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(01:03): Good day and welcome to a different episode of the Duct Tape Advertising and marketing Podcast. That is John Jantsch and my visitor immediately is Tiffany Slowinski. She’s an entrepreneur and co-owner of three profitable franchises along with her husband. Jake is a mom of 4. She attracts inspiration from each her household and profession via Group Spark Advisors. She makes use of data-driven insights to assist companies enhance communication, productiveness, and worker satisfaction. She holds a grasp’s in psychology from Columbia College, enhancing her expertise in management and crew dynamics. So Tiffany, welcome to the present.
Tiffany Slowinski (01:38): Thanks for having me, John.
John Jantsch (01:40): So did I learn someplace it says you have got 4 children. Do you have got 4 ladies? Did I
Tiffany Slowinski (01:44): Learn that? Sure.
John Jantsch (01:46): So do I.
Tiffany Slowinski (01:47): Oh, that by no means occurs.
John Jantsch (01:50): Mine are grown and having infants of their very own now, nevertheless it was fundraising for women, particularly as a dad. I might all the time get questions like, oh, is that basically exhausting on you? And in truth, they have been approach more durable on their mom than me.
Tiffany Slowinski (02:03): Persons are all the time like, wow, your poor husband. I am like, I dunno what you need me to do about this proper now.
John Jantsch (02:10): I obtained bored with it. However any fee, so you have got and your husband have quite a lot of historical past within the franchise trade. Actually, you truly labored corporately for a franchise earlier than getting, inform me a bit bit about your franchise background. It looks like you are very drawn to that mannequin, so it’s essential to suppose it is a constructive mannequin.
Tiffany Slowinski (02:30): Yeah, properly, with franchises it is like simply do what you are speculated to and it takes a number of the guesswork out of it. Going into franchises was sort of the alternative of most individuals in that I opened our franchises with my husband. They’re magazines that we personal and most of the people go away company America to open a franchise. I opened my franchise and our franchisor requested me to come back work for them. So I went backwards and that was through the pandemic. And we had only recently opened our first franchise that 12 months and we’re having quite a lot of early success. We have been rookies of the 12 months, quickest rising publication the corporate had seen as much as that time. And they also needed me to come back to the company stage and assist do for everyone else what we have been capable of do with ours, which unsurprisingly will not be precisely how that works. You’ll be able to’t simply get all people else to do what you do.
John Jantsch (03:37): So the Group Spark Advisors is primarily, you primarily use the Tradition Index survey to work with of us. There are, I am acquainted with at the least eight. There’s most likely 100 of these forms of surveys on the market. I’ve taken Energy Finders and Colby and a number of the different ones which can be on the market. Is there one thing about Tradition Index that you simply suppose makes it significantly efficient for enterprise?
Tiffany Slowinski (04:01): My authentic background with it was in my time working for our company franchise, we have been purchasers of Tradition Index. I used to be the top person and I had performed all types of surveys, such as you talked about, our CEO was actually large on that and I, psych background, I all the time discovered them considerably fascinating, however I used to be by no means so drawn to one thing as I used to be Tradition Index. And for me it was sort of for a couple of causes. One, it simply pegged me and all people round me that I labored with so precisely I might by no means seen something prefer it. A few of these different surveys we took, there’d be like half of us within the room could be like, oh, we have now the identical letters or we’re the identical. However I might be like, I do not perceive it. I do not see it. I do not suppose we’re comparable, however this paper is saying it.
(04:50): This with Tradition Index had much more depth to it. There have been much more prospects. It wasn’t simply your detailed or your social, there was levels of issues and the way these traits performed collectively. The opposite piece is basically what is the differentiating issue? I talked to quite a lot of companies. You have been like, I’ve performed 1,000,000 of this stuff till I begin speaking to them they usually’re like, oh, that is completely different. I am actually a stroll alongside you mannequin. I am a guide. I am not promoting you a batch of surveys and saying, Hey, here is info in your crew. Good luck with that. I’ve educated you for an hour. I am there each step of the best way as a result of you have to learn to truly put it into follow. In any other case it isn’t value something.
