Presence Archives - Page 25 of 53 - How to be Awesome at Your Job

Pete Mockaitis
Well, I’m really excited to dig into your wisdom but, first, I want to understand, you’ve got a secret music album project you’ve been working on. What’s the story here?

Todd Henry
I’m really curious how you even know about that because I’ve only mentioned it very briefly, like a couple of times but, yeah.

Pete Mockaitis
We have a prompt on the form when you booked the interview that says, “Tell us something nobody knows about you.” I stole that from Lisa Cummings, her Strengths podcast. It’s like I’m so thrilled.

Todd Henry
I guess I told you then I guess that’s how it happened. I don’t even remember that. Okay, yeah. So, I think maybe we talked about this the last time I was on the show, but I have a background in the music business. I spent a handful of years after college playing music and traveling and all that, and then, frankly, kind of put that on the shelf for a number of years.

And then, for whatever reason, about seven months ago, right before COVID, I picked up my guitar and I just started writing songs again. So, it’s been a really fun, what I call unnecessary creating project, that’s what I call that discipline, is having something in your life you’re creating that’s not your work, something that’s not about you, it’s not about your clients.

So, for the last handful of months, I’ve been putting together a music project, which is just kind of fun, which, by the way, is for my ears only, and maybe like family and select friends so it won’t be coming to a Spotify app near you anytime soon. But it’s just been fun to really explore that side of my creativity again after 20 years. And, to be frank, I’m like really blown away at how different it is recording now versus 20 years ago. What I can do now in my home office is the equivalent of what I would’ve spent 20 grand on in a studio 20 years ago just because of what’s available, app-wise. So, it’s pretty cool.

Pete Mockaitis
Oh, yeah, that is wild. I love playing that stuff, like the iZotope RX7, 8 is out now, just a few days ago in terms of…well, we can dork out. But I think it sets the stage well, like, hey, your expertise is creativity but your latest book is called The Motivation Code. Kind of what’s the connection or how did you scooch on over into the realm of motivation?

Todd Henry
Yeah, this was a very unexpected book for me to write, not just in terms of people who read my work but for me, it was very unexpected. About four years, a friend of mine, Rod Penner, who was a veteran of a management consulting firm, he had left the firm several years before but I didn’t know what he was working on, and he just reached out to me, he said, “Hey, I want you to take this motivation assessment I’ve been working on.” That was in 2016.

And I don’t know about you, Pete, but I’m sort of one of those guys who kind of roll my eyes whenever I hear, “Oh, here’s an assessment you should take,” because I always think like those quizzes in magazines are something like, “Which Harry Potter house are you a part of?” Like, that’s what I always kind of think, I’m like, “Okay, whatever.” And he’s like, “No, no, no, this is different. You need to take this.”

And so, I did. And, frankly, what I discovered completely blew my mind. I mean, it just really, really amazed me how accurately this assessment described things like why I make the same mistakes over and over again in my life, why some tasks are unbelievably energizing for me, and other tasks are complete drudgery. Like, I would stay up four nights in a row until 1:00 in the morning to do some things, but then you ask me to file some paperwork, and it’s like it’ll take me three minutes but I’ll put it off for a week and a half.

I mean, just all of these patterns why I succeed in some leadership roles and I fail in other leadership roles, all of these patterns were just laid out before me. And this assessment was called The Motivation Code Assessment. And so, I thought, “I’ve got to figure out a way to get this into the world, to get this into other people’s hands,” because it really transformed so much about the way I see my day-to-day work, and I wanted to do that for other people as well.

The only problem was I was in the middle of writing a book at the time called Herding Tigers that came out in 2018. So, I’ve been working on this book in the background for about four years. And over the course of that four years, as I dove into the research, realized that this motivation code assessment is based on over 50 years or research, started in the 1950’s and 1960’s, and the outcropping of that work has been developed into this assessment by a team of PhDs and researchers over the course of the last several years, and then I became involved in 2016, and we started working on putting together a book to try to bring this to market, and now the book is available.

So, it’s been a long time coming and an expected twist but it’s kind of one of those things, I’m sure you’ve had this happen to you, where when you come across something that is so unbelievably transformative, you just want to tell everybody about it. And that’s exactly what happened to me with this research.

Pete Mockaitis
Well, that is exciting in terms of, aha, the scales have fallen from your eyes, and you see and recognize patterns and explanations for what’s going on there. And, indeed, I suppose why you can accomplish some things quickly and go late into the night and other things if they’re really in a short of amount of time, you’re dragging your feet. Boy, I’ve had that same experience. And I imagine, when it comes to creativity, that’s huge with regard to, “Are you motivated to put in that time to do that in excellence? Or are you just sort of like, ‘Yeah, well, you know what, I guess this is a job and I’m contractually obligated to crank it out, so I guess I’ll do that now.’” And it shows up in both how rewarding you feel and meaningful as well as just how much you put in, and, ultimately, the quality of the work product.

Todd Henry
Right. Exactly. And we tend to think of motivation as being a binary thing, “Either I’m motivated or I’m not,” right? But what we’ve discovered is it’s actually where you get your motivational energy, that there are different flavors of motivation, or as we call them, there are 27 different themes of motivation, 27 different ways you can get your motivational energy. And when you’re consistently operating within your top motivational themes, or what we call your motivation code, you are more engaged, you are more creative, you will put more discretionary energy into the work because the work itself is giving you energy. You’re engaging in work that’s not draining you of energy. Instead, it’s giving you energy, it’s feeding you energy, which is a very different way, by the way, of thinking about motivation.

This is not the traditional way that we think about being motivated. We just need to get motivated. You just need to psych yourself up. You just need to go out there and make it happen. Well, the reality is often we’re working against the way that we’re wired when we try to amp ourselves up, we try to motivate ourselves. But if we understand those themes, if we understand what it is that really drives us, we can structure our lives and our work in such a way that we’re approaching it according to where we get our motivational energy, and that completely changes the calculation.

And the other thing we’ve discovered is that when you are operating, to your point about creativity, Pete, when you’re operating within your motivation code, you’re more likely to experience this phenomenon that we call flow, that Mihaly Csikszentmihalyi developed and made popular. And flow is that state where you kind of get lost in your work, where the work is challenging enough to kind of keep you engaged but not so challenging that you lose your interest in it. And we’ve all had those moments where we just get lost in the work, where we forget time and we’re just complete.

Well, what we discovered is that there’s a pretty high degree of correlation between operating in your core motivations, those top three motivations, and experiencing flow in your day-to-day life, which is when you kind of have that sense of getting lost in your work. And, of course, that’s going to lead to better work when you experience that phenomenon.

Pete Mockaitis
That’s good. That’s good. Well, so that all adds up conceptually. Could you maybe share a specific story of someone who they came to a new discovery via the motivation code, and then, wow, suddenly things were different? They tapped into something big that made a real impact in their work and life.

Todd Henry
Yeah, I’ll give you the example that I’ve been sharing pretty liberally because the example is me, and I’ll tell you how discovering this affected me. So, my top three motivations, my motivation code, are make an impact, meet the challenge, and influence behavior. Meet the challenge is pretty significant. So, make an impact, my number one, is related to the fact that I need to see the direct impact of my work. I have to be able to see that what I’m doing is leaving a mark on the world around me in some capacity.

Number two is meet the challenge. That’s a pretty close second to make an impact. So, here’s an example of how this helped me understand something that was going on in my life. So, in my entire adult life, Pete, I have probably played a grand total of maybe five hours of video games, since I was like 22 years old. So, I’m now 47.

And then about a year and a half a year ago, maybe two years ago, my son introduced me to a game called Fortnite. Are you familiar with Fortnite?

Pete Mockaitis
Oh, yeah, I’ve played Fortnite. I played some Fortnite today, Todd.

Todd Henry
Okay, there we go. All right. So, for those who are not initiated, like Pete and I, Fortnite is a game where basically you’re dropped onto an island. You have to basically discover resources and find weapons, and then you have to eliminate other players. And the goal is to be the last person standing or, as they call it, to achieve Victory Royale. So, you want to be the last person standing on the island.

So, what’s great about Fortnite is that it’s challenging, it’s really difficult because you’ve got a hundred other players all of different skill levels. It’s predictable in that there are some pretty clear parameters, but it’s also random because what you do depends on what other people do within the game. And it’s pretty easy to just jump right back in if you get eliminated, so it’s easy access. And then it’s also finite. Like, each game, maybe if you play the entire game, it lasts about maybe 20 minutes, 18 to 20 minutes. So, it’s a really short defined thing.

Well, for somebody who’s wired to meet the challenge, Fortnite is like a narcotic. And let me explain why. So, my son introduced me to this game, he’s like, “I think you might like it. You should try it.” So, I loaded it up on my iPad, and I dive onto the island, and I land, and I think I lasted, like, I took two steps and, boom, I was gone. I was eliminated immediately, right? I was like, “That’s stupid. Play again.” So, I immediately go back into the game. This time I think I lasted maybe like 10 or 15 seconds. By the end of the night, I’d made it like maybe into the top 75.

