Understanding How Personality Types Can Improve Sales, Team Dynamics, and Customer Relationships with Kelly Leightner

Freddy D: 00:00:00

Kelly Leightner is all about decoding, the secrets

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of effective communication and

making your relationships both

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in business and life thrive.

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Her journey has been a wild ride

from playing the roles of daughter,

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sister, wife, and mom, to diving into

careers like nursing travel agency and

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becoming an NLP practitioner and coach.

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She is super passionate about helping

small business owners, entrepreneurs

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and sales folks mastered the

art of personality intelligence.

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That's right.

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She's talking about

understanding those different

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communication styles we all have.

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Her mission is to equip you with

the tools to rock your business,

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bridge those communication gaps

and connect on a deeper level.

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She's seen firsthand how personality

methodology and the B.A.N.K.

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System can work wonders in

transforming businesses.

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Her goal is simple to empower you with the

knowledge of the 12 core values of each

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business personality type, and the skills

to connect with others on their terms.

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She brings a mix of compassionate than

expertise to her coaching and training.

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She gets that effective

communication isn't just a skill.

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It's the key to personal

and professional growth.

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Her mission is to make

navigating the world of him.

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Of human connection, easy and exciting.

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So whether you're a small business

owner, an entrepreneur on the

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rise or just, someone who

wants to up their people skills.

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She's here to guide you.

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Hello, Kelly Leightner.

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Welcome to the business superfan podcast.

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How are you this morning?

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Kelly Leightner: I am fabulous.

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How about yourself?

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Freddy D: I am having a great day.

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Start out at 4:30 this

morning and still going.

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So my batteries are going to probably

run out a little bit later today.

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Kelly Leightner: I'm about the same.

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I also usually am a four 30 this morning.

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I slept in because I

had a an event I was at.

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I was up later than usual, but

with like you yeah by two o'clock.

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I'm kind of done.

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Freddy D: Yeah, I usually get up at five

But I had a meeting early this morning.

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And so I had to get ready

for it and all that stuff.

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So let's talk a little bit about

what you do and how you got

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started in doing what you do.

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Kelly Leightner: So, I'll start

with how I got into it because

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it'll kind of lead into what it is.

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So I had joined multiple different

drug sales companies and couldn't

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understand why nobody wanted my products.

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Nobody wanted to join my team and the

most recent company that I was, well,

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I'm actually still with, but I just

don't talk about it as often, really

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spoke to me because they had research.

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They had quality testing, all things

that made sense to me as a nurse.

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And having worked at poison control

and understanding the types of tests

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that are out there and we had our

annual conference, and there was

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a training about this personality

to help you with your sales.

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When I learned this, I went, this

is why I suck at what I'm doing

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and why nobody wants to join me.

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Freddy D: You had an aha moment.

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Kelly Leightner: What was that?

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Freddy D: An aha moment.

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Kelly Leightner: I had a big aha moment.

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Absolutely.

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I quickly realized why people weren't

understanding what I was talking about

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because it wasn't of their value set.

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So, it just completely went over their

head and, I don't care about that.

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And off they went.

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Now that I understood that and started

implementing the different personality

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types, I started making better

connections and people started being

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more interested in what I was doing.

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I was able to bring on a new team member.

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My goal had been to then also help

keep the team I was part of trained

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up in it, because most of them had

also learned this at the conference.

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And just trying to keep everybody moving.

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Well, I felt so in love with it that

I decided I wanted to coach with it,

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and I've kind of just stayed over here

with this personality testing versus

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the business I had started with.

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Cause not only is it helpful in sales

and it's helpful in relationships,

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it's helpful in parenting.

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There's a big overreaching thing on this.

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If we could teach it to the entire

world, we might see a little more peace.

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Maybe.

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Freddy D: Absolutely., I totally agree.

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I went through the training years ago and

then I was involved in doing the training.

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So, I understand exactly what you're

talking about and so I'll let you

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talk a little bit more about what

it is that we're talking about.

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Kelly Leightner: All right.

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So it's a methodology called B.A.N.K..

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People automatically think

I'm in financial services.

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Not at all.

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It's four personality types.

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It's the acronym for it.

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You've got the blueprint,

the action, the nurturing.

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And the knowledge, and they all have 12.

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They each have 12 values

for that personality type.

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And it was created by a woman who was in

sales and in her first year sucked at it.

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She only made like 700 that year.

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And so she did a lot of personal

development and learning all these

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other personality assessments.

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And she's like, this is all great.

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These tests all tell me about

me, my favorite subject, right?

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Most of us like to learn

all about ourselves.

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It's one of the fun

things about these tests.

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But not one of these things

are telling me about the other

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person, how to spell to them.

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So she spent some time trying to figure

that out and paying attention to what made

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people say yes, and what made them say no.