John Jantsch (05:30): I am going to put you on the spot a bit bit. Hopefully you have got one that you could pull up shortly. However do you have got a enterprise, a case examine that you have truly labored with a enterprise they usually’ve gone via the work and performed the work and listened to you and it is fully modified the crew dynamics?
Tiffany Slowinski (05:45): It modifications past even crew dynamics. It modifications their income. It modifications quite a lot of issues as a result of when you do not have the appropriate individuals in the appropriate seats that may actually drag down progress, can drag down all the things. So once I work with an organization, very first thing I am doing goes in and getting a baseline on the present staff as a result of quite a lot of occasions it is this complete like, okay, we predict we’re good over there, simply assist us with the brand new individuals till you begin working with them. After which it is, oh, perhaps we’re not pretty much as good right here as we thought. And I wound up spending truly extra time working with them on their current groups than the brand new staff. They all the time take into consideration the brand new staff is what they need, however the actuality is it is actually serving to them outline their current groups. And I’ve seen this one firm I am working with, they moved individuals round a bit bit. They made some modifications that you’d’ve thought, are individuals going to essentially settle for what may really feel like a demotion or when they will work mainly exploding of their mind on daily basis and it isn’t working. No one likes to go to work and fail. And that is what it looks like generally for individuals to be within the incorrect seats. John, the previous adage, you’re taking your finest salesperson and also you make ‘em gross sales supervisor
(07:04): They usually’re awful
John Jantsch (07:05): They usually fail.
Tiffany Slowinski (07:07): And that occurs so much. We take our greatest particular person and we’re like, okay, since they’re actually good at doing the work, let’s make them the chief. And that may be a fully completely different skillset. And you take an individual who’s actually good at what they have been doing and now are they sort of setting them as much as fail?
John Jantsch (07:24): Yeah, I typically discover that there are positively individuals which can be good at doing the work, so to talk. I’m a advertising company in order that do the execution actually in quite a lot of circumstances do not like to steer. Folks do not wish to delegate. They love the doing. After which there are those that they wish to delegate all the things. They wish to have a crew doing the issues. And generally it’s totally tough as a result of there’s work to be performed, proper? It’s like, no, you do that and also you do that and also you do this. So is there any type of, I do not know the appropriate trait or time period for this. If any individual takes the tradition index or certainly one of these index sort of instruments, I imply, are you able to begin to say, oh, you are going to be higher as a frontrunner, you are going to be higher as X, or is that really a mistake to perhaps make these assumptions?
Tiffany Slowinski (08:14): It isn’t a mistake. It is serving to placing individuals into the appropriate roles. So I get it. You’ll be able to’t essentially take an individual with no work expertise in any respect their first job out of faculty and say, oh, you are going to be the CEO O as a result of you have got the appropriate traits. They nonetheless want expertise.
(08:33): However in case you are seeing early indicators of we have information right here that helps this particular person will probably be good in management sooner or later you may assist establish that early. And it doesn’t suggest they get to skip all of the steps, nevertheless it’s letting them know, Hey, we see potential in you. Dangle tight. Sure, it’s a must to study the position. And I do know which may kill you a bit bit within the meantime, however should you work with us and do a very good job, we may quick observe you. So exhibiting them the potential for what the long run may seem like
John Jantsch (09:00): Once you’re on the market pitching this generally, and I am certain you run up towards some executives which can be like, yeah, that is one thing we’re speculated to do, nevertheless it’s like the texture good things. Go forward. What are some skeptical executives? I imply, how do you persuade them the worth of utilizing a instrument like this for each alignment and recruitment?
Tiffany Slowinski (09:22): So it is actually about aligning with the appropriate companions. For me, there are visionary profiles and that is sort of the enjoyable of generally having the info individuals earlier than I discuss to them in that I do not actually should pitch or persuade them of something. They understand there’s an issue they usually’re proactive they usually wish to resolve it. They know there’s individuals points. I’ve but to come back throughout an organization that claims we’re 10 for 10 on each worker. It does not occur.
