April 26, 2025 • 30 mins
Dan Dalton, founder of P314 Consulting, shares how understanding personality profiling can help young adults make better career choices and improve family communication dynamics. His 30+ years of experience in leadership and HR led him to develop a program that helps identify personality types and leverage their strengths.
• P314 Consulting focuses on self-awareness and personality profiling to improve communication
• Dan uses the DISC personality assessment to identify four main types: D (dominant/drivers), I (includers), S (social justice/fairness), and C (detail-oriented)
• Understanding your personality type helps identify how you make decisions and recharge
• Everyone has at least one dominant trait, with some having up to three strong traits
• Knowing your personality type can help young adults choose appropriate career paths
• Parents can better support their children by understanding personality differences
• The assessment takes only 30 minutes, followed by a family debriefing session
• Both students and parents report "aha moments" that improve family dynamics
• Personality types aren't rigid - people can develop skills in non-dominant areas when needed
For more information or to connect with Dan, email him at: dan@p314consulting.com
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Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Storie (00:17):
Welcome back to Market it with Atma, where we share the
tips, tools and strategies tohelp your business be successful
.
Today, we have a very specialguest on the show, mr Dan Dalton
.
And strategies to help yourbusiness be successful.
Today we have a very specialguest on the show, mr Dan Dalton
, who comes to us with over 30years of experience in
leadership, hr and professionaldevelopment, and he is now the
proud owner and founder of P314Consulting.
(00:40):
Welcome, dan, how are you?
Dan (00:41):
I'm doing fine.
Thanks for having me Story.
Storie (00:43):
I'm so glad you reached out, because this is something
that I've never heard of before.
So can you tell us a little bitabout what your business is,
that you've created and yourvision?
Dan (00:53):
Exactly Well, basically, I wanted to continue the
consulting type work that I didas a professional human
resources, getting myself infront of people who just need to
know a little bit more aboutthemselves.
The basis of what P314Consulting does is centered
around self-awareness andpersonality profiling to improve
(01:13):
communication, to improve justthe understanding of where one
is in their life, how they think, how they develop.
And self-awareness is thestarting point of personal
development, eitherprofessionally or personal
absolutely, and I know that.
Storie (01:30):
Um, recently I did a lot of different assessments to see
who I was, and sometimes, basedon the day, it was a little bit
different when I did them, butit was very eye-opening.
So can you tell me a little bitmore about why this vision came
to you and what need you'retrying to help people with?
Well, let me tell me a littlebit more about why this vision
came to you and what need you'retrying to help people with well
, let me tell you a little storyabout myself that kind of
(01:51):
really brought it all home.
Dan (01:52):
When I was in high school and in college I was.
I was pretty popular, I wasinvolved, I was on the baseball
team, was in the choir, but Iwasn't necessarily a starter or
didn't really do the solos.
I was even in drama and didn'thave the lead roles, but my best
friends did.
And I was halfway through mycareer and learning about
(02:14):
personality profiles and itstruck me all of a sudden I was
in number two.
I was the best friend of theleaders and I wasn't actually
stepping out and takingadvantage of those leadership
opportunities myself.
Okay.
And once I began to understandjust sort of how I think, how I
process information, how I makedecisions, I began to start
(02:38):
looking into how can I helppeople come to this realization
a little bit earlier in lifethan I did.
Yeah.
I happen to have a lot offriends that have kids who are
in high school and early stagesof college.
And so I started just askingquestions and, lo and behold,
there was a lot of them who feltyou know, I went to school
(03:00):
because this is where my parentswanted me to go, or this is
where my family goes, or I'mgoing to be an accountant
because that's what dad wants,or mom wants me to be this.
Yeah.
And there was a lot of them thatwere changing majors, a lot of
them that were repeating school,a lot of them that got
comfortable being at schoolbecause they weren't really sure
(03:20):
how to make those adultdecisions.
Storie (03:22):
Do you feel like that's because they had to follow that
lead from their parents.
They weren't really looking forwhat was really making them
happy.
Dan (03:30):
Exactly, and it's not anything that was, you know, a
negative of their upbringing oranything.
It's just that you know we havea lot of kids right now that
were never allowed to fail, sothey didn't.
They were missing out on somelearning opportunities early in
life.
I learned a long time ago thatyou can have a loss, but you
(03:51):
only dwell on a loss long enoughto learn from it.
I love that when you moveforward.
The name of my company is P314.
It stands for Philippians 314.
And the Dan Dalton paraphraseof it is that I forget what has
gone behind.
I strive forward to that towhich I've been called.
(04:12):
I love it.
That's the goal of my company.
I want to be able to helpindividuals, either in business
or youth, to really kind ofunderstand you know, am I an
extrovert or an introvert?
Am I detail-oriented or do Imake decisions based on more
(04:34):
what feels right, right and theidea of the personality profile?
From.
There.
A lot of times, the earlyprofiles that were being used
did not seem to have a lot offlexibility or make people think
that they could be more thanone personality type.
Storie (04:56):
Okay, okay, pigeonhole them, right, okay.
Dan (05:00):
But more understanding is that there's usually like four
personality profiles orpersonality types.
Storie (05:06):
Typically there's those ranges of four.
Dan (05:09):
Everybody has one dominant trait.
Storie (05:13):
Okay.
Dan (05:14):
Some even have two or three that are dominant, but nobody
has all four.
Storie (05:20):
Oh my goodness, that seems stressful to have all four
.
Yeah, so tell me about that.
Dan (05:25):
Well, for instance, one of the tools that I use is John
Maxwell's DISC.
Okay, disc is four differentpersonality styles D, I, s and C
.
Storie (05:38):
Okay, d is the dominant.
Dan (05:40):
They're the ones that just go, go, go.
They're what some people referto as that type A personality.
Storie (05:46):
I got you.
Dan (05:48):
They want people to get to the point and move on.
Yeah.
The next one over is the I, andthey're the includers.
They're the ones that like tobe included.
Their catchphrase might be putme in, coach, I'm ready to play.
What sport are we playing?
They're trying though, rightand and they want to be involved
(06:10):
.
Their kryptonite is feelinglike they've been left out okay
the s is the ones.
These are the social justicekind of people.
These are the ones that wanteverybody to be okay.
They want to the decision tobenefit as many people as
possible, and their kryptoniteis when somebody is not being
(06:32):
treated fair, and the C is thedetail for you people.
These are the ones that like tohave information.
They like to have data.
Life has meaning when it fitsin an Excel spreadsheet.
Storie (06:48):
Very analytical, exactly , okay, okay.
Dan (06:51):
And there's an interplay between all four of them.
You could have somebody that'svery driven but also wants to be
included, but the opposites,like the I and the C, the one
that likes to be included, withthe ones that like detail.
I am a really strong I.
(07:12):
I lead with my I.
Storie (07:14):
Okay.
