Log In
View Upcoming Events
Welcome to another episode of HRDQ-U In Review, where we delve into the world of leadership, learning, and development. In today’s episode, we have the pleasure of hosting Mike Skrypnek, a seasoned business strategist, leadership coach, trainer, and speaker. Join us as we explore Mike’s unique approach to guiding entrepreneurs and industry leaders toward happiness, calm, and love, creating a ripple effect of wisdom and wealth in the world.
Mike shares his wealth of experience, having authored nine books, conducted numerous podcast interviews, and played a significant role in business and philanthropy. In this engaging conversation, he reflects on the evolution of his leadership style and the profound impact it has had on various individuals and organizations.
The conversation then shifts to the changes occurring in the Learning and Development (L&D) space. Mike emphasizes the critical need to integrate L&D training into the mental health and wellness sphere, addressing the challenges of finding qualified trainers who can effectively navigate emotional intelligence gaps in leadership. He advocates for a more holistic and conversational approach that goes beyond traditional methodologies, tackling the root causes of leadership challenges.
Looking ahead, Mike discusses the continuation of his initiatives, such as the UNLimited WORTH Project and UNLimited WORTH Wellness Society. His passion lies in expanding the podcast, reaching more leaders, and fundamentally shifting the mindset of individuals, with the belief that transforming one leader can have a cascading effect on entire companies, communities, and families.
Reflecting on a recent webinar collaboration, Mike shares insights into the unconventional and unexpected nature of the session. Participants experienced a unique blend of disclosure, practical information, and implementable strategies. The relevance of topics such as depression, suicidal thoughts, and childhood trauma to leadership and emotional intelligence becomes clear as Mike unpacks the profound impact on individuals and organizations.
As we transition to a spontaneous Q&A, Mike encourages questions that emerged organically during the webinar. Delve into strategies for getting leaders in the room, the role of HR professionals in teaching emotional intelligence, initiating conversations with leadership teams, and the significance of “highlighting the challenge.” Explore the interdisciplinary nature of a deeper dive into emotional intelligence, touching on anthropology, biology, sociology, psychology, neuropsychology, and even quantum physics.
Join us for a thought-provoking episode as we uncover the layers of leadership, learning, and the transformative power of emotional intelligence with the insightful Mike Skrypnek. Tune in to HRDQ-U In Review for an engaging conversation that challenges conventional norms and inspires leaders at every level.
00:04
Welcome to this week’s episode of the HRDQ-U In Review podcast, where we bring you the latest insights and practical tools for enhancing soft skills training within your organization. This podcast is brought to you by HRDQU.com, and I’m your host, Sarah, the learning events manager at HRDQ-U. And today I have Mike Skrypnek joining me to discuss the really powerful webinar he presented with us last week on
00:32
Profound Leadership through Emotional Awareness. This webinar was extremely impactful, and you could tell from our audience that joined us that it was a really meaningful event for them as well. So thanks so much for joining me today, Mike. I’m glad to be here, Sarah. Thanks for having me. I’m happy to discuss the presentation and more. And so before
00:53
we start to get into the nitty-gritty details here for any folks that are tuning in today that didn’t have the chance to watch the recording yet or join us during the live event of the webinar. Can you tell us a little bit about who you are and what you do and how you got to where you’re at today?
01:11
Sarah, it always is uncomfortable for me to say, but I am a business strategist. I help entrepreneurs, industry leaders, pro athletes, entertainers find their happiness, calm and love. um It sounds rather soft, but it’s the ability I allow them or give them is to share their wisdom and wealth so that they can amplify an entrepreneurial success and make what I call their cosmic ripple.
01:40
As a leadership coach um and trainer and a speaker, I focus on guiding people to help them realize their full potential through inspiration and education about a deeper style of emotional intelligence and social emotional learning. help leaders industry, everyone from the C-suite to executive leadership and all the way to middle managers and frontline employees.