So, I keep playing this game, and I’m getting better, and I’m getting better, and I’m getting better. And, finally, about a month and a half later, I’m sitting on the couch, my wife is beside me doing something completely ridiculous, like unproductive, like reading a book or something while I’m sitting here playing Fortnite, and so I let out a little whoop. I just achieved my first Victory Royale, Pete. I let out a little whoop, and my wife said, “What happened?” And I explained to her, and her exact response was, “Way to beat that 7-year old, honey. Way to go. Good job.” I’ve never felt so small in my life.

But for somebody wired to meet the challenge, here’s why Fortnite is really dangerous. When I am doing a long-arc project, like let’s say writing a book, that might seem like a challenge to somebody who’s never written a book before, but for me that just looks like a big long-arc project. Something that’s due in a year does not feel challenging to me. It doesn’t feel like an imminent challenge that I need to tackle. So, it’s really easy for me, when I’m working on something like a book project, or something else with a long timeline, it’s easy for me to say, “I’m going to go find something right now I can do that’s  going to feel like a challenge for me.” Fortnite feels like a challenge for me. That’s a distraction that I could easily jump into but there are any number of other things. There are little projects, little things I could be doing that feel like challenges to me right now but are a distraction from the longer-arch work I need to be doing.

So, do you know what I’ve had to do, Pete, is I’ve had to say, “All right. Writing a book is a long-arc project. That takes like a year and a half, two years, from the time you agreed to write the book to the time it hits the market. I need to find ways of establishing little challenges in my work on a day-to-day basis to make sure that my work feels challenging to me.” So, for me, it’s, “I’m going to write 500 words before 9:00 a.m.,” or, “I’m going to write 500 words between 2:00 and 3:00 p.m. today. I’m going to write 500 words. That’s my challenge today.” I have to find ways of instilling challenge in my work because if I don’t, I will get distracted by things that are maybe completely frivolous, maybe a waste of my time, but that are satisfying, they’re scratching that meet the challenge itch.

Another one that’s really interesting and unique is, and I hope it’s okay that I say this because we actually share this motivation, as I’ve seen your motivation code report, is make an impact as a podcaster because our podcasts are downloaded a million times a year, and I know yours is as well because I know what your stats are, right? So, as a podcaster, you put lots of stuff into the world but you don’t often get a lot of feedback about the things you’re putting into the world. So, one of the challenges for me, being wired to make an impact, meaning I need to see the impact of the work I’m making in the world, one of the challenges I experienced is that I put things into the world that people don’t respond to. And when people aren’t responding to what I’m doing, I start wondering, “Am I doing the right kind of work? Is my work any good? Should I maybe just sell everything and go move into a Trappist monastery or something? Does any of this make any sense anymore?” Because my motivation of make an impact isn’t being scratched.

And so, sometimes I will do things to achieve an impact just to see that I’m making an impact. I’ll do things that may or may not be helpful to other people just so I can make an impact, or just so I can get some kind of a response from people, because that’s one of my core motivations, that’s one of the shadow sides because you can sometimes try to create an impact where it’s not welcome, because that’s what you’re wired to do.

So, once I began to understand these things and how they play out in my life, and one of my other motivations, my number four is actually overcome. That means I like to work against an enemy. But that means, sometimes, Pete, that I invent enemies where they don’t exist or I invent obstacles to overcome where they don’t exist, and sometimes that can be a waste of energy or a waste of focus. So, once I began to understand how these motivations play out in my life, I began to structure my days, my life, my schedule in a way that was more meaningful. And it actually allowed me to scratch that motivational itch or to get my energy in the right place every day so that my work wasn’t draining to me as much as it was energizing to me.

Now, every motivation is positive but every motivation also has a shadow side. So, once I began to understand some of those shadow side tendencies I just described, I could notice, “Oh, wait a minute, you know what? I’m in a little bit of a funk right now. Does my work feel challenging to me? If not, how could I create a challenge right now? You know what, I’m in a little bit of a funk right now. Am I making an impact and seeing the impact in my work? If not, then maybe I need to find a way to get some feedback about what I’m doing right now.”

Or, for example, I started a folder of feedback letters that people would send me, or emails people would send me, that I can go back and review where people have written to me about what my work means to them. Because in those moments where I’m not getting, I’m not scratching that motivational itch, it helps me to see, “Oh, my work is having impact. I’m still having an impact on people. I just need to remind myself of that.” So, it’s allowed me to structure my life and my days and my work in a way that is more consistent with how I’m wired to get my energy, and this really made all the difference in the world in my life.

Pete Mockaitis
Well, that’s powerful. Yes, I was just going to ask, and I’m glad you shared it. So, if you’re not feeling that make an impact with your invisible podcast audience, how are you getting there? And so, you check out the folders. And it’s true, like I have times where, well, I just naturally think it’s fun to chat with people like you and learn stuff. But sometimes I don’t think it’s so much fun to like hunker down, like, “Okay, what are the teasers? What’s in the opener? What’s in the closer?” Like, to actually take a conversation and get it across the finish line to, and this is an episode that stands alone and is consumable, digestible and friendly to pop up and listen to. Like, that is not as much fun for me than chatting with folks like you and learning stuff I like.

So, then my motivation can fall a bit short. And it’s so true, when I just think about the impact that I make. One of my favorite comments from a listener was, “I wake up every morning early so I can listen to it twice.” Like, for me to think about…because there’s some content I love, too. I don’t know if I’ve ever loved anything that much. Breaking Bad was so awesome for me but I never woke up early to watch it twice.

So, that’s so cool. And then I had even a little printout in terms of, “Boy, hey, what does it mean to have like 20,000 folks, like demographically in terms of male versus female?” So, I just sort of had images, little icons, that would represent 20,000 people, and sort of look at it. And, sure enough, it helped, and then it got torn up by my toddler, so I should make another one.

Todd Henry
But, yeah, see that’s a classic behavior of somebody driven to by that motivation, make an impact, is you want to see a visible representation of the people that you’re impacting because you can’t see them, right? Even right now, people don’t know this because we’re not recording the video, but we’re actually looking at each other. So, typically, I don’t experience that when I’m recording an audio podcast, but I have no doubt that one of the reasons why you want that feedback is partly related to the way that you get your motivational energy, right, because of wanting to connect with the person on the other side in some capacity.

Pete Mockaitis
Absolutely, yes. And it seems like folks just…they can feel more that I’m on their side because I think I’m hopefully giving you some smiles here and there. Because sometimes I think it can sound like a grilling or an interrogation, like, “Give me your best wisdom now. Give me another example. Give me the data behind it. Have you really thought through that?” So, like if I’m coming across that way, I want to be able to reassure them, “Oh, no, hey, Todd, it’s just Pete here, and I’m really interested in your stuff so that’s why I’m asking these questions.” That’s what I’m going for.

Well, so then you mentioned a number of these themes in terms, and, boy, we could spend, I’m sure, multiple hours just laying those out. So, maybe why don’t we just do the list because they’ll tee up my next couple of questions? Could you take two or three seconds now to just name them all? And maybe they come into some clusters.

Todd Henry
They do, yeah. So, again, this research has been conducted over the course of 50 years. We’ve had over a million achievement stories shared. And the language that comprises The Motivation Code Assessment actually was parsed from those million achievement stories. That’s where we discovered the patterns of where people described what it is that was motivating to them about their achievements.

And so, they break down, generally, into six families, six families of motivations. What we say is while they are in a family because they share some DNA, they’re also very different in terms of how they play out in your life. So, even though they’re in a family, that doesn’t mean that they all behave the same. Just, for example, if you have siblings, you share DNA but you probably look different and you probably have different personalities and different things you’re interested in, and that’s kind of the same way that these motivational themes exist with one another but are very different.

So, the first family is what we call the visionary family. And, generally, the visionary family is focused on the future. They’re focused on what’s next. Sometimes they struggle to be present because they’re always thinking about what’s coming up. Actually, one of your top themes is a visionary family theme, which is experience the ideal. Another one is make an impact, which also is one of your motivational themes. And then achieve potential is the third motivational theme that falls in the visionary family.

And then we have the team player family. And, as you can imagine, team player family, themes are all about being with other people, being a part of something great. They really get their energy from the collective effort. That’s really where they get their motivational drive. By the way, these themes tend to be pretty low on my motivations. Generally speaking, I tend to be somebody who’s motivated to work by myself and to work alone, and I like that. It’s great. With the exception of our first theme, which is influence behavior which actually is pretty high on my list. So, influence behavior, serve, collaborate, and make the grade are the four themes that fall under team player.

The next family is called the optimizer family. People who are motivated in this way, tend to be people who are good at taking something and making it great. So, taking something that might be operating okay and making it great, perfecting it, tweaking it. They tend to love working with systems and trying to squeeze maximum efficiency out of systems. So, you have the themes improve, organize, develop, make it work, establish, and make it right.