Dan (07:15):
When I was in human resources, one of my jobs was an
employee relations investigator.
Storie (07:20):
Oh, wow so.
Dan (07:21):
I had to go in and look into the the nasty, gnarly
things that happen in businessessometimes.
I love the chase to find outwhat happened.
I love the hunt for the truthalmost like an investigator
exactly.
Storie (07:34):
Yeah, well, it very much really was but I hated writing
the report.
Dan (07:40):
you know, I for me to be tied to that computer and
banging away on that, on thedetails that I had found out and
that I was very joyfullyfinding out, but then to sit
there for two hours and writethat report, that was the
toughest part for me.
Storie (07:54):
You're like I already know.
Let's move on.
The excitement's over.
Dan (07:58):
Exactly, exactly.
So how did you?
Storie (08:00):
translate that?
How do you translate?
Once you figure out someone'spersonality, how does it
translate into what kind ofleadership or position they
should walk into?
Dan (08:10):
Well, that's the beautiful thing is that you doesn't
necessarily have to have aparticular personality type to
be a leader.
Right, you can lead in almostanything that you do, as long as
you know how you make decisionsand how you recharge your
batteries.
Storie (08:26):
That's a great point actually.
I mean because earlier in life,had I known like, okay, this is
my personality and this is whoI mesh with or don't mesh with,
it would have made my life alittle bit easier, I think you
know Well and the greatest thingenhancement of that, regardless
of what your role is is theimprovement of your
(08:47):
communication, absolutely.
Dan (08:48):
If you know how I take in and give out information, but,
more importantly, if I know howyou best take in information,
then I can flex to what you'reseeking, so that our
communication is more meaningful.
Absolutely.
One of my roles as a humanresources professional is I
supported a very detail-orientedindividual.
Storie (09:14):
Group of employees Right Okay okay, they were engineers.
Oh wow, very analytical, veryanalytical, okay, okay.
Dan (09:21):
I knew when I met with them that.
I had to have data, I had tohave bullet points.
That they were and they thinkin bullet points, they think in
relational things.
Storie (09:31):
Black and white right.
Dan (09:33):
Exactly.
Okay.
Exactly.
I had to help them understandthat what I needed is
confirmation every so often thatI was on the right track in
delivering what I needed todeliver for them.
They had trouble.
In fact, one of my boss said Idon't do that.
Storie (09:50):
That's at least he was honest.
Dan (09:53):
He was, but again, it was very black and white.
It was either on or off, and sowhen you, when you're in that
environment, where you'velearned to flex and that you end
up developing some skills in apersonality, portion of your
personality, that's notnecessarily dominant but it
allows you to draw on them asneeded almost like building a
(10:15):
muscle a little bit stronger,precisely okay but just like
you're, when you're building amuscle or using a muscle you
don't use very often, you getmore tired quickly.
Storie (10:25):
It becomes exhausting.
Dan (10:27):
So you know, after meetings with those engineers I had to
go take some me time.
Storie (10:32):
I'm sure that sounds.
The mental strain is almost ashard as the workout, the
physical strain right?
So did they.
Were they ever more acceptantto what your needs were?
Dan (10:44):
Once we could start showing some success in what the
initiatives were, they began torealize okay, this is what I
need to keep Dan fueled.
Okay.
To do what he needs to do forus, and I knew, just like I knew
, that I needed to come to themwith data.
So, whenever we did have asuccess, I needed to come back
with the measures of what thesuccess brought man, you know
(11:06):
that's.
Storie (11:07):
I never thought about how that also helps other people
, when you know what you needand you deliver it to what to
them.
So they know what you need.
Dan (11:16):
They're learning too my wife is a C, she is a very
you're an I and she's a C.
Storie (11:22):
Oh, okay.
Dan (11:23):
So when I get excited about wanting to make a decision for
the family, I make the decision,or want to make the decision,
based on the emotional high ofit or the benefit of it.
This is what we're going to getout of this.
This is wonderful.
How much does it cost?
How much time will it take?
Storie (11:39):
Oh.
Dan (11:41):
And I can make a decision spur of the moment.
She needs time and over time Iunderstand that I've got to give
her time.
I can't give her a shortdeadline, because she reverts to
the note.
Storie (11:58):
The note, the note Right right.
Dan (12:00):
With a shorter period of time because they don't have
enough data.
Storie (12:03):
You know what, I'm sure our audience too.
I envision someone I know.
In both of those I am very muchthe spur of the moment.
My husband is very much give meinformation, let me know ahead
of time, or things are going tobe bad, you know.
And so that's interestingbecause everyone has, I guess,
at least one of those quadrantsright, exactly, at least one of
(12:24):
those quadrants right, exactlyAt least one, and perhaps even a
strength in up to three.
My goodness.
Dan (12:31):
So can you imagine someone who is a real driver, somebody
that sense of urgency is key.
Uh-huh but also is strong inthe social justice area or
wanting to be fair witheverybody.
So they want fairness and theywant it now.
Storie (12:48):
Oh, okay, I see.
Dan (12:50):
Well, the C people are going to, people who lead with C
are going to say, well, what'sit going to cost us to get there
?
How many people are we going toaffect?
And the people who lead with Iare going to say how can I help?
And how many people do we needto include with?
This and the people who leadwith S are saying well, how many
(13:10):
people are going to bebenefited?
Storie (13:12):
Right, right right.
Dan (13:14):
And the person who leads with D, the driver, is going to
say how quickly can we get thisdone?
Storie (13:21):
It's all about optimizing.
Okay.
So, with that being said, nowthat we all know we have at
least one of those and we're allgoing to investigate, why did
you pick this specific age rangeand kiddos getting out of
school and going into college?
I know it's a big milestone inlife and I wish I had someone
like you to help me with that.
(13:41):
But how does this convert intohelping them in the next step in
life and I wish I had someonelike you to help me with that,
but how does this convert intohelping them in the next step in
life?
Dan (13:48):
I think that if one thing it does, it allows them to
understand the last couple yearsof high school of what they can
lean into, that really feedstheir dominant personality type
wonderful if they want to beinclusive, then manage the
inclusiveness so that we canstill get the schoolwork done.
But be on the team, be in thechoir, be in the show.
(14:12):
Right that sort of thing, butthe parents need to understand
how they need to flex to helpsupport the growth.
I had a client where I wastalking with their 15-year-old
daughter.
The 15-year-old daughter wasvery much like me, very much an
I likes to be included.
She was in the choir, she wason the volleyball team and was
(14:33):
doing well, and doing well inschool too.
She's making good choices.
She's making good grades.
This was a revelation to herdad, who leads with a strong,
detail-oriented personality type.
And I could see, as we weredebriefing, he was beginning to
plan and structure herinvolvement.
(14:54):
I said okay wait, it doesn'twork that way.
You can't force your detailinto her involvement.
Storie (15:04):
Wow.
Dan (15:06):
Because it will stifle her desire to be involved.
