Behind The Story Show
Welcome to Behind The Story (BTS) Podcast: Exploring the deeper journeys of entrepreneurs, athletes, artists, creators, and leaders, Behind the Story is a weekly deep dive into the minds of extraordinary people. Each episode uncovers the strategies, innovations, and personal experiences that drive success-revealing the lessons, creativity, and resilience that shape their impact and inspire growth.
We invite you to join us as a featured guest as we explore and tell compelling stories, one conversation at a time.
Behind The Story Show
Connection Builds Trust: Angel Tucker on DISC, Leadership, and the GLOW Connection
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Jelani Gonzalez
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What if the real problem isn’t “bad communication”… but a missing connection? In this episode of Behind The Story, Jelani sits down with Angel Tucker—personality strategist, bestselling author, and keynote speaker—to break down the DISC personality model and her proprietary GLOW Connection method for building trust faster.
You’ll learn how to spot personality styles in real time (even over the phone), why teams get stuck in friction, and how leaders can flex their style without feeling fake—so the message you intend is the message people actually receive.
In this conversation, we cover:
- Where the DISC model came from and what it actually measures (behavioral preferences—not intelligence)
- What D, I, S, and C stand for—and why most people lean into two dominant styles
- The GLOW Connection framework: Gain awareness → Lock on to what they need → Operate accordingly → Win the connection
- Why “culture fit” can be a blind spot—and how personality balance can change outcomes (including a powerful oil-rig story)
- Sales + referrals: why fast-moving sellers lose the most loyal buyers (and what to do instead)
- HR + retention: the hidden driver behind turnover—not feeling understood and valued
Listener takeaway:
If you’re a leader, recruiter, seller, or founder—this episode gives you practical tools to reduce resistance, improve team dynamics, and build trust without changing who you are.
speaker-0: And that's what I love about our personality assessments is you can read through those and it shows like where are your natural gifts? Like what are the things you can do that you're actually going to enjoy and be able to excel once you learn them, even though maybe it's something you've never done before. So they're very eye-opening in that way.
speaker-1: still Welcome back to Behind the Story. Today I'm joined by Angel Tucker, a personality strategist, bestselling author, and keynote speaker known as the personality speaker. Angel helps leaders and teams recognize personality and recognize them in a way that allows them to communicate with more trust using the DISC model and her glow connection approach. Today we're going to get into some practical tools and find out the story behind her work. Angel, welcome.
speaker-0: Thank you, I appreciate it. Thanks for the invite.
speaker-1: Of course, so let's get straight to the heart of the matter. What is the origin of the disk model?
speaker-0: Well, the Dysmod, I like to say I created it, but I didn't. It's been around since the 1930s. It was actually created by someone named William Maltin Marston. And I love it because it's been around since the 1930s. So we have a lot of validity studies that show the accuracy of the model. And then it's also really user friendly, which is important if you're a business owner or a CEO or an entrepreneur, you know, I've been in so many. sessions and trainings where I walk out going, have no idea how to use that. So we don't have to worry about that with the disc personality model.
speaker-1: What was the origin moment for you? What pulled you into this sort of work? Using this model.
speaker-0: It's a really interesting story. Many years ago, I joined a multi-level marketing company and part of their system was to listen to motivational tapes. Now that tells you how long ago it was right there, right? And so I listened to some about personality types and it was a different personality model than disc. But nevertheless, I listened to them and really enjoyed it. It was very insightful for me. The writer was very entertaining, so it was easy to listen to. And then shortly after that, I had to go to a summer camp with a bunch of teenagers and be a youth director for the summer. And when I arrived, they called all the youth leaders together and they said, by the way, you have to teach a class every day for an hour. and we have no materials or resources for you whatsoever. And so here I'm thinking, ⁓ my goodness, what am I gonna talk to these teenagers about? And so I thought, you know what, I'm learning about this personality stuff. Let me see if they're interested in that. And so when I started talking about that, Jelani, I saw the light bulbs going off in these teens. They're telling me stories about... ⁓ that's why my dad buys three pairs of shoes and rotates them so they wear evenly. And that's why my mom does. And I'm thinking, my goodness, if this tiny little bit I knew at that point can be this impactful, where can this go? Like I instantly saw the positive changes it can have in the dynamics between two people. And so from there, it just sparked something in me. And I said, I don't know how it's going to go. But somehow I'm going to make this what I do for a living. And that's where it evolved from 30 years ago.
speaker-1: So speaking about personality and personality types, what are some of the biggest misconceptions that people have when they hear personality types in the context of your work? ⁓
speaker-0: Hmm, that's a really good question. And so there's a lot of misconceptions out there. know, one of them is that, ⁓ you're born a particular personality and your personality stays the same your whole life. And in fact, you're not born a particular personality. The way your parents raise you have to do with your birth order, which can influence your personality, but your personality is kind of shaped and molded and formed over your lifetime. So you can die something completely different. then you were born and a lot of people don't think that's possible and it is.
speaker-1: Yeah, I agree with you. I'm new to it, obviously, new to your work, new to reading about it. When you're talking about the DIS model, what's it measuring? Like, what's it measuring and what's it not measuring? What's
speaker-0: Yeah, so it's not measuring anything like intelligence or anything like that. It's measuring behavioral preferences. you have, in fact, it's called the Disc Model of Human Behavior is really the whole name of it. And really we're looking at things like how do you prefer information to be given to you? You know, are you wanting details or do you want just bottom line information? Do you want to move faster? Do you move more cautiously, you know, throughout your day? So things like that are kind of what we're measuring and the accuracy of it is amazing, but it really gives you insights into how to interact with the other person, not just to communicate. And that's what some people miss. They're like, but we're communicating, so we're good. Communication doesn't build trust. Connection builds trust. And so when you can understand who the other person is and say things the way they need you to. that's where you create connection. And when you connect with people, that's when they start trusting you. And so when you understand those nuances and those differences, and it's not about what I need, you if I'm very bottom line person, it's totally irrelevant if I'm trying to build a connection with someone else, right? What do they need in order to create what I call winning the connection? And so by having those insights, it really almost gives us a crystal ball into the person that we're interacting with.
speaker-1: In reading about you, seem to be known for reading people quickly, like you just alluded to. What are the first three signals or three things you look for in that first minute?
