In the Anxiety, Stick with DISC, Motivators and EQ

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Hi everyone, and welcome to today’s webinar in The Anxiety Stick with disk, Motivators, and EQ, hosted by HRDQU and presented by Lou Russell.
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My name is Sarah, and I will moderate today’s webinar.
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The webinar will last around one hour.
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If you have any questions or comments, please type them into the questions area on your GoToWebinar control panel, and we’ll answer as many questions as we can during our webinar today. And if you just want to open up that questions box there, just type in a hello where you’re coming from. So you can find out and get used to using that. That message box there for me. and I’d be great.
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And while you’re doing that, I’ll talk about today’s sponsor, which is sponsored by AHRQ store providers have researched based training resources for more than 40 years. Offering learning resources to help retain employees and clients make better decisions, and improve performance and much more. You can learn more at HRD key store data.
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Oh, and I see some, some people chatting in, over here, we have Gwendolen from Virginia Beach, we have, we have AJ from Albany, New York, and Lauren found New York as well.
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Hello, Franke from Oklahoma, Lisa, from Denver, another Lisa from Michigan, Jeff, from Virginia.
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Oh, yeah, that’s at least with us today. We have another Lisa, coming in from Oregon, and Heather from Colorado.
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Hello, everyone. So it looks like we have people from all over today.
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Now I’d like to welcome Lew Russell, today’s webinar Presenter. Russell is the founder, and CEO of Russell, Martin, and Associates, as an executive consultant speaker, and author Lu is passionate about growing companies by growing their people. You’re speaking training, and writing Lou draws on 30 years of helping organizations cheat, achieve their full potential, she inspires improvement in, leadership project management and individual growth.
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Lose upbeat style, and humorous stories about on the ground experiences will give you the passion and tools to improve the bottom line. You’ll be, moving, laughing, participating, inspired, and challenged. Most importantly to Lou, you will learn. Thank you so much for joining us today.
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Thank you so much. I think it gave me a little heads-up on that.
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I think he made me a little bit younger, thank you.
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OK, so can we start, is it time?
2:43
Yes, it is time to start. Excellent, excellent.
2:47
I just would like to say, welcome to everyone in. This is Blue Russell. Like we were just you just heard, I have been a big fan of HRD Cube, big giant fan.
3:01
I’d like to share some thoughts with you today, about a kind of a weird thing.
3:06
So, well, it’s not weird, but, I wanted to think about, as I was putting this together, it’s a little bit like filtered and croissants, right?
3:14
I put a whole bunch of little things together, but, I wanted to start with anxiety, because I do think that people are still, know, they were anxious through all the crazy, and now, we’re not really sure we still supposed to be anxious, or not anxious, or whatever. So, we’re going to hear a little bit about anxiety on this.
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But, I also want you to, too, in the process of that, think about what you can do with disk motivators, and Emotional Intelligence, and how that can help you sort of rebuild back to be the person, and, you know, the clients that you really want to be? That’s how I feel about it. Right. Let’s get back out there.
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We had a lot of crazy, let’s get, you know, let’s get going.
3:58
So, um, and I see that I have attendees still on hold. Should I do anything with that?
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Attendees are here with us. You should be good.
4:11
Does that mean anything? I don’t know how to get it right.
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Check back there. OK, so that’s what we’re going to talk about today, so let’s get started, I’m so excited that you’re here.
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So let’s start with this.
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I just had this quote that I had written in article the other day, and I thought, well, this kinda fits really nicely into that.
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It’s been an up and down ride over the last few years and I hoped that once that was over, right, we would just get back where we were at the start, will be the same People, everything will be perfect? Nope.
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one of the most difficult issues, of course, that has followed us out of koval’s anxiety.
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I also believe, and it’s a personal thing for me, and I’ll explain that in a minute, as well. But I also believe as I’ve been working on this for many, many, many, many kinds of years.
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That’s not.
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It’s not that we sort of learned anxiety and fear, and now we have to sort of get back to, you know, let’s be happy. Let’s get what we want to get. The things like that. Seems like we’re still a little bit, just a gray.
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And we don’t even know what it is yet.
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Now, very shortly, before that, I would say, Like mid last.
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Oh, yeah, mid last for fall, I walked into work, you’re going to love this story.
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When I walk into work, um, and my boss fired me, had no idea, had, no, I can’t get fired. I still don’t understand it.
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And so, for me, the anxiety and fear, it was just, sort of, like, gather up your stuff, and leave.
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OK, I never did that before. I know lots of people do this all the time, but that was not something I had ever done before.
6:06
So, I have been looking at myself in terms of anxiety, and feelings, and using disk, and motivators and EQ, to help me get my confidence back a little bit after that experience, but a year and a half ago.
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So, anxiety, as you can see on this piece of, you know, on the screen, is psychological. We want to make sure we’re defining this correct.
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It isn’t just that you’re shaking all the time, or something like that.
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Anxiety is a psychological and physiological.
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Do you realize that means that you can feel it, it can make you sick, it can, you know, and make you tired, because the physiological into it too, psychological and physiological state, that causes temporary feelings of fear and worry.
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If you never have fear and worry, something is wrong. The terrible thing to say, right? We all have that, right?
