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Shannon Waller's Team Success

Shannon Waller's Team Success

Auteur(s): Shannon Waller
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À propos de cet audio

 Shannon Waller, author of The Team Success Handbook, has been the entrepreneurial team expert at Strategic Coach® since 1995. Shannon Waller’s Team Success podcasts are a series of insights around teamwork and success that she’s gained from working with entrepreneurs.TM & © 2025. All rights reserved. Développement commercial et entrepreneuriat Entrepreneurship Gestion et leadership Économie
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  • The Real Danger Of Comfort Zones

    The Real Danger Of Comfort Zones
    Nov 6 2025
    Are you still growing as a leader, or have you slipped into comfort mode? In this episode, Shannon Waller explores why ongoing leadership development is essential for entrepreneurial success and how embracing new challenges—and even a little discomfort—keeps you and your team dynamic, resilient, and thriving. Learn strategies for self-disruption, intentional learning, and genuine team growth. Download Episode Transcript Show Notes: Growth-minded leaders don’t coast; when you’re comfortable, it’s a sign to shake things up.​ The world, your team, and your own thinking are changing fast, so staying curious (and humble) is part of the job.​ Notice if energy or creativity feels flat—that’s your cue to try something new, however small.​ Don’t let “status” turn into comfort; keep looking for ways to contribute and stretch yourself, even if it feels awkward at first.​ The best disruptions start with you—not market forces, not your competitors, and not your team.​ Surround yourself with people who challenge you, not just cheer for you. Being in a learning community keeps you fresh and inspired.​ Sometimes, growth means admitting you don’t have all the answers and that’s not just okay, it’s leadership in action.​ If you catch yourself resisting new tech or just sticking to familiar ways, be honest: Is it time for a reset or a break?​ Find mentors and colleagues who will hold up a mirror and gently push you to think again. Trust and safety power real growth.​ You set the tone: when you’re learning and stretching, your team feels invited to do the same.​ Remember, it’s collaboration and care (not perfection!) that make leading a team both fulfilling and effective.​ Try something brand new, even if you’re not great at it. Your own willingness to experiment is contagious.​ If you’re bored or stale, set a bigger goal that excites you (and makes you nervous)—it’s the surest way to pull everyone forward.​ Leadership is about caring—about your people, your clients, and your own development. Resources: KolbeCon Genius Network® EOS® Worldwide No-Drama Leadership by Marlene Chism From Conflict to Courage by Marlene Chism The 4 C’s Formula by Dan Sullivan
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    16 min
  • Teamwork That Actually Works

    Teamwork That Actually Works
    Oct 23 2025
    Are you playing to your strengths—or stuck slogging through steps that drain your energy? This episode explores how organizing and aligning your team’s areas of Unique Ability® can improve productivity and results. Discover practical strategies for visualizing processes, delegating wisely, and creating good handoffs so everyone can do what they do best—and love most—every day. Download Episode Transcript Show Notes: When everyone’s doing what they love and are great at, work feels lighter, faster, and way more fun. This is your chance to make sure every person is running with their strengths, not getting bogged down by tasks that drain them. Don’t get stuck doing things you’re merely competent at—aim to spend your best time in your “unique” zone and support your team to do the same. Owning what you’re not good at is not only liberating, it’s the secret to better teamwork and smarter systems in any entrepreneurial business. Try not to fall into “rugged individualism”; asking for help and relying on your team’s strengths isn’t just smart, it’s essential for real progress. Pick one key process in your business and gather the team to map out each step and who’s responsible—simple changes here can lead to huge improvements. Mapping out your team’s process together can uncover simple fixes and spark big ideas about how things could be easier. If something feels complicated, document it visually; the bottlenecks and opportunities become much clearer, especially when you work as a group. Process mapping isn’t just practical; it can actually be a lot of fun, especially if you break out the whiteboard or some sticky notes. Try to bring a playful spirit to documenting and improving your processes—a little laughter and some big post-its can go a long way, and you might be surprised at how much your team enjoys it. Good handoffs are everything: be clear, be kind, and let others shine instead of white-knuckling tasks you don’t enjoy. When you pass the baton to the person who’s excited to run with it, your whole workflow speeds up and everyone’s energy goes up too. When your team’s strengths line up with their tasks, friction disappears and the impact on your clients and business expands. Watch out for the “delegation death grip”—if you’re finding it hard to let go of a task, you might be holding up the flow, even by accident. Avoid “drive-by delegation”—tossing a task at someone without context or support almost always leaves them confused and slows everything down. Tech tools help, but starting with a simple, hands-on process map makes everything smoother and less stressful down the line. Don’t be afraid to shake things up; swapping roles or trying out new tech tools is just good sense when it keeps your team happy and your systems operating smoothly. Training new team members gets easier with clear, visual guides for how things really work in your company. Process mapping isn’t just for solving problems; it’s your secret weapon for onboarding new people and capturing valuable know-how, so it sticks with your company, not just your current team. Resources: Unique Ability® Kolbe A™ Index Your Business Is A Theater Production: Your Back Stage Shouldn’t Show On The Front Stage The Checklist Manifesto by Atul Gawande The Impact Filter™
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    30 min
  • How Hostage Negotiation Strategies Build Better Teams, with Derek Gaunt

