Hello Everybody, Jody Ann Johnson here with the 72nd episode of “Coffee with Jody.” In this episode, we’re going to tie all of the different profiles we’ve been talking about over the last several sessions together. That’s “How to Fascinate”, “Wealth and Talent Dynamics”, “What motivates people in the workplace – The Workplace Motivators. DISC, which is behavioral and StrengthFinders. We’ll be weaving all of these together.
I’ll remind you of what each of them is and why we use them all. I think the most important thing to get is that we use these profiles because we want people to actually be operating from what is a natural self-expression for them. When people are operating from natural self-expression, they’re more powerful, they’re more confident, they’re more authentic and they’re more effective.
Let’s start with How to Fascinate. What we’re looking at is seven different fascination advantages. When you know what they are and develop them, it gives you the competitive advantage. Why, because it allows you to stand out. You’re already naturally operating through two of them.
Here are the seven different ones,
Innovation, which is all about creativity.
Power, which is all about confidence.
Passion, which is about relationships.
Prestige, which is all around excellence.
Then you have Trust, which is about stability.
Mystique, which is about listening.
and Alert, which is all about the details.
Now you have two of these as natural self-expressions, they’re languages in which others read you, and they allow you to stand out. When you really develop these, it will give you that competitive advantage and keep you from becoming a commodity. Identify and develop those advantages, and then insanely deliver on what makes you different.
Sally Hogshead talks extensively about how different is better than better. What makes you different is a combination of those two advantages that sets you apart.
Next, we’re going to talk about Wealth and Talent Dynamics. This profile is where you identify, what has you be in your flow, what game you’re in if you will. Where are you in the eight wealth profiles?
Are you a Creator, which is all about ideas.
Stars, which is about promoting.
Supporters, who get up underneath people.
Dealmakers, who are the one-to-one type, actually negotiating a win-win.
Traders, which know the margins on things.
Accumulators, who are building assets.
Lords, which look to identify the leaks in productivity and profitability.
And Mechanics, who put order to things and automate things to make them run seamlessly.
You’ll have one of those that is your predominant style. On either side of your predominant profile you have what we call the wings that you can actually lean on, if you will, to help you to develop that flow.
Why does it matter? Because when you’re operating in your flow, you’re creating what we call a butterfly garden, rather than going around with a net, trying to catch butterflies. You create a garden that brings butterflies, as a metaphor for opportunities to you.
Money comes and goes but when you are building a butterfly garden, you create wealth and relationships and expertise in knowledge and in energy, that allows more opportunities to come your way.
Next, we’re going to go straight to DISC, which is all about behavior and communication. We have D for doer, directive, dominant, get it done type people, they’re impatient, they want respect.
We also have I, which is influential and inspiring. These are people who want to be liked, but they’re very people oriented where the D is very task oriented.
And then we skip over to S, S is for stable supportive people. I call them salt of the earth.
And then C, which are compliant and cautious people. These are the ones who actually take time to get things done. They want certainty.
Though DISC is a behavioral style profile, it actually helps you to be able to communicate with others better. When you understand what someone’s behavioral and communication styles are you’ll find this knowledge to be great in managing, great in sales, great in marriages, they’re great in understanding our children, friends, so on.
DISC is all about behavior and communication. And you can see how, when we go to recruit for a particular role, we want a behavior style that’s going to be a fit for that.
Now we’ll shift over to Workplace Motivators. Motivators are what drives you, What drives you in your actions and in your behaviors.
There are seven different Workplace Motivators. Unlike many people that think it’s all about money. No, it’s not. Economic is one of the Workplace Motivators, but there’s also Individualistic, which is the want to be known as your own person and be unique.
There’s Altruistic, which is the drive to be helpful. Theoretical pretty self-explanatory. And there’s Regulatory, which is all about doing things the way they ought to be done.
When you know what motivates and drives you, you choose opportunities to be able to excel because they’re more of a natural fit for what drives you. And that’s important because when your drives and motivations are satisfied, it helps to reduce fatigue it drives more passion and interest in what you’re doing, and ultimately gives you a competitive advantage because you’re energized and inspired by it.
I love all of these profiles and I’m particularly fond of the StrengthFinders because this is a shift in the way that human beings have been operating for at least the last hundred years. In that time frame we’ve had school systems and in corporations, focused on what people are not doing well to now focus what people actually do well.
The StrengthFinders work is all about focusing on what people are naturally wired to do, and the ability to do more of that. There’s 34 different themes, and they fall into 4 categories.
Execution, which is all about getting stuff done.
Influencing, which is about leading.
Relationship building, which is obviously about relationship building.
And Strategic thinking. And once we know what our natural strengths are, as a theme they’re kind of raw talent, but if we work on them, we study them, and we practice them, this is where genius lies.
So you can see how all of these different profiles fit together. They assess something different, but they all talk to each other. And ultimately it’s all about people having the ability to work to their potential, to be completely and totally fulfilled and satisfied. And when they are, that creates a competitive advantage on your team.
That’s really why we go into this. We want to make sure that we’re aligning with people’s natural talents, that their business model is aligned with their natural talents, that the people around them are engaged, and that their natural talents are a fit for their role. That gives you a synergistic, competitive advantage that can’t be beat.
If you got value from this, please like it, share it, subscribe to my YouTube channel, where you can have access to all of the videos that are referencing each of these different profiles and lots of other business ideas, concepts, and tools. I’d appreciate it if you subscribed to that channel for me.
And click on the link below to get a white paper, it’s actually an eBook on all of these different profiles with much more depth, and then you’ll understand why this is something you’ll want for yourself and also for all of the people on your team.
That’s it. Bye for now.