02:07
only by title but a place among peers, your community and family. I’ve written nine books, I have podcasts, I am regularly a guest on podcasts and public speaking and coaching. That long history I have in the business community over a couple of decades uh with philanthropy in mind, they’ve really informed my viewpoint and my leadership style. It makes me uncomfortable
02:38
Talking about myself in that way, but at certain point in life, you’ve done some things. Basically, I know what it’s like to be on that call in the middle of the night or wake up wondering what you’re going do with the business or how to embrace that real great opportunity that just showed up and always worrying, how do I not screw this up?
03:00
So I know what it’s like, you know, in the- Yeah, well, I mean, it’s clear that you have such an impressive background and wealth of experience in this field. And it’s really great to hear your personal story and how you can intertwine that into what you do in your day to day helping folks. Mike, so what changes do you currently see happening in the L &D space right now?
03:28
I see there’s a real want to reach into the area of mental health. Mental health, mental wellness is probably one of the primary focuses in both business and personal life development over the course of, from mid COVID on really, if you think about pandemic influence. It was something that was coming to a head prior.
03:54
What I see as lacking is uh an evolution to a new place. And that’s where I go. So what I mean by that is traditional social emotional learning, emotional intelligence, that work that we’ve done to help leaders uh has been focused on strategies and tactics. Often, follow this, learn this, and you will be better, right? Improving your EQ. But we can’t…
04:24
We can be high EQ people who have gaps that we don’t see coming. These instincts that prevent us or sabotage us, prevent us from reaching our potential, always seem to rear their head even when things are going great. You’re like, what just happened? Those little gaps are gaps deeper within our psyche that are embedded instincts and they’re related to trauma. They’re related to neuropsychology. They’re a deeper piece of the discussion.
04:53
And the biggest challenge is, you know, leaders who are in the L and D fields, training and coaching, have a hard time breaking that conversation open. You know, how do you talk to the CEO of the company about their potential gaps that are based on maybe their childhood traumas? How do you move them in that conversation to actual action and training? And then what the heck do I do about training? I’m not a psychologist. Most people aren’t.
05:22
psychologists in those roles. And so, do you put a psychologist in place? Well, no, because most people in there may not even need that type of or deep level of work. So, you need someone who’s informed at all levels and more able to bridge the conversation at that, what happens behind the scenes with the top dogs. And uh the CEOs, the leaders, everybody who resides in those positions,
05:51
They have a degree of confidentiality and perception of risk that most people don’t. You need to be one of them or understand them. Yeah. It seems like today everything’s all about AI and the push for that. It’s definitely affecting businesses all around. How do you feel that has an impact on EQ? Well, I think we’re ignoring some fundamental
06:20
challenges. AI, you know, I think first of all, let me just say AI is one of the most wonderful tools you can possibly embrace and those who are resisting it are going to be left in the dust. Imagine how you make 10 hours of work into one hour, in fact minutes. I think some of the challenges, the overwhelm that we’re feeling because suddenly AI works so fast. What normally you would have budgeted months to do is done in a few minutes and then you have to deal with it. So I think that might be overwhelming for some. In fact,
06:50
um Some people’s challenge that might be more psychologically embedded uh and likely probably from their childhood experiences uh was that they don’t like change and change gives them a lack of control. And that perceived lack of control that maybe AI or changing technologies always brings to you um creates this uh anxiety and stress and may actually amplify uh
07:20
micromanagement, for example, or overbearing management style. So leaders, you know, tend to, there are gaps, those internal sabotages tend to be revealed in times of transition. um And those create an opportunity for the leader then to address them and level up. You know, instead of looking at it as something that they shouldn’t do or that is a negative or a fault, what we are able to do when we reveal these
07:49
gaps, if you will. I like to call them gaps because it’s simply that. It’s this one piece of the puzzle that you may be otherwise highly emotionally intelligent and yet you still always falter in this one moment, this kind of default mode you’re in. And that default piece, if you just fix that, imagine the potential, right? It’s the thing that subverts your success. And so that’s the attention. The attention goes there to those small pieces that tend to thwart
08:18
a leader’s otherwise good intentions. And so Mike, what exciting things are you up to next? You know, it’s really a continuation. In early 2023, we really kick started something called the Unlimited Worth Project. I mean, it was started in 2022, but we really put some pieces together, added a charitable society to it.