And then we have the achiever family. The achiever family is driven about moving forward, about persevering, about accomplishing things. And the themes in the achiever family are bring to completion, meet the challenge, advance, and overcome. And then the final two themes, or two families, I should say, are the key contributor family. Key contributor family, these are the people who like to be at the center of the action. They like to be the people making stuff happen. So, you’ve got excel, bring control, be central, gain ownership, be unique, and evoke recognition.

And then the final family is the learner family, and these are people who love to explore, they’re people who love to ask questions. These are the people who often get into conflict with the achiever family when they’re working on a project together because they’re asking, “Why are we doing this? Let’s try seven other ways before we settle on one.” And the achiever family people are like, “Let’s just get it done.” But the themes that fall under the learner family are explore, master, demonstrate new learning, and comprehend and express. So, that is all 27 themes in a nutshell, and all of the six families along with them.

Pete Mockaitis
Well, so I guess where that leads me next is, so that’s a nice rundown, and we can see that, yes, those are different. And so, with mine, I’ve got them scored from the top ten: experience the ideal, and then make an impact 9.6, and then on mine on the bottom, evoke recognition 5.2, and make it right 5.1, which is true, I don’t really care about things the right away. In fact, I kind of like it if we’re breaking new innovative territory, and it’s like, “That’s not how it’s done.” It’s like, “Yeah, I know and I love it.” So, it doesn’t really motivate me when it comes to like accounting stuff, like I’m not going to commit fraud or anything, but that doesn’t fire me up, like, “Oh, man, we just really stated those financials perfectly in accordance with Gap.” Like, “Oh, I don’t care. As long as I’m obeying the law and not being a taker or a whatever, I’m all good.”

So, I guess my question is, well, I think it’s a mark of a good assessment is I read the top results, and I say, “Yes, but of course…” and, “Aren’t we all this way?”

Todd Henry
Right, of course. Yeah.

Pete Mockaitis
And I want to get your vibe in terms of is it fairly evenly distributed across the population? Or are there some folks who make it right is their number one, and there are just as many of them as there are of me?

Todd Henry
Oh, absolutely. No question. And not only that, but there are people…I mean, we’ve given this assessment now to tens of thousands of people. What we’ve discovered is there are people with every one of these motivational themes as their top theme in almost any role you can imagine, right? Because it’s not like, “Oh, if your number one is experience the ideal, then you should be a podcaster.” It’s about what you bring to your work, not about the work that you do specifically.

Now, let’s say that you are an accountant, as you just mentioned, and let’s say that your top theme is collaborate, which we have certainly had accountants who are high on collaborate. And let’s say during tax season, you’re stuck in a cubicle doing work, you’re cranking out tax returns in a cubicle by yourself for eight hours a day, you’re probably going to go into a funk and maybe not even know why. You might think you hate your job. You don’t hate your job. What you hate about your job right now is the fact that you have no human interaction for eight hours a day, and you’re fundamentally to get your energy from collaborating with other people.

So, where this is very helpful is in parsing the difference between, “I hate my job,” or, “I hate my tasks,” and, “I hate the way I’m approaching my job,” or, “I hate that I’m approaching my tasks.” Those are fundamentally different things. So, if that is your job, and, for example, you’re wired to collaborate, so you’re going to be in a cube cranking through tax returns all day for eight hours a day, you need to be disciplined about saying, “You know what, I’m either going to, A, find a way to maybe find another teammate that I can do these tax returns with, or in proximity with, or, B, I’m going to structure a social lunch every day. I’m going to take a break in the middle of my day, and I’m going to have social lunch where I get to interact with people, talk about things, we get to collaborate on what’s working, what’s not working, so that I, at least, have some motivational reprieve from these tasks that are going to drain me by the very nature of the tasks because of the way I’m wired.”

Now, somebody else, to your point, who’s wired, say, for establish or to make it right, they might love just being in a cubicle all day just getting it right. That’s all they care about, “If the number is balanced, I’m experiencing nirvana,” because that’s how they’re wired. It doesn’t matter if anybody is around them. They just want to experience getting it right or making things the way they’re supposed to be. So, this is where the difference is between motivational themes and how you score on the motivational assessment. This is how it makes a difference in terms of how you approach your work. It’s not so much about the task you do.

We spend so much time looking for the perfect job, Pete, and that is like chasing vapor. There is no perfect job. Any job you do is going to have tasks you don’t enjoy. But if you learn what drives you, what motivates you, you can begin to structure how you approach your job in a more meaningful way, in a way that will allow you to activate those core motivations more intentionally, more purposefully, and more consistently. And when you begin to approach your work that way, suddenly, you’re going to find, “I’m enjoying my job. I’ve always hated my job but, suddenly, I find that I’m enjoying my tasks more.” Well, it’s because you’re thinking about how to more strategically approach your work according to your motivational types instead of waiting for your job to scratch your motivational itch, which it’s probably not going to do with a few exceptions.

Pete Mockaitis
Yeah. And it really is pretty eye-opening there in terms of what I’m drawn to and then what I’m not. And sometimes it’s sort of like, in running a business, it’s like for the goal of running a profitable business, I know that using the metric of expected profit generated per hour demanded of me is the optimizing metric to utilize to get the most of that result.

Todd Henry
Right.

Pete Mockaitis
And sometimes that is quite motivating in terms of I say, “Oh, look, there’s a really big opportunity to make a big impact. Go after it.” And sometimes it’s just sort of like, “Yeah, I know there’s profit there, but I just don’t really care.” And so, it’s actually hard for me to find the discipline to do the thing that I “should” be doing when there’s not a lot of motivational code alignment embedded within them.

Todd Henry
As I’m just looking right now, because you gave me permission, I’m looking at your top motivations, that’s not what’s going to drive you. If you were driven to gain ownership, for example, or if you were driven by any number of the achiever family themes, you would be somebody who’s like, “I don’t care how many podcast downloads I have as long as I have more than that person over there.” Like, that would be what drives you, “I don’t care how many downloads I have as long as it’s 20% more than what I had last year.” That’s how you would be wired, but that’s not what your motivational themes tell me about what matters to you. Those aren’t the things that you’re measuring.

The challenge is the things that are motivating you are a little more difficult to measure. I have a feeling that you’re never 100% satisfied with any episode that you put out in some capacity. Is that true or is that false?

Pete Mockaitis
That’s absolutely true. Sometimes I don’t like to listen to them too closely because then I’ll start…

Todd Henry
Because you’re judging yourself.

Pete Mockaitis
…critiquing the bejesus out of them.

Todd Henry
Yeah. And part of that is the experience of the ideal motivation which is your top motivation, meaning that you are still chasing the perfect podcast episode, which is why your listeners love you, by the way, that’s why you have raving fans, it’s why you have amazing swag for your show, it’s why all of these things, is because you’re trying to create a best possible version of what a podcast could be, which is fantastic. The problem is that you can’t really ever get there because that’s sort of an idealized understanding of what podcast is. And so, as you’re chasing that, the goalpost just kind of keeps moving. But that also energize, I assume that really energizes you as well. The idea of chasing after the ideal version of a podcast is probably something that really energizes you.

Pete Mockaitis
Absolutely, yes. And so, experience the ideal, I guess this is maybe more for me, so that’s both about experiencing, making real my ideals, my values, and such, as well as experiencing the ideal – am I using this philosophy term right, the platonic form, huh, maybe – of podcast to make the ideal podcast that is part of the game, in addition to the fact that making this podcast speaks to the values that I hold dear.

Todd Henry
Yes, absolutely. So, what gives you joy is the process of creating the thing that was in your head and putting it into the world, and then obviously making an impact, that’s your number two, but seeing the impact of the thing that you’re putting into the world. But it’s the process of doing that that really gives you joy of chasing after those ideals, of chasing after the vision that you have in your head, right? That’s what really gives you joy.

And so, some of the traditional metrics that we use to determine success or failure, or on podcasting or any business, quite frankly, are not the things that give you joy. Whereas, somebody else, quite frankly, they don’t care what they’re putting out. Their numbers are going up. They’re great with it. Or if they have 20% more than they had last year, “Great, that’s all that matters. That’s what gives me all the energy I need.”

And so, when you ask the question, “Well, aren’t we all kind of like this?” Well, we’re all motivated by a blend of themes, and all the themes modify one another, but we each have sort of a unique code that really describes where we are when we’re operating in our sweet spot, right? And so, when we begin to understand that, and understand how these top three to five themes really play together in our life, it begins to explain some of these patterns, some of the things, the tendencies that we have, some of the ways that we maybe get ourselves into trouble sometimes, but also those moments when we feel really, really alive.

It explains, for me, why I cry every time I see The Pursuit of Happiness or Rudy or some of these movies, right? It’s because, well, overcome is one of my top themes. Of course, I’m going to be motivated and moved by some story of somebody overcoming the odds. Of course, I am. Whereas, somebody else thinks, “That’s really cheesy.” “What do you mean? What are you talking about?” But, like, yeah, that really…it doesn’t just move me. It moves me to my core, and I never had terminology to explain that before. But now, suddenly, I realize that’s because that’s how I’m motivated. That’s where I get my energy.