speaker-0: Well, one of the things I like to share because you can even use it over the phone is speech patterns. Is the person that you're talking to speaking quickly? Are they talking over the end of your sentence? Maybe they didn't even let you finish what you were saying? Or the second you stop talking, you get a response. All of that is a clue to the fact that it's a D or an I personality type. Both of those personalities do that. Now, if you have someone that's speaking slower or as soon as you stop talking, there's this moment of silence and you're wondering, are you still there? That is a clue that you're talking to an S or a C personality because both of those personalities want to process the information first, decide what they're gonna say in their head and then verbalize the response. And so just by paying attention to how they're speaking on the phone gives you a tremendous clue as to whether it's a D or an I, which have a lot in common, so that's helpful, or an S or a C. that have a lot of common. And so that's the easiest one to do. And you can use it in person or over the phone. Other indicators are what are they talking about? What are their priorities? Listening for what's important to them. And then when you have them in person, you can observe the way they shake your hand. It will tell you immediately which personality you're dealing with and the way that they're dressed. So all of those are kind of clues. But the hardest part, Jelani, of doing what I do is paying attention to the other person. Because if we're being honest, who are we normally focusing on? Ourselves, right? And that's truly the most difficult part of what I do. It's not hard. People are constantly getting you signs that say, here's who I am. You just have to pay attention.
speaker-1: ourselves. But people listening that are not familiar with the acronym, just tell, can you say what it means, DIS?
speaker-0: Absolutely. So each of the letters in the word disc represents one personality type. Now it's important to understand before I tell you what these letters stands for, that everyone is a blend of all four of these letters. But studies show that 80 % of people are dominant in two of the four. So in other words, there's two of the four that you feel comfortable with, that you operate within most of the time. It doesn't mean you can't operate within the other two. But most of the time you're going to stay within your two dominant letters. And so the letter D stands for dominant. The letter I stands for inspiring. The letter S stands for, and the letter C stands for cautious. And every single person has their own unique blend of these four letters. So what I do is not about pigeonholing. It's not about labeling people. It's not about putting them in a box. Because even though you and I say we're both dominant in the same two letters doesn't mean we're exactly the same. We each have our own kind of unique blend of those letters.
speaker-1: You know what I'm struck by in listening to that explanation is just like you alluded to earlier that, you know, we're not always the same personalities. We could have different personalities or different roles.
speaker-0: Absolutely, that's one of the things I talk about in my sessions, yeah, for sure. And there's a reason for that, right? So what happens is, you know, people say, why am I different with my kids than I am with my friends? Or why am I different at work than I am at home? Okay? And so what happens is you stay within your dominant personality until one of two things happens, okay? So I'm gonna use myself as an example. I'm a DI, those are my top two personalities. Now the D likes to be in charge, they like to get things done, they like to have things done their way, and they move very quickly. The I personality is your fun person. This is the one that likes to be the life of the party. They like new experiences, they enjoy being around people. So I'm going to stay within my D until one of two things occurs. The first is that my D is happy, okay? So let's say that I'm planning a girls night for this coming week and I've been looking forward to this for a long time. As long as I get all of my D tasks done and my agenda accomplished, I can jump to my I personality guilt free and have a good time. Okay? So that's the first reason we would move around in our letters. The second is if I'm in a situation where my D is not working for me. You know, if you've got two D's that are married to each other, two people that both want control all the time, out of necessity, you're going to have to change and give that other person some control as well, right? So out of necessity, I may want to be in charge, but I'm going to have to jump to my eye and let them have the D in certain situations. So those are the two scenarios that we kind of incorporate often out of necessity where we're going to kind of move around in our letters. which is why we're different in certain situations.
speaker-1: Very interesting. And I was just thinking as you were saying that, you come across in your work with CEOs and leaders and business people, have you come across any commonalities within the letters of like most CEOs are these two or so forth?
speaker-0: You know, it's interesting because certain personalities are drawn naturally to specific fields of work. So for example, most people that are in an industry that involves sales or prospecting, you're going to have a much higher percentage of Ds and Is because they can go after things. They can handle rejection. can do, whereas if I were working with counselors or psychologists or things like that. Now we're geared towards S's and C's. So it's interesting how particular personalities are drawn naturally to specific jobs or industries.
speaker-1: interesting. I wonder if that has something to do when people are in their careers and they feel discombobulated or it's inconclusive with who they are because it doesn't match.
speaker-0: Absolutely, yeah. Sometimes people do a job out of necessity. You know, they need a paycheck, it's all they know. Maybe they were, you know, their dad was a plumber, so they're a plumber and their kids will be a plumber, you know? And so it's all they know. And so they go for familiarity versus what's my real passion. And that's what I love about our personality assessments is you can read through those and it shows like where are your natural gifts? What are things you can do that you're actually going to enjoy? and be able to excel and to learn them even though maybe it's something you've never done before. So they're very eye-opening in that way.
speaker-1: Have you ever thought of or have you done it where you've applied this to somebody that they're not in sales, they're not in business, but they want to figure things out socially? Have you applied this diss model in a social situation?
speaker-0: 100%. Yeah, it's amazing because it's so versatile. You can use it in your personal life, you can use it in your business life. And when I go in and train, of my clientele are organizations that want to create connection and trust. But what I love the most, Jelani, is when I get an email after I've spoken at a keynote that says, I finally understand my spouse. I didn't know why they've done things this way. Because what we tend to assume is if someone does something differently than we would do it, well, they must be wrong, right? Because we're raised to believe there's right and then there must be a wrong, but it's not true. There can be two rights. There can be two different ways to do things, but both way is right. And that's what I love so much about having these insights and understanding that everybody is my teacher. Everybody knows things that I don't know. And if I'm willing to not say, well, I'm right, which means you must be wrong. So I don't need to listen to you and instead say, I don't see that. Can you show me that? I'm the winner every single time.
speaker-1: Let's break down the glow connection. So tell me, what does that actually
speaker-0: Well, I love the Glow Connection. The Glow Connection is proprietary. I'm the only one in the world that teaches it. But going back to simplifying things, I like to make things very user-friendly. So the Glow Connection method is just reminding us of the simple process to take to create that connection and trust. And so the letter G stands for gain awareness, which basically means figure out who this person is, pay attention to those signs that we were just talking about that lets us know what is their personality type? Who am I dealing with here? And then the L stands for lock on to what they need. It's not about what you need, it's about what they need. So maybe I'm a very bottom line person and I move quickly, but they need lots of information and they want time to process and absorb and make a decision. So I have to have that understanding in order to create genuine connection. And then the O stands for operate accordingly, which basically just means take those insights and do something with it, right? Actually make the adjustments. And sometimes the adjustment is this big, but the impact is this big, right? And then when you do those three things, you end up with the view, which is win the connection. ⁓ Now the thing about the W is it sounds so simple, but that's where a lot of people are misaligned because they think, if they win, means someone else has to lose. And that's not the winning we're talking about. know, they think, well, we winning means we all agree, that's not winning. You don't have to agree to win. You know, it's just that bold people can walk away feeling good about what just happened. And that's where you build connection and trust.