If she thinks she has to giveyou a report and give you all
the stats of her volleyball game, at the end of the day it's
going to ruin her involvement.
Wow her involvement, Wow.
(15:29):
So be the structure she needsas her dad.
But don't kind of force yourpersonality dominance on hers.
Storie (15:32):
Wow, so you're really doing a full circle.
It's almost like a therapysession without the therapy
right To an extent.
Dan (15:37):
Yeah, I don't have those credentials.
Storie (15:39):
Just educating each other, though, is so important.
I'm sure that little girl waslike tell him, tell him.
Dan (15:45):
Well, and it opened up an avenue of more enhanced
communication.
Storie (15:49):
Wonderful.
Dan (15:51):
But at the same time, when she understood that her opposite
or her lowest part of herpersonality profile was not
detail oriented, then sheautomatically said I I probably
would not make a very goodaccountant.
I'm probably not going to makea very good attorney because I'm
not that detail-oriented.
(16:11):
Now I's might be goodlitigators, but they're going to
have to depend on somebody todo a lot of the research.
Storie (16:19):
Yeah, and the push to it Right.
Dan (16:22):
So there are some personality types that lean
toward each of the differentpersonality strengths here.
The true leadership andvisionary people are the
dominant, the d's right, thesales people, the marketing
people are people who leantoward the I the s people.
(16:42):
Those are definitely yourpeople that are going to be
associated with customer service.
And your C type people.
Those are your administrativepeople.
Those are the people that arein the accounting department.
Storie (16:55):
They're doing the books and in turn, it seems like it
would allow and give thesethey're not kids young adults
the ability to almost receivemore gratification from what
they're doing, because they'releaning into things that they've
already realized through.
This is something that theyenjoy doing, right.
Dan (17:19):
Yes, and it feeds them, it feeds them.
Storie (17:21):
That's great doing right .
Dan (17:25):
Yes, and it feeds them.
It feeds them.
That's great.
You know the?
If you can picture a circle,the D and the I are at the top
of the circle.
Okay.
The S and the C are at thebottom of the circle.
Storie (17:33):
Okay.
Dan (17:33):
So those are their four quadrants of the circle.
People are in the upper part.
The D and I personality typesare extroverts.
Now that extrovert doesn't meanthe thing that normally pops
into your head of the lampshadeon the head kind of person.
Storie (17:47):
I'm going to go out there and take everybody dancing
.
Dan (17:50):
But it is.
How do they recharge theirbatteries?
An extrovert calls theirfriends together and goes and
does something goes to the ballgame, goes to movie, goes out to
dinner.
Those are, that's the extrovert, because that recharges them
being with their tribe.
Introverts are not necessarilyjust wallflowers.
(18:10):
They're the ones that theyrecharge their battery by being
in their favorite chair in theirpink fuzzies, reading their
favorite book, you know, andjust kind of coming into their
inner sanctum.
So the introvert, extrovertthing, the left side, or the D's
and the C's, make decisionsbased on fact, information and
(18:34):
data.
The I's and the S's make theirdecisions based on what feels
right Now.
Both can appreciate the other.
As an I, somebody who leadsprimarily with I and has a lot
of S characteristics in mypersonality, I appreciate the
(18:54):
data.
I was a banker for 10 yearsbefore I became a human
resources professional.
I appreciate the data and theimportance, but at the end of
the day, I'm going to make adecision based on what I feel is
best and fair and feels bestRight.
Storie (19:11):
With a little bit of black and white kind of
affirming that decision Exactly,okay.
Okay, now how we?
You kind of were talking to mebefore the show.
What is your process?
You mentioned you had threedifferent categories that you
kind of walk these young adultsthrough.
Dan (19:25):
Yeah Well, it's three different tools.
I'm licensed in three differentprofiling tools.
Storie (19:31):
So you're actually licensed in this.
Dan (19:33):
Licensed or certified.
Storie (19:35):
Wow, okay, tell me more about the tools.
Dan (19:38):
Well, two of them are a version of DISC, like we've been
talking about.
One of them is John Maxwell'sversion of DISC.
The other is one from a companycalled Wiley and it's called
Everything DISC.
Same basic setup of the D, theI, the S and the C.
The other is one called InsightsDiscovery, and it's a similar
(20:01):
tool that's out of the UK.
I love their because theirmaterial is just really well
developed, but it's pretty muchthe same for categories.
The algorithm's just a littlebit different.
Okay, but again, all three ofthese show a flex between the
different type, whereas some ofthe profiles tend to make you
(20:24):
think like you're stuck iseither one or the other.
Storie (20:27):
I see, I see and this is a variance of questions that
they ask you, or are they amultiple choice or agree,
disagree, things like that.
Dan (20:36):
They're, they're which would you rather?
Type questions okay, andthey're going to be on a
dichotomy of things, so youmight have something that is a
very eye-related characteristicand a C-related characteristic
and you ask okay, which wouldyou rather?
Storie (20:51):
Oh, okay, okay.
Dan (20:52):
Or they may say here are four pairs.
Okay.
What are you most like, whatare you least like?
And of the other two, pick oneof the two spots in the middle.
So you've got four slots.
You've got to fill all fourslots.
So one, two, three or four inpriority order.
Storie (21:08):
You know this sounds a lot like.
I mean, I think a lot ofcompanies are adapting this
personality profile when theyhave applicants to see which
will fit.
So knowing, on the other sideof it, the person applying,
knowing what your personality isand kind of gearing more
towards those positions, wouldalmost save both the employer
(21:30):
and the employee time right.
Dan (21:32):
There are companies that are using this.
I do need to be.
You have to be careful.
Oh okay, because there's notmany of these tools that are
actually validated as aselection tool, so you could use
the information to help youdifferentiate your candidates.
But it could be potentiallyunlawful for somebody to base
(21:54):
the decision solely on apersonality type, because of the
lack of validation.
Storie (21:59):
Oh see, and this is why it's so important, they have you
, okay.
So now, once you've establishedwith that person what their
personality type is, what's thenext step?
Dan (22:10):
Okay, the next step is then to debrief with all of the
stakeholders.
Storie (22:14):
Okay.
Dan (22:14):
In the case of my youth initiative, it's going to be
with the families, and I've hada couple of families that
actually had siblings that wereclose enough of age and, in the
range the other families thatI've had, the siblings have not
participated, but it does helpeven to have the siblings in
(22:36):
there, because I've actually hadsiblings that rated out as
being very, very different ratedout as being very, very
different.
So you know, and we've all seenthe dynamics in family of
siblings that are just wireddifferently.
Storie (22:51):
Very much so.
Dan (22:54):
But I've also seen I've got one family that I did where
these two sisters were very,very similar.
They were both very much in thesame personality profile type.
Their dad is a softwareengineer and is very, very
technically oriented but has alot of the S-type
characteristics in his profile.