Pete Mockaitis
Boy, when you talk about like movies and strong emotions, like, well, hey, I’m a big advocate for, “Hey, man, do some introspection or reflection on that stuff. It’s telling you something.” And it’s funny, so my favorite movie is Life Is Beautiful. And if you think about, oh, geez, I’m tearing up just thinking about it. If you think about the ideal of a father, wow, I mean, what that guy does for his kid, it’s hard to imagine a more challenging circumstance and an ideal response to it for a child. Wow, there you have it. I’m going to have some water, Todd.

Todd Henry
I have no reaction to that. See, that’s what’s interesting. You’re tearing up thinking about it, whereas I’m tearing up thinking about Rudy and all these overcomer movies because that’s such a core part of my motivation, right? And so, in many ways, these motivational themes help us define things that we’ve always sensed but never had language for, which is what makes it so powerful and also so practical, because then not only do we understand but we actually have some stuff we can do about it to make sure that we’re experiencing them more consistently.

Pete Mockaitis
That’s great. Well, so Todd, let’s see, so if folks who want their motivation code, they get the book, or what’s the easiest cost or most cost-effective way to get as many of the goodies as they can get?

Todd Henry
Yeah. So, there is a version of the assessment in the book, it’s a free version of the assessment that basically gives you your top three themes, tells you what your top three themes are when you take the assessment. So, if you go to MotivationCode.com or just anywhere you can get books, you can buy the book. In there, there’s a link to take you to the free version of the assessment to give you your top themes.

We also have, like you took, Pete, we have a full version of the assessment that you can take as well, but as a good starting point, I think the free version of the assessment will you your top three themes, and really begin the journey of understanding more of what it is that moves you to action.

Pete Mockaitis
And so, it sounds like, to summarize, the general parameter here is you get that understanding of what are your top motivational themes, and then you start looking for ways you can align more of your work and life with that, and it may involve trying to do different tasks, or may just be change the way you’re doing your existing tasks.

Todd Henry
Unquestionably. And there’s an entire chapter in the book that’s based on, “So, now what?” Again, we’ve all taken assessments, and then we sort of attach some letters to our name, like, “Hi, I’m an INTP. You?” That’s fine. Not always very practical. Not always very useful. So, really, what we wanted to do was make sure that the book explains to people, “Okay, what can you do about this?” And one of the things we know for certain is that we learn and we grow best in community.

And so, one of the things we recommend is talking to somebody else about what you’re discovering, “Hey, Pete, I just discovered that my top motivation is make an impact, and I’ve noticed that I’m in kind of a funk lately because I’m not seeing a lot of the impact in my work, and I just want to talk about that with you.” Or, “Hey, this thing came up and it didn’t really seem to make sense for me.” I mean, we do have that happen from time to time where people…I was a given a workshop a handful of months ago, and somebody was kind of arguing with me, like, the specific theme was be unique. And they said, “Yeah, but I don’t have a drive to be unique. Like, I don’t wear weird clothes and I don’t have like spiked pink hair. I don’t really have that drive to be unique.”

And this person happened to be a pastor, and I said, “Well, tell me about what you do.” He said, “I’m a pastor, and I give talks.” I say, “Okay, tell me this, if I told you I’m going to write a sermon for you, and I want you just to kind of go out and read that sermon, or deliver that sermon, you’re going to deliver it however you want, but you’re going to use the words that I give you, and you’re going to use the terminology I give you. Would that be satisfying to you?” He’s like, “No, because what I say has to be a unique expression of how I see the world and who I am.” And I said, “You just used the phrase in describing back to me.” It’s like, “You’re arguing to be unique isn’t your motivation but you’re using that exact phrase to describe back to me what it is that drives you.”

And so, sometimes people, when they first discover what their motivational themes are, they don’t necessarily understand what it means to them, and then in the course of talking with others about it, they suddenly realize, “Oh, this does make sense,” because people can reflect back to them what they see in their life in a way that helps them contextualize what these motivations actually mean in terms of how they’re playing out in their day-to-day life. So, that’s one of the things that is really important.

And, listen, we learn and grow in the context of community in any way. I need you, Pete, you need me in order to really fully see ourselves. Like, we do because we all have blind spots. And so, that’s one of the main things I want to make sure people take away from this, is don’t just go do this and then say, “Okay, that was interesting,” and then walk away from it. But, instead, talk about it with someone else and invite them to speak into your life as well, and say, “Hey, where do you see this playing out in my life? How do you see these things playing out? And what do you think I can do to better position myself to experience these motivational themes more consistently?”

Pete Mockaitis
That’s good. That’s good. Todd, any final thoughts before we shift gears to hear about some of your favorite things?

Todd Henry
I think the main thing is just recognize that, especially if you manage people or if you’re somebody in a role where you have organizational responsibility, I think traditionally we have relied on blunt force methods to motivate people, whether that be pay raises, words of encouragement, flexibility, things like that, and the reality is those things work for a season and then everybody reverts to the mean. They don’t last because they’re blunt force.

If you want to engage your team, and if you want to engage the people around you, the absolute way to do that is they understand the specific code that unlocks their motivation, and you owe it to them. If you’re a manager of people, you owe it to your team to understand what it is that uniquely drives them and brings their best work out on a day-to-day basis.

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Pete Mockaitis
All right. Thank you. Now, could you share a favorite quote, something you find inspiring?

Todd Henry
Yeah. So, my favorite quote in the world is actually from Thomas Merton. I don’t have it in front of me so I might get it wrong, but it’s, “There can be an intense egoism in following everyone else. People are in a hurry to magnify themselves by imitating what is popular and too lazy to think of anything better. Hurry ruins saints as well as artists. They want quick success, and they’re in such a hurry to get it, they cannot take time to be true to themselves. And when the madness is upon them, they justify their haste as a species of integrity.”

So, what’s interesting about that is they want quick success and they’re in such a hurry to get it, they cannot take time to be true to themselves. I think we have so many people around us who are in a hurry to become successful to the point that they forget who it is they are and what they value, and, in the end, they may achieve what they were going for and realize it’s hollow because they abandoned everything that they value in order to accomplish it.

And so, I’m a firm believer that who you’re becoming is much more important than whatever it is you’re accomplishing in your life.

Pete Mockaitis
Thank you. Well, now, could you share a favorite study, or experiment, or bit of research?

Todd Henry
In the book, I talk about the work of Deci and Ryan and some of the work that they did in exploring motivation, and kind of how motivation plays out in our day-to-day life. And they were some of the first people to discover that any kind of extrinsic motivation imposed upon someone, extrinsic motivation meaning something that you sort of do to prompt motivation, so it could be a pay raise, or words of encouragement, things of that nature, is short-lived. Very short-lived and doesn’t last for very long. In fact, even words of encouragement, over time, eventually lose their impact on people because people grow used to them.

And so, if you’re going to use that, if you’re going to use either pay raises or words of encouragement, you better be prepared to continue doling out more and more raises, more and more words of encouragement over time because, eventually, they will lose their impact because that’s just the way that we’re wired as human beings.

Pete Mockaitis
And a favorite book?

Todd Henry
So, right now I’m reading a book called Why Information Grows, which is blowing my mind, but it’s about why information, specifically on earth, why information grows here but it doesn’t grow on other places in the universe. And it all has to do with, I won’t go into the specifics, but it all has to do with the fact that information is encoded much more readily in solids than it is in gases, and our planet is, the conditions are just right for the right kinds of solids to exist to allow us to encode information. So, it’s a really fascinating book. It’s a little technical but a really fascinating book.

Pete Mockaitis
And a favorite tool, something you use to be awesome at your job?

Todd Henry
The Techo Planner by Hobonichi is my favorite little tool. I use it for journaling, I use it for tracking my dailies. It’s really like the perfect little notebook, a little paper planner to sort of carry around and use to help organize my life and my work.

Pete Mockaitis
And a favorite habit, something you do?

Todd Henry
So, I may have mentioned this in the last episode, but about 17 years ago, I began a habit of every day study in the morning. It’s the first I do in the morning. I get up and I read and I spend some time thinking and writing in the morning, and it has fundamentally transformed my life. If you want to learn how to think systemically, if you want to learn how to see bigger patterns, if you want to advance in your career, if you want to have better relationships, the absolute best thing you can do is make an investment in your intellectual self. And that begins by having a regimen of regular study in your life.

Pete Mockaitis
And is there a particular nugget you share that really connects and resonates with folks; they quote it back to you frequently?

Todd Henry
Yeah. So, it’s funny, the one thing that was like an off-the-cuff article I wrote like five years ago, the title was “Don’t Let Your Rituals Become Ruts,” and that is the most quoted thing on the internet for some reason, I think, because the Get.Momentum app on Chrome uses it as one of their screensavers, but I see it tweeted more than anything else.