speaker-1: Is there a story you can share of somebody that applied the glow connection?
speaker-0: Yeah. And I'll tell you, it's a lot of times it goes back to those personal stories. You know, I had had a mom and a daughter in one of my speaking engagements one time and the mom was a high C personality. Now C's like things to be very structured, very organized. They're perfectionist. They're very detail oriented. And the daughter... was a high-I personality. Now, I shared a moment ago about them, but they're the life of the party. They kind of move through life and figure it out as they go. They don't plan anything. And so the mother really felt like she had done something wrong in raising her daughter because her daughter was so different from her. Like, what did I do wrong? And she was trying to raise her daughter as if she was the same personality as herself. And of course there was a huge misalignment there. So she says, finally get it. I finally understand that I need to operate the way she needs me to in order to have the relationship I want to have with her. And so it's amazing to see, you know, some people think it can't really be that simple, but it is. It really is that simple.
speaker-1: I'm an HR and talent class physician. I don't want to ask you a specific question in regards to somebody that's dealing with candidates, whatnot, people working for jobs. Or my coworkers, for example, what's one glow move that I can use today to reduce friction with a coworker or if an interview is going badly with a candidate?
speaker-0: Yeah, no, that's a great question. And I love that you're asking that specifically about HR because a lot of times what they'll do is they'll hire the person that interviewed the best, but that doesn't mean that's the best person for that job, right? So you have to be very clear about which personality is the best fit for this job. And then the key is to then train them accordingly. And that's where most people miss HR. is the operating, they have this one size fits all training manual, training this, here's the steps we take. And that doesn't work for every personality. Works for the personality that developed it, you know, cause they are developing it through their own lens. But people don't experience leadership through your intent. They experience it through their personality type. And so you have to make those adjustments. You know, maybe for one person, it's using visuals to train them, but another person learns audibly. Maybe this person I have to follow up with more consistently and this person I can tell them 10 things to do and walk away and know that everything's good. So it's having that understanding that's going to reduce that friction, you know? And ⁓ when you do this, you have more productivity, far less turnover, and people feel understood and valued. And as you know, coming from the HR world, the number one reason people leave their job had nothing to do with income or benefits. It's because they didn't feel understood and valued. And sometimes the HR leader is shocked. They're like, but I did everything for them. I did this and I did that and I gave them my all and I did this. But what they were doing was what their personality wanted. what their personality felt valued, not what the other person needed.
speaker-1: You know, here's another thought and I want to get your comment on it. One of the things that I've had hiring managers say is in evaluating a candidate, for example, on paper, they're great, but I just don't think they're a cultural match. And when I hear that, I'm thinking about the personalities didn't really connect during the interview. And I often wonder whether or not that's fair because Not fair in that, fair from the perspective of the person on paper can do the job. You've said that they can do the job and they are qualified, but now it's a concern of their personalities won't match. Is there a fix for that or is it just simply the team has this model within the DISS model? Let's use your acronym. Maybe the team is DI and this person is SC and we're just not going to even entertain somebody that's not DI. Are they looking at it? Correct.
speaker-0: Well, I'll tell you what a lot of companies do is they become heavy in certain letters and it's usually their letters because they want to surround themselves with people like them. And when someone comes in that's the opposite of that, there's this misalignment and they can't really explain it. They can't their finger on it. It just doesn't feel right to them. And they may be missing out on the most valuable contribution they can have to their team because now you have a totally different perspective coming along with that person. And so we actually have built into our personality assessments. We have a couple of tools that business owners can use that are extremely valuable. One is a team graph. So they can visually plot every single person within their organization in one graph and see, wow, we're really lacking here in this S, you know, contribution or wow, we don't have any Cs. In fact, we did this. I'll tell you a story. We had this, this happened. an acquaintance of mine that does the same work that I do. He was called into the oil industry because they had two oil rigs side by side. One of them was accident free and the other one was having accidents regularly and they couldn't figure out why. So he went in and he had them graph every single person and what they found is that all the C types, the very organized, detailed, meticulous perfectionist, were all on the same rig and all of the I types were all on the same rig. And so once they switched that and moved it around and made it more even, the accident rate dropped immediately. But when you're just going through the day to day, you're not seeing that, right? So it takes that visual to go, ⁓ okay. Secondly, we have. interaction guides. We can do an assessment on any two people and give them an interaction guide that says, here's how to make this go well between you two. And that is very insightful as well.
speaker-1: In working with sales teams, what's the number one personality mismatch that you see?
speaker-0: So typically people struggle when they're dealing with an opposite personality. Now here's what's interesting about sales. Most salespeople are D or I personality types. They move quickly, the very bottom line, but the most loyal customers are S and C personalities. But Ds and Is rarely get them because they don't buy the way that they do. So they assume that the buyer isn't serious because they're not moving through the transaction the way they would when in fact this is one of the most loyal customers they can ever have. They just struggle to get them because they buy differently. And so that mismatch is costing them a ton of referral business because when someone's happy with you and they trust you, they're going to tell other people about you. Right. And so instead of getting that business coming to them. They're constantly having to go after new business because they didn't understand their customer in the first place.
speaker-1: the best way to build trust using this.
speaker-0: So you just need to do those insights where you figure out who's in front of you, remember what they need from you, and then pivot, adjust so that the message you want them to get is the message they actually receive. I think we're all guilty of sending a text and the person we sent it to got a totally different message than we intended them to get, right? And the reason that happens is because we're doing everything. by default, we're doing everything through our personality lens. And then when they don't understand us, guess who we think the problem is? The other person, right? So just by following that glow process, you're going to end up with that win. You're going to have smoother transactions. You're going to have less deals falling through. You're going to get more referrals just by adjusting just a little bit. and giving the other person what they need instead of what you would want if you were in their position.
speaker-1: Early on, what did you get wrong about people before you got it right?
speaker-0: ⁓ my goodness. So many things. I don't know that your show is big enough for that. I tell you, I struggle. I'm a DI and we're just constantly on the move. get bored very easily. I say we thrive in controlled chaos. And what I did was I married someone who's partially opposite of me. My husband is an SI. Now SIs are people, people. They love people. They love relationships. They love interaction. And I have learned a lot from watching my husband interact with people, you know, just seeing the value of building that relationship first, instead of just trying to get to the deal, right? We're just trying to get to the deal when really it's the person behind the deal that we need to relate to. And I made a lot of mistakes in that regard until I was able to observe firsthand the value of taking those extra few minutes and really caring about the person and them feeling that.