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And then she reverse engineered

some of the tests and came

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up with this on her own.

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And when she started implementing

it, she did see her sales increase

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significantly over a three year period.

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I want to say when she started

implementing it, she was already

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making fairly good money at that

point, like $500, 000 a year.

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And after that three years,

she was at over a million.

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She's like, cool.

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She started training it to other

people, and, people came back to

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her and go, this saved my marriage.

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She's like, wait a minute.

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What?

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Tell me more.

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This made me a better parent.

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Now I understand my child that

I've been struggling with so much.

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And so it then started to evolve that way.

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Freddy D: I went through

sales training years ago.

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And same thing was we called

a little bit different.

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It was Four different quadrants and it

was what was called a driver an expressive

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an amiable and an analytical and similar

to what you do, just different terms.

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Again, it's the same thing four quadrants.

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They're named differently and

then there's really four quadrants

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within those four quadrants.

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In your case, you've got 12 within

those and yeah, makes a big difference

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understanding that different personality

type and being able to adjust your

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personality towards their personality

is what that knowledge gives you.

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Kelly Leightner: Absolutely.

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Absolutely.

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And it's not that you're

changing yourself.

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You're just meeting that

person where they are.

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Freddy D: Right

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Kelly Leightner: We like to

kind of equate it as a language.

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If you think about it, we speak English

and we speak to another English speaker,

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they understand what you're saying.

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If you go and speak to somebody in

Spanish and English and they don't

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know English, they may politely nod

their head, but they're not going to

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probably buy from you because they didn't

understand a word of what you just said.

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And that can be true with the values

of each person too, because what's

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important to me in a sales process.

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Based on what I remember about your code

is going to be totally different for you.

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Cause I remember correctly.

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Our first ones are complete

opposites of each other.

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I come to you and I'm talking

about systems and structure and

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rule and being inside a box.

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You're going, I'm out of here.

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And if I remember correctly, I think

you were action first and they like

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freedom, fun, flexibility, and a box.

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They want to do with that box

rules are made to be broken.

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Freddy D: Broke one or

two or three, maybe.

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Kelly Leightner: Even as a Blueprint,

I've broken rules here and there,

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but as a general rule of thumb

we're pretty big rule followers.

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They're meant to be followed.

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Freddy D: So, Kelly, how can that be

applied when a business is hiring a

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new team member for their company?

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Kelly Leightner: So if you already know

who all you already have there and what

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their personality types are, if you bring

in somebody who is totally different

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than the rest of them, there's going

to be maybe some disruption if they

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don't understand the personality types.

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It may take a little time for everybody

to kind of settle in, but you still

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may have some kind of struggles

amongst certain people if you know

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what you have, and you know what you

need and everybody there knows this

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and understands the personality types.

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This is why I love systemic implementation

in a company, because if everybody there

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is already trained in it, and they bring

in a new person who is going to likely

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have a different personality because

they're looking for a specific trait.

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There's going to be less stress and

strife because the people there are

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already going to know it's not personal.

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It's personality.

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You know, this person is bugging

me, but it's not because they're

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intentionally trying to bug me.

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It's who they are.

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It's what their value sets are.

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Freddy D: Correct.

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Kelly Leightner: So for myself, the action

personality type for me for a long time,

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and it was before I knew this, a lot of

times if they were really high action,

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I would think they're a manic bipolar.

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So, you know, they're in

the manic phase of bipolar.

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And it was just that kind of energy.

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And I'm just like, Whoa, way

too much and I wouldn't want

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anything to do with that person.

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But now that I've learned this, when

I get that feeling from somebody,

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I sit back and I watch a little

bit and I'm like, oh, okay, they're

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not manic they're a high action.

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This is just their energy level.

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And I can then sit back and appreciate

it, and some of those people

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become my best friends since then.

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So I interact much better with that

personality type than I ever did

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before, because now I understand they

are, they're just that high energy.

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And where mine is more

of an even keel energy.

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And sometimes I may need an

additional break and step back

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to regroup and then come back in

at their energy level with them.

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Freddy D: Yeah, so that's really

important that you bring up because,

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sometimes the workplace environment

can get combobulated with unnecessary

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conflict because people take it

personally, they don't realize that

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it's just a different personality type.

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And it creates animosity and I've

seen it,, firsthand where, an office

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environment becomes just completely

dysfunctional, because they don't

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understand what they've got in their team.

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Kelly Leightner: Absolutely.

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My husband works for GoDaddy and

he's used it within his team as well.

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He's coded all the people

that he supervises.

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And so he understands that he

works with them where they are.

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And then if there is ever a

personality mismatch, he works with

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them to try and make them understand.

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Take the word make out of

assist them in understanding why

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they're struggling a little bit,

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Freddy D: Right?