But I think the thing probably that I’m seeing resonate most often is our early book called Die Empty, which is really about making sure that you’re not taking your best work to the grave with you. And I’m seeing that growing in momentum around the world. Actually, it’s fun. I’m seeing it, it’s been translated into, I forget how many languages now, but it’s really cool to see people talking about, like, “I’m not going to take my best work to the grave with me. I’m not going to take my best work to the grave with me.” And that’s been kind of a fun thing to see growing as a movement around the world.

Pete Mockaitis
That is cool. And if folks want to learn more or get in touch, where would you point them?

Todd Henry
Yeah, if you want to know more about motivation code, just go to MotivationCode.com is the best place to learn all about the assessment and the book itself and the company. And you can find me at ToddHenry.com, and also my podcast, The Accidental Creative, where we list the podcast.

Pete Mockaitis
And do you have a final challenge or call to action for folks looking to be awesome at their jobs?

Todd Henry
Yeah. Listen, the work that you do, the things that you produce, that really, really important project you’re working on right now, I mean, no offense, but nobody is probably going to remember that in a hundred years. I’m sorry, but they’re not. I’m sorry, Pete, nobody is going to probably remember your podcast, or my podcast, or any of my books, or any of that stuff in a hundred years. I’m sorry. I’m sorry to say that.

But, listen, the impact that you have on the people around you will resonate for generations to come. You don’t have a responsibility to change the world but you do have a responsibility to change the world around you. So, be the kind of person who makes echoes in the lives of others. And if you make echoes in the lives of others, those echoes are going to resound for generations to come.

And generations has a great quote, it says, “A society grows great when old men plant trees and whose shade they will never sit.” As you create echoes in the lives of other people, generations down the line, people are going to be sitting under a tree that you planted, that you had no idea was even planted, right? So, just be the kind of person and be the kind of leader who makes echoes.

Pete Mockaitis
Todd, this has been awesome. I wish you all the best in your adventures.

Todd Henry
Thanks so much, Pete. And thanks again for having me on the show.

Pete Mockaitis
Kathy, thanks for joining us here on the How to be Awesome at Your Job podcast.

Kathy Caprino
I’m so happy to be here, Pete. Thank you for having me.

Pete Mockaitis
Well, I’m happy to have you. And I’m excited to talk about Bravery-Boosting Paths to Career Bliss, the subtitle of “The Most Powerful You.”

Kathy Caprino
It’s a bit of a mouthful but it’s important.

Pete Mockaitis
It’s a fun one to say. Well, how about you kick us off with an inspiring story of a professional who felt like they needed some bravery-boosting, and then they did some stuff, and they saw some cool results flow from it?

Kathy Caprino
Can I make it my story for two minutes?

Pete Mockaitis
Let’s do it.

Kathy Caprino
Okay. The hard thing is to keep it short, but I’ll try. Eighteen-year corporate career, successful on the outside, not successful on the inside, and I faced bumps, bumps and bumps. And when I hit 40, they were full-blown crises. Sexual harassment, gender discrimination, toxic bosses, actually narcissistic bosses, toxic colleagues, zero work-life balance, chronic illness, I had infections of the trachea every three months for four years. It was a mess, Pete, really. And I know a lot about this now because this is my work, but it wasn’t back then, and I didn’t know what hit me, and I thought I was to blame. It was a mess.

So, I didn’t really move forward. I didn’t move forward at all to change career. The last VP job, literally, I swear, I felt like it almost killed me. And instead of doing the right thing, which was to pivot or leave, I didn’t. And one month after buying a bigger house and more financial responsibilities, it was 9/11, and one month after I was laid off. So, talking about bravery and power, for 18 years I didn’t have it, and there’s reasons for that, which we’ll talk about, why a lot of people don’t have the bravery and power they need to change things.

But, often, human beings need a breakdown. They just have to collapse into a heap. It’s got to be a breakdown moment, and that’s what I had. And there’s a story in the book about I’m sitting in my therapist’s office crying because I knew I could never return to that life but I didn’t know what to do. And he said, “I know from where you sit, it’s the worst crisis you’ve ever faced. But from where I sit, it’s the first moment you can choose who you want to be in the world. Now, who do you want to be?”

And now I know why I didn’t have any answer, and so I went, “I want to be you.” That’s all. That’s all I knew. And he said, “What does that mean?” And I said, “I want to help people, not hurt people and be hurt.” So, flash forward, I became a marriage and family therapist, and that wasn’t the end destination. And, as we know, a lot of times we think, “Yay, we’ve made it. We’re done.” I wasn’t done at all. That wasn’t the final thing. And then I became a career coach for professional women. So, that’s what I’ve been doing for the past 15 years.

And there are stories in the book, seven different ones, of clients and course members that have closed these seven power gaps that we’re going to talk about, from “I don’t know how to speak up,” to “I can’t say stop to the mistreatment I’m facing,” to “I can’t even figure out what I want to ask for, let alone think I deserve it.” So, there’s really riveting stories of real-life people that have faced these seven gaps and overcame them and, in every case, it’s incredibly inspiring, because if we have these gaps, Pete, and 98% of the women I interviewed, I surveyed, 98% have one of these, and over 75% have three or more. When you have these, you cannot thrive at the highest level in your work or your life, so that’s that story.

Pete Mockaitis
Well, that’s powerful. Thank you. And our audience is mostly women. But as I perused these gaps, they’re certainly not exclusive to women.

Kathy Caprino
They’re not but I got to say, Pete, I think men do experience it, and they say, “Write a book for me, for goodness’ sake,” but they don’t internalize them and process them in the same way.

Pete Mockaitis
Gotcha.

Kathy Caprino
They don’t, and I think I know why that is, but we’ll talk about that later.

Pete Mockaitis
You know, you got me so intrigued, Kathy. Bring it. What’s going on?

Kathy Caprino
Bring it on. So, what we have to know, and I mention this a lot, a few people have said, “Are you blaming the victim here?” And the whole point is to rise people out of victimhood, to let them take control of what they can control. But the reason, one of the reasons women have these gaps, and I’m not trying to paint every woman with the same brush, or every man, but it’s this – we live in a patriarchal world. It’s not to bash men, this is just to look to the system we live in. And in a patriarchal world, we split ourselves in half. We talk about the “masculine” and the feminine. The masculine is strong, dominant, not vulnerable, not emotional, gets it done, assertive, makes it happen. The feminine is soft, malleable, pleasing, accommodating, emotional.

Well, the reality is, when you grow up in a world that that is what is expected of your gender, most people live up to that, and it really starts early on. It starts, the research shows, that before age 13, girls and boys are really on par in how they feel about themselves as leaders, interest in STEM, raising their hand to share their thoughts. And at age about 13, girls start to go underground, and stay there. So, all of these gaps, I feel, are hitting women harder than men because we’re conditioned and trained that they should be, that we should not be speaking up powerfully, not asking for what we deserve, all of that.

Pete Mockaitis
I hear you. Well, how about we maybe take one or two minutes to just hear the list of the seven gaps, and then we’ll dig deeper into a couple of them, shall we?

Kathy Caprino
I love it. And I’m going to give you the number, the percent, of the over 1,000 women who said yes.

Pete Mockaitis
Oh, I love data. Thank you, Kathy.

Kathy Caprino
Data, yeah. Can I tell you? I’m not making this up, right? This is from 15 years of work, thousands of people I’ve worked with. All right, gap number one, not recognizing your special talents, abilities, and accomplishments, 63% said yes or maybe. There’s this underpinning of this, which is, “I don’t even know what I’m great at. And even if I did, I don’t want to say I’m great.”

Pete Mockaitis
Okay.

Kathy Caprino
Okay. Number two, communicating from fear, not strength, 70%. It means you weaken your message, you soften it, you apologize, you start your important messages with, “I don’t know if this is smart or…” You are communicating not on strength. Number three, reluctance to ask for what you deserve, 77%. “I’m not sure I deserve more. And even if I do, I don’t know how to ask for it,” is what they say in some way or another.

Number four is isolating from influential support, 71%. What this means is, “I hate networking, and I’m very uncomfortable networking higher, networking up to influential people.” Number five is acquiescing instead of saying stop to mistreatment. And by mistreatment, I mean everything we know: harassment, gender bias, racial discrimination. It’s, “I’m afraid to challenge the mistreatment I’m facing and that I see around me.” And, interestingly, 48%, that’s not as high as other numbers, say it. Frankly, after I get talking to women, every one of them. Do you know the research shows that eight out of ten women are going to be sexually harassed in their careers? And four out of ten feel they’ve experienced gender bias, so I think that number is too low because we don’t really recognize what we’re in.

Number six is losing sight of your thrilling dream for your life, and that is 76%. And what that means is, “I have no idea what I want to do for a career. I’m not meant for an amazing career, and I bailed on the dream I once have for myself.” Number seven is allowing the past, or past trauma, which is a word that therapists throw around a little more easily than non-therapists, allowing the past to define you still, and that is 62%. And, interestingly, so I worked with thousands of people around the world, almost all of them are being impacted by something that happened in the past but they don’t know they’re being impacted by it.