speaker-1: Mm. I love it. Here's a scenario for you. I don't want to get your comment. It's in a meeting. It's a team meeting, right? And you've got a D, and he's pushing speed. You've got a C, pushing details. Uh-huh. And then S, trying to keep the peace.
speaker-0: Yes. Is there an eye in the room? we at least keep an
speaker-1: I can't think of an eye but how do you need that?
speaker-0: ⁓ No fun in this meeting.
speaker-1: meetings so you get the results without things blowing up.
speaker-0: Yeah. And so when you're dealing with, if you have a D leading the meeting, okay, you have an S or a C that you're trying to lead, the key is to give them details and information, even if you don't think it's important, and allow time for questions. Because both S's and C's do not do well with one bottom line information to being asked to pivot quickly or adjust quickly. They want time. They're going to ask questions. When's this gonna occur? What's it going to change? What results can we expect? They want to be able to do all of that, but what happens with a D is because they understand it, they think, well, let me just give them the bottom line and they'll understand it too. It doesn't work that way. You have to meet their personality needs if you want them on your team moving towards the same goal. So you have to slow down, you have to give them details that you don't think matter. and you have to allow time for questions without feeling rushed. Okay? Especially the S. If the S senses that there's any sort of rush or urgency, they're not gonna ask the questions, because they think that's going to fluster you, but they're also not gonna be on board either. And so by recognizing, hey, I'm trying to lead someone the opposite of me and making those few little pivots, that's what's gonna get the result that you want. That's the win.
speaker-1: How do you advise leaders to flex their style without coming off as fake and inauthentic?
speaker-0: And that's thing, you know what I explained it, you know what I relate it to, is being multilingual, but in personality types. It's not about being fake. It's not about changing who you are. It's about speaking their personality language. You know, if I were sitting here with someone who spoke only French and I'm talking to them in English, it doesn't matter how loud I yell at them in English. They're not going to get the message that I need them to get. it's up to me to adjust to create that win-win situation. So it's really just about being multilingual in personality types. You're still the same person. You're just adjusting the language that you're speaking so that both people are on the same page.
speaker-1: people bring themselves to work, to business. How do these personality insights help at home?
speaker-0: Well, that's a great question because you know what we tend to do. Most people marry someone who's at least partially opposite of them. And the reason we're doing that is because we're staffing our weaknesses. Okay. So if I am naturally reserved and I observe this fellow who's, he's gregarious. He makes friends everywhere he goes. He never meets a stranger. And I'm, I love that. And I appreciate that because I don't have that quality. Right. And so then I love that and I appreciate that. And then I marry this person, but then I try to spend my whole life trying to turn him into me. And it doesn't work that way. If you're with someone who's different, they're going to be different in every way. They're going to process information differently. They're going to have different opinions. And so it's about valuing what they bring to the relationship. Each person leaning onto their own strengths. Okay. For example, in my marriage, my husband doesn't plan anything because he can't manage time. the time manager, so I'm the planner. But when it comes to other things that need detail, that's on him because that's his strength. And if we can really appreciate our strengths instead of focusing on our differences, then you're going to have an amazing relationship.
speaker-1: in profiling people this way. Where's the ethical line for you?
speaker-0: Well, you know what? I think that it's actually more ethical for me to meet someone's needs by understanding who they are than to just assume that they're like me and if they're not, then they're wrong. Right? And so I think it's a, it's a gift to have the insight to know what someone needs. You know, it's kind of like food, but in a different way, right? We all have our basic needs. You know, for example, a dominant deep, their basic needs are choices, challenge and control. Well, you have a see whose basic needs are different than that. I, you know, and so when we understand someone's basic needs and we can meet their basic needs, we're not just winning the connection, we're making their life better too. And eliminating all of that friction and stress and conflict. Like nobody wakes up and goes, man, I hope I have conflict today. Like nobody does, you know, but by default it happens. because we're trying to have this one-size-fits-all approach to everybody that we interact with.
speaker-1: So Angel, authored over 13 books, I think I counted. Yes. Tell me about the new certification, the one of 600, I believe.
speaker-0: Yes, so I just received my CSP, which is Certified Speaking Professional from the National Speakers Association. And there's only 600 people in the world that have that. So I'm quite honored that I was able to earn that. It's a very in-depth, intense process to be able to get that and to prove your speaking abilities. So I was honored to receive that. And I just found out about that last week.
speaker-1: Okay, well, congratulations. Thank you. That was an amazing accomplishment. Before we wrap up, two tracks I want to ask you about. First, as an individual salesperson, and I come to you and I'm saying, Angel, I need some coaching. You know, I'm not meeting my numbers. Help me. What's the first five minutes of that conversation like? question?
speaker-0: Before I even get into a conversation with them, actually, when I coach people and consult, I understand the value of time, especially as a D, time is money, right? And so I'm actually going to send them a questionnaire to fill out ahead of time so that I have a really good understanding of what are the gaps I need to help this person fill. And so that's how I handle my coaching and consulting. Yep.
speaker-1: So I would have had the questionnaire ask me a few of those questions. What are the top three questions on that questionnaire?
speaker-0: And so it would be something like rating yourself on a scale of one to 10. How well do you think you do interacting with personality types that are different from you? Say this is a salesperson. What percentage of your business is from referrals? You know, things like that. I want to know where are they currently? Are they constantly having to go after new business because they're not providing an amazing experience and getting those referrals? Or is this someone that does well with referrals, but they need help somewhere else? Like I'm trying to find that gap. that I need to fill so that our time together is time well spent for them.
speaker-1: That makes sense. So if I'm a referral person, you'd focus on business development, for example, drawing that. And if I'm all new business, you're asking the question, why?
speaker-0: You all new business? Yeah, what's happening?
speaker-1: I knew people like, your product bad? And so you're diving deeper into it. So that, first five minutes, you're really focusing on where you could be as much service. Okay. And then I'm a small business owner now, CEO, leader, whatever. And I connect with you. Help me. I'm a startup.
speaker-0: Exactly. If we have a small business owner, I want to know how long have your people worked for you? You know, if they say, ⁓ I have an average of, know, they stay an average of six months, something's wrong. If your people are turning over every six months, there's something wrong there, right? So I want to know, do you have a mission statement? Do you have a job description? It's amazing to me how many small business owners don't even have a job description for their people. I have people reach out to me regularly saying, Angel, which personality should I hire for ⁓ an office administrator? And I would say, what's their job description? Because that's a very broad, you know, office administrator could be a great many things. And so they'll say, well, I'm going to have them do maybe this or possibly some of that. No, you need a job description if you want to know which personality type that, that, you know, you need there. And so many business owners run their business reactively instead of. proactively. And it's so much more expensive to do that. So we're going to get down to the nitty gritty of, know, how many employees do you have? How long have they been there? And I'm probably going to interview the employees if I need to, to see what type of feedback they have about their boss and the situation. So that's a lot more in depth when you're dealing with a business owner.