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It's not them.

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It's just that they're they're

communicating Their way and that

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person's not resonating because they're

a completely different personality

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type and so You're running into a

wall versus a communication, right?

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So, I can remember years ago I had

just gotten through the training myself

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before I got to the point where I could

train other people, and I was making

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a sale to a railroad car manufacturing

company in Chicago and I dealt with the

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engineer and the engineering manager.

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Now we were going up to the CEO's office

to give a presentation and basically tell

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him that he wanted to buy our technology.

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Walk in huge monster office,, and

he's got a glass wall and on the

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outside of glass walls, a helo pad.

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So it was just immediately intimidating.

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The guy looks up at us.

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I remember, I mean, it's burned into

my brain forever, looks up at us and

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I get introduced and he goes, you

got five minutes and that was it.

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That was was it.

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You got five minutes.

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And so I looked at my watch and I gave

my presentation and I remember, I looked

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back and said, sir, my five minutes are up

and I stopped at the five minute mark and

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it was silent for a moment and he smiled

and stood up because before he, didn't

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even get up out of his chair, stood up

and, started talking to the manager and

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asking him, is this really what he wanted

was a price, right and everything else.

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And manager said, yeah, this is

what we want and all that stuff.

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Picks up a phone, says, please prepare Mr.

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Dudak a purchase order,

and for blah, blah, blah.

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Closed the phone, came all

around, shook my hand, said,

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okay guys, thank you very much.

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It was over.

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But it was the fact that I recognized

that he was a high end driver, in a

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far top right corner, and the fact

that I recognized that, and I dealt

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with it appropriately, I got the sale.

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And I walked out of a $50, 000

sale in a five minute meeting.

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Kelly Leightner: Nice.

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Freddy D: So, it's very important what

you do and the things that you teach.

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So let's talk a little bit more

about that and how that affects

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employees communicating with

customers to create superfans.

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Kelly Leightner: So yeah, absolutely.

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In customer retention, that can be huge.

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I'm assuming you're talking about

retaining versus getting new.

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Are we wanting to touch on both?

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Freddy D: Doesn't matter.

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It's really all the above

because that person, has got to

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connect with the customer, right?

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Kelly Leightner: Right.

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Freddy D: And so for them to really

connect, they really need to understand

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their personality type to make that

connection versus, being soft when

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you're dealing with someone that's,,

hard, and I'm just using simple

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words, but two different approaches,

two different personality types.

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So what I mean by soft is someone

that's more friendly and wants to make

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sure that everybody's okay, where the

hard person is, okay, let's get this

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stuff done, get to point and move on.

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Kelly Leightner: And it's funny,

you put the two situations together.

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Cause it's similar to what

I was thinking anyway.

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Cause I just did a presentation with a

group of women and because I'm a blueprint

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first, we very much think about, we need

to do this and we communicate that way.

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And so as a demo, I had talked to one

of the women I knew was nurturing first.

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I knew this person already.

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And so as a demonstration, I'm

like, okay, so I'm her manager.

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I come to her.

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It's taking away from the customer, but it

can still be if you think about this way.

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And I said to her, I need

you to do this and this.

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And she looks at me and I'm

like, how does that feel?

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She's like, I'm like, so if

I came into you and said,

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Hey, Tina, how's your family?

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And then she tells me all the stuff

going on and I'm like, okay, so great.

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I'm glad things are going well.

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We need to accomplish this, and this.

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Do you think you're gonna

be able to get this done?

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Cause I think in my original thing,

I said, I need it done by five.

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You know, I gave her all a

list and when I needed it done.

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No question.

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No comments.

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Nothing for the nurturing

personality type.

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That doesn't feel good.

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They like that person

to person connection.

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When you've got a nurturing client,

you want to make sure that you are

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spending time on a personal level,

because they don't like to feel sold to.

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They don't like to feel like they're the.

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That you're only interested in their money

or is in that leadership situation that

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you're only interested in the task and

you don't care about them any other way.

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Freddy D: Right.

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Kelly Leightner: And so me coming

in and giving this list of demand,

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that's how the nurturing takes it.

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And so that can be huge in causing

somebody to not want to work with you

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or not want to stay with your company

because each of the codes has a dark

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side, you know, in the blueprint.

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Bitchy or bossy.

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That can be where they are when

they aren't emotionally intelligent

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and not understanding how

they're coming across to others.

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Freddy D: Right.

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Kelly Leightner: Or what is

important to the other person.

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Like the action personality type,

they don't necessarily mind so

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much that you give them bump done

by, but you need to make it fun

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when you talk to them about it.

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You know, it doesn't need

to be drilled Sergeant.

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They don't like to be told what to do.

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Okay.

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These things that need to be done.

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What can we do to help you get it there?