So, it’s only when I’m looking at their career path assessment, which is 11 pages of questions I wish someone had asked me 30 years ago, and if I’d answered them, honestly, I wouldn’t have made some of the mistakes I made. When I see their answers, I can sense there’s something more here. Something happened. Something happened in childhood. Something happened. And then they’ll sometimes mention it and sometimes it’s in the first call, I’ll say, “I’m really sensing something. Could it be this?” And if you were raised, I love to say this, you are what your childhood taught you to be unless you unlearned it. And for so many, Pete, including me, the messages I got, while they might’ve been coming from love and wellbeing, I mean, wanting us to have wellbeing, they got in in the wrong way.

Pete Mockaitis
Okay. Well, thanks for giving us the rundown there. I guess the percentages are somewhat similar when you bring up the low one to what we think the true number may be. So, maybe could you share, what do you think is perhaps the most debilitating in terms of finding career bliss and excelling, “Boy, this one really seems to pack an outsized punch for killing the bliss”?

Kathy Caprino
I have to say it’s number one where if you…I really love to talk about this because women are so tied up around this. If you cannot see how you are special, and there’s tips and strategies all over the place, like TEDx Talk talks about it. If you can’t see how you are different and how you are better than the competition, whether that’s, “I’m an HR director,” or, “I’m an entrepreneur,” if you can’t see how you’re special, number one, and you can’t leverage it because you don’t even know you have it, and part of that is talking about it. So, if someone says to me, and I use this example a lot, “Kathy, why should I hire you? There’s a lot of coaches.” I rattle off four facts.

Pete Mockaitis
Facts.

Kathy Caprino
They’re facts. So, I call this the process of 20 facts of you. Listen to this podcast, and this weekend, pull out a pad of paper, and for an hour sit with yourself, no distractions, and write down everything you’ve accomplished that you are darn proud of. Everything. And then I want you to kind of embrace how that was made possible through who you are, your ancestry, your cultural training, your interests, your passions, your failures, your miserable flops, your relationships, everything that’s made you you. What are the 20 facts of you?

And when you can say that, can I give one example? Would you mind? If someone says, “Why should I hire you?” And this is not a sales pitch. This is for people to understand what I’m saying. Number one I say, “I had an 18-year corporate career. I know the challenges mid- to high-level professional women face. Number two, I’m a trained therapist so I go deeper. I’m not just going to talk about your interviewing and your LinkedIn profile, I’m going to go deep, deep, deep.”

“Number three, I focused on professional women’s challenges and written the book, two books on it. And I, honest to goodness, think I probably know women’s challenges, professional women’s challenges better than most people on the planet.” That’s not a fact, but it’s close to it. “Number four, I’m an entrepreneur, and I’m in that arena of what it is to be brave and powerful. It’s not just me in my jammies not needing to be out there and run a business. It’s me speaking from…and I have my own podcast, and I’m speaking to amazing folks making a difference in a brave way.”

So, the question I have for people is, “Do you think that sounds like I’m bragging?”

Pete Mockaitis
Well, especially not if you’re asked. It’s sort of like, “You’ve asked me a question, and here is your answer,” and it’s a darn good one.

Kathy Caprino
Well, thank you for that. But does it smack to you of, “Oh, she thinks highly of herself. Eeh.”

Pete Mockaitis
Well, no, it doesn’t. And I suppose, I guess, it’s all about the context. If I said, “Oh,” if I met you at a cocktail party, it’s like, “Oh, hey, Kathy. Tell me about yourself.” It’s like, “Well,” and then you went there.

Kathy Caprino
“Do you have an hour?”

Pete Mockaitis
I would say, “Okay…”

Kathy Caprino
“She’s a narcissist.”

Pete Mockaitis
“I don’t know. That’s not quite what I was going for.” So, that’ll be a little off-putting in that context, but in a normal context, in terms of, hey, what are you all about, or an interview, or a performance review, or, “Hey, let’s have a conversation about which teammates should fill which roles,” it’s like, “Yeah, these are facts I want and need to know right now. Thank you.”

Kathy Caprino
But the way you said it, Pete, is so interesting. I want, if you don’t mind, go and ask five women in your life to do it. They can’t. It’s heartbreaking, “I don’t know, I think I’m kind of good at maybe analyzing systems.” It’s like that. Or, “I don’t know. I don’t know that I’d say I’m great, but I really listen well.” I’m like, “No, I don’t mean that.” And when I look at people on LinkedIn and I’ve got a big following there. I’m on it constantly. I love it. I can tell in five minutes what is holding someone back from a great career by looking at their LinkedIn profile.

Their headline is their job title. That’s not your headline. That’s not it. Or their summary is one sentence, or they have the jobs listed but no bullets, or they don’t share any thought leadership, they don’t share content that’s interesting to them, they’re hiding, or they’re confused. So, while it seems kind of straightforward to you, I think you’re going to be shot if you ask five women in your life, “Tell me what makes you great at work.” You’ll let me know if I’m wrong, but they pretty much can’t answer it.

Pete Mockaitis
Yeah. Wow, that hits hard. Thank you for sharing. And I think that’s a brilliant technique into get those 20 facts, and then once you’ve got them, they’re there, they’re top of mind ready to go. Serve it up.

Kathy Caprino
That’s it. Weave it. I don’t mean you’re talking about your HR thing and you’re weaving into the story, “By the way, I’m this.” But use that. And when we talk about networking, which is another thing, women, especially introverts, it’s so hard for them, and here’s a little tip. When you hate what you do, you don’t want to network because what are you going to say?

Pete Mockaitis
That’s true.

Kathy Caprino
Right?

Pete Mockaitis
It’s not fun, “So what do you do?” It’s like, “How do I talk about this? It’s not fun.”

Kathy Caprino
“Ah, I don’t like my vice president job. I hate the people I work with, and it’s putting out not so good stuff.” “Oh, very good.”

Pete Mockaitis
That’s beating it, Kathy.

Kathy Caprino
Right. “I’ll see at the bar.” But what’s cool is when you have those soundbites, even if it’s half a percent of what you do in this job. Like, I remember when I was laid off, I really thought I was a loser. Although a hundred people were laid off after 9/11, why did I internalize it? But it took me a few years, but then I went, “Wait a minute. I did some great things there.” And then you really pull them out and you do weave them into the story about what you love to do, what makes you proud. So, that’s that.

Pete Mockaitis
Yeah. Well, so I’d love to dig a little deeper even. So, when it comes to your special talents, abilities, and accomplishments, one of the tricky funny things about strengths is that to you they may just seem normal, but to outsiders, they’re like, “Wow, you did this?” and you’re like, “Well, it wasn’t that hard. I just did…and then, hey, it’s all done.” So, that’s a great exercise with that reflection in that hour and the facts. How else do you recommend we surface that, “Hey, this is a pretty special thing about me”?

Kathy Caprino
Love it. Love the question. Ask people. So, I’m a big fan of giving recommendations on LinkedIn but also asking. The first time you ask, you cough up a hairball, it’s like, “Ewk, I don’t want to.” But then you get good at asking. And what people write back will blow you away. It won’t be what you think they loved about you. Like, this job that I keep talking about that was the death of me almost, I thought I was a lousy leader because I was getting my tush kicked constantly. I was not inspiring, and that’s hard when you hate who you’ve become.

On LinkedIn, somebody wrote me, a young woman, she wrote, “I was not in Kathy’s department, but she was always something…” and you can read it. That’s the first one I got.

Pete Mockaitis
I’m there.

Kathy Caprino
Something like, “She was always inspiring, and someone who always seemed calm and,” whatever, “someone I emulate or wanted to emulate.” I swear to you I cried when I saw that. It was a healing statement because I thought I was just the worst. So, people are going to tell you things you don’t know with language that you would never use, so ask for recommendations. Not randomly. Pick the 10 people you know who love you in the past five years or 10 years of working, and ask.

The other thing is, ask your family and friends. The really good friends who don’t just whitewash it will tell you, “You know what, Pete, like I have to say, even your prep work for this shows me a lot about you.” You want to know what it shows?

Pete Mockaitis
I hope that not that I’m anal.

Kathy Caprino
All right. Well, I wasn’t going to say that. No, it shows…I’m making this up. I didn’t think of this before. It shows how much you care about how good this is and how good your guest looks. You don’t want them to look bad. You don’t want them to sound bad. It’s not just about you. I see it. Also, you ask some really interesting things here that other people don’t ask. So, I do a lot of podcasts myself and I’m on a lot. You wouldn’t believe how many people just show up and haven’t looked at the material, and don’t know where to go. It says so much about you, about the level of work you do.

Pete Mockaitis
Oh, thank you. You’re right. That feels great.

Kathy Caprino
Does that seem right?

Pete Mockaitis
It’s true. I care a boatload, sometimes too much, it’s like, I’m thinking about the podcast with my kids, it’s like, “Yeah, I got to try to turn that off and…”

Kathy Caprino
I dream about my Forbes blog, like writing it. I wake up and go, “Really? You didn’t need to do that at 3:00 in the morning. It’s terrible what you’re dreaming to write.” Anyway. So, ask people.