speaker-1: Thank you. Well, we're going to leave it there. Angel, before I let you go, where can people follow your work and learn more about this resources?
speaker-0: Yeah, personalityspeaker.com. I also have something that just released yesterday called the Glow Connection Academy. So for organizations that want to onboard their people building connection and trust right from the very beginning where everybody is speaking disc within their office, we call that creating a disc culture. Then I actually have a resource now that they can use to includes a personality assessment and includes a personality knowledge assessment so we know where. within the academy they need to begin. And then it's a certified course. So they get a certificate of completion at the end of it. So that just released yesterday, the GlowConnectionAcademy.com is where you'll find information on that.
speaker-1: Okay, well thank you so much for joining me on Behind the Story Angel and best of luck with all the new projects you've got going.
speaker-0: Thank you so much. ⁓
speaker-1: you store
speaker-0: you
speaker-1: still Welcome back to Behind the Story. Today I'm joined by Angel Tucker, a personality strategist, bestselling author, and keynote speaker known as the personality speaker. Angel helps leaders and teams recognize personality and recognize them in a way that allows them to communicate with more trust using the DISC model and her glow connection approach. Today we're going to get into some practical tools and find out the story behind her work. Angel, welcome.
speaker-0: Thank you, I appreciate it. Thanks for the invite.
speaker-1: Of course, so let's get straight to the heart of the matter. What is the origin of the disk model?
speaker-0: Well, the Dysmod, I like to say I created it, but I didn't. It's been around since the 1930s. It was actually created by someone named William Maltin Marston. And I love it because it's been around since the 1930s. So we have a lot of validity studies that show the accuracy of the model. And then it's also really user friendly, which is important if you're a business owner or a CEO or an entrepreneur, you know, I've been in so many. sessions and trainings where I walk out going, have no idea how to use that. So we don't have to worry about that with the disc personality model.
speaker-1: What was the origin moment for you? What pulled you into this sort of work? Using this model.
speaker-0: It's a really interesting story. Many years ago, I joined a multi-level marketing company and part of their system was to listen to motivational tapes. Now that tells you how long ago it was right there, right? And so I listened to some about personality types and it was a different personality model than disc. But nevertheless, I listened to them and really enjoyed it. It was very insightful for me. The writer was very entertaining, so it was easy to listen to. And then shortly after that, I had to go to a summer camp with a bunch of teenagers and be a youth director for the summer. And when I arrived, they called all the youth leaders together and they said, by the way, you have to teach a class every day for an hour. and we have no materials or resources for you whatsoever. And so here I'm thinking, ⁓ my goodness, what am I gonna talk to these teenagers about? And so I thought, you know what, I'm learning about this personality stuff. Let me see if they're interested in that. And so when I started talking about that, Jelani, I saw the light bulbs going off in these teens. They're telling me stories about... ⁓ that's why my dad buys three pairs of shoes and rotates them so they wear evenly. And that's why my mom does. And I'm thinking, my goodness, if this tiny little bit I knew at that point can be this impactful, where can this go? Like I instantly saw the positive changes it can have in the dynamics between two people. And so from there, it just sparked something in me. And I said, I don't know how it's going to go. But somehow I'm going to make this what I do for a living. And that's where it evolved from 30 years ago.
speaker-1: So speaking about personality and personality types, what are some of the biggest misconceptions that people have when they hear personality types in the context of your work? ⁓
speaker-0: Hmm, that's a really good question. And so there's a lot of misconceptions out there. know, one of them is that, ⁓ you're born a particular personality and your personality stays the same your whole life. And in fact, you're not born a particular personality. The way your parents raise you have to do with your birth order, which can influence your personality, but your personality is kind of shaped and molded and formed over your lifetime. So you can die something completely different. then you were born and a lot of people don't think that's possible and it is.
speaker-1: Yeah, I agree with you. I'm new to it, obviously, new to your work, new to reading about it. When you're talking about the DIS model, what's it measuring? Like, what's it measuring and what's it not measuring? What's
speaker-0: Yeah, so it's not measuring anything like intelligence or anything like that. It's measuring behavioral preferences. you have, in fact, it's called the Disc Model of Human Behavior is really the whole name of it. And really we're looking at things like how do you prefer information to be given to you? You know, are you wanting details or do you want just bottom line information? Do you want to move faster? Do you move more cautiously, you know, throughout your day? So things like that are kind of what we're measuring and the accuracy of it is amazing, but it really gives you insights into how to interact with the other person, not just to communicate. And that's what some people miss. They're like, but we're communicating, so we're good. Communication doesn't build trust. Connection builds trust. And so when you can understand who the other person is and say things the way they need you to. that's where you create connection. And when you connect with people, that's when they start trusting you. And so when you understand those nuances and those differences, and it's not about what I need, you if I'm very bottom line person, it's totally irrelevant if I'm trying to build a connection with someone else, right? What do they need in order to create what I call winning the connection? And so by having those insights, it really almost gives us a crystal ball into the person that we're interacting with.
speaker-1: In reading about you, seem to be known for reading people quickly, like you just alluded to. What are the first three signals or three things you look for in that first minute?
speaker-0: Well, one of the things I like to share because you can even use it over the phone is speech patterns. Is the person that you're talking to speaking quickly? Are they talking over the end of your sentence? Maybe they didn't even let you finish what you were saying? Or the second you stop talking, you get a response. All of that is a clue to the fact that it's a D or an I personality type. Both of those personalities do that. Now, if you have someone that's speaking slower or as soon as you stop talking, there's this moment of silence and you're wondering, are you still there? That is a clue that you're talking to an S or a C personality because both of those personalities want to process the information first, decide what they're gonna say in their head and then verbalize the response. And so just by paying attention to how they're speaking on the phone gives you a tremendous clue as to whether it's a D or an I, which have a lot in common, so that's helpful, or an S or a C. that have a lot of common. And so that's the easiest one to do. And you can use it in person or over the phone. Other indicators are what are they talking about? What are their priorities? Listening for what's important to them. And then when you have them in person, you can observe the way they shake your hand. It will tell you immediately which personality you're dealing with and the way that they're dressed. So all of those are kind of clues. But the hardest part, Jelani, of doing what I do is paying attention to the other person. Because if we're being honest, who are we normally focusing on? Ourselves, right? And that's truly the most difficult part of what I do. It's not hard. People are constantly getting you signs that say, here's who I am. You just have to pay attention.
speaker-1: ourselves. But people listening that are not familiar with the acronym, just tell, can you say what it means, DIS?
