Are you treating your team like a line item—or like your greatest multiplier? In this episode, Shannon Waller shares why a small, smart investment in your team’s self-awareness and capabilities can pay off in better decisions, less drama, and a lot more freedom for you as the entrepreneur.

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Show Notes:

• Investing in your team’s growth is one of the simplest ways to hit bigger goals without working harder yourself.
• Profiles like Kolbe and Working Genius® give team members self-knowledge that leads to greater confidence, mutual understanding, and improved communication.
• When people feel like an investment instead of a cost, they naturally bring more creativity, commitment, and initiative to the business.
• Entrepreneurs who invest in their team create multipliers who run with ideas instead of dependents who wait to be told what to do.
• The right kind of training gives you clear thinkers, confident decision makers, and proactive problem solvers instead of order takers.
• Knowing your team’s strengths and striving instincts makes leadership feel lighter and more natural because you stop trying to force people into the wrong roles.
• Role alignment protects you from one of the most expensive entrepreneurial mistakes: smart people stuck in the wrong seats.
• When team members spend most of their time in their Unique Ability®, your culture gets more energized, collaborative, and attractive to top talent.
• Focusing on strengths instead of fixing weaknesses speeds up progress and keeps your best people excited about growing with you.
• Using profiles strategically shows you exactly where you need complementary capabilities instead of pushing yourself to be good at everything.
• When people are self-aware, they move through tough moments with less drama and more clarity, so the team can stay focused on results.
• Developing “leaderful” team members means people at every level provide direction in their area of expertise instead of waiting for permission.
• Treating people as entrepreneurial partners rather than employees shifts them into owner-like thinking about results and client impact.
• A well-developed team is a safer and more predictable investment than a marketing campaign because you can see the behavior and results up close.
• Capability-building gives you back time as team members take on complex, draining tasks and solve problems without escalating everything to you.
• Networked, interdependent teams allow capable people to act autonomously within clear roles.
• Investing in your team is one of the most powerful retention strategies because people stay where they feel seen, valued, and developed.
• Even simple, low-cost assessments can quickly pay for themselves in better decisions, saved time, and fresh opportunities.
• You don’t need to implement every profile or tool at once; pacing your investments keeps the focus on doing great work, not constant workshops.
• Bringing in experts to deliver assessments and coaching lets you upgrade your team quickly and efficiently without derailing daily operations.
• Building a Self-Managing Company® requires self-managing, self-aware people who are well-trained, trusted, and energized by the roles they play.​

Resources:

Kolbe A™ Index

Working Genius®

CliftonStrengths®

DiSC® Profile

PRINT®

The Predictive Index

Unique Ability®

The Team Success Handbook by Shannon Waller

The Self-Managing Company by Dan Sullivan

Are you holding yourself—or your team—to an impossible standard? In this episode, Shannon Waller unpacks the real differences between high standards and perfectionism. She also explains how to build a culture of confidence, speed, and accountability so your team can deliver great results, move faster, and actually enjoy the process—without getting stuck chasing an unattainable ideal.

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Show Notes:

• Having high standards helps you feel confident and stay clear on what really matters, unlike perfectionism, which can drain your energy and slow you down.
• Perfectionism usually comes from fear—fear of messing up or not being good enough—while high standards come from caring about great results.
• Aiming for “really good” instead of “perfect” will help you get more done, faster, and with less stress.
• The 80% Approach™ is a great way to keep projects moving forward. Instead of trying to do everything yourself or make every detail flawless, take your work to 80% complete and then hand it off so others can add their expertise. It’s an easier, more collaborative way to avoid getting stuck chasing “perfect.”
• It’s all about teamwork, letting go of control, and trusting that “good and moving forward” beats “perfect and stalled.”
• When your team shares the workload and plays to their strengths, things flow better and no one hangs on to tasks out of worry.
• Make your standards clear and explain why they matter. When people understand the purpose, they step up with better quality.
• Don’t worry if things aren’t perfect; mistakes are just opportunities to learn and improve next time.
• Perfectionism is often a habit we inherit; choose to shift your mindset to focus on progress, not perfection.
• Not every task needs your full-on perfectionist energy—save that for what truly matters to you.
• When you combine high standards with smart teamwork and self-awareness, you create a culture where trust and innovation thrive.

Resources:

Kolbe A™ Index

The Gap And The Gain by Dan Sullivan with Dr. Benjamin Hardy

The 80% Approach by Dan Sullivan

Unique Ability®

Multiplication By Subtraction by Shannon Waller

Transforming Experiences Into Multipliers

What does integrity really mean, and how does it change the way you show up for your team? In this episode, Shannon Waller explains why it’s the foundation for trust, clarity, and consistent results in business. She also shares practical ways to align with your true strengths and create teams where everyone can contribute their best.