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You know, what kind of challenge can we

make or what kind of reward can we have?

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Cause the action personality loves to

win and they love to meet a challenge

314

: 00:16:39

head on, so with your action client,

you want to bring your energy up.

315

: 00:16:44

You don't have to be talking faster

and a lot more energy than what I'm

316

: 00:16:47

doing right now, because I would

currently be boring and action death.

317

: 00:16:51

Freddy D: Right

318

: 00:16:52

Kelly Leightner: When you're working

with a customer, you want to keep it fun.

319

: 00:16:54

You want to keep it light.

320

: 00:16:55

You want to keep it high energy because

that action person drinks a Red Bull

321

: 00:16:59

for breakfast, and if you don't,

they don't want to work with you.

322

: 00:17:02

Freddy D: Very true, it's

a hundred percent true.

323

: 00:17:05

Kelly Leightner: Yeah, so with the

clients getting their interest keeping

324

: 00:17:09

them interested is going to be different

for each one of those personality types.

325

: 00:17:13

Freddy D: It would be probably good

for companies to bring somebody like

326

: 00:17:17

yourself in to train their team about

the different personality types.

327

: 00:17:24

So, one, it creates a more harmonious

work environment, but more importantly,

328

: 00:17:29

when they're dealing with customers

or complementary businesses, they

329

: 00:17:34

can build better relationships with

those groups, which will In turn build

330

: 00:17:40

superfans that will be promoting that

company and helping grow that company.

331

: 00:17:45

Is that correct?

332

: 00:17:46

Kelly Leightner: Absolutely.

333

: 00:17:47

Thank you.

334

: 00:17:48

I forgot to equate that

back to the superfan side.

335

: 00:17:52

But yes, absolutely.

336

: 00:17:53

Absolutely.

337

: 00:17:54

And the one fun thing about this

is you can know who that other

338

: 00:17:59

person is in 90 seconds or less.

339

: 00:18:01

If you do it in person, we have four

cards and there's a script we teach people

340

: 00:18:06

to use to have them crack their codes.

341

: 00:18:08

You know who they are.

342

: 00:18:10

There's an online version for it as

well with a subscription that we have.

343

: 00:18:14

I work with people across the country,

we have a solution for that too.

344

: 00:18:19

.

Freddy D: Okay.

345

: 00:18:20

So that's interesting.

346

: 00:18:21

So people can go to a website and

answer questions and then in turn find

347

: 00:18:27

out what their personality type is.

348

: 00:18:30

Or a company could go to the website.

349

: 00:18:33

How does that work?

350

: 00:18:34

Kelly Leightner: So yeah, I have like

my own personal link and people all

351

: 00:18:37

the time come over there and crack

their code within 90 seconds or less.

352

: 00:18:41

They read the cards, they move them

in order of most important to least

353

: 00:18:44

important and then it shoots them a

report that tells them all about them.

354

: 00:18:49

Then the fun side of it is, I then

get a report that tells me how to

355

: 00:18:53

work with that personality type.

356

: 00:18:55

So if a company is interested in really

utilizing this in their business, they can

357

: 00:19:00

also get their own subscription so that

they then get that sales report to know

358

: 00:19:05

how to work with that personality type.

359

: 00:19:07

So if I'm meeting with a client if I know

they've already cracked their code, I

360

: 00:19:11

will pull up that report before I meet

with them, review it and make sure I've

361

: 00:19:15

got myself drilled in on how I want

to speak with them and what points I

362

: 00:19:21

want to hit and how I want to do that.

363

: 00:19:24

Because again, depending on that

personality type, those, they may

364

: 00:19:27

be the same points, but I need

to approach them differently.

365

: 00:19:31

Freddy D: Right.

366

: 00:19:31

Now, how does that transcend?

367

: 00:19:33

Okay.

368

: 00:19:33

We talked about it verbally, but how does

that transcend into email communication,

369

: 00:19:38

text messages and all that other stuff?

370

: 00:19:41

Because that comes into play just as well.

371

: 00:19:43

Kelly Leightner: So we have

an artificial intelligence.

372

: 00:19:46

If you receive an email and you want to

know what code they're speaking from, you

373

: 00:19:49

can copy and paste it in there and it'll

crack that and tell you what that is.

374

: 00:19:53

And then it gives you hints

on how to speak to them.

375

: 00:19:57

Freddy D: Really?

376

: 00:19:58

Kelly Leightner: And then we've also,

if you want to respond back to it.

377

: 00:20:01

We've recently launched are what

we call Chi bots, and it's a

378

: 00:20:07

chat GPT with a bank overlay over

it, so it will create an email.

379

: 00:20:12

If that's what you're looking to do,, by

example, is cracking that first email.

380

: 00:20:15

Now I want to respond to that email.

