DISC Personality Styles, Vulnerability & Getting Unstuck in Business | Mendy Turk

Many business owners feel stuck—but rarely talk about why.

In this episode of Small Business Pivots, host Michael D. Morrison sits down with Mendy Turk, owner of Three Arrows Coaching & Consulting Group, for an honest conversation about leadership vulnerability, imposter syndrome, and how understanding DISC personality styles can radically improve communication, decision-making, and team performance.

Mendy works with established business owners and leaders—often 7+ years into business—who’ve survived the highs and lows but still feel unsure about their next move. Together, Michael and Mendy unpack why asking for help feels so hard, why most leaders feel like they’re “supposed to have it all figured out,” and how DISC reveals the hidden motivators, fears, and stress responses driving behavior at work.

This episode goes beyond theory. You’ll hear real examples of:
 – How DISC shows up under stress
 – Why indecision is still a decision
 – How leadership communication breaks down (and how to fix it)
 – Why self-care isn’t optional for business owners
 – How vulnerability actually builds trust with teams

If you’ve ever felt overwhelmed, isolated, or unsure how to lead people with different personalities—this conversation will hit home.

What is DISC in business?
DISC is a behavioral assessment that helps leaders understand communication styles, motivation, stress responses, and decision-making tendencies.

Why is DISC important for leadership?
DISC helps leaders adapt communication, reduce conflict, improve trust, and lead teams more effectively—especially under stress.

How does DISC help business owners?
It increases self-awareness, improves hiring decisions, strengthens team communication, and reduces leadership burnout.

What are the four DISC personality types?
Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C).

Transcript

Meet Mindy And Her Mission

SPEAKER_00 0:00

All right, welcome to Small Business Pivots. And if you know, no one can say their name better than the business owner themselves. So if you've listened to the podcast before, you know I let our guests introduce themselves, their business, and a little bit about them before we get started into the meat of the subject. So go ahead, my friend.

SPEAKER_02 0:20

Well, Michael, thank you for having me. My name is Mindy Turk. I'm the owner of Three Earl's Coaching and Consulting Group. I love working with business owners, managers, um, growth-minded individuals to uh basically get them unstuck and uh figure out how to move forward, whether that's just brainstorming ideas that you've kind of got just rolling around for your business or your head of where to go to next, um, to actually implementing those very changes that you say you want to do and holding you accountable in the process.

SPEAKER_00 0:51

Wow. Sounds like you help a lot of people because we all have those problems.

unknown 0:56

Right.

SPEAKER_00 0:58

I'm sorry, I I I don't. I don't. Maybe you and a few others, but so let's talk about you today. No.

SPEAKER_01 1:04

Yeah.

SPEAKER_00 1:04

Uh so let's talk about uh you help small business owners. Is there a particular size that you find these uh challenges in more than others?

SPEAKER_02 1:17

You know, I don't know that there's a size of business necessarily because I've worked with businesses that, you know, have over 200 employees um to businesses that have three. Um, it's more of how long have you been in business?

SPEAKER_01 1:32

Right?

SPEAKER_02 1:32

The business owners I really like working with have been in business at least seven years. And so um they kind of they've ridden a couple of the waves, right? Because we we've all experienced those really highs in our business and hopefully we haven't crashed. Um, but we've experienced some lows too. And so they, you know, those those business owners tend to understand a little bit more about the risk um and are open to trying some new things.

Career Journey Across Industries

SPEAKER_00 2:03

So let's talk about your past just a little bit because I know people like to kind of know a little bit about the journey that someone's been before they hear kind of their advice or guidance. And so kind of catches up today where you are.

Contracts, Pricing Policies, And IP Basics

SPEAKER_02 2:18

Well, I actually started in a construction zone. Um, I was a construction coordinator out of college um and definitely male-dominated. Um, but I was working for uh the business. I was they were doing their own uh general contracting. And so I was a construction coordinator for them and got to uh build a beautiful building in five years, um, taking it all the way from plans through the city and all of that. Um, and actually got to then stay with that same company. And I moved into the sales department where um I got to pull five pretty siloed businesses together, um, all asking for the same product, but just a different way. So um a lot of that was packaging, you know. I don't need it to be a fully boxed product, or I need this to be shelf ready and look good. Um, did that within about 18 months of joining the sales team and then just went directly to work for the domestic sales group, um, where we changed the way we went to business. And so at the time, the company that I was working for was about 40 years old, and so everything had been done, you know, really with a handshake and a checkbook. That is not the way you want to do business today.

