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(01:03): Hey and welcome to a different episode of the Duct Tape Advertising and marketing Podcast. That is John Jantsch and my visitor right now 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 by way of 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 staff 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 might have 4 youngsters. Do you might have 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, however it was fundraising for ladies, particularly as a dad. I might all the time get questions like, oh, is that basically onerous on you? And honestly, they have been approach more durable on their mom than me.
Tiffany Slowinski (02:03): Individuals 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 bought uninterested in it. However any charge, so you might have and your husband have numerous historical past within the franchise business. The truth is, you really labored corporately for a franchise earlier than getting, inform me a little bit bit about your franchise background. It looks like you are very drawn to that mannequin, so you need to assume it is a optimistic mannequin.
Tiffany Slowinski (02:30): Yeah, nicely, with franchises it is like simply do what you are presupposed to and it takes a few of the guesswork out of it. Going into franchises was type 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 depart company America to open a franchise. I opened my franchise and our franchisor requested me to return work for them. So I went backwards and that was in the course of the pandemic. And we had only recently opened our first franchise that yr and we’re having numerous early success. We have been rookies of the yr, quickest rising publication the corporate had seen as much as that time. And they also wished me to return to the company degree and assist do for everyone else what we have been capable of do with ours, which unsurprisingly isn’t 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 people. There are, I am aware of at the least eight. There’s in all probability 100 of these sorts of surveys on the market. I’ve taken Power Finders and Colby and a few of the different ones which can be on the market. Is there one thing about Tradition Index that you simply assume 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 consumer and I had carried out all kinds of surveys, such as you talked about, our CEO was actually massive on that and I, psych background, I all the time discovered them considerably attention-grabbing, 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 type of for a number 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 can be like, oh, we’ve got 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 assume we’re related, however this paper is saying it.
(04:50): This with Tradition Index had much more depth to it. There have been much more potentialities. 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 numerous companies. You have been like, I’ve carried out one million of these items 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 advisor. I am not promoting you a batch of surveys and saying, Hey, here is data in your staff. Good luck with that. I’ve skilled you for an hour. I am there each step of the way in which as a result of you have to discover ways to really put it into observe. In any other case it isn’t price something.
John Jantsch (05:30): I will put you on the spot a little bit bit. Hopefully you might have one that you would be able to pull up shortly. However do you might have a enterprise, a case examine that you have really labored with a enterprise they usually’ve gone by way of the work and carried out the work and listened to you and it is fully modified the staff dynamics?
Tiffany Slowinski (05:45): It modifications past even staff dynamics. It modifications their income. It modifications numerous issues as a result of when you do not have the fitting individuals in the fitting seats that may actually drag down progress, can drag down all the pieces. So once I work with an organization, very first thing I am doing goes in and getting a baseline on the present workers as a result of numerous occasions it is this complete like, okay, we expect we’re good over there, simply assist us with the brand new individuals till you begin working with them. After which it is, oh, possibly we’re not pretty much as good right here as we thought. And I wound up spending really extra time working with them on their present groups than the brand new workers. They all the time take into consideration the brand new workers is what they need, however the actuality is it is actually serving to them outline their present groups. And I’ve seen this one firm I am working with, they moved individuals round a little bit bit. They made some modifications that you’d’ve thought, are individuals going to actually settle for what may really feel like a demotion or when they are going to work principally 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 fallacious seats. John, the outdated adage, you’re taking your greatest 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 could 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 type of setting them as much as fail?
John Jantsch (07:24): Yeah, I usually 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 numerous instances don’t love to steer. Individuals do not wish to delegate. They love the doing. After which there are those that they need to delegate all the pieces. They need to have a staff doing the issues. And generally it is very troublesome as a result of there’s work to be carried out, proper? It’s like, no, you do that and also you do that and also you do this. So is there any kind of, I do not know the fitting trait or time period for this. If someone takes the tradition index or one in every of these index kind 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 possibly make these assumptions?
Tiffany Slowinski (08:14): It is not a mistake. It is serving to placing individuals into the fitting 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 school and say, oh, you are going to be the CEO O as a result of you might have the fitting traits. They nonetheless want expertise.
