:57.840
you know, she wanted to see if we could work

887
00:44:57.880 --> 00:44:59.679
with her team. She wanted them to get more and

888
00:44:59.760 --> 00:45:02.480
gage aged and understanding kind of as they were growing

889
00:45:02.519 --> 00:45:06.199
and leading their teams. And so we started working with them,

890
00:45:06.639 --> 00:45:11.000
and it wasn't an overnight something, but all of a

891
00:45:11.039 --> 00:45:16.239
sudden this summer they got a huge, like sixteen percent

892
00:45:16.360 --> 00:45:22.559
increase in engagement. And she said it was after, you know,

893
00:45:22.639 --> 00:45:24.760
after we did the drip drip of everything, because it

894
00:45:24.800 --> 00:45:30.079
is a roadmap, but once they developed their mission and

895
00:45:30.159 --> 00:45:34.840
their core values and their strengths around that as a team,

896
00:45:35.199 --> 00:45:40.000
the clarity broke through. And I think it was such

897
00:45:40.039 --> 00:45:45.000
a great example because I think people just need to

898
00:45:45.039 --> 00:45:47.880
know the work I'm doing matters every day and I matter.

899
00:45:48.079 --> 00:45:52.800
Like we started off the conversation talking about and it

900
00:45:52.880 --> 00:45:55.199
takes a while to get there to build the mission

901
00:45:55.239 --> 00:45:57.559
and all the stuff, but we want to make sure

902
00:45:57.639 --> 00:45:59.760
it takes a while because I want to build the

903
00:46:00.119 --> 00:46:03.440
map with them knowing who they are first, and then

904
00:46:03.480 --> 00:46:06.239
how they work with their team, and then now, how

905
00:46:06.239 --> 00:46:10.000
are we going to impact our others? Within the organization

906
00:46:10.079 --> 00:46:13.960
and the world with what we do that big impact.

907
00:46:14.360 --> 00:46:16.199
So I have to know because I've been with that's

908
00:46:16.360 --> 00:46:18.719
similar work that some of the things that happen is

909
00:46:18.719 --> 00:46:21.920
that you build trust and that help the team build

910
00:46:21.960 --> 00:46:24.559
trust with each other. They're like, oh, that's why you know.

911
00:46:24.639 --> 00:46:27.599
You have analytical in your top five strengths and I

912
00:46:27.679 --> 00:46:30.199
have achiever really top five. So when you ask me

913
00:46:30.280 --> 00:46:32.880
that barrage of questions, it's not that you're trying to

914
00:46:32.920 --> 00:46:34.440
stop me from doing what I really want to do

915
00:46:34.480 --> 00:46:37.039
and get this done. It's that you need that kind

916
00:46:37.079 --> 00:46:39.159
of detail in order to make sense of it and

917
00:46:39.159 --> 00:46:41.639
to be able to make a contribution. And I think

918
00:46:41.679 --> 00:46:44.559
that's really important when when we can help our teams

919
00:46:44.639 --> 00:46:47.159
understand those different dynamics and how we're coming at things

920
00:46:47.199 --> 00:46:49.639
differently because of our strengths, because of our values. And

921
00:46:49.679 --> 00:46:52.440
then I love the idea of that shared mission statement.

922
00:46:52.960 --> 00:46:53.480
Beautiful.

923
00:46:54.199 --> 00:46:56.440
It's really been powerful. It's funny.

924
00:46:56.440 --> 00:46:59.639
It's just that intersection of when you're marketing a brand

925
00:46:59.639 --> 00:47:02.519
and you're creating and messaging for a group.

926
00:47:03.440 --> 00:47:06.079
It's a neat intersection because.

927
00:47:05.840 --> 00:47:08.400
They really get alignment and they and they were part

928
00:47:08.400 --> 00:47:11.679
of crafting it. Yeah, it wasn't that somebody came in

929
00:47:11.719 --> 00:47:14.519
and said, here's you are and here's your mission.

930
00:47:14.599 --> 00:47:16.119
It was like they got to develop it.

931
00:47:16.239 --> 00:47:17.960
Yeah, that's then we able to get out of that

932
00:47:18.159 --> 00:47:22.360
is ownership and we like that. Well this show, Dane's

933
00:47:22.360 --> 00:47:24.519
listened to white people around the world and they often

934
00:47:24.519 --> 00:47:27.199
tune in because they are trying to become better versions

935
00:47:27.199 --> 00:47:29.880
of themselves in some way, whether as individuals, as leaders.

936
00:47:30.000 --> 00:47:32.440
They're trying to elevate the culture of their organization. They're

937
00:47:32.440 --> 00:47:35.199
trying to be really cultivate who they are as humans

938
00:47:35.239 --> 00:47:37.039
in the world of work. What would you like to

939
00:47:37.079 --> 00:47:37.559
leave them with?