(23:15):
So he's basically on thatbottom part of the circle
between the.
C and the S.
Storie (23:20):
Wow.
So what were the girls?
Dan (23:22):
The girls were both a mixture of I and S.
Storie (23:25):
Oh nice.
So once you've established thatand you have that intake with
the family, letting them know,you kind of guide them.
I would assume the next pointwhich is okay, this is what you
would succeed in, or can youhelp me with that part?
Dan (23:42):
to an extent, maxwell John Maxwell does have a profile in
their youth initiative.
That does it takes thealgorithms and shows them
potential career categories.
Storie (23:54):
Wow.
Dan (23:55):
That will help them figure out.
You know, perhaps this is andthey're pretty exhaustive lists
in each of the showing thestrengths of the different
personality types.
Storie (24:04):
Wow.
Well, that's a lot lessexhausting than completely
changing your major and losingthousands of dollars.
Right, Exactly.
Dan (24:11):
It could be very depending upon the school you know two
semesters could be $10,000, 50,$60,000.
Storie (24:21):
Absolutely.
I think I mentioned this onanother podcast.
My sister-in-law is one ofthose great student right Goes
in and starts her law degree Imean going all the way through
it and then decides I want to bea nurse.
Completely changes.
You know how expensive that is.
It's incredible.
So I'm sure that, from aparent's point of view, you
helping establish this at theend of the day is really going
to allow them to save a lot forthe next kiddo in line right,
(24:43):
that's the hope, that's the ideabehind it.
I absolutely love this so haveyou seen a lot of feedback from
the people you've helped so far.
Dan (24:53):
Yes, the pilot group that I did to start this initiative.
We're all friends, so I askedthem candid questions.
I said is this something that,first of all, that you find
value in?
And they said yes, I said, notonly in helping their young one
navigate through the tail endhigh school, the early parts of
college, their young onenavigate through the tail end
(25:14):
high school, the early parts ofcollege, but also they could see
the benefit in the innerdynamics of their, of their
family relationships as well.
Said okay, is this somethingthat you would pay for?
Right because I'd love to beable to do it.
You know pro bono for everybodyof course, but the idea of a
business is you know?
because the irs says if you dothis for three years, don't make
any money, it's a business?
Is you know?
Because the IRS says if you dothis for three years and don't
make any money, it's a hobby?
Storie (25:35):
Oh, that's interesting.
That's interesting.
I need to remember that.
Dan (25:40):
So I've had some good feedback that everybody that
I've done through the pilot andthere were six families that
went through the pilot have allsaid, yeah, this is beneficial
information.
Storie (25:48):
It's valuable.
Dan (25:50):
And there were aha moments for the kids as well.
Storie (25:53):
Wow, so they have to be receptive to it right, Certainly
.
They have to actually take theadvice.
So about how long is theprogram from start to finish
once someone says, hey, I'minterested in pretty much you
helping me figure out where Iwant to go.
Dan (26:07):
It takes.
The profile itself takes lessthan 30 minutes to complete.
Okay, and it's about 64questions and they're they're
not, you know, mind-bendingquestions.
Storie (26:17):
Right.
Dan (26:19):
The assessment comes back.
I usually take about an hour todebrief it with the family, but
I let that be what it will be.
If the discussion is rich andthey were still going at the end
of an hour, we keep going.
Okay, great I'm not gonna letthe time clock interrupt some
good friction conversation,which is wonderful at the end of
an hour we keep going.
Okay, great, I'm not gonna letthe time clock interrupt some
good friction conversation,which is wonderful.
Storie (26:36):
At the end of the day, I mean, what you're doing is very
, um inspiring, that you, youwant to help these kids and you
found an area of growth even forI think this would be a
wonderful thing for foster kids.
Yeah, coming out of the fostercare system, I mean a lot of
them um come out not knowingwhat to do.
(26:59):
You know at 18, they have to go.
So, um, I I feel like it wouldbe very valuable for kiddos like
that If, if you could have, youknow, some of the nonprofits
come to you and ask you to comein and help these guys.
Dan (27:11):
I hadn't even thought about that particular population, but
those kids that are at thatpoint where they're having to
take charge.
Storie (27:21):
Yes, whether you want to or not, right.
Dan (27:24):
Yeah, of a life that they have probably had very little
opportunity to take charge of,absolutely.
Storie (27:30):
It's probably a little intimidating too to have someone
like you that's been trained inhr for so long very
level-headed.
Obviously I'm sure you had tobe um kind of helping them
navigate not making them feelignorant for asking those
questions oh yeah, yeah, there's.
There's no dumb questions andthat's wonderful to hear from,
especially somebody that's beenthrough corporate america and
(27:50):
worked for fortune 500 companiesthat you've got to ask a
question or make a mistake tolearn right.
Dan (27:57):
Exactly.
Storie (27:57):
At the end of the day.
Dan (27:58):
You've got to be able to recover from mistakes.
I mean from Philippians.
Absolutely.
But, at the same time, youcan't measure growth if you
don't have a starting point fromwhich to measure.
Storie (28:11):
Wow, and you're doing a great thing by walking, walking
these people through it,something they don't even know
they probably need right.
Dan (28:19):
It is a discovery.
There is some discovery there.
Storie (28:21):
That's so funny you say that because at Advent Trinity
we were very structured in ourprocesses and the first portion
of our process is actuallycalled the discovery.
So it's funny that youmentioned that and that's pretty
much deep diving into what youare, who you are and how it
needs to flow.
So it's very similar to that.
Everybody needs a process.
I've found out in life.
(28:42):
You can't just wing it all thetime.
But finally, your message.
What would you tell ourlisteners who are inspired by
your message?
How can they reach you?
How can they talk with you moreabout this?
Dan (28:58):
I don't.
My website is underconstruction.
I can help you with that, bythe way, oh great, I definitely
need the assistance, but myemail is dan at
p314consultingcom.
No dashes or anything like that.
No dashes, no nothing.
Storie (29:15):
Okay, great.
And then I ask everyone at theend of the show you guys already
know if there was one thingthat you can go back and tell
yourself or tell a new businessowner or entrepreneur you wish
you would have known back then,you wish that you could tell
them now what would it be?
Dan (29:34):
you would have known back then.
You wish that you could tellthem now.
What would it be?
It would be that you know, dothe analysis so that you can
start whatever you're going todo with the peace of mind of the
time that you've given yourselfto do it.
Yeah, I was not prepared to dothis five years ago, you know.
Granted, I've been.
I've received some blessingthat I can do this at this time
(29:56):
of my life, that it's allowed methe time to do it, and do it
slowly, and do it, you know,build it carefully.
Storie (30:04):
Right.
Dan (30:05):
But at the same time you've got to get to the point where
you're.
Take the courage to just holdyour nose and jump.
Oh, I love that.
You do it in a calculated way.
Storie (30:15):
Yeah, you have to have a strong foundation of a house
before you can build the framein the house.