08:43
and the Unlimited Worth Project, Unlimited Worth Wellness Society. We have a podcast. I’ve written the book. uh Our uh training and corporate training is really the biggest opportunity there because now we are able to reach into the minds and the hearts and the boardrooms or locker rooms if it’s sports and green rooms if it’s entertainment into those rooms and work with people who can actually amplify the impact when they’re well.
09:11
They can pass that on and create cultures of wellness as well as cultures of success. And we recently did this webinar together on profound leadership through emotional awareness. And can you share with the key takeaways where for our registrants at that event? Well, one of the, there’s a lot of people who expressed really positive uh feedback. Yet what I also heard was, boy, I didn’t see that coming.
09:40
And, you know, the unconventional approach of what I call disarming the audience through sharing, and that is disclosure of my own personal journey. That particular piece, while it wasn’t anticipated to be the, you know, how things would go, like people went into that thinking, well, I’m going to learn about these tactics and strategies, right? And then suddenly they’re delving into a place that they’re not usually going.
10:09
And what’s odd for them is it’s comfortable. And they’re like, well, if that guy had those things, then my stuff might not be that challenging or maybe there’s a path. And it really opened up, it kind of disarms, engages and opens up people’s minds and attitudes so that they then can accept, you know, what the clear steps and paths to resolution of those things, improvement, and maybe elevation of leadership.
10:38
can happen. So, I think there’s a little bit of that. They’re like, wow, this wasn’t what I expected, but boy, that was interesting. And I really learn now that that stuff is connected because that’s the biggest part of unlimited worth is to understand that there’s stuff that we’ve lived through as we developed from age zero to 25, if you will. And that stuff does stay with us.
11:05
And if there’s some negative pieces in there, they’re the pieces that subvert our success. And so why not remove those and why not address those and understand that it is connected regardless of your age. And so bringing it to leaders, how do we get leaders who might need this training the most to come to the room to give it a moment, to give it to some thought?
11:31
That is the challenge, isn’t it? There is a moment of understanding your room and understanding where you fit. If you were a young, say 34-year-old male uh human resources professional, and you’re walking into your 55-year-old female CEO who’s hard charging type, running a big company with all kinds of concerns, and you’re going to tell her,
12:00
that maybe there’s a problem with her. I don’t know if it’s going to land. So how do you introduce these things? Well, you introduce it by the same way I do, which is disarming, which is creating a relatable subject or counter, which is someone like me in the room, for example, in that incidence. I may be a relatable counter and I’ll be able to share, not in a deprecating way, but in a
12:30
uh You know, an open, plain-spoken disclosure way of some of the challenges that I’ve faced. If you’re younger and you’re not able to bring another person in the room, then what you do is you create an analogy of someone who has similar challenges and identified some things that actually worked for them because they solved some of their kind of negative life experiences. And at the very least, that brings person to the
12:58
Well, maybe there is something, maybe I could work on something. And if you position it in a way that it’s all about elevating, all about improving, all about making one better so that the rest of the company, if you will, or the rest of their peer group or community or family are better, then it’s an enhancer versus there’s something wrong with you, it’s all you. And if you were better, the company would be better. That’s just not the right approach.
13:26
And so how could an HR professional teach this and bring this into their learning and development? Well, I don’t believe if a person is an experienced professional in this area, has uh mileage in this area, that it’s a simple, you can learn it quickly. There’s a part of it that’s lived experience and that wisdom that comes with that lived experience and the knowledge gained from going through it would require someone who has been there.
13:56
And someone who’s been there may be someone like me who comes in and gives a workshop or training and gets that ball rolling and then clears a path. It can be a psychologist or someone who’s trained in these particular things. But again, that seems to be something that puts people’s backs up. Yeah, we’re going to bring a psychologist in to have a conversation about uh emotional intelligence and improving your business. People immediately are going to be
14:24
putting their backs up. So you need to bridge that somehow in a way with someone who is an expert or skilled at having that plain spoken conversation that creates a safe. In the case of, and there’s a real interesting divide, a case of women, there’s a safe space. And with men, it’s a perceived risk free space. And it’s very unique is women often don’t feel safe daily.