SPEAKER_00 3:39

Listen, business owners, handshake and checkbooks. No, no.

Coaching Meets Consulting For Owners

SPEAKER_02 3:43

Yeah, exactly. You want a contract, you want to tell people if you're selling a widget or um software or something, what the parameters are of which they can sell it. Um, and you want to encourage them to know how you want your product sold. Um, and a lot of what I got to implement was pricing policies. Um, because after leaving that company, I went to work for the consultant um that we had utilized. And so got to work with some really cool brands, some great attorneys, um, know a lot about intellectual property, um, pricing policies, and nobody needs to wear an orange jumpsuit. I mean, I don't think any of us look that good in that color orange. Um, so I've done that, I've done a stint in property management, uh going back to construction and got to manage um, you know, the financial side, reports back to owners um along with the contractors and making sure the tenants were happy and the owners were happy. Um, to then just go to work for myself. So uh added coaching about five years ago now, and um, it's just a beautiful combination of services to be able to provide both consulting and um and the coaching component because none of us leave our stuff at home, you know, when we go to work. And a lot of times when we get home, we don't leave the stuff at work, you know. So um, you know, as business owners and you know, even managers, you're always worried about your people. Um, you know, and are they doing what they say they're doing? Um, you know, are they being able to make ends meet? So there's a lot that can be weighing on an owner or a manager's mind in um in their day-to-day.

SPEAKER_00 5:33

So let's talk about the business owner here because most of our listeners are business owners, and I hate to hit it where it hurts, but we got to be honest if we're trying to help each other, right? So for sure. With business owners, we can feel imposter syndrome, we can feel vulnerable, we can feel I don't want anyone to figure out that I haven't figured it out. And so we were kind of talking earlier about that, and that you could talk about that for quite some time. So let's start there because I want to break the barrier, right? A lot of times I have found that with business owners, they're afraid to ask for help. And this is kind of one of those things that let's break that barrier. And all the business owners, or if you're considering being a business owner and you're listening to this, let's just put our egos to the side. Let's let's get some humility and really listen because I don't know of business owners that can't relate to vulnerability or imposter syndrome or anything like that. So let's just start there with what you're finding, the challenges that you work with, maybe how they can overcome that and any other insights.

Courage, Vulnerability, And Real Talk

SPEAKER_02 6:45

Yeah. Um, you know, first of all, it takes a lot of courage, right? To to say, I'm gonna be a business owner, I'm going to provide this service. Um, but in that courage, you can't have courage without vulnerability, right? I think Renee Brown, um, she's got several books on this um for sure. And so, you know, it's hard to like when you decide you want to do it to open your own business, there's not a business manual out there. There's not this magical book that says this is exactly how to start your business.

SPEAKER_00 7:24

Okay. Can I business structure?

SPEAKER_02 7:26

All the things.

SPEAKER_00 7:27

Can I just add a little uh sarcasm to that? Sure. For our business owners that are listening, there are courses out there that promise that it would it's a little business in a box, but it doesn't work quite spending money on those things. So, anyways, go ahead. I was like, for those that keep buying these courses over and over, the only people getting rich and growing their business are the people creating the courses, and there is no business the same, even if they're in the same industry.

“I Don’t Know” As A Leadership Tool

SPEAKER_02 7:54

For sure. Now, you know, the the one caveat it is there are business principles that apply no matter the business. No matter you need to set up your accounting, you need legal documents, you I mean, there's just some basic principles, business principles that apply across the board. Um, but I mean no one likes to admit they don't have it figured out. I mean, I in the beginning I knew I needed to have my business structure set up. Has it been set up? No, it's still just a sole proprietor. I know I need to fix that.

SPEAKER_00 8:36

But you're so busy helping others, that's more important.

SPEAKER_02 8:39

Exactly, exactly. Um, and even you know, social media, that is changing all the time, all the time. Um, whether you're on threads, are you gonna do a TikTok? And then what happens when TikTok shuts down if you've put all of your social media, you know, your your resources into that, um, and it is changing so rapidly that unless you're in the marketing sector and and specialize specifically in social media, like we don't have it figured out. And it's okay to admit that. Like nobody's expecting you to know it all.