381

: 00:20:18

So then I tell Chi, hey, I need an email,

I need it in this personality type.

382

: 00:20:24

And then I tell him what tone I wanted

in and then he'll create that for me

383

: 00:20:28

and then I make whatever tweaks, I

need to make to it before sending.

384

: 00:20:33

It's super cool.

385

: 00:20:34

The creation part is brand new.

386

: 00:20:36

We've launched that within just

like the last month, maybe just

387

: 00:20:39

a little more than a month.

388

: 00:20:42

We're all having fun

playing with this now.

389

: 00:20:44

And because it's the thing we've

been asking for a while, we've been

390

: 00:20:47

like, we need it to create for us.

391

: 00:20:48

It's yeah, great.

392

: 00:20:49

We can crack other things and

find out what they say, but

393

: 00:20:52

crafting is where one, I struggle.

394

: 00:20:54

I have a hard time getting out of my head.

395

: 00:20:57

What I want to say on the paper.

396

: 00:20:59

So now I have my nice little cheap

Kaibot that helps me with that.

397

: 00:21:05

Freddy D: Well, yeah, and so that in turn

improves the messaging to that individual.

398

: 00:21:11

Because it's speaking into their language.

399

: 00:21:13

So if you're in sales, that's going

to probably help convert to sale.

400

: 00:21:20

And if you're just maintaining

customer relationship, again, that's

401

: 00:21:24

going to be building that superfan

because they're going to say, wow,

402

: 00:21:28

this person is really communicating

into the way that resonates with me.

403

: 00:21:32

And I like this company.

404

: 00:21:34

I like this individual that I'm

working with at this company.

405

: 00:21:37

Kelly Leightner: Absolutely.

406

: 00:21:39

Freddy D: What else how

else can that be applied?

407

: 00:21:41

You mentioned, personally

with spouses and kids.

408

: 00:21:44

So let's expand about that a little bit.

409

: 00:21:47

Kelly Leightner: Okay.

410

: 00:21:47

Many of us.

411

: 00:21:49

Unintentionally date or marry

our opposite personality type.

412

: 00:21:54

Freddy D: Very true.

413

: 00:21:55

Kelly Leightner: Happens a lot, myself

included, my husband and I were not

414

: 00:21:59

exact opposites, but our first two codes

are opposites where I'm a blueprint

415

: 00:22:05

knowledge is a nurturing action, so the

blueprint action or the opposites and the

416

: 00:22:12

knowledge and the nurturing are opposites.

417

: 00:22:15

There's been lots of times

we've had many fights.

418

: 00:22:18

Freddy D: No fights they're debates.

419

: 00:22:20

I call them debates.

420

: 00:22:22

Kelly Leightner: They're

very loud debates sometimes.

421

: 00:22:24

Freddy D: Okay, there you go.

422

: 00:22:25

Kelly Leightner: Usually I'm

the one getting very loud.

423

: 00:22:29

Freddy D: Okay.

424

: 00:22:29

Kelly Leightner: The nurturing

doesn't usually allow him

425

: 00:22:31

to do that quite as much.

426

: 00:22:32

The blueprint and knowledge

are very much thinkers and they

427

: 00:22:36

make decisions from their heads.

428

: 00:22:38

Where the nurturing and the

action make decisions from

429

: 00:22:41

their hearts and their guts.

430

: 00:22:43

Freddy D: Right.

431

: 00:22:44

Kelly Leightner: So I'm always thinking,

and I may just start spouting whatever's

432

: 00:22:48

running through my head and not thinking

how that's hitting him emotionally.

433

: 00:22:51

Because with our spouses, we're a

little more relaxed, where with a

434

: 00:22:55

customer, you're a little more aware.

435

: 00:22:57

I think we just get kind of relaxed

in our relationships when we've been,

436

: 00:23:01

but we've been married for 25 years.

437

: 00:23:03

Freddy D: So we've got a

right to be a little relaxed.

438

: 00:23:07

I mean, you know, the

good, the bad and the ugly

439

: 00:23:10

Kelly Leightner: Exactly

440

: 00:23:11

Freddy D: Where when you're dealing with

the customer, you want to be the good,

441

: 00:23:15

you don't want the ugly to pop up at all.

442

: 00:23:18

Kelly Leightner: Exactly.

443

: 00:23:19

Freddy D: So yeah totally understand that.

444

: 00:23:21

Kelly Leightner: He definitely gets the

ugly from me on a pretty regular basis

445

: 00:23:25

and I'm one of the things I am working

on to make sure I'm not doing that.

446

: 00:23:29

I try very hard to bring that nurturing

it to the forefront when we're together

447

: 00:23:33

because I know for him that's important.

448

: 00:23:35

So sometimes the way I say things.