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point is, let’s give ourselves a break and also just be in it, you know, just be in it, learn. And so, for the most part, feeling anxious is a normal response to stressful or tense situation.
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That’s what it’s trying to tell you, some.
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Your body is trying to tell you, Anxiety can also help motivate us to anticipate challenges that are getting up, so maybe once we got out a little bit, you’re scared to go places, whatever, anticipate challenges, plan ahead and push through tough times, And this is an interesting thing that I wanted to throw in here, and then we’ll get off this kind of topics.
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Anxiety Disorders Impact People of all Ages, all Genders.
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And approximately, 31% of adults in the United States will experience an anxiety disorder at some point in their life.
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That could be even more now, and people are arguing exit things, ins, and outs.
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And I think part of it also, is that there’s so many people working in the right, the people are a bit isolated, and sometimes that’s a good thing.
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Also, right, so, in this webinar, what I’m going to share with you is, using the TTI Program program.
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I want to show you how you can use this motivators and emotional intelligence Just to get your competence again, and you probably most of you have all the confidence you need, But I like these three disease three helped me to understand, you know, what’s my next step? Where am I going?
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Let’s get go.
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OK, so some stuff stuff should look for, um, in this interactive Live webinar, as we were talking. I’m sharing these three perspectives.
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Just the motivators and EQ.
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It’s very possible that you have heard of this before, I would think you would have the emotional intelligence also would be something that you’ve probably thought of or played with a little bit. If you haven’t, you need to do, and I’m going to show you some of that anyway.
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Then motivators are really Pinterest talking about what motivates people and what motivates people tends not to jump around.
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So what I mean by that is motivators can actually be, that is basically is is, is your thing. I mean, it’s your thing.
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So, changing it within that is incredible.
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So, I’m going to talk about all three, and we’ll share them.
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OK, so, this is, this little picture of this up above, and disk is, as we said, D I S C, it’s not just a word. It’s actually four different parts.
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So, disk is a universal behavior, as you can see.
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And you can see that there’s dominance, which is the red influence, which is the green steadiness, which is the kind of goldfish why I would say is in blue, is statement. Now, I made those up, You can make any. It’s usually D is usually read.
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People are writing down, but put simply, the disk assessment measures how a person does what they do, hate to have what they wanted to do.
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It creates a language to be able to understand yourself, and understand others in terms of behavior.
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I want you to think about a little bit right now. How many of you are just going to write this down.
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How many of you think that you are a, D, that sounds kind of interest. You can do a lot.
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If all those four things, you think dominant is your offer, kind of interesting, or this influence compliance steadiness.
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If you just take a minute and look at your choices up here and figure out, what order would you put those in for review?
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Would you do, why the IASB oh did you move on?
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What would be most popular one for yourself, least popular, one for yourself? None of them are bad bible.
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They’re all by their offline and I’m sure a lot of you who had this profile kind of looked at before.
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And we’ll do a little bit more about that.
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So I wanted you to just think about, kind of what, know what order. You might come out and say yep, I’m a, I’m a, I’m a dominant person. I want results, I want directness. I want, I want to be competitive.
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Um, and maybe, you’re not really good at that, and you’re faking it. I mean, that can happen as well.
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Sort of, to me, it should feel in your body that when you start reading these, you can feel, which one is most important for you.
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Then the one Center Partners.
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So, think about that.
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Let’s get into dominants a little bit. And I love this picture.
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Sometimes I just get pictures, because I think they’re so cool, which is terrible. But that’s what.
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So dominance, which is the D of this, the back or state of being dominant, such as going prevailing or powerful position, especially in the social platform.
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So you’re being dominant, right, The little boys being dominated, which is amazing. It’s an amazing, amazing picture.
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I love it.
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I think it’s interesting when you talk about the this D scanning is dominant.
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That means that, if that’s, you know, you really resonate with, that that’s going to be you, and that’s telling you a story, that I’m dominant, you know, what does that mean?
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It’s the fact or state of being dominant, though, it tends to be controlling prevailing, or powerful position, especially in a social hierarchy. They want to be like the best person in the world, the best person.
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And you might think of other words that are easier for you or that mean more to you that you might feel that, yes, I am, I have some dominance, but I don’t know that I would use some of the words that Lou just said.
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Think about right now, just for setting, pause a minute, and think about when you are doing things that you are being dominant at, how do you feel about what’s good for it, it’s not good for you to make just a couple little notes.
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So it’s a factor state of being dominant, controlling prevailing, powerful position, et cetera, et cetera, and getting up in the line.
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And so this is a crazy picture, But I love the idea that it’s not about how big you are totally about what you manifest in the world.
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So, then, the next one for, for this, is the I D I D, And this is about influence.
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Now, this would be a person who really likes to influence others, were dominant. People, don’t necessarily like to influence others. They just want them to do what they say. Some of that, right?
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So to show you that, even in this, in these four things, they’re so different, but flip together, they, they just make, you know, a great, a great quote, I guess I would say.
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So, this is the power capacity and causing an effect in indirect or intangible way.
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So, this person is that when they’re influencing, they’re trying to get them to come around to them, right? And they’re not coming to this thing, Hey, do this. That’s not how they will be.
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It can also be the power of a reducing effect without exertion.