(08:33): However if you’re seeing early indicators of we have knowledge right here that helps this particular person will likely be good in management in some unspecified time in the future you may assist determine that early. And it doesn’t suggest they get to skip all of the steps, however it’s letting them know, Hey, we see potential in you. Hold tight. Sure, it’s a must to be taught the position. And I do know which may kill you a little bit bit within the meantime, however in the event you work with us and do a very good job, we may quick monitor you. So exhibiting them the opportunity of what the long run may seem like
John Jantsch (09:00): If you’re on the market pitching this generally, and I am certain you run up in opposition to some executives which can be like, yeah, that is one thing we’re presupposed to do, however it’s like the texture great 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 fitting companions. For me, there are visionary profiles and that is type of the enjoyable of generally having the info individuals earlier than I speak to them in that I do not actually need to pitch or persuade them of something. They understand there’s an issue they usually’re proactive they usually need to clear up it. They know there’s individuals points. I’ve but to return throughout an organization that claims we’re 10 for 10 on each worker. It would not occur.
Tiffany Slowinski (09:48): We
Tiffany Slowinski (09:48): Prefer to assume we’re good at this, however let’s be trustworthy, it is actually onerous 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? Properly, they’ve these abilities. So a skeptic, I am actually not going to return into you. After which we’re in all probability not a very good match as a result of sadly a skeptic on the frontline will generally proceed to be a skeptic by way of the method and it winds up hindering issues. We do not get anyplace 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 is not 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 bought these presents and I will work to these, reasonably 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 truth. 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 onerous to work with, however there in all probability are some misconceptions that leaders have. What are a few of the widespread ones that you simply encounter the place persons are both not seeing the best way to use this or seeing it as lower than speak about a few of the misconceptions that you simply encounter?
Tiffany Slowinski (11:15): So generally there is a little bit of an angle of I simply need to pay for one thing to repair this.
Tiffany Slowinski (11:21): Yeah.
Tiffany Slowinski (11:22): And I do not need 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 yr 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 prime down. If there’s not buy-in on the management degree and there is some work to be carried out
Tiffany Slowinski (11:47): At
Tiffany Slowinski (11:47): The management degree, 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 turn out to be one thing that is included down. If we attempt to begin this at a decrease degree, it will by no means infiltrate up. It is too simple to return to our methods. It is too simple to say, nicely, this particular person has this nice resume. I like them. They got here from our greatest competitor. Simply rent them and you’ll take my knowledge and you’ll throw it within the rubbish can as a result of it would 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 type of losing your cash at that time.
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(13:31): So what are you ready for? Gas your progress. Enhance income and save valuable time by upgrading to lively marketing campaign right now. Alright, for instance an instance internally, a staff, 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 only really feel like, Hey, I might like to know every character higher. How would someone, and once more, I do know you are not taking a look at outcomes, however how would someone use the truth that they’ve that data 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 realizing who’s working with them, that is why it is necessary to contain management of a number of ranges as a result of the CEO isn’t essentially spending any period of time with sure individuals within the firm. So I’ve started working with completely different ranges of management, however you realize that someone is much less more likely to take initiative or goes to maneuver a little bit bit slower. You’ll be able to set deadlines, you may ship reminders. You’ll be able to say, I am over my lifeless physique, I am set a reminder, however I will have my admin do this or I will have this different particular person do this. I do know myself isn’t going to do 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 need to make.
(15:05): If this particular person isn’t 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 fitting 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 nicely to accommodate you for the fitting particular person. It is perhaps price it for the fallacious particular person. You are not going to need to spend your time doing that. Easy issues, communication types, someone who desires all the knowledge and asks all of the questions and may be very irritating to somebody who’s a little 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, realizing that particular person’s not going to take to this, so possibly I ought to simply ship three bullet factors in an e-mail and they are going to 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 knowledge? For instance, we’ve got all people. We occur to make use of power finders, and so we’ve got all people really take it, however then we even have them share it with your entire staff with the concept, hey, here is what actually irritates me. Here is how I wish to work, that we get a few of that stuff off. How necessary do you assume 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 optimistic approach. However do you discover that by reinforcing it, mentioning on a regular basis, sharing it really makes it extra helpful? Or is it, do individuals really feel extra weak doing that?