14:52
And therefore a safe space is the wording and the phrasing that makes them comfortable. And they’re more apt to be part of that and you create that and make that happen. With men, they rarely perceive safety as their biggest concern, but they always perceive risk, risk professionally, personally, otherwise. And so if you enhance their positioning with a risk-free or low risk scenario, they’re more apt if they perceive that to be engaged.
15:21
It’s a unique thing that I’ve really uncovered over the last couple of years in terms of differentiation. My business mostly used to be high powered CEO, entrepreneur, entertainment level women. It was what, 65, 70 % before the pandemic. And the shift was to men. And there’s a real difference in how people perceive what they call that space that is either safe or risk free. That’s extremely interesting. Just how you kind of
15:51
with the risk and the safe space, feel like it makes total sense. And you know, how would you? I used to talk, sorry to interrupt. I used to talk to men about safe space and it wouldn’t land. Yeah. Because men don’t worry about the safe space. know, because I was using that phrasing with the women in my life all the time. And what ended up happening is the men didn’t perceive that as a problem. So they weren’t even interested. But when you start talking about risk and low risk and risk free,
16:20
It tends to grab men in a different way. And so that’s just an interesting, you know, difference. Yeah. And what about starting the conversation? Like how do you bring this conversation up with the leadership team? Well, that’s, know, starting the conversation is, you know, I think I’d say about a four point, five point kind of strategy. One is highlight the challenge and the challenge is never the challenge.
16:48
the office or at work. It’s always a story, an analogy or a metaphor that is something that sounds very familiar, that positions you, the HR pro or the other leader in the peer group on the same side of the table as the leader you’re trying to move to this decision. um And then what ends up happening is by asking probing questions as you’ve told a story that sounds familiar to their circumstances.
17:15
You ask probing questions, they’ll come to a determination that there might be something that they can do in their own business to improve it. A leader is always thinking, how can I get better? How can I do better? How can get more of my people? Right? And so they’re constantly thinking in the back of their mind, how can I do this? And when they’re triggered to do that, they’ll move. And so that would get them on the right side of the conversation to start with. And then the key is there and it’s not passing judgment.
17:44
Then we move people along. We highlight a challenge. say, this company was going down that road, then this is the futility of it. There’s roadblocks, there’s futility. If we’re able to navigate, imagine the possibilities. Then you also highlight those that have done it wrong and you push the blame. Again, you’re pushing this onto another entity saying, that
18:10
business maybe, you know, yeah, that we all agree that that didn’t go well. And it was due to certain things about that leader. And it’s very easy then to bring up that conversation that maybe are there similarities in our business? And then the next and last step of that is, you know, show a path to what an ideal situation looks like and then how you can get there. And lastly, enlist help. You got to bring in other people because it’s very
18:38
We’re talking about some very personal things. We’re talking about things that may change the dynamic within the office, uh within the peer group. And it always helps to have an objective outsider involved. And during the webinar event, you emphasized how emotional intelligence involves anthropology, biology, sociology, psychology, neuropsychology, and even quantum physics, all of these science terms. Can you talk a little bit more about what that means?
19:07
Well, let’s just remove emotional, we’re talking about mental health, we’re talking about mental wellness, we’re talking about how we’re wired, how our brains are wired and what that makes us do in life. And when we consider that it’s not simply saying, well, this neuropsychologist found that the dopamine that’s moving around our head is the only answer, right? It’s not cold bath your way or ice immerse your way into success.
19:32
there are some challenges and what happens is our brains are formed in a certain way throughout our lives. And for a very specific period of time from 12 weeks to 25 years old, uh we are uh cognitive beings and we’re constantly bringing in information from our environment that ensures our survival. So from a biologic, anthropologic and sociologic way, we have to build
19:59
communities and we have to build our lives and our physicality in a way that passes on our genes. And so, you know, that’s embedded millions and millions of years into our cells and our DNA. But then we take the psychology approach and say, well, how do we undo some of these instincts that are wired to protect us? Because, you know, fighting off a threat in the savanna or outside of your cave or in the forest is not a really good thing in the office.