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Of course, you know, you’re sort of just talking people.
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Let me go back to this for a second first.
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So the power capacity means how you influence power either directly or in tangibly, in that I don’t think that’s a work in a tangible way. And so it really, again, think about it as you’re looking at this. And see that you already just flip that.
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What are you? What do you do to influence people? Are you able to use power?
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Or change things? Is that your way to go? Or are you actually, you know, trying to force people a little bit of time once.
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I’d like you to think of a time when someone was pushing you and what’s tried to change you to do something you didn’t want to do.
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Right? That’s what influences that is whoever that person was was influencing you might be really making you mad, or not, right.
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And of course, with influence, it can be a good thing or a bad, it can be used in different in all of these.
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That’s deal.
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I guess, like this little picture, especially, I live in Indiana, and we really haven’t had winter, winter. So, I guess, we’re going straight to spring, now, right here.
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Now, steadiness is not, basically, this is stain.
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Instead, remember we had the deeper dominance, I won.
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Another word for steadiness is the sense to your work. Why do I want to do this work?
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Direct, or sure, movement, are in position showing little variation or fluctuations stable uniform on welfare.
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Steadiness is it’s gonna stay steady.
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Regardless, the whole place is falling down, around you and you’re going to be the one in the room if steadiness is one of your big thing right and your natural natural thing.
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Then you are going to be standing steady no matter what’s going on, around you. So, that’s the, the third piece is steady.
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Then the last piece, and some people would think, this was a word that’s not very nice, word, not happy or whatever, but compliance compliance is the last …
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and the act or process of trying to a desire demands proposal, regimen or coercion, a disposition to yield to others.
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So this is, compliance, is the basic thing, that I think, compliance is, rules, that you have rules, does it make you feel demanding, or would you rather yield through others. Compliance is about, we have rules.
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These are the rules.
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They may be different for different people. That, there are rules and you stick with.
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So as you think about those, now we have all four, the SNC dominant influence, steadiness and compliance.
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Think about, and you may very well know it already, but think about which one of each of those, you were to put them in order, just for your own activity.
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If you were to put those in, or which would be first, second, third, fourth, what would that? What would that look like?
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And would that surprise, Then start thinking about how you relate to people. And you’ll see how it might line up.
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And I would love to hear from you afterwards. But, by the way, and I’d be happy to add any more questions.
18:21
So, disk is a really good tool for just understanding yourself, seeing yourself. There’s a lot of people, I should say.
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As I’ve done this work, not unusual for someone says, I don’t want to be that person.
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I don’t want that, I don’t want D They would say that. There’s a day. I don’t want to write a review just like that.
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And although, although we have D, I, S and C, when you put it all together, it doesn’t change very much. You have four different things to think about.
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And keep together. That really doesn’t change very much.
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So if you have done this before, you probably have noticed that you all are J done, and you notice you’re doing it again, And if you haven’t tried it, notice that when you start getting into it.
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So that’s enough on this for this. Let’s go into motivated motivators is another way of looking at how you work with others or steps.
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And there’s all the TTI, arbitrary International motivators. Sometimes, it’s also, we might call it. We call it a motivator.
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Sometimes, Sometimes people call it values, but we don’t, is, my personal thing is, I don’t say values.
19:37
Because to beat them, a weird thing for people. They think you’re not on it.
19:42
Yeah, I just, I don’t usually do with values.
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I think motivates, This is about how people, you, and I, we, what motivate.
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So you can see, the most powerful motivation comes from me.
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Within my core values, very, very few people articulate their own values. They don’t see, if you can’t see it, it doesn’t, like all the flag and say, Hey, wait a minute. That was your value.
20:08
We don’t think that we’re sort of Hawaiian on our own, right?
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Few people can articulate their own values in this participant, under this program.
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We can use the six primary motivators and we can show people, if they do our profile.
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They, I can give them a picture of it that says, you know, this is the first, second, third, fourth fifth, But when you’re just doing it in your head, and you don’t have these kind of words with it, is tricky, tricky to see what’s really happening.
20:41
So these are also sometimes is first one.
20:43
Sometimes both workplace motivated, If you ever hear anyone at … WPM, that’s what it means, sounds like a TV show, but it’s not. It’s workplace motivators.
20:55
So let’s go a little deeper into this motivate motivator, or if you want to thought value, is a group of beliefs with a similar underlying pattern or idea that we believe this is the tough part. Are you ready for this?
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We believe. to be fundamentally important.
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Yay!
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What’s that? It?
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What that means is, this is new, fundamentally new, this is about you. So we’d be happy to share that with you as well.
21:27
Um, right, so the motivator helps us determine what is the thing that give us joy.
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That give us back energy per bit.
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We’re like, what, what, why do I choose those?
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That’s because you are motivated to choose the, right, and it’s inside. So it’s kinda hard smell. If someone sends you letters, it stays with you for most of your life.
21:56
If you’ve had a really significant into the, you know, thing happened to you, you might changing up to change your motivators. But motivators tend not to change very much.
22:09
Our strongest motivators provide us with motivation. Right? Because we’re who we’re trying to work in this space, we feel fulfilled.