SPEAKER_00 9:22

I think a lot of times we feel like people do expect to us because they're looking up to us.

SPEAKER_02 9:28

Yeah.

SPEAKER_00 9:29

And honestly, I have found that more employees, more staff with the businesses we work with, they respect their business owner more when they say, I don't know. Let's figure it out together, or let's hire someone that can do this.

Adapting In Crisis And Team Inclusion

SPEAKER_02 9:46

Yeah, and that those are some three powerful words right there as a leader of your company. If you don't know, don't brush it aside. Say you don't know, but you're working to figure it out. Because think about back to COVID, right? Nobody knew, not a single business owner knew what was what. Oh, am I essential? I mean, to me, I'm essential, right?

SPEAKER_00 10:14

I felt like I was till they told me I wasn't.

SPEAKER_02 10:17

Exactly. Coffee shops, they were essential. Um, yeah. You know, they became, you know, where I was um in snowwater, the ones that, you know, really thrived, they adapted and added the grocery portion. They added some toilet paper, they added flour, they added, you know, the the staples that um people were struggling to get. And so I think, you know, saying I don't know, and as you mentioned just a minute ago, saying, let's try to figure it out together. That's powerful. That's telling, you know, as an employee, that's saying, okay, they trust me to come back to them with some ideas. Now that as a leader, I'm going to weigh those ideas, right? Not all of them are good, right, for the long term of the company. Um, but maybe in the short term, that's a great idea. I hadn't thought about that.

SPEAKER_00 11:15

Yeah. So including your team, or if you don't have a team, solopreneur, include outside guidance, a mentor, a coach, or yeah. Even on LinkedIn, there's plenty of people out there. If you just ask them a question in their inbox, they'll gladly help you.

Build Your Personal Board Of Directors

SPEAKER_02 11:33

True. But I think we all have to be wary of that, right? Like if we wouldn't accept, you know, if their criticism comes across really harsh to the to us, would we accept their ideas? Too. So I mean that that takes a little bit of weighing. But I think as a solopreneur, if you have like what's called a board of directors for you, that is people that kind of stretch you. That's people that, you know, know your heart and know um, you know, kind of aligned in values. They don't necessarily have to be in your business, but to be a business owner and help you kind of bolster you up going, hey, like, you know, we've kind of noticed this trend happening in our business. Have you given it any thought? So having a board of directors or like a huddle group that you can kind of lean into that, you know, they're not going to share. I don't necessarily want to say that that group is a vault, so to speak, but you know, you want people that are going to ride with you through the waves and not berate you out in public. Um, you know, they're going to support you and and call in and check on you when things are hard and going, hey, you know, I've seen this marketing going on, or I, you know, I've seen this in the forums or whatever. Is there anything I can do to help? Is there anything, you know, any possible way I can support you in in what's going on? And if that's a glass of wine or a whiskey, whatever, um, or coffee if you're not a drinker, um, you know, sometimes it is just getting you out of your element and out of, you know, your your zone um to just breathe and holding space for you.

SPEAKER_00 13:22

I won't mention this business owner's name, but yesterday uh we had a coffee scheduled for eight o'clock, first thing in the morning. And the day before, because we've had inclement weather at the time of this recording, the snow and everything else, they had busted pipes at their office, and their pipes are above the office. So he showed me video of their video with water pouring down in the office on top of desk and computers. And I love this guy to death. He kept our coffee meeting.

SPEAKER_02 13:56

Oh my gosh.

The Self-Care Owners Skip

SPEAKER_00 13:57

I would have been in the office first thing that morning, but he kept our because that's the conic, he's like, That's that's part of being that's part of owning a business, right? It can wait. My time is with you, and I scheduled that time with you, so this is more important. And for him, I'm sure it was more like I just need someone else, uh a happy face to see, because as soon as I go in the office, maybe it's gonna be a different emotion, right?

SPEAKER_02 14:22

But I mean 100% different emotion, 100%.

SPEAKER_00 14:26

But uh, my point is that there's challenges left and right. There's it's a battlefield, and like he told me in our coffee, he was like, you can't do this alone.