speaker-0: Absolutely. So each of the letters in the word disc represents one personality type. Now it's important to understand before I tell you what these letters stands for, that everyone is a blend of all four of these letters. But studies show that 80 % of people are dominant in two of the four. So in other words, there's two of the four that you feel comfortable with, that you operate within most of the time. It doesn't mean you can't operate within the other two. But most of the time you're going to stay within your two dominant letters. And so the letter D stands for dominant. The letter I stands for inspiring. The letter S stands for, and the letter C stands for cautious. And every single person has their own unique blend of these four letters. So what I do is not about pigeonholing. It's not about labeling people. It's not about putting them in a box. Because even though you and I say we're both dominant in the same two letters doesn't mean we're exactly the same. We each have our own kind of unique blend of those letters.
speaker-1: You know what I'm struck by in listening to that explanation is just like you alluded to earlier that, you know, we're not always the same personalities. We could have different personalities or different roles.
speaker-0: Absolutely, that's one of the things I talk about in my sessions, yeah, for sure. And there's a reason for that, right? So what happens is, you know, people say, why am I different with my kids than I am with my friends? Or why am I different at work than I am at home? Okay? And so what happens is you stay within your dominant personality until one of two things happens, okay? So I'm gonna use myself as an example. I'm a DI, those are my top two personalities. Now the D likes to be in charge, they like to get things done, they like to have things done their way, and they move very quickly. The I personality is your fun person. This is the one that likes to be the life of the party. They like new experiences, they enjoy being around people. So I'm going to stay within my D until one of two things occurs. The first is that my D is happy, okay? So let's say that I'm planning a girls night for this coming week and I've been looking forward to this for a long time. As long as I get all of my D tasks done and my agenda accomplished, I can jump to my I personality guilt free and have a good time. Okay? So that's the first reason we would move around in our letters. The second is if I'm in a situation where my D is not working for me. You know, if you've got two D's that are married to each other, two people that both want control all the time, out of necessity, you're going to have to change and give that other person some control as well, right? So out of necessity, I may want to be in charge, but I'm going to have to jump to my eye and let them have the D in certain situations. So those are the two scenarios that we kind of incorporate often out of necessity where we're going to kind of move around in our letters. which is why we're different in certain situations.
speaker-1: Very interesting. And I was just thinking as you were saying that, you come across in your work with CEOs and leaders and business people, have you come across any commonalities within the letters of like most CEOs are these two or so forth?
speaker-0: You know, it's interesting because certain personalities are drawn naturally to specific fields of work. So for example, most people that are in an industry that involves sales or prospecting, you're going to have a much higher percentage of Ds and Is because they can go after things. They can handle rejection. can do, whereas if I were working with counselors or psychologists or things like that. Now we're geared towards S's and C's. So it's interesting how particular personalities are drawn naturally to specific jobs or industries.
speaker-1: interesting. I wonder if that has something to do when people are in their careers and they feel discombobulated or it's inconclusive with who they are because it doesn't match.
speaker-0: Absolutely, yeah. Sometimes people do a job out of necessity. You know, they need a paycheck, it's all they know. Maybe they were, you know, their dad was a plumber, so they're a plumber and their kids will be a plumber, you know? And so it's all they know. And so they go for familiarity versus what's my real passion. And that's what I love about our personality assessments is you can read through those and it shows like where are your natural gifts? What are things you can do that you're actually going to enjoy? and be able to excel and to learn them even though maybe it's something you've never done before. So they're very eye-opening in that way.
speaker-1: Have you ever thought of or have you done it where you've applied this to somebody that they're not in sales, they're not in business, but they want to figure things out socially? Have you applied this diss model in a social situation?
speaker-0: 100%. Yeah, it's amazing because it's so versatile. You can use it in your personal life, you can use it in your business life. And when I go in and train, of my clientele are organizations that want to create connection and trust. But what I love the most, Jelani, is when I get an email after I've spoken at a keynote that says, I finally understand my spouse. I didn't know why they've done things this way. Because what we tend to assume is if someone does something differently than we would do it, well, they must be wrong, right? Because we're raised to believe there's right and then there must be a wrong, but it's not true. There can be two rights. There can be two different ways to do things, but both way is right. And that's what I love so much about having these insights and understanding that everybody is my teacher. Everybody knows things that I don't know. And if I'm willing to not say, well, I'm right, which means you must be wrong. So I don't need to listen to you and instead say, I don't see that. Can you show me that? I'm the winner every single time.
speaker-1: Let's break down the glow connection. So tell me, what does that actually
speaker-0: Well, I love the Glow Connection. The Glow Connection is proprietary. I'm the only one in the world that teaches it. But going back to simplifying things, I like to make things very user-friendly. So the Glow Connection method is just reminding us of the simple process to take to create that connection and trust. And so the letter G stands for gain awareness, which basically means figure out who this person is, pay attention to those signs that we were just talking about that lets us know what is their personality type? Who am I dealing with here? And then the L stands for lock on to what they need. It's not about what you need, it's about what they need. So maybe I'm a very bottom line person and I move quickly, but they need lots of information and they want time to process and absorb and make a decision. So I have to have that understanding in order to create genuine connection. And then the O stands for operate accordingly, which basically just means take those insights and do something with it, right? Actually make the adjustments. And sometimes the adjustment is this big, but the impact is this big, right? And then when you do those three things, you end up with the view, which is win the connection. ⁓ Now the thing about the W is it sounds so simple, but that's where a lot of people are misaligned because they think, if they win, means someone else has to lose. And that's not the winning we're talking about. know, they think, well, we winning means we all agree, that's not winning. You don't have to agree to win. You know, it's just that bold people can walk away feeling good about what just happened. And that's where you build connection and trust.
speaker-1: Is there a story you can share of somebody that applied the glow connection?
speaker-0: Yeah. And I'll tell you, it's a lot of times it goes back to those personal stories. You know, I had had a mom and a daughter in one of my speaking engagements one time and the mom was a high C personality. Now C's like things to be very structured, very organized. They're perfectionist. They're very detail oriented. And the daughter... was a high-I personality. Now, I shared a moment ago about them, but they're the life of the party. They kind of move through life and figure it out as they go. They don't plan anything. And so the mother really felt like she had done something wrong in raising her daughter because her daughter was so different from her. Like, what did I do wrong? And she was trying to raise her daughter as if she was the same personality as herself. And of course there was a huge misalignment there. So she says, finally get it. I finally understand that I need to operate the way she needs me to in order to have the relationship I want to have with her. And so it's amazing to see, you know, some people think it can't really be that simple, but it is. It really is that simple.