940
00:47:39.360 --> 00:47:44.079
Oh gosh, there's so many things. I think. I think

941
00:47:44.519 --> 00:47:47.000
thinking about what is the impact you want to make

942
00:47:47.159 --> 00:47:50.000
in the world, and go do that.

943
00:47:50.719 --> 00:47:52.400
There's only one you to do it.

944
00:47:52.480 --> 00:47:55.960
And if something has been boiling up inside of you

945
00:47:56.000 --> 00:47:59.880
but you've been afraid to do it, use your unique talents,

946
00:48:00.079 --> 00:48:01.719
do it and you will make.

947
00:48:01.800 --> 00:48:03.679
What I call and I talk.

948
00:48:03.760 --> 00:48:06.360
I love to talk about this concept of you're lighting

949
00:48:06.360 --> 00:48:09.719
a little fire that you're building inside you. Like what

950
00:48:09.960 --> 00:48:12.800
you're doing a lease, but then you've got all these

951
00:48:12.800 --> 00:48:14.880
little campfires. If you would look at the United States

952
00:48:14.920 --> 00:48:16.719
and the world, I know you go all over the

953
00:48:16.760 --> 00:48:19.880
world at the campfires you've lit and the impact you're making.

954
00:48:19.920 --> 00:48:22.960
You don't even get to see that, but I want

955
00:48:22.960 --> 00:48:26.039
to leave them with you know, be it's just do

956
00:48:26.199 --> 00:48:28.559
not be more productive, be more you and the way

957
00:48:28.599 --> 00:48:32.079
that happens if you just sharing the impact that you

958
00:48:32.119 --> 00:48:33.039
can bring to the world.

959
00:48:33.719 --> 00:48:34.559
And I love.

960
00:48:34.440 --> 00:48:37.039
Working with different difference makers who want to make an

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impact and they're wanting to work on themselves. And it's

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00:48:40.559 --> 00:48:43.280
not easy work, right, You got to work hard on yourself,

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00:48:43.719 --> 00:48:46.199
but it's so easy when you start doing it and

964
00:48:46.280 --> 00:48:47.760
realizing you're being yourself.

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00:48:49.199 --> 00:48:51.599
What a beautiful way to Finishtana. I'm so happy to

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know you, grateful for our connection, for our friendship, and

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00:48:54.639 --> 00:48:56.079
to be able to share you with my listeners and

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viewers around the world.

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00:48:57.039 --> 00:48:58.679
Thank you for coming on working on purpose.

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00:48:59.079 --> 00:49:00.000
Thank you, Elie.

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00:49:00.480 --> 00:49:02.400
My pleasure to be here today and be a part

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of your amazing show and get to connect with your listeners.

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So thank you.

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00:49:07.360 --> 00:49:09.000
Most welcome. Listeners and viewers.

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00:49:09.000 --> 00:49:10.360
You are going to want to learn more about Dani

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00:49:10.400 --> 00:49:13.079
Williams her work as an executive coach and speaker at

977
00:49:13.159 --> 00:49:16.280
Dani Williams Consulting in her new book the Internal Revolution,

978
00:49:16.360 --> 00:49:19.760
so you can start by visiting her website. It's danawilliamsco

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00:49:20.199 --> 00:49:22.639
dot com. Let me spell that for you. Dana is

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00:49:22.880 --> 00:49:26.280
d A N A Williams w I L L I

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00:49:26.480 --> 00:49:30.760
A M S Coco dot com. Dana williamsco dot com.

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00:49:31.280 --> 00:49:32.800
Last week, if you missed the live show, you can

983
00:49:32.840 --> 00:49:35.280
always catch it be your record a podcast. See you

984
00:49:35.320 --> 00:49:38.800
next week for another educational and nourishing conversation Together, Let's

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00:49:38.880 --> 00:49:41.400
lean in and learn how to create destination workplaces that

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00:49:41.480 --> 00:49:45.119
call forth the best from everyone, build our inspirational leadership capacity,

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00:49:45.320 --> 00:49:47.519
and find ways you to business that betters the world.

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00:49:48.039 --> 00:49:49.079
Let's work on Purpose.

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00:49:51.239 --> 00:49:54.880
We hope you've enjoyed this week's program. Be sure to

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00:49:54.920 --> 00:49:58.559
tune into Working on Purpose featuring your host, doctor Elise Cortes,

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00:49:58.719 --> 00:50:01.920
each week on w fours see why. Together, we'll create

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00:50:01.960 --> 00:50:06.639
a world where business operates conscientiously, Leadership inspires and passion performance,

993
00:50:06.760 --> 00:50:09.519
and employees are fulfilled in work that provides the meaning

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00:50:09.559 --> 00:50:13.360
and purpose they crave. See you there, Let's work on Purpose.