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Show Notes:

• Integrity isn’t just how you show up for others; it’s about being truly whole with yourself.​
• When you’re honest about what comes naturally to you, everything feels easier and smoother.
• Ignoring your strengths or forcing yourself into a role that doesn’t fit typically leads to friction and drama.
• The more you understand yourself, the more likely you’ll love what you do every day.​
• People you can count on usually know themselves really well; that’s the kind of self-awareness teams thrive on.​
• It’s not always easy, but it helps to be brave enough to pause, check in with yourself, and admit when something just isn’t a good fit.
• Being authentic is contagious. When you’re comfortable in your own skin, your energy supports everyone around you.​
• Exploring who you truly are with profiles and assessments like Kolbe, PRINT®, CliftonStrengths®, and Working Genius® makes your work and your life so much richer.​
• Don’t be afraid to ask for help, use tech, or lean on coaching if you’re figuring out what fits best. You don’t have to do it alone.​
• Feeling whole on the inside makes it much easier to deliver on your promises and build the kind of team everyone wants to be part of.

Resources:

Kolbe A™ Index

Working Genius®

CliftonStrengths®

DiSC® Profile

PRINT®

Myers-Briggs®

Unique Ability®

Are you still growing as a leader, or have you slipped into comfort mode? In this episode, Shannon Waller explores why ongoing leadership development is essential for entrepreneurial success and how embracing new challenges—and even a little discomfort—keeps you and your team dynamic, resilient, and thriving. Learn strategies for self-disruption, intentional learning, and genuine team growth.

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Show Notes:

• Growth-minded leaders don’t coast; when you’re comfortable, it’s a sign to shake things up.​
• The world, your team, and your own thinking are changing fast, so staying curious (and humble) is part of the job.​
• Notice if energy or creativity feels flat—that’s your cue to try something new, however small.​
• Don’t let “status” turn into comfort; keep looking for ways to contribute and stretch yourself, even if it feels awkward at first.​
• The best disruptions start with you—not market forces, not your competitors, and not your team.​
• Surround yourself with people who challenge you, not just cheer for you. Being in a learning community keeps you fresh and inspired.​
• Sometimes, growth means admitting you don’t have all the answers and that’s not just okay, it’s leadership in action.​
• If you catch yourself resisting new tech or just sticking to familiar ways, be honest: Is it time for a reset or a break?​
• Find mentors and colleagues who will hold up a mirror and gently push you to think again. Trust and safety power real growth.​
• You set the tone: when you’re learning and stretching, your team feels invited to do the same.​
• Remember, it’s collaboration and care (not perfection!) that make leading a team both fulfilling and effective.​
• Try something brand new, even if you’re not great at it. Your own willingness to experiment is contagious.​
• If you’re bored or stale, set a bigger goal that excites you (and makes you nervous)—it’s the surest way to pull everyone forward.​
• Leadership is about caring—about your people, your clients, and your own development.

Resources:

KolbeCon

Genius Network®

EOS® Worldwide

No-Drama Leadership by Marlene Chism

From Conflict to Courage by Marlene Chism

The 4 C’s Formula by Dan Sullivan

Are you playing to your strengths—or stuck slogging through steps that drain your energy? This episode explores how organizing and aligning your team’s areas of Unique Ability® can improve productivity and results. Discover practical strategies for visualizing processes, delegating wisely, and creating good handoffs so everyone can do what they do best—and love most—every day.

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Show Notes:

• When everyone’s doing what they love and are great at, work feels lighter, faster, and way more fun.
• This is your chance to make sure every person is running with their strengths, not getting bogged down by tasks that drain them.
• Don’t get stuck doing things you’re merely competent at—aim to spend your best time in your “unique” zone and support your team to do the same.
• Owning what you’re not good at is not only liberating, it’s the secret to better teamwork and smarter systems in any entrepreneurial business.
• Try not to fall into “rugged individualism”; asking for help and relying on your team’s strengths isn’t just smart, it’s essential for real progress.
• Pick one key process in your business and gather the team to map out each step and who’s responsible—simple changes here can lead to huge improvements.
• Mapping out your team’s process together can uncover simple fixes and spark big ideas about how things could be easier.
• If something feels complicated, document it visually; the bottlenecks and opportunities become much clearer, especially when you work as a group.
• Process mapping isn’t just practical; it can actually be a lot of fun, especially if you break out the whiteboard or some sticky notes.
• Try to bring a playful spirit to documenting and improving your processes—a little laughter and some big post-its can go a long way, and you might be surprised at how much your team enjoys it.
• Good handoffs are everything: be clear, be kind, and let others shine instead of white-knuckling tasks you don’t enjoy.
• When you pass the baton to the person who’s excited to run with it, your whole workflow speeds up and everyone’s energy goes up too.
• When your team’s strengths line up with their tasks, friction disappears and the impact on your clients and business expands.
• Watch out for the “delegation death grip”—if you’re finding it hard to let go of a task, you might be holding up the flow, even by accident.
• Avoid “drive-by delegation”—tossing a task at someone without context or support almost always leaves them confused and slows everything down.
• Tech tools help, but starting with a simple, hands-on process map makes everything smoother and less stressful down the line.
• Don’t be afraid to shake things up; swapping roles or trying out new tech tools is just good sense when it keeps your team happy and your systems operating smoothly.
• Training new team members gets easier with clear, visual guides for how things really work in your company.
• Process mapping isn’t just for solving problems; it’s your secret weapon for onboarding new people and capturing valuable know-how, so it sticks with your company, not just your current team.