Pete Mockaitis
If I may, Kathy, I just couldn’t resist, so I went on your LinkedIn, and I’m looking at your first recommendation, and I’ll go ahead and read it, and it is awesome.

Kathy Caprino
Read it. Who is it?

Pete Mockaitis
It’s Rica.

Kathy Caprino
That’s who it is.

Pete Mockaitis
“While I was not in Kathy’s group, she served as an example of how a professional woman should be in a corporate environment. Kathy was one of several female executives that I looked up to, and, on occasion, would offer mentorship during my career,” I’ll just skip the name. I don’t know. “To me, that kind of impression left on an up-and-coming professional in the marketing world speaks volumes about the caliber of work and motivation that a woman like Kathy leaves behind.”

Kathy Caprino
What year was that, Pete?

Pete Mockaitis
That’s 2008.

Kathy Caprino
I mean, I still get choked up because it healed me to read it.

Pete Mockaitis
Yeah, it’s beautiful. And I love…and it’s so powerful what you’re sharing here, is that you say you ask, and it was uncomfortable at first but then you got good. And then, sure enough, you got 61 recommendations, which is in the ballpark of the most I’ve ever seen, which leaves a huge impression and is something you can look back to if you’re feeling bombed on a given day.

Kathy Caprino
It’s true.

Pete Mockaitis
And it makes anyone checking you out, be like, “Oh, wow. Okay.”

Kathy Caprino
Thank you, Pete. Nobody’s ever read that to me. See? That’s so interesting. But a lot of people go, “Do we really need those? Why do we need those?” People, if someone can write something about you, that’s lasting as long as LinkedIn is going to be around. Why wouldn’t you want that?

Pete Mockaitis
And I’ll tell you this, candidly, people are making decisions about you and opportunities all the time. Sometimes we, most of the time actually, these days, we proactively seek out guests who match a listener request, like, their expertise matches what someone needs. But yours came from a publicist, and that’s the minority of guests these days, and so my team checks them out, including LinkedIn. And so, there it is, the fact that you’re here means you’re leaving great impressions.

Kathy Caprino
I passed. Oh, that’s nice to know.

Pete Mockaitis
Because you’re doing what you need to do to make sure that those special talents, abilities, and accomplishments are shining through and not hidden and invisible.

Kathy Caprino
Right. Thank you for that. And one final thing about that, now that I’m doing a lot more speaking, even virtually, if someone says, “Holy cow, that was fantastic,” I do ask them to write a speaker recommendation because they’re going to say it’s fantastic for a completely different reason from this bank or PayPal. So, yes, ask for them.

Pete Mockaitis
All right. So, that’s beautiful. We’re just still in the first gap so there’s a lot of richness here.

Kathy Caprino
Do we have seven hours?

Pete Mockaitis
So, we’re doing the 20 facts, some reflection time solo, and then you are asking people, and sometimes those asks can be in a public place, like a LinkedIn recommendation. Any other pro tips on identifying your strengths that may be hidden to you?

Kathy Caprino
Well, I love your point that what comes easily to us we don’t recognize. So, go back and connect the dots of who you always were that you let go of. So, for me, when I was 16 to 20, I was a competitive tennis player, went to the state of New York. I was a singer, I loved to be on stage, I loved to use the voice. I was intensely interested in psychology, “Why do people do what they do?” to the point where my dad was like, “Oh, here she goes with trying to figure out why mom did that, or whatever.”

Number four, I didn’t understand this but I had a therapeutic ear, so people would call me, young people, my friends, my peers, guys would say, “Can I come talk to you?” “Yeah. What about?” “Well, I really like Sally and she doesn’t like me.” I can’t tell you how many times people would want to talk to me about that. And I’d say to my mom, “Why are they calling me? I’m 16,” or 18. And I loved ideas. I loved books. My mom used to read literally a book a week, and when I was bored, she’d say, “Read a book,” and I would.

When I look back, it’s every one of those things that makes me love what I do today. But in 18 years of corporate life, none of that was being used. So, look at who you are now. A lot of people say, “Well, at 16, I was miserable, I was depressed. My parents were getting divorced. I didn’t know who I was.” Okay, I don’t mean literally 16. For me, 16 to 20 did it. It’s who I was and then I lost it. But look at when you were really rocking it. As far as you can remember, what were those things that people say, “Ooh, wow”? Like, the standing on stage, I think that’s number two in the most stress-inducing thing after losing a spouse to most people.

So, if you love it, people are going to say, “I can’t believe you love to do that,” or, “You love to write,” or, “You love to flip or horseback ride,” or whatever it is. Look back on those things because it’s usually the things that came so easily to you, you don’t see that it’s a strength, and then connect the dots and leverage that.

Pete Mockaitis
That’s great. That’s great. Well, let’s talk about the second one here, communicating from fear and not strength, and saying, “Oh, I don’t know if this is any good.” I guess there’s a limited context where that is helpful in the sense that you don’t want to overpower or shut down free discussion in a group and you want to explore variance of diverse opinions. But it sounds like, in your experience, hey, the vast majority of the time it’s just the opposite. We’ve got folks who are sort of undervaluing, underemphasizing, underselling, what they have to communicate. So, how do you address that one?

Kathy Caprino
Well, I want to say this because it’s really important. I interviewed The Behavioral Science Guys, Joseph Grenny and David Maxfield, in my Forbes blog, and the article, look it up, it was “Gender Bias is Real.” And what they did was take a video enactment of an actress, now we call them female actor, and a male actor, saying the same exact thing, and it was forceful. And they were in a meeting, at a table, and they said, “I don’t agree with the direction the team is going here.” Audiences, both male and female, when they looked at the woman saying that, her perceived competency and literal dollar value dropped exponentially. His dropped a little, so, apparently, we don’t like forceful people. Period. But hers plummeted.

So, what we have to understand here is we, women have been trained not to speak powerfully. If you ask the women in your life, I’m an assertive person, I have been a powerful person in the corporate world, I’ve been called, I can’t say it here, biatch. I talk about in the book, I had a senior vice president call me a, “Buzzsaw.” He goes, “You’re a buzzsaw.” And I said, “I’m speechless. Is that good or is that bad?” “It’s that good.”

Pete Mockaitis
You mean, you’re able to cut through large pieces of wood easily.

Kathy Caprino
“You get it done. You get it done. And where no one else does.” The thing is, would he ever have called a man a buzzsaw? No, I’ve never heard him use that word, and I don’t want to be a buzzsaw. But what I found is, because I was suppressed as a child, meaning I felt, and this is a fun story, but I felt like I had to be obedient for my mom and brilliant for my dad. I grew up with a Greek mom. You don’t challenge your Greek mom. And she came from an upbringing where you speak only when spoken to, and you don’t challenge authority. So, I could not speak up. Thus, the chronic infection of my throat.

When you come from that, when you’re trained that you’re going to be punished, and forceful women are punished. It’s just the way it is, we’re penalized. I mean, still today, I’m 60 years old and I still deal with, when I say very clearly, when I push back, whether it’s on my publisher or anybody, “This is what I need. This is what I’m asking for,” you can sense that they think, “What a…” not my publisher per se, but it’s just not accepted yet.

So, the first thing I ask women to do is just watch yourself in the way you speak for the next week. Now, I do want to say this. Being strong doesn’t mean harsh, mean, abusive, critical. It means strong. It means, “Hey, this is my view, this is what I’m thinking,” and, in fact, The Behavioral Science Guys, they did a research on “What statement can you put before a forceful statement that’s going to mitigate the backlash?” Brilliant. And the one that worked the best is if you put a value statement before.

So, in this case that I’m going to say, listen, people, and I’m on a board of a small singing group, I have to say this all the time that we don’t agree with each other at all, ideologically or otherwise, half the time. They say put the value statement. So, it might be something like, “Hey, folks, I really value honesty and transparency, and that is why I have to share that I don’t agree with the direction we’re going.” And what happens is…

Pete Mockaitis
That’s so good.

Kathy Caprino
Is it that good? And part of it is human beings are fragile. If you bring up something, Pete, and I go, “Can I tell you I don’t agree with that at all?” you know, you’re going to be like, “Oh, okay.” But if I say, “Wow, I think that’s a really good point and I’d love to build on that. I see it slightly differently.” I mean, am I backpedaling? Am I making myself weaker? I don’t think so. I think I’m helping you hear it. What do you think?

Pete Mockaitis
Well, yeah, I think it’s brilliant in that it’s…you accomplish the goal of not getting people rankled…

Kathy Caprino
Right. Yeah.

Pete Mockaitis
…without saying less of what you want to say, so I think it’s landing excellently. And so, I’m sort of thinking, give us some more examples. I’m chewing on this real time. We’ve got a value and then a statement.

Kathy Caprino
All right. So, let me say this, so in this board meeting we were having we’re talking about…we’re singers so super spreaders, so we’re talking about what we’re going to do, and I won’t reveal, but this is what I said. We made decisions and we have to present these decisions. And what I’ve always found, and whether this is to your spouse, or your mother, or your friend, or your singing group, if you half-bake an idea and present it, “This is what we are putting forth as what we feel is the best decision, and we’d love to share it with you.” You’re going to get a heck of a lot more positive response and engagement than, “The board met. Here’s what we’re doing.”