20:27
I don’t think coming to fisticuffs or fighting off or protecting or running down the hall away from what you perceive as a danger is a good thing. So how do we manage that in a modern society where not every day you’re under constant threat for life? And that’s where the disconnect happens and that’s where the ability to go deeper and understand where these instincts are formed or how they were created and embedded wiring then converts to
20:56
healing or therapy or treatment or understanding and what I call emotional awareness. uh The quantum physics part is once you’re aware, the thing about quantum physics and entanglement is the idea is that two things that are not even near each other, but could be in a different galaxy, can be having the exact same thing happen in an opposite way but simultaneously. What has happened in quantum physics is once you measure it, it seems to disappear.
21:25
So what I’m saying is once you become aware, those connections seem to break apart. And that’s what’s amazing about that process of becoming aware of where those embedded instincts came from. Once you get there and bring them to the surface, they disconnect from the emotion, they disconnect from that default mode, and suddenly they’re no longer part of your life. It’s truly amazing. Fascinating. And so Mike, before
21:54
I let you go today. Can you let listeners know where they can learn more about your work and connect with you? Who’s letting who go really? right. LinkedIn. I’m that’s where my professional social media interfaces is LinkedIn. LinkedIn.com. Mike Skrypnek. can find me there. Follow me on Mike’s Instagram. You know, Instagram. Mike Skrypnek. Again, use my name. S-K-R-Y-P-N-E-K. However,
22:20
The biggest picture that I would like everyone to focus on is Unlimited Worth, the unlimited project, Unlimited Worth Wellness Society, that is unlimitedworth.org. Find the podcast, the book, everything there. Great. Well, thank you so much for your time today, Mike. Oh, it’s my pleasure, Sarah. I’m glad to be part of this and I’m glad to be part of HRDQ.
22:41
And if you have yet to listen to the recording or watch the recording, make sure that you click the link in the description below where you can check that out and you also find all of the information about Mike as well so that you can connect with him there. And we hope you enjoy listening to the HRDQ-U In Review podcast available on all major streaming platforms. If you did enjoy today’s episode, make sure to give us a follow and leave us a review. Thank you all for tuning into this week’s episode of the HRDQ-U In Review podcast brought to you by HRDQU.com.
Listen to this podcast event at no charge with your
HRDQ-U Free Access Membership
Welcome to another episode of HRDQ-U In Review, where we delve into the world of leadership, learning, and development. In today’s episode, we have the pleasure of hosting Mike Skrypnek, a seasoned business strategist, leadership coach, trainer, and speaker. Join us as we explore Mike’s unique approach to guiding entrepreneurs and industry leaders toward happiness, calm, and love, creating a ripple effect of wisdom and wealth in the world.
Mike shares his wealth of experience, having authored nine books, conducted numerous podcast interviews, and played a significant role in business and philanthropy. In this engaging conversation, he reflects on the evolution of his leadership style and the profound impact it has had on various individuals and organizations.
The conversation then shifts to the changes occurring in the Learning and Development (L&D) space. Mike emphasizes the critical need to integrate L&D training into the mental health and wellness sphere, addressing the challenges of finding qualified trainers who can effectively navigate emotional intelligence gaps in leadership. He advocates for a more holistic and conversational approach that goes beyond traditional methodologies, tackling the root causes of leadership challenges.
Looking ahead, Mike discusses the continuation of his initiatives, such as the UNLimited WORTH Project and UNLimited WORTH Wellness Society. His passion lies in expanding the podcast, reaching more leaders, and fundamentally shifting the mindset of individuals, with the belief that transforming one leader can have a cascading effect on entire companies, communities, and families.
Reflecting on a recent webinar collaboration, Mike shares insights into the unconventional and unexpected nature of the session. Participants experienced a unique blend of disclosure, practical information, and implementable strategies. The relevance of topics such as depression, suicidal thoughts, and childhood trauma to leadership and emotional intelligence becomes clear as Mike unpacks the profound impact on individuals and organizations.
As we transition to a spontaneous Q&A, Mike encourages questions that emerged organically during the webinar. Delve into strategies for getting leaders in the room, the role of HR professionals in teaching emotional intelligence, initiating conversations with leadership teams, and the significance of “highlighting the challenge.” Explore the interdisciplinary nature of a deeper dive into emotional intelligence, touching on anthropology, biology, sociology, psychology, neuropsychology, and even quantum physics.