Right, exactly, that'swonderful advice.
I'm going to take that one too,if that's okay.
Sure, well, thank you, dan, andI hope later in the year you
can come back on the show andgive us an update and some more
success stories.
Dan (30:32):
I'd love to Thank you very much, awesome.
Storie (30:34):
And for all of our listeners out there, Dan's
information will be in theinformation below, If you'll
just click on it.
Give him a shout.
I'm sure he'd love to hear fromyou and help you Until next
time.
Bye-bye.
Welcome back to Market it with Atma, where we share the
tips, tools and strategies tohelp your business be successful
.
Today, we have a very specialguest on the show, mr Dan Dalton
.
And strategies to help yourbusiness be successful.
Today we have a very specialguest on the show, mr Dan Dalton
, who comes to us with over 30years of experience in
leadership, hr and professionaldevelopment, and he is now the
proud owner and founder of P314Consulting.
(00:40):
Welcome, dan, how are you?
Dan (00:41):
I'm doing fine.
Thanks for having me Story.
Storie (00:43):
I'm so glad you reached out, because this is something
that I've never heard of before.
So can you tell us a little bitabout what your business is,
that you've created and yourvision?
Dan (00:53):
Exactly Well, basically, I wanted to continue the
consulting type work that I didas a professional human
resources, getting myself infront of people who just need to
know a little bit more aboutthemselves.
The basis of what P314Consulting does is centered
around self-awareness andpersonality profiling to improve
(01:13):
communication, to improve justthe understanding of where one
is in their life, how they think, how they develop.
And self-awareness is thestarting point of personal
development, eitherprofessionally or personal
absolutely, and I know that.
Storie (01:30):
Um, recently I did a lot of different assessments to see
who I was, and sometimes, basedon the day, it was a little bit
different when I did them, butit was very eye-opening.
So can you tell me a little bitmore about why this vision came
to you and what need you'retrying to help people with?
Well, let me tell me a littlebit more about why this vision
came to you and what need you'retrying to help people with well
, let me tell you a little storyabout myself that kind of
(01:51):
really brought it all home.
Dan (01:52):
When I was in high school and in college I was.
I was pretty popular, I wasinvolved, I was on the baseball
team, was in the choir, but Iwasn't necessarily a starter or
didn't really do the solos.
I was even in drama and didn'thave the lead roles, but my best
friends did.
And I was halfway through mycareer and learning about
(02:14):
personality profiles and itstruck me all of a sudden I was
in number two.
I was the best friend of theleaders and I wasn't actually
stepping out and takingadvantage of those leadership
opportunities myself.
Okay.
And once I began to understandjust sort of how I think, how I
process information, how I makedecisions, I began to start
(02:38):
looking into how can I helppeople come to this realization
a little bit earlier in lifethan I did.
Yeah.
I happen to have a lot offriends that have kids who are
in high school and early stagesof college.
And so I started just askingquestions and, lo and behold,
there was a lot of them who feltyou know, I went to school
(03:00):
because this is where my parentswanted me to go, or this is
where my family goes, or I'mgoing to be an accountant
because that's what dad wants,or mom wants me to be this.
Yeah.
And there was a lot of them thatwere changing majors, a lot of
them that were repeating school,a lot of them that got
comfortable being at schoolbecause they weren't really sure
(03:20):
how to make those adultdecisions.
Storie (03:22):
Do you feel like that's because they had to follow that
lead from their parents.
They weren't really looking forwhat was really making them
happy.
Dan (03:30):
Exactly, and it's not anything that was, you know, a
negative of their upbringing oranything.
It's just that you know we havea lot of kids right now that
were never allowed to fail, sothey didn't.
They were missing out on somelearning opportunities early in
life.
I learned a long time ago thatyou can have a loss, but you
(03:51):
only dwell on a loss long enoughto learn from it.
I love that when you moveforward.
The name of my company is P314.
It stands for Philippians 314.
And the Dan Dalton paraphraseof it is that I forget what has
gone behind.
I strive forward to that towhich I've been called.
(04:12):
I love it.
That's the goal of my company.
I want to be able to helpindividuals, either in business
or youth, to really kind ofunderstand you know, am I an
extrovert or an introvert?
Am I detail-oriented or do Imake decisions based on more
(04:34):
what feels right, right and theidea of the personality profile?
From.
There.
A lot of times, the earlyprofiles that were being used
did not seem to have a lot offlexibility or make people think
that they could be more thanone personality type.
Storie (04:56):
Okay, okay, pigeonhole them, right, okay.
Dan (05:00):
But more understanding is that there's usually like four
personality profiles orpersonality types.
Storie (05:06):
Typically there's those ranges of four.
Dan (05:09):
Everybody has one dominant trait.
Storie (05:13):
Okay.
Dan (05:14):
Some even have two or three that are dominant, but nobody
has all four.
Storie (05:20):
Oh my goodness, that seems stressful to have all four
.
Yeah, so tell me about that.
Dan (05:25):
Well, for instance, one of the tools that I use is John
Maxwell's DISC.
Okay, disc is four differentpersonality styles D, I, s and C
.
Storie (05:38):
Okay, d is the dominant.
Dan (05:40):
They're the ones that just go, go, go.
They're what some people referto as that type A personality.
Storie (05:46):
I got you.
Dan (05:48):
They want people to get to the point and move on.
Yeah.
The next one over is the I, andthey're the includers.
They're the ones that like tobe included.
Their catchphrase might be putme in, coach, I'm ready to play.
What sport are we playing?
They're trying though, rightand and they want to be involved
(06:10):
.
Their kryptonite is feelinglike they've been left out okay
the s is the ones.
These are the social justicekind of people.
These are the ones that wanteverybody to be okay.
They want to the decision tobenefit as many people as
possible, and their kryptoniteis when somebody is not being
(06:32):
treated fair, and the C is thedetail for you people.
These are the ones that like tohave information.
They like to have data.
Life has meaning when it fitsin an Excel spreadsheet.
Storie (06:48):
Very analytical, exactly , okay, okay.
Dan (06:51):
And there's an interplay between all four of them.
You could have somebody that'svery driven but also wants to be
included, but the opposites,like the I and the C, the one
that likes to be included, withthe ones that like detail.
I am a really strong I.
(07:12):
I lead with my I.
Storie (07:14):
Okay.
Dan (07:15):
When I was in human resources, one of my jobs was an
employee relations investigator.
Storie (07:20):
Oh, wow so.
Dan (07:21):
I had to go in and look into the the nasty, gnarly
things that happen in businessessometimes.
I love the chase to find outwhat happened.
I love the hunt for the truthalmost like an investigator
exactly.
Storie (07:34):
Yeah, well, it very much really was but I hated writing
the report.
Dan (07:40):
you know, I for me to be tied to that computer and
banging away on that, on thedetails that I had found out and
that I was very joyfullyfinding out, but then to sit
there for two hours and writethat report, that was the
toughest part for me.