SPEAKER_02 14:38

No, exactly. And and I think that's one of the other things that I see a lot of business owners neglect, if you will, or kind of put to the back burner, and that's taking care of themselves, right? Like I saw your post, you're training again for a marathon. Yeah. Congratulations. Running's not my thing.

SPEAKER_01 14:59

You know, I've heard that more than once.

SPEAKER_02 15:01

Right. So, um, but yet you're, you know, you're setting aside that time to do the training. Well, I'm not training for anything in particular, but that doesn't mean I shouldn't devote the time for self-care. And I think a lot of business owners don't take the time to do that. Like you've got to build fun into your day or your work week. Um, otherwise, you know, you're you're only coming in as half a human, right? When you're not having fun laughing, whether that's at work or something, you know, aside from that, like you got to get away and um and step aside for a minute to just reconnect to yourself.

Why DISC Beats Guesswork

SPEAKER_00 15:49

Yeah, this business owner I'm referring to has been on the podcast before, and I'll have him back on after he gets through this because he didn't even share that with me till maybe 20 or 30 minutes after we had already started talking. So his full attention was in self-care of getting something out of me to fill his cup, right? And so, kind of, anyways, uh, I think that's so important to take care of yourself. Let's talk about disc because when we're talking about vulner being vulnerable, we all have different tolerances. And so disk is predictable behavior traits. So I'll let you go ahead and start with first of all, what it is and why it's so important to understand not just who other people are, but who you are yourself. So when you're talking about self-care, to me, I find disk to be one of my most powerful tools to use because I can gauge myself and I understand what my triggers are. But go ahead and and I'll just let you share what disk is and how it works.

SPEAKER_02 16:56

Okay. So first, I think what disc isn't, it's not IQ. It's not skills, education, experience, it's not anything in that. It's not even your values, it's more um needs and your motivation. It's um behavioral, somewhat emotional. And it's a pretty good descriptor. It's definitely descriptor of communication style. Uh, right. And how I want to say kind of how your brain works, if that makes sense. You know, are you faster paced? Are you slower paced? Are you task-oriented? Are you people oriented? Um, and so that to me is disk in a nutshell.

SPEAKER_00 17:40

What are the different it's an acronym. So what are the different letters?

SPEAKER_02 17:46

So um it's D-I-S-C, not K. Um, so the D is dominance, the I is influence, the S is steadiness, and the C is conscientiousness. And so both your um your D and your C, they're task-oriented, but your D is faster paced, but your C is slow paced. Your I is a faster paced but people-oriented, and your S is um people-oriented as well, but they're slower paced. And so I happen to be an SC, is my um my working mode. Um, my non-working mode happens to actually be the S or C S, um, which depending upon who I'm working with or or um the project that I'm in dictates kind of which one pulls ahead, if you will. What about you, Michael? I you're into disk. What what is your uh what are you?

Communicating To Each Style

SPEAKER_00 18:54

S C. So I'm a I'm a high S. So uh we are I'll tell you how powerful it is when someone else tells me when they're not an S and they tell me they're a good people reader. I'm like, no, you're not. No, you're yes, I am. I'm like, no, you're not, and they'll ask me why, and I'm gonna say because S's are the highest, most empathetic, passionate people you can find, sincere, and we know when someone's not being sincere because we feel it. So that's one powerful way. But let's talk about the communication styles because it really helps in the in the workplace. And can you kind of share some examples of what that looks like once you understand who people are and how you could shift your tones or your direct conversations to get better output from those you work with?