Pete Mockaitis
Okay. So, half-baked, not so much as you haven’t thought it through but, “We’re inviting additional collaboration and input.”

Kathy Caprino
Yes. And now somebody said, “I love you to pieces but, no. We’re the board and we’re going to say what needs to be said.” And, in fact, if they don’t agree, what are we going to do about it? We made the decision. I don’t agree with that at all. When you’re asking people to do things, like in this case it’s not what anyone wants. We want to sing together. Nobody wants to sing in a mask. And I believe in masks. So, if you’re going to slap them with some mandates, it’s going to make them angry.

Pete Mockaitis
Yes.

Kathy Caprino
So, my view is, “Here’s what…” and we did this before. We made a big change, and I stood up there, and said, “Here’s why we’re thinking of this. Here’s what the research shows. Here’s what…” not about COVID and masks, but something else. And we expected, out of the 50 people, maybe five to 10 to be furious. Not one person was angry.

Now, some people didn’t like this change we made but there wasn’t that hysteria you get when you’re slapping someone with something. So, I feel like where you can make it so that it can be a dialogue and that you can…I think part of why people don’t like this is they don’t want to hear the feedback, they don’t want to have to deal. But if you’re a leader and you want to move something forward…Now, I’m not saying that every president who’s closing their offices for another three months is going to say they don’t invite a lot of feedback. But wherever you can, wherever there can be an open engagement of ideas, it’s better than the mandate, if you ask me.

Pete Mockaitis
Oh, certainly. And even if you’re making, “This is the decision and this is what holds,” I mean, getting that input in advance is great both so you make a better decision and that people feel included. So, even if you get a survey in terms of like, “Hey, to what extent are you interested in returning to the office versus are you thinking, ‘Hey, working from home is awesome’?” Kind of collecting that is good to know, and makes people feel heard, and can influence some great stuff in terms of, “All right. Well, hey, you know what, there’s…” I don’t know, if it’s a walk-up office, you can have a limited number of spots available for those who really want it, and like you sign up on the system, and it’s like, “Okay, that’s cool. Thanks. Thanks for thinking about me there. It would be nice to get away from the kids here and there,” and that’s a possibility. So, I dig it.

Kathy Caprino
So, the point is be strong, be confident, but that doesn’t mean abrasive, aggressive, “This is what it’s going to be.” One more tip, I want women, and men, to watch how much they apologize. So, the study shows women apologize, I don’t even have the number in front of me, exponentially more. They say the words, “I’m sorry.” And my son, who’s now working right in the bedroom over there, says, “Oh, mom, that’s just like an idiom. It doesn’t matter.” It does matter.

And I say it so much. Here’s an example. You’re in line and someone cuts that line. How many people say, women, “I’m sorry, there’s a line here.” You’re not sorry. You’re angry. Don’t say the word sorry say, “Excuse me,” or, “Oh, I need to tell you there’s a line here.” Watch the words that come out.

Pete Mockaitis
Right. And I’ve thought about this in terms of, I think, it was years ago. Yeah, I remember I was headed somewhere and I was with my girlfriend in the car, and I was driving, and I don’t remember the specific context, but she was going to send a message to somebody that we’re meeting, and she started by saying, “Hey, sorry,” something, something, something. And I said, “Can we remove the sorry?” And she said, “What? Why?” And it’s like, “Well, I don’t think we’ve actually done anything wrong. We haven’t made a commitment that we’re falling short of.”

Kathy Caprino
Interesting. Interesting.

Pete Mockaitis
“It would be an unjustified expectation for them to have that we do…” and she was so surprised.

Kathy Caprino
And she was probably thinking, “For goodness’ sake. Just say you’re sorry already.”

Pete Mockaitis
Because I guess I just really like my words to have integrity, to be true, to be complete. And when I say I’m sorry to mean it in terms of like, “Hey, I’m saying sorry all the time.” But in terms of it’s like, “You know what, I did something that I shouldn’t have done,” or, “I didn’t do something that I should’ve done,” or, “I didn’t even consider that perspective of yours, and I really should have. That was inconsiderate.” So, that’s sort of how I view sorry. And I guess, in a way, there’s a balancing act. You don’t want to be stubborn or rigid or…

Kathy Caprino
Or narcissistic where you can’t say you’re sorry. But you said a key thing, Pete. You think of every word. You want it to be what you mean. And those of us in the media or when you write, I don’t even ever fire off an email ever. I don’t care how short it is. I look at it and I read it again, and I’m always editing. I didn’t mean I’m sorry, I didn’t mean thank you when I don’t mean thank you, because your words are powerful. And if you weaken them because you’re saying what you don’t mean, it’s going to weaken your whole impact.

Pete Mockaitis
Well, Kathy, tell me, anything else you want to make sure to mention before we shift gears and hear about a few of your favorite things?

Kathy Caprino
Can I suggest and ask that anybody listening take my power gap survey?

Pete Mockaitis
Oh, sure.

Kathy Caprino
And if you’re like 98%, you’re going to have one of these gaps at least, and do something about it. I have a free 7-Day Power Boost Challenge. Ooh, wordy. A workbook if you want to give it away, I’m happy to, and it’s a condensed version of the book where you can look at “What can I say to myself differently? What can I literally do differently in the external world in a positive reframe? How do I look at this challenge differently so I embrace it more fully?”

Pete Mockaitis
Well, yeah, that sounds great. And how do folks get that?

Kathy Caprino
Certainly, if you buy my book you can get it. But I am putting up a page where people can just add their name and get it.

Pete Mockaitis
Cool. Well, now, can you share a favorite quote, something you find inspiring?

Kathy Caprino
It’s Madeleine Albright. Let me get it right, she says, “It took me a long time to develop a voice. And now that I have it, I’m not going to be silent.”

Pete Mockaitis
All right. And how about a favorite study, or experiment, or bit of research?

Kathy Caprino
Okay. I don’t mean to sound it’s all about me but it’s the power gap survey because it showed me the incredible epidemic proportions of powerlessness that so many women have.

Pete Mockaitis
And a favorite book?

Kathy Caprino
It’s Man’s Search for Meaning. Viktor Frankl.

Pete Mockaitis
Oh, yeah.

Kathy Caprino
Oh, my gosh. It’s so powerful.

Pete Mockaitis
It is. It is.

Kathy Caprino
I try to read it every year and remember.

Pete Mockaitis
Yeah, and I found it helpful actually with COVID.

Kathy Caprino
Really?

Pete Mockaitis
In that, oh, in some ways, I feel, not be melodramatic, but a bit imprisoned, constrained, many of the things I would like to do I cannot do. But then to look at what the man went through and survived and found meaning and value and enrichment for others from it, it’s like it just puts things in perspective.

Kathy Caprino
Yes. And the idea that you can choose. The one thing you can choose is how you’re going to respond. That’s all you can choose. So great.

Pete Mockaitis
Amen. And how about a favorite tool, something you use to be awesome at your job?

Kathy Caprino
You know, this may sound boring but I’ve just recently used Slack, found Slack, with my team. I adore it. I have a small team, a team of four, but I feel like we’re in the fabric of each other’s lives that way. And it’s, to me, so much better than email or text. I adore it.

Pete Mockaitis
Okay. And a favorite habit?

Kathy Caprino
Okay, this is a little bit of a spiritual thing. But I do believe we have a higher self that knows more, that’s more connected to everything, to wisdom. And my favorite habit is, every morning, literally, I have a little candle here, fake candle but I love it. And I will look at it and think, I will say this to myself, “What is it that I need to learn today? And what is it that I need to let go of?” And I listen. And, usually, there’s a big nugget of truth there.

Pete Mockaitis
Love it. Oh, I was just about to ask you for a big nugget of truth. Is there something you share that people frequently quote back to you or retweet or highlight in your books?

Kathy Caprino
It’s something around this, “We are all like our thumbprint – absolutely unique. And there is so much specialness in that uniqueness.” And so, what I’m really begging people to do is love themselves enough to see that specialness and bring it forward, talk about it more, use it more, leverage it more, because the truth is, the world needs it. If you can’t do it for yourself, do it for the world because, look at what we’re in here, we’re in a tough time, so we need your special talents, abilities, and gifts. And do not, for a minute, think you’re not great. And just look at your thumb and your thumbprint, and remember. That’s how special you are. Now is the time to use that in service.

Pete Mockaitis
Lovely. And if folks want to learn more or get in touch, where would you point them?

Kathy Caprino
KathyCaprino.com. FindingBrave.org is my podcast, and you can find The Most Powerful You anywhere you love to buy books, audio, hardcover, wherever you’d like.

Pete Mockaitis
Beautiful. Well, Kathy, this has been a treat. I wish you all the best.

Kathy Caprino
Thank you, Pete. Thanks so much for having me, and your really thoughtful questions. I so appreciate it.