Storie (07:54):
You're like I already know.
Let's move on.
The excitement's over.
Dan (07:58):
Exactly, exactly.
So how did you?
Storie (08:00):
translate that?
How do you translate?
Once you figure out someone'spersonality, how does it
translate into what kind ofleadership or position they
should walk into?
Dan (08:10):
Well, that's the beautiful thing is that you doesn't
necessarily have to have aparticular personality type to
be a leader.
Right, you can lead in almostanything that you do, as long as
you know how you make decisionsand how you recharge your
batteries.
Storie (08:26):
That's a great point actually.
I mean because earlier in life,had I known like, okay, this is
my personality and this is whoI mesh with or don't mesh with,
it would have made my life alittle bit easier, I think you
know Well and the greatest thingenhancement of that, regardless
of what your role is is theimprovement of your
(08:47):
communication, absolutely.
Dan (08:48):
If you know how I take in and give out information, but,
more importantly, if I know howyou best take in information,
then I can flex to what you'reseeking, so that our
communication is more meaningful.
Absolutely.
One of my roles as a humanresources professional is I
supported a very detail-orientedindividual.
Storie (09:14):
Group of employees Right Okay okay, they were engineers.
Oh wow, very analytical, veryanalytical, okay, okay.
Dan (09:21):
I knew when I met with them that.
I had to have data, I had tohave bullet points.
That they were and they thinkin bullet points, they think in
relational things.
Storie (09:31):
Black and white right.
Dan (09:33):
Exactly.
Okay.
Exactly.
I had to help them understandthat what I needed is
confirmation every so often thatI was on the right track in
delivering what I needed todeliver for them.
They had trouble.
In fact, one of my boss said Idon't do that.
Storie (09:50):
That's at least he was honest.
Dan (09:53):
He was, but again, it was very black and white.
It was either on or off, and sowhen you, when you're in that
environment, where you'velearned to flex and that you end
up developing some skills in apersonality, portion of your
personality, that's notnecessarily dominant but it
allows you to draw on them asneeded almost like building a
(10:15):
muscle a little bit stronger,precisely okay but just like
you're, when you're building amuscle or using a muscle you
don't use very often, you getmore tired quickly.
Storie (10:25):
It becomes exhausting.
Dan (10:27):
So you know, after meetings with those engineers I had to
go take some me time.
Storie (10:32):
I'm sure that sounds.
The mental strain is almost ashard as the workout, the
physical strain right?
So did they.
Were they ever more acceptantto what your needs were?
Dan (10:44):
Once we could start showing some success in what the
initiatives were, they began torealize okay, this is what I
need to keep Dan fueled.
Okay.
To do what he needs to do forus, and I knew, just like I knew
, that I needed to come to themwith data.
So, whenever we did have asuccess, I needed to come back
with the measures of what thesuccess brought man, you know
(11:06):
that's.
Storie (11:07):
I never thought about how that also helps other people
, when you know what you needand you deliver it to what to
them.
So they know what you need.
Dan (11:16):
They're learning too my wife is a C, she is a very
you're an I and she's a C.
Storie (11:22):
Oh, okay.
Dan (11:23):
So when I get excited about wanting to make a decision for
the family, I make the decision,or want to make the decision,
based on the emotional high ofit or the benefit of it.
This is what we're going to getout of this.
This is wonderful.
How much does it cost?
How much time will it take?
Storie (11:39):
Oh.
Dan (11:41):
And I can make a decision spur of the moment.
She needs time and over time Iunderstand that I've got to give
her time.
I can't give her a shortdeadline, because she reverts to
the note.
Storie (11:58):
The note, the note Right right.
Dan (12:00):
With a shorter period of time because they don't have
enough data.
Storie (12:03):
You know what, I'm sure our audience too.
I envision someone I know.
In both of those I am very muchthe spur of the moment.
My husband is very much give meinformation, let me know ahead
of time, or things are going tobe bad, you know.
And so that's interestingbecause everyone has, I guess,
at least one of those quadrantsright, exactly, at least one of
(12:24):
those quadrants right, exactlyAt least one, and perhaps even a
strength in up to three.
My goodness.
Dan (12:31):
So can you imagine someone who is a real driver, somebody
that sense of urgency is key.
Uh-huh but also is strong inthe social justice area or
wanting to be fair witheverybody.
So they want fairness and theywant it now.
Storie (12:48):
Oh, okay, I see.
Dan (12:50):
Well, the C people are going to, people who lead with C
are going to say, well, what'sit going to cost us to get there
?
How many people are we going toaffect?
And the people who lead with Iare going to say how can I help?
And how many people do we needto include with?
This and the people who leadwith S are saying well, how many
(13:10):
people are going to bebenefited?
Storie (13:12):
Right, right right.
Dan (13:14):
And the person who leads with D, the driver, is going to
say how quickly can we get thisdone?
Storie (13:21):
It's all about optimizing.
Okay.
So, with that being said, nowthat we all know we have at
least one of those and we're allgoing to investigate, why did
you pick this specific age rangeand kiddos getting out of
school and going into college?
I know it's a big milestone inlife and I wish I had someone
like you to help me with that.
(13:41):
But how does this convert intohelping them in the next step in
life and I wish I had someonelike you to help me with that,
but how does this convert intohelping them in the next step in
life?
Dan (13:48):
I think that if one thing it does, it allows them to
understand the last couple yearsof high school of what they can
lean into, that really feedstheir dominant personality type
wonderful if they want to beinclusive, then manage the
inclusiveness so that we canstill get the schoolwork done.
But be on the team, be in thechoir, be in the show.
(14:12):
Right that sort of thing, butthe parents need to understand
how they need to flex to helpsupport the growth.
I had a client where I wastalking with their 15-year-old
daughter.
The 15-year-old daughter wasvery much like me, very much an
I likes to be included.
She was in the choir, she wason the volleyball team and was
(14:33):
doing well, and doing well inschool too.
She's making good choices.
She's making good grades.
This was a revelation to herdad, who leads with a strong,
detail-oriented personality type.
And I could see, as we weredebriefing, he was beginning to
plan and structure herinvolvement.
(14:54):
I said okay wait, it doesn'twork that way.
You can't force your detailinto her involvement.
Storie (15:04):
Wow.
Dan (15:06):
Because it will stifle her desire to be involved.
If she thinks she has to giveyou a report and give you all
the stats of her volleyball game, at the end of the day it's
going to ruin her involvement.
Wow her involvement, Wow.
(15:29):
So be the structure she needsas her dad.
But don't kind of force yourpersonality dominance on hers.
Storie (15:32):
Wow, so you're really doing a full circle.
It's almost like a therapysession without the therapy
right To an extent.
Dan (15:37):
Yeah, I don't have those credentials.
Storie (15:39):
Just educating each other, though, is so important.