Stress Behaviors And Triggers

SPEAKER_02 19:46

For sure. I I think overall the idea when you know and operate within Disk, like you're increasing your trust with people, you're increasing collaboration, and you're increasing your impact, which is all the things everybody wants to do, right? If you're a business owner, you want to create more impact in whatever service industry that you're in. And so um knowing kind of how you operate within these is kind of key. So um I think the beauty about disk is we're actually all four of them, we're we pull upon them when it's called upon, right? I know a lot of people that have actually shifted their styles from when they had a very type A, um, very dominant um boss that, you know, was very focused and didn't want the details, right? Um they reverted, you know, they they might have been a D before, but they actually had to, I don't want to say squash that down. But that that style wasn't needed as much. And they were able to lean into their secondary. Um you typically don't don't go polar opposites. Um, so uh a D isn't gonna become an S, right? They're not gonna become um more people focused and more slower pace, they're gonna still operate in that fast pace. They might just tone it down a little bit. And so um I guess like a D wants you to get to the point, right? Again, I don't care so much about the details. Yeah, yeah. Um the uh the I want you to be stimulating. They want to know about your weekend. What do we have in common? What can we talk about that's really not work related? Um we'll get to that, but you know Hey, how's it going? Like they're super people oriented and want to know. I mean, it's influence. How can you create influence if you're not being stimulating and and all of those things? Um, the S really wants you to be pleasant. They want you to be nice and courteous. Um, don't talk down to me. Um, because are you hurting my feelings? Are you mad? Did I do something that I didn't know? Um, and then the C really wants you to be precise. Um, give me the details so I can wade through it and decide what's important and what isn't, right?

SPEAKER_00 22:21

Eventually. I'm just kidding.

Hiring And Roles Through A DISC Lens

SPEAKER_02 22:26

Yeah, but but in the reverse, like you don't necessarily want to call out an SRC in a meeting. Right? They they need time to respond and think through of like it being an SC. I want to think through of all of the other departments that are going to be affected. So, like when I was doing the consulting with the um the pricing policies and setting the agreements in place, that touches every area of the business. It touches marketing, it touches customer service for sure. Because now I've got to run credit checks. Has anybody talked to them? Do they know what how much we're fixing to change the world? Um, and you shipping, I can't you can't just answer the phone and say, Yeah, I'll get it out the door because are they actually a customer right now? No, no, they're not. So we don't want our product going out the door to them, right? So um, and us is gonna think about all of the other impacts to the business, right? If we're if we're staying in that lane of of running and operating a business. Um, whereas the I might not necessarily be your marketing person, but you do want your marketing people to kind of have somewhat of an I influence, you know, you want them to have that influence because is your brain going where it needs to go? And D a lot of times just wants to make the decision. The D is the person that really can make that quick decision without all of the information.

Case Study: Decision Gridlock Fixed

SPEAKER_00 23:57

Yeah. That's a lot of information just in itself. And I do I want to share because I've been introduced to disk for probably two decades now. And to show I have found it to be more powerful for self-discovery than it has for me to communicate with others. So, you know, I'm an S C, but S C D, I have D in me when it comes to my work, uh, because I've learned how to be more decisive. And knowing that S's and C's are indecisive until they have all the facts, that's why I threw in that little eventually they make a decision, the C's. But um, because if you give them too too many facts, uh it can be overwhelming. And so for me, knowing that I have a tendency to be indecisive, uh I've shortened that fuse, if you will, and vice versa. For the, you know, most C's are introverts. And so since I'm an SC, I'm kind of in that category, but it doesn't mean that I can't improve my public speaking because I speak in front of a lot of people, and most S's and C's don't. But I went to Toastmasters, I went to communication classes, I've gone to so many things. I still practice, yeah, and I learned over the COVID when everything was shut down, some of my old tendencies started to creep back in. So I had to work those brain muscles again to, you know, improve. But like you said, you're not gonna go from a D to a C. You can improve things, you can shift things, you can take some courses or classes. But so I have found it to be very beneficial just for self-improvement. If you're looking for something to self-improve on, rather than get a book, go learn disk.

Taking The Assessment And Debrief

SPEAKER_02 25:46

Yeah, yeah, you know, yeah, because like under stress, for example, right? Um, a D is gonna be very much like a dictator. An I is gonna be sarcastic, um, an S is gonna be submissive, and a C is gonna be withdrawn under stress. So very rarely is, I mean, we've talked about this already, but very rarely is a D gonna decide to be submissive.

SPEAKER_01 26:18

Right.

SPEAKER_02 26:19

Right. So um, you know, the when irritation happens, um, just some behavioral styles, the D is gonna come with indecision. Um the I is gonna, you know, look for routine or avoid routine. The S is insensitivity and the C is unpredictability, those are their irritation points. Um and kind of like the you know, fears and motivators, the fear is being deceived because the D is motivated to win.

SPEAKER_01 26:56

Right.