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We can also see dissatisfaction when somebody thinks that why broke. My motivators are bad or good or whatever. You know, whatever you can get. Really, you can actually be offended by somebody and you don’t even know why, because they’re not like you when they’re violated or more.
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So values can make or break relationship, and you will see, as you work in teams and you’ll have so much load this. When you go back to work, go back to work and see how some people just get, My motivator is this. They will stay.
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This is most important to me somewhere else.
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Me, and dig into the big fight about it. So you will see that on the negative side motivators, or if you want to figure out, you can advance or break relationships.
23:09
Because everyone’s motivators are very important, and personal should be you don’t care.
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When you are working with other people, and they seem like they’re, you know, not feeling very good about what you’re saying. And again, values and motivators. They basically mean the same thing. There’s nothing different about that that’s just different.
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It’s acidic.
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So let’s look at the six motivates.
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Though in the TKI program we do six. You can see them. There are along the left you have theoretical which is about learning and a drive for knowledge.
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Utilitarian, which is for value and ROI drive for practicality. But, to me, utilitarian me then making money. That’s what the value is. Not where you feel if they’re in a very theoretical.
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Esthetic is creative’s and drive.
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The beauty, social, is drive for compassion, and a lot of times, that would be helping up.
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Individualistic means that you need to be the boss, may be the leader drive for uniqueness.
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And then traditional is, you know, this is the way it’s going to be. You’re gonna be like, this forever, drive for unity and for peace. Stay right there.
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Don’t anybody change it, OK. So in that, when you do this profile and if you’re interested, again, reach out to me. When you do the motivator, it will come up with the third week, the six the theoretical, utilitarian, sclerotic, social, individuals’ traditional.
24:45
And it will give you a ranking for each one of those steps and I’m going to show you another thing also about that.
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You were going thank you to that in just a SEC.
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Motivators actually very rarely change.
25:02
So that’s, that’s kind of interesting.
25:07
Your product. And they’ll go. Uh, that’s not right, doesn’t.
25:12
Um, oh well, though you can see my little picture down there and this this quote is so weird. Bloat I’ve ever seen.
25:20
So I put it in here.
25:21
Someday it’s not a day of the week, Janet Daley.
25:25
I don’t even know that says but someday, it’s not a day of the week.
25:31
This means I just put in here for cellular, tell me what you think of me, She’s not resonating with my motivators, but it’s supposed to be in here.
25:40
Let’s go on. Now, this is a deep dive to the motivators. Do you ever wanted to use this with your team?
25:46
And you can see in the very middle, right, you can see those sips: theoretical, just knowledge, military, history, utilizing things well.
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Esthetic is how you feel about your surroundings.
26:02
Social is how you feel about others.
26:06
Individualistic is about out.
26:09
So, you have the, now on the left and right, which is pretty cool, is, there’s, they sort of like, take little pieces of both the edges.
26:20
So, in theoretical knowledge, I can be instinctive the original theoretical, for example, people who are driven by utilizing past, experience intuition, speaking, specific knowledge when necessary. That’s it instinctively instinctive about not like the other side the intellectual. It’s different, but, it’s still part of knowledge.
26:44
So, it’s people who are driven by opportunities to learn, acquire knowledge, and discover of truth.
26:52
So I basically peeled out knowledge with two different sides.
26:59
They’re still theoretical.
27:02
one is more instinctive like, no, pull in and out of their year, whatever. Intellectual is more, I’ve got to find the discovery of the truth. But they’re all day to be part of that knowledge. And this is a little tricky at first, though, if you, if you are working at this at home, looking at this, and want to try this profile, just let me know, and we’ll figure out how we can make that happen. Is this starts to get a little bit deeper?
27:27
So you can see we did another one.
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Let’s go down to the green on the social.
27:35
And social is helping others being done in the middle.
27:40
And on the left-hand side, when your social, it could be that you intentionally talking to people and going after them or whatever, people who are driven to assist others for specific purpose, not just food.
27:54
Then on the other side of the other wall, right, we would have on the brain, is altruistic. People who are driven by the benefits they provide others.
28:03
Those two are pretty, know, they’re almost the opposite right, intentional and altruistic. But they’re all about social, all of that assertion.
28:12
So when you see, if you ever see that again, Are you interested in working with the profile and then you’d get what you want and get. It gave you a motivator if you are interested in doing a motivator profile.
28:26
This is because some of this stuff that you get or from the floor.
28:31
OK, so let’s finish up with my faith day, although I like, of course, emotional intelligence, and I just love emotional intelligence, because it’s so clean and simple, and we can do something about it, right? If we can’t, we don’t have to say, Oh, we’re going to start all over again, or whatever.
28:52
So as you can see, I again have come up with, well, let’s do the middle first, listed in the middle first.
28:58
So EQ is the domain of emotional intelligence.
29:02
Isn’t the domain how to understand emotion, your own, and others, how to understand how to use emotion, well, I should have that understanding of their use emotions over here.
29:18
Same thing. Right, and then managing a motion.
29:22
So, first, I have to understand it, then I have to use it to see if I can do it, and when I get to managing emotions, right? That’s where we’re actually going back now to do something with it.
29:36
And in perceiving emotions, I probably should have said that, the first perceiving emotion, feeling that whatever’s going on, right? And how I think about it.