Resources:

Unique Ability®

Kolbe A™ Index

Your Business Is A Theater Production: Your Back Stage Shouldn’t Show On The Front Stage

The Checklist Manifesto by Atul Gawande

The Impact Filter™

Is your leadership style accidentally putting your team on the defensive? When people feel threatened, they stop thinking creatively. In this episode, negotiation expert Derek Gaunt shares how Tactical Empathy®—the same approach used by hostage negotiators—can build deep trust and psychological safety, transforming tough conversations into your greatest advantage for alignment, innovation, and growth.

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Show Notes:

• Tactical empathy—the intentional use of emotional intelligence to recognize and articulate another’s perspective—is the foundation of every effective negotiation or sensitive leadership conversation.
• Leaders who default to authority build resentment; team members may comply only at the surface level and secretly resist or seek passive revenge.
• Trust, instead of authority, generates loyalty, engagement, and team buy-in, empowering members to stretch beyond their comfort zones for a shared mission.
• Seeking input isn’t just about changing course; it builds “credit” with your team and ensures stronger collaboration and more innovative solutions because people feel known, heard, and included.
• Any conversation where you “want” or “need” something, even a positive opportunity, makes you a perceived threat because you’re asking someone to leave their status quo and face discomfort.
• All team members instinctively react to these perceived threats, but if you remove yourself as a threat, team dialogue instantly shifts from defensive to open, innovative, and solution-focused.
• The C.A.V.I.AA.R.™ mindset (Curiosity, Acceptance, Venting, Identifying, Accusation Audit®, and Remembering) can help you mentally prepare for any difficult conversation, from performance reviews to new growth opportunities.
• An Accusation Audit—pre-emptively naming likely concerns—can help you reduce resistance and create open dialogue, especially when asking for change or sharing tough news.
• Labeling and acknowledging emotions (both your own and others’) moves conversations out of reactive mode and into productive solution-finding.
• Sequencing is key: first, discover perspectives; then, guide with your insights; finally, lead the way to action and accountability.
• Documenting challenging conversations isn’t just HR best practice—it’s a strategic tool for creating clarity, ensuring accountability, and protecting your company’s culture and momentum.
• Avoiding tough conversations keeps organizations stuck, while proactively engaging with conflict builds resilience and better results.
• It’s important to not only know your default conflict personality (assertive, analyst, or accommodator) but to adapt it to connect with different types on your team.
• True influence aims for a mutually beneficial outcome, unlike manipulation, which is solely self-serving.
• The highest cost of avoiding a difficult conversation isn’t discomfort—it’s the stagnation and misalignment that silently drain your company’s potential.

Resources:

Ego, Authority, Failure by Derek Gaunt

The Black Swan Group

Never Split The Difference by Chris Voss

What You Need to Know About Tactical Empathy®

Do you believe shielding your team from tough realities helps them perform at their best? In this episode, Shannon Waller challenges leaders to look beyond good intentions and empower their teams by sharing the whole story. She also explains why trust, transparency, and real challenges, not protection, give entrepreneurial teams the confidence and capability to solve problems and drive growth.

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Show Notes:

• Protecting your team from reality may come from a place of empathy and care, but it limits their growth and independence.
• Trusting your team means giving them the full picture, even when it’s difficult.
• Shielding people from challenges sends a message that they can’t handle complexity or bad news.
• Transparency in leadership invites ownership and responsibility from your team instead of dependence.
• Facing tough situations together builds team resilience and innovation.
• Teams deprived of real information struggle to make strategic decisions and align with company goals.
• True learning, confidence, and capability come from dealing with setbacks directly and adapting.
• Organizing workflow is different from hiding reality; help your team do great work by managing priorities without hiding challenges.
• Entrepreneurial leaders excel when they trust their teams to rise to challenges and participate fully in shaping business outcomes.
• The best leaders share context and invite team input, knowing that creativity and solutions come from everyone, not just the top.
• Real empowerment comes when your team feels capable, included, and trusted with even the hard truths.
• Reflect on when you learned the most: was it when someone trusted you with responsibility or when they shielded you from reality?

  Resources:

  The Great Game Of Business: The Only Sensible Way To Run A Company by Jack Stack