I'm sure that little girl waslike tell him, tell him.
Dan (15:45):
Well, and it opened up an avenue of more enhanced
communication.
Storie (15:49):
Wonderful.
Dan (15:51):
But at the same time, when she understood that her opposite
or her lowest part of herpersonality profile was not
detail oriented, then sheautomatically said I I probably
would not make a very goodaccountant.
I'm probably not going to makea very good attorney because I'm
not that detail-oriented.
(16:11):
Now I's might be goodlitigators, but they're going to
have to depend on somebody todo a lot of the research.
Storie (16:19):
Yeah, and the push to it Right.
Dan (16:22):
So there are some personality types that lean
toward each of the differentpersonality strengths here.
The true leadership andvisionary people are the
dominant, the d's right, thesales people, the marketing
people are people who leantoward the I the s people.
(16:42):
Those are definitely yourpeople that are going to be
associated with customer service.
And your C type people.
Those are your administrativepeople.
Those are the people that arein the accounting department.
Storie (16:55):
They're doing the books and in turn, it seems like it
would allow and give thesethey're not kids young adults
the ability to almost receivemore gratification from what
they're doing, because they'releaning into things that they've
already realized through.
This is something that theyenjoy doing, right.
Dan (17:19):
Yes, and it feeds them, it feeds them.
Storie (17:21):
That's great doing right .
Dan (17:25):
Yes, and it feeds them.
It feeds them.
That's great.
You know the?
If you can picture a circle,the D and the I are at the top
of the circle.
Okay.
The S and the C are at thebottom of the circle.
Storie (17:33):
Okay.
Dan (17:33):
So those are their four quadrants of the circle.
People are in the upper part.
The D and I personality typesare extroverts.
Now that extrovert doesn't meanthe thing that normally pops
into your head of the lampshadeon the head kind of person.
Storie (17:47):
I'm going to go out there and take everybody dancing
.
Dan (17:50):
But it is.
How do they recharge theirbatteries?
An extrovert calls theirfriends together and goes and
does something goes to the ballgame, goes to movie, goes out to
dinner.
Those are, that's the extrovert, because that recharges them
being with their tribe.
Introverts are not necessarilyjust wallflowers.
(18:10):
They're the ones that theyrecharge their battery by being
in their favorite chair in theirpink fuzzies, reading their
favorite book, you know, andjust kind of coming into their
inner sanctum.
So the introvert, extrovertthing, the left side, or the D's
and the C's, make decisionsbased on fact, information and
(18:34):
data.
The I's and the S's make theirdecisions based on what feels
right Now.
Both can appreciate the other.
As an I, somebody who leadsprimarily with I and has a lot
of S characteristics in mypersonality, I appreciate the
(18:54):
data.
I was a banker for 10 yearsbefore I became a human
resources professional.
I appreciate the data and theimportance, but at the end of
the day, I'm going to make adecision based on what I feel is
best and fair and feels bestRight.
Storie (19:11):
With a little bit of black and white kind of
affirming that decision Exactly,okay.
Okay, now how we?
You kind of were talking to mebefore the show.
What is your process?
You mentioned you had threedifferent categories that you
kind of walk these young adultsthrough.
Dan (19:25):
Yeah Well, it's three different tools.
I'm licensed in three differentprofiling tools.
Storie (19:31):
So you're actually licensed in this.
Dan (19:33):
Licensed or certified.
Storie (19:35):
Wow, okay, tell me more about the tools.
Dan (19:38):
Well, two of them are a version of DISC, like we've been
talking about.
One of them is John Maxwell'sversion of DISC.
The other is one from a companycalled Wiley and it's called
Everything DISC.
Same basic setup of the D, theI, the S and the C.
The other is one called InsightsDiscovery, and it's a similar
(20:01):
tool that's out of the UK.
I love their because theirmaterial is just really well
developed, but it's pretty muchthe same for categories.
The algorithm's just a littlebit different.
Okay, but again, all three ofthese show a flex between the
different type, whereas some ofthe profiles tend to make you
(20:24):
think like you're stuck iseither one or the other.
Storie (20:27):
I see, I see and this is a variance of questions that
they ask you, or are they amultiple choice or agree,
disagree, things like that.
Dan (20:36):
They're, they're which would you rather?
Type questions okay, andthey're going to be on a
dichotomy of things, so youmight have something that is a
very eye-related characteristicand a C-related characteristic
and you ask okay, which wouldyou rather?
Storie (20:51):
Oh, okay, okay.
Dan (20:52):
Or they may say here are four pairs.
Okay.
What are you most like, whatare you least like?
And of the other two, pick oneof the two spots in the middle.
So you've got four slots.
You've got to fill all fourslots.
So one, two, three or four inpriority order.
Storie (21:08):
You know this sounds a lot like.
I mean, I think a lot ofcompanies are adapting this
personality profile when theyhave applicants to see which
will fit.
So knowing, on the other sideof it, the person applying,
knowing what your personality isand kind of gearing more
towards those positions, wouldalmost save both the employer
(21:30):
and the employee time right.
Dan (21:32):
There are companies that are using this.
I do need to be.
You have to be careful.
Oh okay, because there's notmany of these tools that are
actually validated as aselection tool, so you could use
the information to help youdifferentiate your candidates.
But it could be potentiallyunlawful for somebody to base
(21:54):
the decision solely on apersonality type, because of the
lack of validation.
Storie (21:59):
Oh see, and this is why it's so important, they have you
, okay.
So now, once you've establishedwith that person what their
personality type is, what's thenext step?
Dan (22:10):
Okay, the next step is then to debrief with all of the
stakeholders.
Storie (22:14):
Okay.
Dan (22:14):
In the case of my youth initiative, it's going to be
with the families, and I've hada couple of families that
actually had siblings that wereclose enough of age and, in the
range the other families thatI've had, the siblings have not
participated, but it does helpeven to have the siblings in
(22:36):
there, because I've actually hadsiblings that rated out as
being very, very different ratedout as being very, very
different.
So you know, and we've all seenthe dynamics in family of
siblings that are just wireddifferently.
Storie (22:51):
Very much so.
Dan (22:54):
But I've also seen I've got one family that I did where
these two sisters were very,very similar.
They were both very much in thesame personality profile type.
Their dad is a softwareengineer and is very, very
technically oriented but has alot of the S-type
characteristics in his profile.
(23:15):
So he's basically on thatbottom part of the circle
between the.
C and the S.
Storie (23:20):
Wow.
So what were the girls?
Dan (23:22):
The girls were both a mixture of I and S.
Storie (23:25):
Oh nice.
So once you've established thatand you have that intake with
the family, letting them know,you kind of guide them.
I would assume the next pointwhich is okay, this is what you
would succeed in, or can youhelp me with that part?
Dan (23:42):
to an extent, maxwell John Maxwell does have a profile in
their youth initiative.