29:46
I don’t know about you, but there’s times, many, many, When I am in a store, or I’m talking to some, whatever, right? I’m doing something, and I can understand that there’s emotion for it.
30:00
It may not be any of my business. In fact, it probably isn’t any business that I need to just be quiet about it.
30:07
But, I do have a sense of emotional intelligence and emotional intelligence.
30:11
It’s fairly high, because as I see people, Right, I can see how they’re going to look at the left-hand side, where we had understanding others.
30:23
And on this one, we’re talking about social awareness and social work.
30:28
Social needs were used, we’re doing it as a team, are doing it together, then we can get the EQ profile to figure out how great are you at social awareness of radar.
30:43
You wish on the other side.
30:46
It would be about yourself. So now, how great would you be about the awareness of yourself?
30:54
The other one is self regulation.
30:57
So social is on the left, self is on the right.
31:01
Look a little bit more of how that goes.
31:04
Let’s do a phase, actually, a very famous story now, and you’ve probably heard this because long time.
31:13
But this is an example that I always thought was amazing.
31:16
This is the Dolley probably heard about this, Chesley Sullenberger, the third, where he landed on the Hudson River in New York City.
31:27
Because birds flew through the engines and it was an Airbus big play all the fears, all the passengers rescue his life. And his he.
31:37
So kind of like, you know, he doesn’t want to be around people who just wants wetlands. It’s very quiet. He’s, he’s a very still person.
31:46
And he has retired.
31:48
But what’s interesting about it was when he was first interviewed after this, they already basically landed the plane on the water, and look it up. It’s spelled miracle on the Hudson.
32:01
But his response was, I’ve done this million times. I’ve done this hundreds of times.
32:07
And what he’s saying is, I have been practicing.
32:11
I know, I wasn’t a break, and it was just really right every time.
32:20
Yeah, So it’s very interesting. And the chance to he’s written a book, I would highly recommend.
32:26
It is just the very amazing thing. Everybody was one, every every single person.
32:32
So that’s a good example, what Sally didn’t do, right? He didn’t, he wasn’t running around trying to do everything at the same time.
32:41
You follow this protocol. You’ve worked on it forever.
32:45
And he was able to, and this will be talking about an emotional intelligence, which is, a remember, notice and choose.
32:54
The two words are: notice and choose.
32:56
When you feel like you’re body is your intelligence, your emotions are changing with theater for that.
33:07
It gives you the opportunity to learn.
33:10
Notice: Do I want to lose my whole day today, right before notice? Do I get it, or choose?
33:18
You have to do notice in truth, though.
33:21
So anyway, one of my favorite stories and look it up because it really is very cool.
33:26
This is the EQ assessment results that we use that GTI and what’s interesting about these are you can see this is just EQ.
33:34
We also have these from the other motivators in this.
33:38
But this was the one that goes with the emotional intelligence.
33:43
You see it’s a little blurry, but you can see self-awareness.
33:49
Self regulation, I’m going to skip over, then social awareness, social regulation, right?
33:55
Those are basically, kind of what we talked about, And motivation is a funny one.
34:00
We’ve all kind of like, not, like, go around that one, because motivation is just, will I even do?
34:07
And, so, so you could tell, now, as you’re looking at this, just take a minute with the bubbles on the right-hand side.
34:17
You can see how, how much the self-awareness is for this person.
34:25
Um, They had a 70, Ebony is good, it’s within the Amazing area right underneath underneath.
34:33
Then again, the TTI, but if you keep up, Which, So so that was 70, is pretty high.
34:40
If the person was very relatively self-aware, real stuff, where the next one, self Regulation, 43 they’re, you know, they’re kinda going into the dungeon here.
34:52
So this person is not very regularly regulated.
34:57
So if you just think about this person as, there’s five pieces in this first.
35:03
It’s interesting in this person, is self-awareness, is I really am really good at self-aware.
35:10
Bought myself regulation, I’m going to take off and go eat candy. That’s what I do, you know?
35:14
So, so, all, each one of those, have this base, you know, together, that’s what your emotion, you, you are able to manage.
35:24
And apply your emotions by looking at the thing.
35:27
I want to throw myself regulations like I should, right? And the same as the blood of social awareness.
35:33
Social regulation, there, you can see the list here, the self-awareness, and then all the activities and things like that.
35:41
The goal is sick, are actually bought because when using a c-make or there you go, that’s the way it is.
35:50
So, this is a this is a pretty interesting thing, and AQ can change, though you potentially want to do it. You don’t want to do it every day that, you know, if you’re feeling you’re going into a new job or you’re you’re feeling something out of works, you know. You can.
36:08
You can take one of these profiles and it will explain to you.
36:12
What parts are the ones that are lower getting scarier for you or higher than getting better?
36:20
Uh, All right, let’s finish up with Emotional Intelligence.
36:26
Um, so the ways to grow Emotional Intelligence are by you determine your going to, Right?
36:35
You’re going to decide that when an emotional, it’s an emotional thing happen, you’ll notice in two have to have a good, you know, you have to be like having a good day to work, and this is a work day.
36:50
Really work at building that muscle building that emotional muscle.
36:55
You learn how to connect those dots with emotion, and if you connect to someone else’s thoughts that you think, are, this guy’s crazy, or whatever, right? You’re going to make sure that those emotions don’t take over.