449

: 00:23:37

I may, you know, just spout something off

and I'm not thinking anything of it and

450

: 00:23:40

there's no emotion behind it for me, but

it hits him wrong, it hurts his feelings,

451

: 00:23:45

he's wounded, and now he's mad at me,

and I'm like, oh, what just happened?

452

: 00:23:51

Freddy D: Right.

453

: 00:23:52

Well, it's, you know, it

gets down to tonality.

454

: 00:23:56

You know, tonality even though you may

think it was neutral, it may not have

455

: 00:24:01

come across neutral, or the fact that

it was neutral is taking as a tonality

456

: 00:24:07

that, okay, it's an indifferent statement.

457

: 00:24:09

And so that doesn't work.

458

: 00:24:11

Kelly Leightner: Right.

459

: 00:24:11

Freddy D: But again, it's

all it's all personalities.

460

: 00:24:14

, I've been with my fiance now for 11

years and, we've had a few debates.

461

: 00:24:21

Fortunately, our number is real low.

462

: 00:24:24

I'm a driver, I mean, I'm an action guy,

I get stuff done and, she likes to have

463

: 00:24:30

her own space and do her own thing and

I just keep my mouth shut because I

464

: 00:24:37

know that for her, that's important to

her and she's happy doing her thing.

465

: 00:24:42

So I got to respect that.

466

: 00:24:44

Kelly Leightner: Absolutely.

467

: 00:24:45

Definitely.

468

: 00:24:46

I didn't say it without you

being what we call the action.

469

: 00:24:51

It sounded like she may be a blueprint

or a knowledge because again, in their

470

: 00:24:56

head, they need to process and think.

471

: 00:24:58

So I can see some of that

because he had the action.

472

: 00:25:00

You want to do it now and

this is, I didn't realize it.

473

: 00:25:04

There's been time that my

husband will bring up an idea

474

: 00:25:08

and I'll be like, eh, whatever.

475

: 00:25:10

And then several weeks later, I'll

come back and say the exact same thing.

476

: 00:25:14

He was like, I already said that.

477

: 00:25:16

I'm like, no, you didn't.

478

: 00:25:17

Yes, I did.

479

: 00:25:18

I just need a time, I guess, to process

it and then it wound up being my idea

480

: 00:25:22

because enough time had passed, which

then of course hurts him because I

481

: 00:25:27

don't remember that he had brought

that up before and it may be that he

482

: 00:25:30

didn't present it to me in the blueprint

step by step and in a particular way.

483

: 00:25:35

Freddy D: Right.

484

: 00:25:35

So it didn't register.

485

: 00:25:37

Kelly Leightner: Exactly.

486

: 00:25:37

It didn't register.

487

: 00:25:39

But subconsciously I heard it

because it came back out later.

488

: 00:25:43

Freddy D: Right.

489

: 00:25:44

Kelly Leightner: In a different,

slightly different format.

490

: 00:25:47

Freddy D: Yeah.

491

: 00:25:47

Totally.

492

: 00:25:48

No.

493

: 00:25:48

Totally agree.

494

: 00:25:49

So for businesses to really thrive,

this really becomes important.

495

: 00:25:55

And I think it's,

overlooked by businesses.

496

: 00:25:58

I don't think they take the time to

really analyze their team and how

497

: 00:26:05

their teams are playing together.

498

: 00:26:08

Would you agree?

499

: 00:26:09

Kelly Leightner: I think

that happens a lot?

500

: 00:26:11

yeah, and I think it's completely

unintentional because Many people and

501

: 00:26:17

I'll put myself in this category

and it's after being married.

502

: 00:26:21

I've learned that not

everybody thinks like I do.

503

: 00:26:24

What do you mean you don't have the

same holiday traditions that I have?

504

: 00:26:28

Freddy D: Right.

505

: 00:26:29

Kelly Leightner: We do

that in business too.

506

: 00:26:30

We assume everybody's

experiences are similar to ours.

507

: 00:26:33

They may not be exactly the same, but

that we would respond the same way.

508

: 00:26:37

So many companies don't think

they need to focus on culture or

509

: 00:26:41

those different personality types.

510

: 00:26:42

Everybody will figure

it out in the long run.

511

: 00:26:45

They can keep their employees longer

because they keep them happier because

512

: 00:26:49

they can understand each other in a

different way than they ever did before.

513

: 00:26:53

Freddy D: Sure.

514

: 00:26:53

And that affects turnover and it affects

culture, and culture today is everything.

515

: 00:26:59

If you're in a negative work environment,

not only does it affect the business's

516

: 00:27:05

productivity and profitability, but

then that carried back over home

517

: 00:27:10

because you're miserable at the office.

518

: 00:27:13

So you can be miserable at

home because you can't shake it

519

: 00:27:17

off just like a light switch.