Join us for a thought-provoking episode as we uncover the layers of leadership, learning, and the transformative power of emotional intelligence with the insightful Mike Skrypnek. Tune in to HRDQ-U In Review for an engaging conversation that challenges conventional norms and inspires leaders at every level.
Enjoyed this podcast? Have suggestions on how we can improve? Please take our quick survey and receive a coupon for 15% OFF any of our individual membership plans.
*Instant 15% coupon available upon completion of survey.
Want to learn more? Become an Individual or Corporate member to watch this and hundreds more webinars!
The session highlights how unhelpful instincts are formed, how to identify them, and what steps are needed to resolve them for profound and lasting success, personally and professionally, as community leaders and corporate mentors.
Mike Skrypnek
Mike Skrypnek is the CEO of Grow GET Give Coaching, Founder of the UNLimited WORTH Project, and Executive Director of the UNLimited WORTH Society. He is also an international bestseller of nine books, a keynote speaker, a men’s mental health advocate, a podcast host, and a sought-after business strategist who has shared his insights and wisdom with thousands of passionate, purpose-driven industry leaders.
Mike’s work ignites passion as he helps industry leaders make their cosmic ripple. This impact extends through generations. Healing our past traumas and reforming our subconscious patterns allow us to realize our UNLimited WORTH. When we do, we enjoy happiness, success, and love.
Mike lives, loves, and adventures with his wife, Sherri, and their two young adult children, Madison and Coen, in the beautiful Sea-to-Sky corridor of British Columbia, Canada. You can find them skiing, snowboarding, hiking, mountain biking, paddle boarding, and more in the mountains and on the rivers and ocean just minutes from home, in one of the most beautiful places on earth.
The UNLimited WORTH Project was established to guide leaders to look deeper into those recurring patterns to act and remove subconscious limitations that will unlock their potential. We do this bravely and directly with informed, professional, non-judgmental, expert instruction in a risk-free environment.
Training Tools for Developing Great People Skills
This event is sponsored by HRDQ. For 45 years HRDQ has provided research-based, off-the-shelf soft-skills training resources for classroom, virtual, and online training. From assessments and workshops to experiential hands-on games, HRDQ helps organizations improve performance, increase job satisfaction, and more.
Learn more at HRDQstore.com
How to Manage Your Emotions Customizable Courseware
Gain the tools needed to recognize your emotional triggers, control your emotional and physical responses, and handle others’ emotions, resulting in better communication with supervisors and coworkers and the ability to channel negative energy into more positive and productive activities.
Buy at HRDQstore.com
Increasing Your Emotional Intelligence Customizable Courseware
Gain insights into the source of emotional intelligence and acquire valuable skills for managing your emotions and developing empathetic relationships, empowering you to make more deliberate choices, handle challenging situations and conflicts with ease, and more.
Buy at HRDQstore.comThe HRDQ-U In Review Podcast, brought to you by HRDQU.com, brings you the latest insights and practical tools for enhancing soft-skills training in your organization. As a learning community for trainers, coaches, consultants, managers, and anyone passionate about performance improvement, we interview subject matter experts and thought leaders from recent webinars they presented with us to take a deeper dive into the content they shared and answer all your questions. Join us as we explore new ideas and industry trends, share success stories, and discuss challenges faced by professionals.
The HRDQ-U In Review Podcast is intended for HR and training professionals, organizational development practitioners, and anyone interested in improving workplace performance and productivity.
New episodes of HRDQ-U In Review are released every week.
The length of the episodes varies, but they typically range from 15-30 minutes.
The podcast covers a wide range of topics related to HR and organizational development, including leadership development, team building, communication skills, conflict resolution, employee engagement, and more.
No, HRDQ-U In Review is completely free to listen to.
You can listen to any available HRDQ-U In Review Podcast right on our website at HRDQU.com via our embedded Spotify player on the related webinar page. In addition to our self-hosted option, you can find the HRDQ-U In Review Podcast on many of the popular streaming services, which are listed above.