Tiffany Slowinski (16:53): So the necessary factor to notice, there is no fallacious individuals. Something that might be a optimistic, your biggest power may be your greatest weak point, proper? It is cliche, however it’s true. So there is no particular person I’ve but to return throughout him that has all of it. They might be extra geared up for sure roles that they are going to be very ultimate, however there is no one that’s actually good at all the pieces. So I do assume that communication and conserving this entrance of thoughts is necessary as a result of once more, in the event 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 neglect about it. And the place does this actually come up is when there is a dispute or issues do not get carried out or falling by way of the cracks otherwise you bringing in a brand new particular person to coach and also you’re realizing they’re getting skilled the fallacious approach by consistently having this data 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 onerous for someone to say, I am decrease logic. No one desires to assume that about them. However they’re additionally a few of the most passionate individuals who might be superb presenters and cheerleaders in a corporation. I imply, there’s numerous good that comes from being emotional like that, however in the event you’ve bought a low logic and a excessive logic particular person in an argument, they might be principally 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 to perceive their excessive logic. They are going to be a little 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 motive with them higher and have a extra productive dialog.
John Jantsch (18:41): You’re in a singular place the place you’re employed with their partner, so partner and coworker. And there actually are numerous people on the market which can be in that. And there are additionally numerous entrepreneurs the place one could be very entrepreneurial, one is by no means, possibly keep at residence or work in a company job. How usually do you discover that really having {couples} take part in utilizing a instrument like this generates some attention-grabbing insights?
Tiffany Slowinski (19:09): Nearly each firm I am with inside a day of assembly me, they’re surveying their partner and their youngsters as a result of unexpectedly it is like, my spouse, I actually need to be taught extra about that, or My youngsters are driving me nuts. Let’s have a look at what is going on on there. So it is so widespread that even in the event you do not essentially work collectively, you’re employed by way of life
(19:34): Collectively. And people roles can look a little 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, prime 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, though I all the time knew that I do not assume I ever understood the toll that me dragging him round would take. And so I’ve turn out to be far more cognizant of, okay, you may’t skip Christmas, however there’s sure issues that possibly I do not actually need 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 would not really feel like being on. Anyway.
John Jantsch (20:46): So kind of alongside these strains, do you ever discover that folks both strive efficiently or unsuccessfully, so that they undergo this and someone’s in a sure position they usually’re actually nice on the position, however there’s a side of it that they are going to want to be able to progress and it is simply not there and the info exhibits it. Can you utilize a instrument or would you even advise utilizing a instrument to assist someone enhance in an space that’s possibly not joyful to them, however necessary?
Tiffany Slowinski (21:16): Yeah. So it is to not say that we will not modify ourselves in any respect we are able to. And so by way of coaching, schooling, expertise, knowledge, self-awareness, when I’ve people who find themselves self-aware, they’ll 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 cannot acknowledge that in themselves, you then’re simply banging your head in opposition to 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 lately hopped on a name with him, and I used to be considerably stunned, however he mentioned to me, Tiffany, do you assume I ought to preserve working my very own enterprise?
(22:13): And it is kind of uncommon. I checked out his profile, I mentioned, this scares the crap out of you each single day, would 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 extremely danger 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 data 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 data and go, okay, now what can I do about it? Who else is he going to convey into his firm? Are there individuals who may help co-lead with him to take a few of that strain off so he may do what he is good at, however nonetheless produce other individuals there?
John Jantsch (22:51): It is attention-grabbing. I’ve carried out nicely, I’ve carried out 1000’s of interviews, however I’ve carried out a whole bunch. That management is an enormous a part of the dialog. And it is superb how usually the concept of self-awareness comes up as being actually, you may’t cross go and be a frontrunner if you do not have some degree of self-awareness. I am certain you might have found that as nicely.
Tiffany Slowinski (23:15): Yeah. It is integral, proper? You’ll be able to, once more, have nice traits, however in the event you do not realize the way you come off to others, that may be actually difficult. I am an awfully low persistence 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 indignant
(23:43): And I am not likely indignant. I am being direct and making an attempt to get one thing carried out, 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 workers say that to me. You are a little 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 is very 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 a different way as a result of my quest to get issues carried out shortly cannot come at the price of different individuals, really feel like they cannot sustain, and that is actually what’s at play there. I simply transfer very quick and seeing this knowledge factors and realizing they’re by no means going to maneuver at my velocity. Me anticipating that it is driving too onerous, it is creating an excessive amount of friction. So I purposely modify myself to turn out to be extra affected person. Am I all the time excellent at it? No. Nevertheless it’s solely by way of consciousness that I even attempt to put that in place.
John Jantsch (24:46): Completely. Properly, Tiffany, I recognize you stopping by the Duct Tape Advertising and marketing Podcast to share a little bit bit. Is there someplace you may need 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 possibly can go to my web site, staff spark advisors.com.
John Jantsch (25:03): Superior. Properly, once more, I recognize you stopping by, and hopefully we’ll run into you one in every of as of late on the market on the street.