520

: 00:27:19

And so that creates a whole spiral

of things that don't necessarily

521

: 00:27:26

go in the right direction.

522

: 00:27:28

The company's losing productivity,

losing employees, and there's

523

: 00:27:32

a monster cost to that from re-

onboarding, retraining, and everything

524

: 00:27:38

else that affects profitability.

525

: 00:27:42

This is a very simple thing that

they can implement, realistically

526

: 00:27:46

very cost effective, and can in turn

change the dynamics of a business.

527

: 00:27:52

Kelly Leightner: Yep.

528

: 00:27:53

As you were talking about the unhappiness

amongst and turnover, you've also got,

529

: 00:27:58

when there's unhappiness on that, you

may have people taking additional sick

530

: 00:28:01

days because they don't want to be

there because the people they're working

531

: 00:28:04

with, or because the stress of the

environment may actually be taxing their

532

: 00:28:09

immune system and they may feel sick.

533

: 00:28:11

They actually be dealing

with stress illnesses because

534

: 00:28:14

those do exist out there.

535

: 00:28:16

Then you've got the cost of

lost productivity because people

536

: 00:28:20

don't want to come to work.

537

: 00:28:22

And if they feel slightly sick, they're

going to use it as a sick day or take

538

: 00:28:24

mental health days that if they can

all get along much better productivity

539

: 00:28:29

is going to come up because one,

they're working together and they're

540

: 00:28:33

balancing those codes for productivity.

541

: 00:28:37

If you're doing it right, You know, the

action, the blueprint, their opposite

542

: 00:28:41

personality types, and they may make

each other crazy at times, but you need

543

: 00:28:45

both of them because that blueprint

will put a whole structure together.

544

: 00:28:49

The action will go out and implement it.

545

: 00:28:52

The nurturing can make the team work

well because they love teamwork and

546

: 00:28:55

they love the personal relationships

here, and the knowledge has got their

547

: 00:28:59

own little setup in there as well.

548

: 00:29:01

So, having a well balanced

team can also help.

549

: 00:29:04

Freddy D: Oh, absolutely.

550

: 00:29:05

I've seen where, people that let's,

the real world is, people, some

551

: 00:29:09

people have depression and, they're

on medications for depression.

552

: 00:29:14

they're good team members, they're

productive and stuff, but that

553

: 00:29:19

negative environment because of

miscommunication, because of personality

554

: 00:29:25

types can trigger a depression state.

555

: 00:29:28

For somebody and I've seen this

firsthand, this is why I'm bringing it

556

: 00:29:32

up and so now you've got that person

losing productivity because they can't

557

: 00:29:38

function and it's not their fault.

558

: 00:29:40

They have an illness but that could have

all been alleviated had the company taking

559

: 00:29:49

time to educate everybody on how everybody

operates and learn what trigger points are

560

: 00:29:56

for people and avoid those trigger points.

561

: 00:29:59

Because you understand how they

think and how they operate.

562

: 00:30:03

And once you have that and you have that

culture where, okay we're all different.

563

: 00:30:10

We're all in this together , because the

team is only as good as the individuals

564

: 00:30:16

in the team and the individuals is only

as good as the team that they're in.

565

: 00:30:22

Michael Jordan by himself couldn't

win games unless he had a team.

566

: 00:30:27

And a team couldn't win if they didn't

have a rock star like Michael Jordan.

567

: 00:30:32

So the bottom line is, once you have

that environment and it's a happy

568

: 00:30:38

culture at that company, you're going

to create superfans of the employees

569

: 00:30:43

because they're going to go, man, what

a great company I work at, they take

570

: 00:30:46

time to help us understand each other.

571

: 00:30:49

They do activities to build our team and

do better understanding everybody else.

572

: 00:30:55

So now people don't take things as

personal and there are promoting

573

: 00:31:03

the company to their friends because

it's like I said, it's a great

574

: 00:31:06

company, but that comes across when

you're communicating with customers

575

: 00:31:11

and complimentary businesses.

576

: 00:31:13

So that energy carries over and

that's going to transcend into more

577

: 00:31:17

sales, more customer retention,

better business partnerships, and that

578

: 00:31:24

business in turn thrives in growth.

579

: 00:31:27

Kelly Leightner: Absolutely.

580

: 00:31:28

I think pretty much all of it

comes down to happy, I'll take the

581

: 00:31:32

expression happy wife, happy life.

582

: 00:31:34

Same thing in the business.

583

: 00:31:35

Happy employees.

584

: 00:31:36

I don't know where to end that one, but

I don't have a good run for that one.

585

: 00:31:40

Freddy D: I'll help you there.

586

: 00:31:41

It's Sir Richard Branson says it the best.