Tiffany Slowinski (09:48): We
Tiffany Slowinski (09:48): Prefer to suppose we’re good at this, however let’s be sincere, it is actually exhausting as a result of individuals will current themselves a sure approach in an interview course of. Social persons are 4 occasions extra more likely to be employed. Why they interview? Effectively, they’ve these expertise. So a skeptic, I am actually not going to come back into you. After which we’re most likely not a very good match as a result of sadly a skeptic on the frontline will generally proceed to be a skeptic via the method and it winds up hindering issues. We do not get wherever except you are available in with an open thoughts. I ask management, are available in and are available in with an open thoughts that we’re all going to listen to issues about ourselves we do not like. There isn’t any excellent particular person. I’ve needed to swallow a few of my very own tablets about who I’m and when you may embrace that and say, I’ve obtained these items and I will work to these, moderately than spending all my time worrying about like, oh, I am low element, I am a catastrophe at organizing issues, I knew that, proper? So I can have an admin that does these issues for me and never beat myself up with a reality. That is not a power of mine.
John Jantsch (10:55): Alright, so let’s throw the skeptical ones out as a result of they’re too exhausting to work with, however there most likely are some misconceptions that leaders have. What are a number of the widespread ones that you simply encounter the place persons are both not seeing use this or seeing it as lower than speak about a number of the misconceptions that you simply encounter?
Tiffany Slowinski (11:15): So generally there is a little bit of an perspective of I simply wish to pay for one thing to repair this.
Tiffany Slowinski (11:21): Yeah.
Tiffany Slowinski (11:22): And I do not wish to have human involvement simply go cope with the HR director and allow them to do that and it isn’t going to work. I may take your cash, however I will let you know proper now, a 12 months from now, you are going to say, that did not work and I am not going to proceed working with you as a result of that is high down. If there’s not buy-in on the management stage and there is some work to be performed
Tiffany Slowinski (11:47): At
Tiffany Slowinski (11:47): The management stage, and these are busy individuals who produce other issues they should do, but when they make investments little little bit of time upfront, this begins to grow to be one thing that is integrated down. If we attempt to begin this at a decrease stage, it’s going to by no means infiltrate up. It is too simple to return to our methods. It is too simple to say, properly, this particular person has this nice resume. I like them. They got here from our largest competitor. Simply rent them and you’ll take my information and you’ll throw it within the rubbish can as a result of it does not say what you need it to say. And so if you have not labored on this with me, you are not going to have a perception within the product and also you’re sort of losing your cash at that time.
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(13:31): So what are you ready for? Gasoline your development. Enhance income and save valuable time by upgrading to lively marketing campaign immediately. Alright, as an instance an instance internally, a crew, a frontrunner says, I will have all my individuals take this. Even when they don’t seem to be making an attempt to unravel an issue, they simply really feel like, Hey, I might like to grasp every persona higher. How would any individual, and once more, I do know you are not outcomes, however how would any individual use the truth that they’ve that info now to regulate how they convey, modify how they lead, modify how they delegate, even what have you ever seen individuals that basically embrace this do?
Tiffany Slowinski (14:11): Yeah. So figuring out who’s working with them, that is why it is essential to contain management of a number of ranges as a result of the CEO will not be essentially spending any period of time with sure individuals within the firm. So I’ve set to work with completely different ranges of management, however you recognize that any individual is much less more likely to take initiative or goes to maneuver a bit bit slower. You’ll be able to set deadlines, you may ship reminders. You’ll be able to say, I am over my useless physique, I am set a reminder, however I am going to have my admin do this or I am going to have this different particular person do this. I do know myself will not be going to try this. Proper? So in understanding how individuals work, you may modify your self to a level. If these are individuals that you simply worth and which can be doing a very good job, there’s a specific amount of modification to your behaviors that you’ll wish to make.
(15:05): If this particular person will not be doing a very good job is costing the corporate cash, you are making an attempt to show your self inside out to have the ability to work with them. Perhaps this isn’t the appropriate spot for them to be in as a result of it’s a must to take into consideration, as a frontrunner, how a lot can I alter myself earlier than going loopy as properly to accommodate you for the appropriate particular person. It is likely to be value it for the incorrect particular person. You are not going to wish to spend your time doing that. Easy issues, communication types, any individual who needs all the knowledge and asks all of the questions and may be very irritating to somebody who’s a bit little bit of a faster mover, decrease element, adequate to maneuver on. And people two individuals understanding that, okay, let me at the least have some compassion when this particular person’s bombarding me with questions and never flip out. And on the flip aspect, figuring out that particular person’s not going to take to this, so perhaps I ought to simply ship three bullet factors in an electronic mail and they will be extra more likely to reply than making an attempt to ship them one thing that is like 17 pages lengthy.