    How Hostage Negotiation Strategies Build Better Teams, with Derek Gaunt
    Oct 9 2025
    Is your leadership style accidentally putting your team on the defensive? When people feel threatened, they stop thinking creatively. In this episode, negotiation expert Derek Gaunt shares how Tactical Empathy®—the same approach used by hostage negotiators—can build deep trust and psychological safety, transforming tough conversations into your greatest advantage for alignment, innovation, and growth. Download Episode Transcript Show Notes: Tactical empathy—the intentional use of emotional intelligence to recognize and articulate another's perspective—is the foundation of every effective negotiation or sensitive leadership conversation. Leaders who default to authority build resentment; team members may comply only at the surface level and secretly resist or seek passive revenge. Trust, instead of authority, generates loyalty, engagement, and team buy-in, empowering members to stretch beyond their comfort zones for a shared mission. Seeking input isn’t just about changing course; it builds “credit” with your team and ensures stronger collaboration and more innovative solutions because people feel known, heard, and included. Any conversation where you “want” or “need” something, even a positive opportunity, makes you a perceived threat because you’re asking someone to leave their status quo and face discomfort. All team members instinctively react to these perceived threats, but if you remove yourself as a threat, team dialogue instantly shifts from defensive to open, innovative, and solution-focused. The C.A.V.I.AA.R.™ mindset (Curiosity, Acceptance, Venting, Identifying, Accusation Audit®, and Remembering) can help you mentally prepare for any difficult conversation, from performance reviews to new growth opportunities. An Accusation Audit—pre-emptively naming likely concerns—can help you reduce resistance and create open dialogue, especially when asking for change or sharing tough news. Labeling and acknowledging emotions (both your own and others’) moves conversations out of reactive mode and into productive solution-finding. Sequencing is key: first, discover perspectives; then, guide with your insights; finally, lead the way to action and accountability. Documenting challenging conversations isn’t just HR best practice—it’s a strategic tool for creating clarity, ensuring accountability, and protecting your company’s culture and momentum. Avoiding tough conversations keeps organizations stuck, while proactively engaging with conflict builds resilience and better results. It’s important to not only know your default conflict personality (assertive, analyst, or accommodator) but to adapt it to connect with different types on your team. True influence aims for a mutually beneficial outcome, unlike manipulation, which is solely self-serving. The highest cost of avoiding a difficult conversation isn’t discomfort—it's the stagnation and misalignment that silently drain your company’s potential. Resources: Ego, Authority, Failure by Derek Gaunt The Black Swan Group Never Split The Difference by Chris Voss What You Need to Know About Tactical Empathy®
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    1 h et 4 min
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