587

: 00:31:45

You take care of your employees

and you don't have to worry about

588

: 00:31:48

your customers because they'll

take care of your customers.

589

: 00:31:53

And that's the reality of it.

590

: 00:31:55

I think a, great place to start

was with what tools that you've

591

: 00:31:59

got is learning about your team and

how they can play better together

592

: 00:32:06

through what you offer as a service.

593

: 00:32:10

And that leads me into how

does people find you and

594

: 00:32:14

learn more about your service?

595

: 00:32:16

Kelly Leightner: So I'm still working

on my own personal website, but you

596

: 00:32:19

can find me on Facebook, on LinkedIn.

597

: 00:32:22

You can also go crack your own code,

find out how you're showing up in the

598

: 00:32:27

world, because then it'll collect your

information, because then I love to

599

: 00:32:31

follow up, make sure, one, you got

your report, because sometimes they

600

: 00:32:34

get hung up in spam filters to get

your opinion on how you feel it fits.

601

: 00:32:39

Freddy D: You have your own link

602

: 00:32:40

Kelly Leightner: I do,

it is crack my code.

603

: 00:32:43

com slash Kelly and the slash

Kelly part has to be on there.

604

: 00:32:47

Otherwise, you wind up with a corporate

team and I'll never know you did it.

605

: 00:32:53

Freddy D: We'll include

that in the show notes.

606

: 00:32:55

So, all right, anything else that

you want to share with our audience?

607

: 00:33:00

Kelly Leightner: If it sounds like

something you want to know more about.

608

: 00:33:04

Definitely reach out to me.

609

: 00:33:06

My email is Kelly at Kelly lightner.

610

: 00:33:08

com.

611

: 00:33:09

We do have a training on zoom,

where we talk about one day of sales.

612

: 00:33:14

One day is relationship.

613

: 00:33:16

And the third day is our fun day.

614

: 00:33:18

It's speed coding and that's

learning how to one assess the

615

: 00:33:23

way somebody's appearance is.

616

: 00:33:25

Cause that can give you clues.

617

: 00:33:26

It's not 100%.

618

: 00:33:27

We're not making judgments on people.

619

: 00:33:30

But what they're wearing, what they're

saying, of how they're showing up to

620

: 00:33:34

get an idea of what their code may

be by visual clues and word clues.

621

: 00:33:40

Then we put people in breakout rooms on

zoom and have them practice that and see

622

: 00:33:45

if they can't guess that person's code.

623

: 00:33:48

Freddy D: Is there a cost for that?

624

: 00:33:49

There is.

625

: 00:33:50

For the, I can't remember what the

full three days are, but basically

626

: 00:33:53

it's 350 per day for the classes.

627

: 00:33:56

Cause not a rate at all three,

but to do that last one, you

628

: 00:33:59

have to do the first one.

629

: 00:34:01

Okay.

630

: 00:34:02

Is it an all day or is

it part of the day or?

631

: 00:34:06

Kelly Leightner: They are all day.

632

: 00:34:07

Freddy D: Wow.

633

: 00:34:07

Okay.

634

: 00:34:07

Kelly Leightner: Think eight, I

think it's eight to six Arizona time.

635

: 00:34:11

Freddy D: Okay.

636

: 00:34:12

Well, if you can give me that information

I'll include that into the show notes.

637

: 00:34:16

Kelly Leightner: Awesome.

638

: 00:34:16

Freddy D: Is that done on a regular

basis or is that done just periodically?

639

: 00:34:19

Kelly Leightner: We try to

do it like every other month.

640

: 00:34:22

If I remember correctly on that

through the corporate team.

641

: 00:34:25

Now there's a group that I work with

that we try and do them as well.

642

: 00:34:31

Then every other week we also do, if

you're not quite ready to jump fully

643

: 00:34:35

in and you want to know a little

more about it and see our technology

644

: 00:34:38

tools, cause those are really cool.

645

: 00:34:40

We do a free workshop every

other Tuesday and again, that

646

: 00:34:44

one's a free one that's on zoom.

647

: 00:34:46

It's usually about an hour,

but I say allow 90 minutes.

648

: 00:34:49

Cause if we have a bigger

group, that's very active.

649

: 00:34:51

Sometimes we can take up that full 90

minutes, come check it out and see if it's

650

: 00:34:56

something you want to dive deeper into.

651

: 00:34:59

Freddy D: Okay, sure.

652

: 00:34:59

So send me that and

we'll incorporate that.

653

: 00:35:02

Awesome.

654

: 00:35:04

All right, Kelly, thank you very much for

being on a business super fan podcast.

655

: 00:35:07

It was a pleasure having you as

a guest and we'll look to have

656

: 00:35:12

you on a show down the road.

657

: 00:35:14

Kelly Leightner: Awesome.

658

: 00:35:14

Thank you so much.