speaker-1: I'm an HR and talent class physician. I don't want to ask you a specific question in regards to somebody that's dealing with candidates, whatnot, people working for jobs. Or my coworkers, for example, what's one glow move that I can use today to reduce friction with a coworker or if an interview is going badly with a candidate?
speaker-0: Yeah, no, that's a great question. And I love that you're asking that specifically about HR because a lot of times what they'll do is they'll hire the person that interviewed the best, but that doesn't mean that's the best person for that job, right? So you have to be very clear about which personality is the best fit for this job. And then the key is to then train them accordingly. And that's where most people miss HR. is the operating, they have this one size fits all training manual, training this, here's the steps we take. And that doesn't work for every personality. Works for the personality that developed it, you know, cause they are developing it through their own lens. But people don't experience leadership through your intent. They experience it through their personality type. And so you have to make those adjustments. You know, maybe for one person, it's using visuals to train them, but another person learns audibly. Maybe this person I have to follow up with more consistently and this person I can tell them 10 things to do and walk away and know that everything's good. So it's having that understanding that's going to reduce that friction, you know? And ⁓ when you do this, you have more productivity, far less turnover, and people feel understood and valued. And as you know, coming from the HR world, the number one reason people leave their job had nothing to do with income or benefits. It's because they didn't feel understood and valued. And sometimes the HR leader is shocked. They're like, but I did everything for them. I did this and I did that and I gave them my all and I did this. But what they were doing was what their personality wanted. what their personality felt valued, not what the other person needed.
speaker-1: You know, here's another thought and I want to get your comment on it. One of the things that I've had hiring managers say is in evaluating a candidate, for example, on paper, they're great, but I just don't think they're a cultural match. And when I hear that, I'm thinking about the personalities didn't really connect during the interview. And I often wonder whether or not that's fair because Not fair in that, fair from the perspective of the person on paper can do the job. You've said that they can do the job and they are qualified, but now it's a concern of their personalities won't match. Is there a fix for that or is it just simply the team has this model within the DISS model? Let's use your acronym. Maybe the team is DI and this person is SC and we're just not going to even entertain somebody that's not DI. Are they looking at it? Correct.
speaker-0: Well, I'll tell you what a lot of companies do is they become heavy in certain letters and it's usually their letters because they want to surround themselves with people like them. And when someone comes in that's the opposite of that, there's this misalignment and they can't really explain it. They can't their finger on it. It just doesn't feel right to them. And they may be missing out on the most valuable contribution they can have to their team because now you have a totally different perspective coming along with that person. And so we actually have built into our personality assessments. We have a couple of tools that business owners can use that are extremely valuable. One is a team graph. So they can visually plot every single person within their organization in one graph and see, wow, we're really lacking here in this S, you know, contribution or wow, we don't have any Cs. In fact, we did this. I'll tell you a story. We had this, this happened. an acquaintance of mine that does the same work that I do. He was called into the oil industry because they had two oil rigs side by side. One of them was accident free and the other one was having accidents regularly and they couldn't figure out why. So he went in and he had them graph every single person and what they found is that all the C types, the very organized, detailed, meticulous perfectionist, were all on the same rig and all of the I types were all on the same rig. And so once they switched that and moved it around and made it more even, the accident rate dropped immediately. But when you're just going through the day to day, you're not seeing that, right? So it takes that visual to go, ⁓ okay. Secondly, we have. interaction guides. We can do an assessment on any two people and give them an interaction guide that says, here's how to make this go well between you two. And that is very insightful as well.
speaker-1: In working with sales teams, what's the number one personality mismatch that you see?
speaker-0: So typically people struggle when they're dealing with an opposite personality. Now here's what's interesting about sales. Most salespeople are D or I personality types. They move quickly, the very bottom line, but the most loyal customers are S and C personalities. But Ds and Is rarely get them because they don't buy the way that they do. So they assume that the buyer isn't serious because they're not moving through the transaction the way they would when in fact this is one of the most loyal customers they can ever have. They just struggle to get them because they buy differently. And so that mismatch is costing them a ton of referral business because when someone's happy with you and they trust you, they're going to tell other people about you. Right. And so instead of getting that business coming to them. They're constantly having to go after new business because they didn't understand their customer in the first place.
speaker-1: the best way to build trust using this.
speaker-0: So you just need to do those insights where you figure out who's in front of you, remember what they need from you, and then pivot, adjust so that the message you want them to get is the message they actually receive. I think we're all guilty of sending a text and the person we sent it to got a totally different message than we intended them to get, right? And the reason that happens is because we're doing everything. by default, we're doing everything through our personality lens. And then when they don't understand us, guess who we think the problem is? The other person, right? So just by following that glow process, you're going to end up with that win. You're going to have smoother transactions. You're going to have less deals falling through. You're going to get more referrals just by adjusting just a little bit. and giving the other person what they need instead of what you would want if you were in their position.
speaker-1: Early on, what did you get wrong about people before you got it right?
speaker-0: ⁓ my goodness. So many things. I don't know that your show is big enough for that. I tell you, I struggle. I'm a DI and we're just constantly on the move. get bored very easily. I say we thrive in controlled chaos. And what I did was I married someone who's partially opposite of me. My husband is an SI. Now SIs are people, people. They love people. They love relationships. They love interaction. And I have learned a lot from watching my husband interact with people, you know, just seeing the value of building that relationship first, instead of just trying to get to the deal, right? We're just trying to get to the deal when really it's the person behind the deal that we need to relate to. And I made a lot of mistakes in that regard until I was able to observe firsthand the value of taking those extra few minutes and really caring about the person and them feeling that.
speaker-1: Mm. I love it. Here's a scenario for you. I don't want to get your comment. It's in a meeting. It's a team meeting, right? And you've got a D, and he's pushing speed. You've got a C, pushing details. Uh-huh. And then S, trying to keep the peace.
speaker-0: Yes. Is there an eye in the room? we at least keep an
speaker-1: I can't think of an eye but how do you need that?
speaker-0: ⁓ No fun in this meeting.
speaker-1: meetings so you get the results without things blowing up.
speaker-0: Yeah. And so when you're dealing with, if you have a D leading the meeting, okay, you have an S or a C that you're trying to lead, the key is to give them details and information, even if you don't think it's important, and allow time for questions. Because both S's and C's do not do well with one bottom line information to being asked to pivot quickly or adjust quickly. They want time. They're going to ask questions. When's this gonna occur? What's it going to change? What results can we expect? They want to be able to do all of that, but what happens with a D is because they understand it, they think, well, let me just give them the bottom line and they'll understand it too. It doesn't work that way. You have to meet their personality needs if you want them on your team moving towards the same goal. So you have to slow down, you have to give them details that you don't think matter. and you have to allow time for questions without feeling rushed. Okay? Especially the S. If the S senses that there's any sort of rush or urgency, they're not gonna ask the questions, because they think that's going to fluster you, but they're also not gonna be on board either. And so by recognizing, hey, I'm trying to lead someone the opposite of me and making those few little pivots, that's what's gonna get the result that you want. That's the win.