Practical Strategies For Daily Use

SPEAKER_02 26:57

Right. And I um their fear is rejection. If you're all about influencing people and you're sitting in a room and you've asked a question and nobody's talking back to you, they're all like either on their phones or just on have you totally on ignore, like that hurts them at their core. At their core. They're motivated by the chase. The S, their fear is sudden changes because you've just totally rocked my world. Um I like my things in order in a routine, um, and I'm motivated by connection. And then as a C, you know, my fear is criticism because I have all the details, I have all the data. Um, and I'm very much motivated by the process. And so think about when you're hiring people, right? How awesome would it be to on your onboarding to have disk as part of that? Because then you're like, oh, I got some insight into them before they've even started working for me. I know um, you know, John is gonna want the details. He's gonna want, here's our SOPs, like in this little book. I mean, I don't know that anybody actually reads the employee manual, right? I mean, you hope they do, you want them to, but if it's 150 pages, where's the cliff notes? Right?

SPEAKER_00 28:30

They'll refer to the employee manual when it's not.

SPEAKER_02 28:34

The C though is probably going to read it.

SPEAKER_00 28:37

Yeah, actually read it, yes.

SPEAKER_02 28:40

You know, so that is not your whole employee base, right? Like at all.

How To Reach Mindy

SPEAKER_00 28:47

Well, I use it so like even in sales, like everybody tells me, I want where's all the A players and cells? I can't find an A player. And I'm like, what industry are you in? Because if you're in like SaaS, like software as a service or medical sales where it's real aggressive, you get your nose bloodied in sales, you want that agitator, that guy that's gonna know go in there, you know, the D. But if you're a salesperson at a funeral home, we don't want a D. You want a S C or a C with a little D in them for self-motivation, but somebody that's a little more empathetic and passionate, you know, and so that just shows you that not every role in a business is the same. And how so I was gonna I was leaning into that because I wanted to see if you had any stories to share on how you've seen the impact of disk on businesses that you've coached. Um people can get some examples of how that relate to it in their business.

Parting Advice And Book Pick

SPEAKER_02 29:47

Yeah, so I actually um did disc for a service-based business that I was working with. Um, it was a massage school and chiropractic uh like clinic. And um what really showed up for all of the the students and the service providers is that the owners who were a married couple, one was a high D low I, and the other one was a high I low D. So the amount of indecision in that business was significant because she thought he would make the decision, and he was like, No, this is her side, she needs to make the decision. So there was a lot of times that decisions wouldn't be made because they were afraid of hurting everyone's feelings, but thinking they were taking care of everyone, and it's like, okay, your lack of indecision is a decision.

SPEAKER_00 30:49

Right. Yeah.

Host CTA And Closing

SPEAKER_02 30:52

Um, and you have all of these, and it's funny, most of the service providers, they were in that, they were in IRNS. I think there was only one C out of the eight of them. And um, you know, the the one lone C, she was definitely like, um I I need a process, I need to know what you want from me, when you want it from me, how you want it done. And everybody else was just like, they can't decide, so I'm just not gonna say anything. It's like, no, this is not what we need. We need some incentive for people. We need um, you know, these people need some personal assurances um and encouragement that they're doing what you want them to do.

SPEAKER_00 31:43

Absolutely.

SPEAKER_02 31:44

And the D really didn't know, you know, the um the wife and the organization didn't know how to provide that to the students because she just couldn't relate.

SPEAKER_00 31:59

Interesting. So, what is the process for if someone's interested in disk?

SPEAKER_02 32:05

So it's a what is it, a 30 question um assessment that um, you know, it really you need to just as with any multiple choice, you need to go with your first uh gut instinct and not overthink it. Um, because it it says more about you than um probably what you even realize. And so it is just a matter of of taking an assessment and then having a debrief and figuring out how you want to take it forward because a lot of people take it for different reasons. One, you know, people are like, oh, well, this is how I am. So I need to tell other people how to communicate to me. And it's like, that's kind of there's a little bit of that there. But you know, I think knowing how you come across is huge because none of us are on the other side of us when we're in a heated conversation, when we're trying to explain something, when we're just having a regular conversation, if we're being aggressive and really direct, people need to know I I'm not mad at you. Like I this is kind of how I am. But if I can understand that that's how I come across, then I can I can choose, right? It's totally my choice to soften it based off of facial reaction or body language, right? That's that's coming back at me. I I think that's really the the key with DISC for what I've seen. It's helping people understand how they come across because they're not on the other side of themselves.