37:08
That’s one to reduce and avoid stressful situations.
37:12
Don’t do a love to be in stressful situation.
37:17
But that’s certainly, though, the less stress, the more you’re going to have less stressful situation.
37:25
Then, one of the things that we didn’t have a chance to type a ton about it, but the cool thing about E to the motion is embrace your emotions if you’re in the emotion instead of fighting them and trying to make it that you’ve got going to get it, Right?
37:42
No, sit in it and look at it notice and choose what happens.
37:47
What is what made this step?
37:49
Then you can get calmed down.
37:51
Take responsibility is always good. Think before you act.
37:55
Always, my favorite, demonstrated with humility and humor because being a jerk doesn’t help anyone, and then control non-verbal communication, So one of the things, they were at an E Q. Plus one, and I was teaching that, and it was so funny, because there was a guy there that could not stop is today.
38:14
And everybody knew what he was thinking, If someone said something wrong, this guy, Scorable itself, we need to learn how to grow, in this emotional intelligence, also non-verbal communication, that can be like, you know, wrong people under the bus.
38:29
That’s funny.
38:31
So, that’s about it. I have I really appreciate you spending your time. I’d be happy to talk to You can see the call me, or e-mail me at russell martin dot com.
38:42
Have both of them look their foods like.
38:45
and I also eman fissures, Indiana.
38:47
If you happen to be on demo, that would be really fun to put anything you need if you are you are interested in these profiles.
38:58
I can, you know, work with you on those.
39:00
If you have any questions, I would love to answer any questions that are coming up, or anything like that.
39:07
And so I’m going to turn this back over.
39:09
two are amazing, amazing group.
39:14
And say thank you, but maybe we have some other questions.
39:18
Yes. Wow. We can open it up for questions now. So if you have a question, type it in the questions box, and we’ll answer those for you today. We had a few come through, but first, I’d like to go back to you.
39:31
The quote by Janet Daily that you were speaking of earlier about Sunday is not a day of the week.
39:38
And Debbie had a take on its meaning, and Debbie said, I think it means if you don’t plan when you’ll actually do the thing, you’ll never actually do the thing.
39:50
I love that. That is perfect.
39:54
Good job.
39:55
You win. But that’s so cool. Oh, that’s great.
40:04
And then, let’s see here, we have another question. We had a question come through from Melody a bit earlier in the session today. When you were reviewing the definitions of disk, and the association association with color. And Melody asked, how does this combined with colors? I see you have colors included here in the graph.
40:25
So that’s an interesting bit, so there are profiles that actually, you know, that just have colors.
40:31
That’s how they keep it straight. Sorta.
40:34
I actually, with TTI Product, they tend to look at, they just pick those dollars. Right Dominance is going to be red, influence is going to be steady. This is going to be blue.
40:48
Compliance is yellow, just so they can differentiate.
40:51
There’s none that it sounds like, any better or worse, and whatever. And read isn’t bad.
40:56
That’s something you have to watch out for.
41:01
Then we have a question here from Gwendolyn, who’s asking about, you know, what if you’re a combination that the disk just Yeah, you will be.
41:11
There’s always, you know, it’s not going to be, in general, there won’t be just one thing, right, but there’s also only so much space. But you will get high.
41:25
Usually, so when I have done my last one that I did, I usually have the top two.
41:33
Then I have the, sort of like more, the, the lower one. When you do the profile, you’ll see it.
41:40
It’ll come out to be, you know, the top one is, it is very, hi, and get them to scale than the other ones. You getting smaller and smaller, but you’re always gonna have four.
41:53
And they can be the thing that I’m gonna get to stand in his ****, steady and compliance at the end.
41:58
Like, for me, I’m a moderately done, so I’ll always probably get about Thing for the Blind. Something like that. Yeah.
42:12
Then, going back here to the colors again and Claude Al had a comment and said Interesting observation on the colors as when: one is a D and it is red generally It raises alarms as the color.
42:25
Red dots Yeah Red is a Resin tough color right.
42:29
And this is really way I didn’t pick these colors either the colors that are targeted Training International, but um, but that there’s that is what they’re trying to say.
42:42
No, I mean they really are dominant is red and red is telling other people what to do or whatever, right? So yeah, that the the the colors mean that that’s intentional.
42:59
Then we have another question here from Amy, who asked, How have you felt like you are you are being someone else in a certain situation?
43:12
Yeah. That’s That’s a really good one.
43:17
I would say that, know, the profile’s would kind of show you that, but if you were just thinking about it just on your own, um, the AQ especially, is very much you can fake it.
43:35
Like the EQ, you can thank you can say, I’m you know, I’m going to pretend to be someone else for a little bit while, but like you can’t do that forever. Right? So, you might pretend I’m, you know, I’m really good at EQ. And then, you might, your next side of it might be that, I’m going to pretend to be someone else. Because I would be someone else right now.
43:57
And that, you know, it doesn’t usually.
44:02
Basically yeah, yeah, that’s a good question.
44:07
Then Jen would like to know, Emotional Intelligence can be grown and changed.
44:15
Yes, it can.
44:17
It definitely can. You can practice it.