John Jantsch (16:05): How a lot do you advise individuals to make use of this information? For instance, we have now all people. We occur to make use of power finders, and so we have now all people truly take it, however then we even have them share it with all the crew with the concept that, hey, here is what actually irritates me. Here is how I wish to work, that we get a few of that stuff off. How essential do you suppose it’s that persons are constantly reinforcing and sharing the types of how I wish to work and actually ensuring that hopefully makes use of that in a constructive approach. However do you discover that by reinforcing it, citing on a regular basis, sharing it truly makes it extra helpful? Or is it, do individuals really feel extra weak doing that?
Tiffany Slowinski (16:53): So the essential factor to notice, there is no incorrect individuals. Something that might be a constructive, your best power is also your largest weak spot, proper? It is cliche, nevertheless it’s true. So there is no particular person I’ve but to come back throughout him that has all of it. They might be extra geared up for sure roles that they will be very perfect, however there is no one who’s actually good at all the things. So I do suppose that communication and preserving this entrance of thoughts is essential as a result of once more, should you take a look at it as soon as, oh, that is so cool. John’s similar to this. We’ve this in widespread, however on this approach we’re completely different. You are going to overlook about it. And the place does this actually come up is when there is a dispute or issues don’t get performed or falling via the cracks otherwise you bringing in a brand new particular person to coach and also you’re realizing they’re getting educated the incorrect approach by continuously having this info on the market and being bolstered and speaking about it.
(17:48): There’s completely different logic is one which I take a look at, and that might be actually exhausting for any individual to say, I am decrease logic. No one needs to suppose that about them. However they’re additionally a number of the most passionate individuals who might be wonderful presenters and cheerleaders in a company. I imply, there’s quite a lot of good that comes from being emotional like that, however should you’ve obtained a low logic and a excessive logic particular person in an argument, they might be mainly talking a distinct language. They can not relate to why are you so upset proper now? And why are you so calm? That is suspect, what do you simply not care? And that may trigger arguments. So that you simply even be capable of perceive their excessive logic. They’ll be a bit bit colder. That is not a mirrored image on me that claims one thing about them and never me. You’ll be able to purpose with them higher and have a extra productive dialog.
John Jantsch (18:41): You might be in a novel place the place you’re employed with their partner, so partner and coworker. And there definitely are quite a lot of of us on the market which can be in that. And there are additionally quite a lot of entrepreneurs the place one could be very entrepreneurial, one is by no means, perhaps keep at house or work in a company job. How typically do you discover that really having {couples} take part in utilizing a instrument like this generates some fascinating insights?
Tiffany Slowinski (19:09): Nearly each firm I am with inside a day of assembly me, they’re surveying their partner and their kids as a result of swiftly it is like, my spouse, I actually wish to study extra about that, or My children are driving me nuts. Let’s have a look at what is going on on there. So it is so widespread that even should you do not essentially work collectively, you’re employed via life
(19:34): Collectively. And people roles can look a bit completely different in a family than a enterprise. However in my case, with my husband, a few of this was so apparent, I am tremendous social. Off the charts, social, high 1% of people strolling the earth, he’s low social. This can come of no shock to both of us. We each know this about one another, however now once I’m dragging him to the nineteenth occasion of the weekend, he can take a look at me and he’ll say, Tiffany, I am low social and that is draining my battery proper now and I can not simply inform him to close up anymore as a result of the info says it. He is proper. So it’s helped me to be, although I all the time knew that I do not suppose I ever understood the toll that me dragging him round would take. And so I’ve grow to be far more cognizant of, okay, you may’t skip Christmas, however there’s sure issues that perhaps I do not really want you by my aspect, it is doing you no good. Let me allow you to sit this out as a result of he’ll be a a lot happier human and he’ll be extra productive at work on Monday if I let him skip out some barbecue on a Sunday afternoon that he does not really feel like being on. Anyway.