That does it takes thealgorithms and shows them
potential career categories.
Storie (23:54):
Wow.
Dan (23:55):
That will help them figure out.
You know, perhaps this is andthey're pretty exhaustive lists
in each of the showing thestrengths of the different
personality types.
Storie (24:04):
Wow.
Well, that's a lot lessexhausting than completely
changing your major and losingthousands of dollars.
Right, Exactly.
Dan (24:11):
It could be very depending upon the school you know two
semesters could be $10,000, 50,$60,000.
Storie (24:21):
Absolutely.
I think I mentioned this onanother podcast.
My sister-in-law is one ofthose great student right Goes
in and starts her law degree Imean going all the way through
it and then decides I want to bea nurse.
Completely changes.
You know how expensive that is.
It's incredible.
So I'm sure that, from aparent's point of view, you
helping establish this at theend of the day is really going
to allow them to save a lot forthe next kiddo in line right,
(24:43):
that's the hope, that's the ideabehind it.
I absolutely love this so haveyou seen a lot of feedback from
the people you've helped so far.
Dan (24:53):
Yes, the pilot group that I did to start this initiative.
We're all friends, so I askedthem candid questions.
I said is this something that,first of all, that you find
value in?
And they said yes, I said, notonly in helping their young one
navigate through the tail endhigh school, the early parts of
college, their young onenavigate through the tail end
(25:14):
high school, the early parts ofcollege, but also they could see
the benefit in the innerdynamics of their, of their
family relationships as well.
Said okay, is this somethingthat you would pay for?
Right because I'd love to beable to do it.
You know pro bono for everybodyof course, but the idea of a
business is you know?
because the irs says if you dothis for three years, don't make
any money, it's a business?
Is you know?
Because the IRS says if you dothis for three years and don't
make any money, it's a hobby?
Storie (25:35):
Oh, that's interesting.
That's interesting.
I need to remember that.
Dan (25:40):
So I've had some good feedback that everybody that
I've done through the pilot andthere were six families that
went through the pilot have allsaid, yeah, this is beneficial
information.
Storie (25:48):
It's valuable.
Dan (25:50):
And there were aha moments for the kids as well.
Storie (25:53):
Wow, so they have to be receptive to it right, Certainly
.
They have to actually take theadvice.
So about how long is theprogram from start to finish
once someone says, hey, I'minterested in pretty much you
helping me figure out where Iwant to go.
Dan (26:07):
It takes.
The profile itself takes lessthan 30 minutes to complete.
Okay, and it's about 64questions and they're they're
not, you know, mind-bendingquestions.
Storie (26:17):
Right.
Dan (26:19):
The assessment comes back.
I usually take about an hour todebrief it with the family, but
I let that be what it will be.
If the discussion is rich andthey were still going at the end
of an hour, we keep going.
Okay, great I'm not gonna letthe time clock interrupt some
good friction conversation,which is wonderful at the end of
an hour we keep going.
Okay, great, I'm not gonna letthe time clock interrupt some
good friction conversation,which is wonderful.
Storie (26:36):
At the end of the day, I mean, what you're doing is very
, um inspiring, that you, youwant to help these kids and you
found an area of growth even forI think this would be a
wonderful thing for foster kids.
Yeah, coming out of the fostercare system, I mean a lot of
them um come out not knowingwhat to do.
(26:59):
You know at 18, they have to go.
So, um, I I feel like it wouldbe very valuable for kiddos like
that If, if you could have, youknow, some of the nonprofits
come to you and ask you to comein and help these guys.
Dan (27:11):
I hadn't even thought about that particular population, but
those kids that are at thatpoint where they're having to
take charge.
Storie (27:21):
Yes, whether you want to or not, right.
Dan (27:24):
Yeah, of a life that they have probably had very little
opportunity to take charge of,absolutely.
Storie (27:30):
It's probably a little intimidating too to have someone
like you that's been trained inhr for so long very
level-headed.
Obviously I'm sure you had tobe um kind of helping them
navigate not making them feelignorant for asking those
questions oh yeah, yeah, there's.
There's no dumb questions andthat's wonderful to hear from,
especially somebody that's beenthrough corporate america and
(27:50):
worked for fortune 500 companiesthat you've got to ask a
question or make a mistake tolearn right.
Dan (27:57):
Exactly.
Storie (27:57):
At the end of the day.
Dan (27:58):
You've got to be able to recover from mistakes.
I mean from Philippians.
Absolutely.
But, at the same time, youcan't measure growth if you
don't have a starting point fromwhich to measure.
Storie (28:11):
Wow, and you're doing a great thing by walking, walking
these people through it,something they don't even know
they probably need right.
Dan (28:19):
It is a discovery.
There is some discovery there.
Storie (28:21):
That's so funny you say that because at Advent Trinity
we were very structured in ourprocesses and the first portion
of our process is actuallycalled the discovery.
So it's funny that youmentioned that and that's pretty
much deep diving into what youare, who you are and how it
needs to flow.
So it's very similar to that.
Everybody needs a process.
I've found out in life.
(28:42):
You can't just wing it all thetime.
But finally, your message.
What would you tell ourlisteners who are inspired by
your message?
How can they reach you?
How can they talk with you moreabout this?
Dan (28:58):
I don't.
My website is underconstruction.
I can help you with that, bythe way, oh great, I definitely
need the assistance, but myemail is dan at
p314consultingcom.
No dashes or anything like that.
No dashes, no nothing.
Storie (29:15):
Okay, great.
And then I ask everyone at theend of the show you guys already
know if there was one thingthat you can go back and tell
yourself or tell a new businessowner or entrepreneur you wish
you would have known back then,you wish that you could tell
them now what would it be?
Dan (29:34):
you would have known back then.
You wish that you could tellthem now.
What would it be?
It would be that you know, dothe analysis so that you can
start whatever you're going todo with the peace of mind of the
time that you've given yourselfto do it.
Yeah, I was not prepared to dothis five years ago, you know.
Granted, I've been.
I've received some blessingthat I can do this at this time
(29:56):
of my life, that it's allowed methe time to do it, and do it
slowly, and do it, you know,build it carefully.
Storie (30:04):
Right.
Dan (30:05):
But at the same time you've got to get to the point where
you're.
Take the courage to just holdyour nose and jump.
Oh, I love that.
You do it in a calculated way.
Storie (30:15):
Yeah, you have to have a strong foundation of a house
before you can build the framein the house.
Right, exactly, that'swonderful advice.
I'm going to take that one too,if that's okay.
Sure, well, thank you, dan, andI hope later in the year you
can come back on the show andgive us an update and some more
success stories.
Dan (30:32):
I'd love to Thank you very much, awesome.
Storie (30:34):
And for all of our listeners out there, Dan's
information will be in theinformation below, If you'll
just click on it.
Give him a shout.
I'm sure he'd love to hear fromyou and help you Until next
time.
Bye-bye.
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