44:20
It can totally. And if you look at, if you’re interested, I can show you what that looks like.
44:25
But, yeah, me, Q: Emotional Intelligence is, notice and choose that for those, they notice and choose.
44:32
And you can be in a situation where you’re not noticing and you’re intentionally or not choose. So, there’s a spectrum there, Right?
44:40
But, yes, you can, you can totally grow that, and I’ll tell you, when I was, I was in a Basically an institute of Bad situation.
44:49
At some point, then, You know, I remember starting to get crazy. You know, how we get, like, really anxious. We started with Anxious, right?
45:00
And I was really scared. And I had to go back to, no. Notice and choose.
45:05
I mean, I literally laid on those words notice and two.
45:11
Notice what’s happening to me and make the choice. Don’t let other people.
45:17
And you can do it but you have to catch it pretty quick before you go Reptilian than than your app.
45:24
Then, Debbie asks, Debbie says, Is it possible that some people don’t have the sensors, per se, to identify emotions in others? Are you aware of any coping mechanisms for this? Oh, that’s interesting. If you had a very low EQ.
45:40
That would have Right. That would, that would happen.
45:43
Because the norm is not zero It’s probably more in the middle.
45:48
Um, I would, I have been told and I think it’s true because I have done not grade, but I’ve done some of it.
45:58
It’s a practice.
45:59
So you would take, you know, some part of it I don’t know that I’d take all of it, but I would take maybe know.
46:06
Let’s look at you know Dominance or something or whatever, But you can practice it You definitely can you can definitely grow that intention.
46:21
Great. And let’s see here. Do we have any other questions coming through?
46:32
Or it asks, Do you have any tips to help with improving self regulation practice? Self regulation is, no, it’s all about you You get to choose whether you want to regulate or not, and you know these people, right? Everybody knows these people.
46:53
You know the people that jump off the, you know, you’re like, OK?
46:57
They’re always jumping in and that’s out right? So, but those people like we were just talking about the acute You can grow that month.
47:08
You can notice and choose and that’s up in such a single word.
47:13
When you find yourself getting as I call reptilian, which means you know your blood pressure is going up, whatever else If you can catch it quick enough, you can notice and make a choice. You don’t have to go great.
47:26
If you’ve been going crazy for a long time, it’s going to be hard to give that up.
47:32
But, but, yeah, just keep, keep thinking of those two words, notice and choose.
47:38
Then Jennifer would like to know, how do you blend the three of these tools?
47:43
Yeah, they actually, there is a profile that has all three of this motivated and need kit, so you can put that all together. You can have them like this.
47:55
So the nice thing about Charter Trading International API product isn’t you can add on Node, I mean, you can in disk and motivators in the queue them.
48:05
Probably, when I’ve been doing, I do IT leadership Boot camps quite often.
48:12
So primarily, high level IT, new, new players, right, IT people, and they aren’t necessarily always good at notice.
48:24
They, they’re there, and be analytical there, I think people, so that’s what we do at this.
48:30
We will try to get them to not be so if by doing disk first, and then motivators, and then the end in the queue.
48:40
So that they have a more broad perspective of not only themselves, but also the damage done, with other people.
48:51
Right. So yeah. It’s really cool that I think that’s the cool thing about it.
48:56
Is that you you see your your berating, ready, like you’re seeing you see are in curating and it’s horrible and you quit. No, no, you start working.
49:10
So that that’s what makes it really fun. And we do that in our in our future.
49:17
And this next question here from Debbie asks, Does emotional quotient work the same for neuro divergent people?
49:26
Oh, Can you say that again? Doesn’t work.
49:31
Yeah. Does EQ work the same for neuro divergent people?
49:37
I don’t, I can’t answer that because I don’t know enough about that, that domain.
49:42
But I would say that it’s somewhat, the more that you would note, you know, if you just think about nevermind our profiles, and I’ll definitely talk about just now, but what if you just, as a person go, I’m going to spend 15 minutes a day noticing stuff, or noticing just this one person, or whatever.
50:06
I mean, I think you could start from there, and that’s very simple, but that seems like that’s way over my head. And then we have this next question here from Tina, who asks, how can you stay positive and happy when your work environment brings you down?
50:23
Oh, wow. That’s awesome.
50:30
Well, of course, the answer to that is get another job, but you can’t, I know you can’t do that, aye, if it’s a, if it’s an environment that is hurtful.
50:43
And not going anywhere, really tried to get out of that if you can, if it’s possible, and I know there’s money involved in that, so that’s the thing.
50:51
Um, you know, there’s a lot of people, of course, that have gotten to high levels, that really, have no EQ.
51:01
They had money, Right. Or they had whatever it was, they were really good at. They were good at making things.
51:08
And then they get to the top, and they don’t understand people.
51:12
And the most don’t understand themselves, Right?
51:16
They don’t know, so, um, No, getting with other people at work or anywhere else just trying to do the profile’s together would be really you have to be careful, but be, you know, if you’re interested, I would say, Get a little group together. Let me know. We’ll get a group together.
51:36
And see where do you work? Again, notice and choose Where do you want to be.
51:41
You can’t do anything to anybody. I mean, we like to think we can. Do they get to do whatever they want?