speaker-1: How do you advise leaders to flex their style without coming off as fake and inauthentic?
speaker-0: And that's thing, you know what I explained it, you know what I relate it to, is being multilingual, but in personality types. It's not about being fake. It's not about changing who you are. It's about speaking their personality language. You know, if I were sitting here with someone who spoke only French and I'm talking to them in English, it doesn't matter how loud I yell at them in English. They're not going to get the message that I need them to get. it's up to me to adjust to create that win-win situation. So it's really just about being multilingual in personality types. You're still the same person. You're just adjusting the language that you're speaking so that both people are on the same page.
speaker-1: people bring themselves to work, to business. How do these personality insights help at home?
speaker-0: Well, that's a great question because you know what we tend to do. Most people marry someone who's at least partially opposite of them. And the reason we're doing that is because we're staffing our weaknesses. Okay. So if I am naturally reserved and I observe this fellow who's, he's gregarious. He makes friends everywhere he goes. He never meets a stranger. And I'm, I love that. And I appreciate that because I don't have that quality. Right. And so then I love that and I appreciate that. And then I marry this person, but then I try to spend my whole life trying to turn him into me. And it doesn't work that way. If you're with someone who's different, they're going to be different in every way. They're going to process information differently. They're going to have different opinions. And so it's about valuing what they bring to the relationship. Each person leaning onto their own strengths. Okay. For example, in my marriage, my husband doesn't plan anything because he can't manage time. the time manager, so I'm the planner. But when it comes to other things that need detail, that's on him because that's his strength. And if we can really appreciate our strengths instead of focusing on our differences, then you're going to have an amazing relationship.
speaker-1: in profiling people this way. Where's the ethical line for you?
speaker-0: Well, you know what? I think that it's actually more ethical for me to meet someone's needs by understanding who they are than to just assume that they're like me and if they're not, then they're wrong. Right? And so I think it's a, it's a gift to have the insight to know what someone needs. You know, it's kind of like food, but in a different way, right? We all have our basic needs. You know, for example, a dominant deep, their basic needs are choices, challenge and control. Well, you have a see whose basic needs are different than that. I, you know, and so when we understand someone's basic needs and we can meet their basic needs, we're not just winning the connection, we're making their life better too. And eliminating all of that friction and stress and conflict. Like nobody wakes up and goes, man, I hope I have conflict today. Like nobody does, you know, but by default it happens. because we're trying to have this one-size-fits-all approach to everybody that we interact with.
speaker-1: So Angel, authored over 13 books, I think I counted. Yes. Tell me about the new certification, the one of 600, I believe.
speaker-0: Yes, so I just received my CSP, which is Certified Speaking Professional from the National Speakers Association. And there's only 600 people in the world that have that. So I'm quite honored that I was able to earn that. It's a very in-depth, intense process to be able to get that and to prove your speaking abilities. So I was honored to receive that. And I just found out about that last week.
speaker-1: Okay, well, congratulations. Thank you. That was an amazing accomplishment. Before we wrap up, two tracks I want to ask you about. First, as an individual salesperson, and I come to you and I'm saying, Angel, I need some coaching. You know, I'm not meeting my numbers. Help me. What's the first five minutes of that conversation like? question?
speaker-0: Before I even get into a conversation with them, actually, when I coach people and consult, I understand the value of time, especially as a D, time is money, right? And so I'm actually going to send them a questionnaire to fill out ahead of time so that I have a really good understanding of what are the gaps I need to help this person fill. And so that's how I handle my coaching and consulting. Yep.
speaker-1: So I would have had the questionnaire ask me a few of those questions. What are the top three questions on that questionnaire?
speaker-0: And so it would be something like rating yourself on a scale of one to 10. How well do you think you do interacting with personality types that are different from you? Say this is a salesperson. What percentage of your business is from referrals? You know, things like that. I want to know where are they currently? Are they constantly having to go after new business because they're not providing an amazing experience and getting those referrals? Or is this someone that does well with referrals, but they need help somewhere else? Like I'm trying to find that gap. that I need to fill so that our time together is time well spent for them.
speaker-1: That makes sense. So if I'm a referral person, you'd focus on business development, for example, drawing that. And if I'm all new business, you're asking the question, why?
speaker-0: You all new business? Yeah, what's happening?
speaker-1: I knew people like, your product bad? And so you're diving deeper into it. So that, first five minutes, you're really focusing on where you could be as much service. Okay. And then I'm a small business owner now, CEO, leader, whatever. And I connect with you. Help me. I'm a startup.
speaker-0: Exactly. If we have a small business owner, I want to know how long have your people worked for you? You know, if they say, ⁓ I have an average of, know, they stay an average of six months, something's wrong. If your people are turning over every six months, there's something wrong there, right? So I want to know, do you have a mission statement? Do you have a job description? It's amazing to me how many small business owners don't even have a job description for their people. I have people reach out to me regularly saying, Angel, which personality should I hire for ⁓ an office administrator? And I would say, what's their job description? Because that's a very broad, you know, office administrator could be a great many things. And so they'll say, well, I'm going to have them do maybe this or possibly some of that. No, you need a job description if you want to know which personality type that, that, you know, you need there. And so many business owners run their business reactively instead of. proactively. And it's so much more expensive to do that. So we're going to get down to the nitty gritty of, know, how many employees do you have? How long have they been there? And I'm probably going to interview the employees if I need to, to see what type of feedback they have about their boss and the situation. So that's a lot more in depth when you're dealing with a business owner.
speaker-1: Thank you. Well, we're going to leave it there. Angel, before I let you go, where can people follow your work and learn more about this resources?
speaker-0: Yeah, personalityspeaker.com. I also have something that just released yesterday called the Glow Connection Academy. So for organizations that want to onboard their people building connection and trust right from the very beginning where everybody is speaking disc within their office, we call that creating a disc culture. Then I actually have a resource now that they can use to includes a personality assessment and includes a personality knowledge assessment so we know where. within the academy they need to begin. And then it's a certified course. So they get a certificate of completion at the end of it. So that just released yesterday, the GlowConnectionAcademy.com is where you'll find information on that.
speaker-1: Okay, well thank you so much for joining me on Behind the Story Angel and best of luck with all the new projects you've got going.
speaker-0: Thank you so much. ⁓
speaker-1: you store
speaker-0: you