John Jantsch (20:46): So type of alongside these strains, do you ever discover that individuals both attempt efficiently or unsuccessfully, in order that they undergo this and any individual’s in a sure position they usually’re actually nice on the position, however there’s a side of it that they will want to be able to progress and it is simply not there and the info exhibits it. Can you employ a instrument or would you even advise utilizing a instrument to assist any individual enhance in an space that’s perhaps not joyful to them, however essential?
Tiffany Slowinski (21:16): Yeah. So it is to not say that we won’t modify ourselves in any respect we are able to. And so via coaching, schooling, expertise, knowledge, self-awareness, when I’ve people who find themselves self-aware, they will extra simply say, okay, I am not precisely exhibiting management traits right here. In some methods, what can I do to work on that? I can see now precisely the place that is wanted. But when they can not acknowledge that in themselves, you then’re simply banging your head towards a wall. So there’s completely methods we are able to all enhance. It simply goes to ask how far, I had a enterprise proprietor not too long ago hopped on a name with him, and I used to be considerably shocked, however he mentioned to me, Tiffany, do you suppose I ought to maintain operating my very own enterprise?
(22:13): And it is type of uncommon. I checked out his profile, I mentioned, this scares the crap out of you each single day, does not it? He is like, yeah, I am like, you do not like this? He is like, no. I am like, yeah, you are a very threat averse particular person. That is actually uncomfortable for you. So he is acknowledging that in himself, and if he is even requested me that, okay, so some individuals may take my info and go, oh, this simply says I am a nasty chief. I am not going to concentrate to that. Or they might take a look at that info and go, okay, now what can I do about it? Who else is he going to convey into his firm? Are there individuals who might help co-lead with him to take a few of that stress off so he may do what he is good at, however nonetheless produce other individuals there?
John Jantsch (22:51): It is fascinating. I’ve performed properly, I’ve performed hundreds of interviews, however I’ve performed a whole bunch. That management is a giant a part of the dialog. And it is wonderful how typically the concept of self-awareness comes up as being actually, you may’t go go and be a frontrunner if you do not have some stage of self-awareness. I am certain you have got found that as properly.
Tiffany Slowinski (23:15): Yeah. It is integral, proper? You’ll be able to, once more, have nice traits, however should you do not realize the way you come off to others, that may be actually difficult. I am an awfully low endurance particular person, and so understanding now that I feel earlier than I communicate, I am a fast mover that there is occasions I can come throughout as offended
(23:43): And I am probably not offended. I am being direct and making an attempt to get one thing performed, however realizing the expertise of the particular person on the opposite aspect is she’s mad at me. And it is like, oh, I’ve had staff say that to me. You are a bit scary generally. I am like me, proper? However with experiences come, wow, that might be perceived as scary, and I do not like listening to that about myself. And it’s totally simple, once more, to simply say, I am not scary. You are loopy. But when persons are telling me that, then I must behave in another way as a result of my quest to get issues performed shortly cannot come at the price of different individuals, really feel like they can not sustain, and that is actually what’s at play there. I simply transfer very quick and seeing this information factors and realizing they’re by no means going to maneuver at my pace. Me anticipating that it is driving too exhausting, it is creating an excessive amount of friction. So I purposely modify myself to grow to be extra affected person. Am I all the time excellent at it? No. However it’s solely via consciousness that I even attempt to put that in place.
John Jantsch (24:46): Completely. Effectively, Tiffany, I admire you stopping by the Duct Tape Advertising and marketing Podcast to share a bit bit. Is there someplace you would possibly wish to invite individuals to attach with you and discover out extra about your work?
Tiffany Slowinski (24:55): Completely. You’ll be able to join with me on LinkedIn, Tiffany Slosky, or you may go to my web site, crew spark advisors.com.
John Jantsch (25:03): Superior. Effectively, once more, I admire you stopping by, and hopefully we’ll run into you certainly one of as of late on the market on the highway.