51:50
Uh, yeah. But yeah, I think it’s definitely movable.
51:54
And it was really interesting the, like I said, these IT leadership with gift is about IT people. They’re very analytical.
52:04
And for some reason, this is just me being stupid.
52:07
But for Sunrise left, for five years, I’ve been doing, you’d like to leadership, and it’s about making, getting an executive to be, able to notice and choose, basically, right?
52:20
They know all this stuff, and it really is amazing. When their eyes get open.
52:26
Now, when they see, when they see the, what you can do without having to be all scared, or, or, No, I don’t know. You know, be mean to people or whatever you’re doing.
52:39
Is there another way to go there? You can, you can leave people with this Load Choose, right?
52:45
We can be an example.
52:47
And people will come back, I think, sometimes.
52:52
Great. And then we have another question here from Jeff.
52:55
And Jeff asks, how can leaders understand how each person processes differently profiles? The answer to that would be profiles.
53:07
Because you know, when you do a whole group of 15 or whatever, and you can, you can put them together and look at what everyone’s profiles are.
53:17
If you really careful with this business system, you don’t like this by private data, but It can help the group Great.
53:26
No. It really does.
53:27
And then, when the group, if somebody there was, I mean, and this has happened in some of my bluffing, somebody has been a total jerk.
53:37
And then, when the other people are kind of having fun talking about their problem in talking, you know, themselves, they think they can help with data. So they can fix. And I know, that sounds terrible, but, because really, this is all this, is you talking to you, it’s just a different way for you to talk to you.
53:59
You want to stay like that.
54:00
Or do you not want to stay like that?
54:02
And I think the whole bit, a lot of the questions that have been about our leaders, and what if your leaders don’t want to do this? What if your leaders don’t believe in whatever?
54:15
Well, that’s not. You know, leaders are the people who are trying to do the noticing into, those are the ones that are taking care of the people, They’re not in charge of the people, it’s upside down.
54:34
And we have another question here from Mark, who asks, how do I trust my decisions? When I fear making a mistake?
54:44
Fear is the hard work. The fear and anxiety are the same thing.
54:47
I happen to have adapted that lately, and I’m not crazy about it.
54:53
So, when you, when you are in fear, or you are in anxiety, you are going to miss, you’re not there.
55:02
You know, you’re not hearing well, or you’re not seeing, Well, And I did this really weird kind of thing at the end of this year, just recently.
55:12
And, I was very anxious during last year, and I decided that I was not going to do that anymore, and I made a little person in my head, that, that person’s job is just leave me alone and make sure that all my anxious was going away. I mean, I just made this all done little to it.
55:32
Unless you can, The work, but, but, that was kinda cool.
55:36
Um, you know, think about what, what it, just, again, think about you. I think it’s important to start with notice and see what other people are doing and make choices on that first and say, Why would I do that? Why would I not do that? Why aren’t I doing that already?
55:52
Then, choose a take little baby steps and make little persona is if you want in your own little head, which was really kind of fun.
56:03
Know, and do those things and and always, you know In the mind, then?
56:09
you have always say I can do this.
56:12
I mean not necessarily in those words those words me, and that resonate for You, but I can grow that you know I can do that.
56:19
I can or Another thing is I am not doing anything. That’s just as good.
56:26
Right. You have to have both.
56:28
Thanks. That’s a really good question.
56:31
Then we have time here for one more question coming from Alex and Alex asks can you recommend an activity to help teams cultivate EQ?
56:42
Well, I think the: Yeah, I Guess I’ll go from like a Really like a cheap to the whatever if you do the profiles and everyone does the profiles and they look at each other’s together. That’s awesome.
56:56
Right, we’ll get a ton of information So if you are doing a group activity, You know, I would I would go with the do the profile. Let me know.
57:05
I’ll get a feeling for you, um, Then let them see and then if they want They can share with others, which we want them to Make them right?
57:18
Then, you left your head off, when you start to have a team like this, because you’ll start going, Oh, you’re just an influencer, you know? Like, now, they take your words back, and they go, Oh, you’re just an input?
57:31
So I think that’s one thing, But if you also think about it in your own, in your own space, know.
57:38
Don’t don’t necessarily, I’d basically, basically, on my own right now in terms of the work, and I don’t really notice as we doing.
57:53
Because we’re coming to that spot, and I don’t like it, So now, I have this the same thing. I’m saying to you that you would say to me, what am I supposed to be doing?
58:02
Don’t worry about it as much as you think about.
58:07
Seeing first, like notice, I think that’s where I am, I’m still in the middle of it.
58:13
Notice what I’m gonna do, the water method.
58:17
So I think maybe. Maybe you and I are thinking about that.
58:21
Well, great. And then here does bring us to the end of our session today. Thank you so much, Michael, for an engaging and fun webinar today.
58:30
Thank you. I’ve got it quick.
58:36
It was a great way to start off the New Year, and, as always, today’s webinar was sponsored by HRDQ, providers of researched based training resources for classroom virtual and online soft skills training for more than 40 years. You can learn more at HRDQstore.com.

Thank you all for participating in today’s webinar. I look forward to seeing you next week!
58:58
And that’s a wrap for today.
59:00
Thanks, everyone. I appreciate it. Have a great weekend.