SPEAKER_00 33:51

Yeah. And I know for myself, and this isn't about me, I'm just giving people examples that they may or may not relate to because these aren't stories being made up. I mean, this is what I learned. Right. And that is I need I need a list, a step-by-step list, or else I will procrastinate because in my head I'll get overwhelmed, right? With too much information. So I need it digestible in a format that I can follow, and then I can usually work around other people because I've got that list. But if I don't have that, and I didn't learn that until I learned disk, until I went through the assessment and I was like, here's some things you can work on, be more decisive and blah, blah, blah. And so that it's really powerful just for yourself as well as others.

SPEAKER_02 34:42

Yeah, and there's definitely strategies, right? Once you know um what you are and being more aware of of those things, um, you know, you can kind of start seeing what other people are, or you might think have a better idea of what other people are that you communicate with pretty regularly or in a relationship with even to know, hey, if I want to get through to them, you know, at their core, I need to talk to them in this way. I need to um like with a C, I need to avoid the the social talk if we're at work because they don't care about that. Whereas the I, the I totally wants to know the social talk. They want to be connected with you on a level outside of the office, like if that's Henry's soccer or Jackson's baseball or I'm into pottery or glass blowing, whatever. Um, what are your hobbies outside of work that kind of make what's the other connection? Um you know, how how are you building trust with those people? If you're being um, you know, focused on the task and being very just straightforward, you know, the D's gonna like that, right? Um so yeah, I I think there's just different ways. And I mean, I offer that assessment and debrief, um, whether that's just a straight debrief, here's what here's what it is, here's kind of what I'm seeing and and what your results say, um, to actually having a couple sessions to help you better understand this is more in-depth. This is what it means to be a D. This is what it means, you know, when you're talking with people. And, you know, if you came to me with maybe your assistant, you know, or um Stephanie in accounting or whatever, every time you go to her and she's just like in a corner, kind of like, uh, why are you talking to me? Um, it can help you better understand why you're getting those reactions and and those responses.

SPEAKER_00 37:01

Absolutely. So we've talked about it's okay to ask for help, vulnerable, yeah, and self-discovery of what our triggers are.

SPEAKER_01 37:12

Yeah.

SPEAKER_00 37:13

And I'm sure people are interested. So how can they follow you, get in touch with you?

SPEAKER_02 37:18

Well, I'm uh LinkedIn just under my name, and then um I'm on Instagram and Facebook as Three Arrows Coaching and my website. I'm uh I've just redone and I'm still working on my new website um and getting everything back up to speed. But um, yeah, I'm around.

SPEAKER_00 37:38

You are around. And if you're in Oklahoma City, yeah, we'll see you around.

SPEAKER_02 37:44

Exactly. Exactly.

SPEAKER_00 37:46

Well, I always end with one final question. If you were in front of an audience of business owners only, different sizes, different industries, what's one thing that's applicable to all of them? It could be a book they need to read, a quote, an insight, something you've learned.

SPEAKER_02 38:04

I think there's two. One, I can't recommend the book um enough, Mind Magic by James Doty. It's all about um manifesting. And um, because he's a doctor, he provides the scientific um areas and and details about that, which for my mind made a lot of sense um and kind of broke it down, and there is value in it. Um, I think the other thing too is like it's time to be vulnerable and it's time to have fun. And they can coincide, it doesn't have to be scary.

SPEAKER_00 38:43

Absolutely. Well, golden advice. Mindy, thank you for your time. Yeah, wish you success. And I know we'll run into each other soon, but for the rest of everybody else, I encourage you to go follow Mindy, learn more from her, and go learn more about Disc from her. So thanks again for your time.

SPEAKER_02 39:01

Yeah, thank you.

SPEAKER_00 39:03

Thank you for listening to Small Business Pivots. This podcast is created and produced by my company, Boss. Our business is growing yours. Boss offers flexible business loans with business coaching support. Apply in minutes and get approved and funded in as little as 24 to 48 hours at business ownership simplified.com. If you're enjoying this podcast, don't forget to hit the subscribe button and share it as well. If you need help growing your business, email me at Michael at michaeldmorson.com. We'll see you next time on Small Business Pivots.