The Power Of Knowing Your Clifton Strengths | Episode 12 - The Real Estate UNLOCKED Podcast

Episode Transcript
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Joseph Marohn (00:12):
What up everyone and welcome back to the Real
Estate Unlocked podcast.
I am your host, Joseph Marohn,and today we're going to be
diving into a truly fascinatingtopic that ties into real estate
.
An interesting way to identifyyour strengths and talents, a
strategic way to sharpen yourskills and aim your strengths at
success.
Today we're going to bebreaking down the

(00:35):
CliftonStrengths assessment.
Cliftonstrengths is a powerfultool designed to help identify
our unique set of talentsthrough a series of 20-second
strategic questions.
By identifying andunderstanding our top strengths,
it will allow us to tap intopersonal development, business
strategies and dailyinteractions more effectively.

(00:57):
This self-awareness not onlyenhances our productivity and
performance in real estate, butit allows us to put our time and
energy where we naturally excelat, so we can cultivate a life
that feels both more fulfillingand a lot more successful.
Now, if this sounds asinteresting to you as it did to
me, then stay tuned, because ourspecial guest is not just a

(01:21):
real estate investor, but also aGallup certified strengths
coach.
She will be joining us today tounpack my personal results from
the assessment.
We'll explore what eachstrength means and how
understanding these strengthscan transform your approach to
real estate, enhance yourmindset and influence both your

(01:41):
business strategies and yourlifestyle.
Now you know how we do it onthe Real Estate Unlocked podcast
.
If we're going to do it, we gotto do it right.
We can't just bring on anyoneto speak about strengths
development.
We got to bring on thecertified coach of strengths
development.

(02:06):
Today, our special guest on thepodcast is Ms Bridget Ruiz.
Bridget is a seasoned businesscorporate leader from multiple
industries, such as automotive,medical device and nonprofit,
with over 20 years of talentacquisition, leadership
development and businessexperience.

(02:27):
She brings the power ofupskilling with focus on your
individual strengths, with theuse of the CliftonStrengths
assessment.
11 years ago, bridget wasexposed to CliftonStrengths and
saw how easy results just sit onthe shelf.
As a personal coach and anaccomplished entrepreneur, her
primary focus is to lean intostrengths for driven success.
So, without further ado I'vebeen talking long enough

(02:53):
Everyone.
If you will, please allow me toformally introduce to you
Bridget Ruiz.
Bridget how is your day goingtoday?

Bridgette Ruiz (03:00):
Hi, joseph, it's going great.
Thanks so much for having me ontoday and I definitely
appreciate all of your effortswith the podcasts and pretty
excited to be on today.

So thanks so much have you and I really do
appreciate you taking time withus today to break down what all
this stuff means.
I, like probably most of myguests here, had no idea what
the Clifton Strengths Assessmentwas.
I literally just took this testyesterday.

(03:33):
So I'm here as a studentlearning along with all of you
guys here today.
But I will say, after brieflyreading over some of the results
I got from my specificstrengths this is some
intriguing stuff, bridget.
I can't wait to get into it.

Yeah, and you've already said a few key words
that really align with yourstrengths that I saw on your
results and that's what makesthis exceptionally fun for me is
being able to see individualsat their best.
What do you love, what do youfind passion in?

(04:09):
And it shows up in the resultsof this assessment.
And how do we show up, not onlyin our personal lives with our
loved ones, but then as we dobusiness, as we interact with
people and collaboration, rightLike, how do we actually show up
?

Absolutely Now.
Before we unravel everything,bridget, tell us a little bit
about your backstory.
Why did you choose real estate,or why did real estate choose
you, and what was it thatinspired you to become a
certified strengths coach?

Yeah, so funny story is that when my husband
and I first bought our houseover 20 years ago, we had just
started our family Right, and sothe there I was pregnant,
actually, when we first boughtour house.
In fact, I learned we werepregnant the day we got the keys
to our house.
It was a pretty milestone of aday, right, learning you're

(05:04):
pregnant and you're going to bemoving into a new house, which
then you ultimately have to getready to prepare for our very
first child.
And so at that stage of thegame, I was like I really want
to invest.
And you know, I had three kindof back to back children and
when we were getting, you know,having the kids, I kept thinking

(05:27):
to myself I want to be, I wantto invest in real estate, and I
would say it out loud, a lot tothe children, and to the point
where my son even said, hey, Iwant to invest too, and that's
been a lot of his interest aswell.
And now, mind you, he is nowactually on Thursday will be 17.
So the years have gone by quick, right.

They fly, they fly If you blink, you missed it.

Absolutely, absolutely.
So just those years just zoomedright by.
And in fact, a fun fact as wellis that very first assessment I
took with Gallup was literally11, 12 years ago to no.
Tomorrow is the day that thevery first time I ever took the
assessment, and it was in theworkplace, right.

(06:16):
I worked for Hyundai and Kia inthe automotive industry and at
that time I was able to justkind of voluntold to take this
assessment.
I had no idea what it was right.
I got the results and all I hadat the time were my top five
and I had them and kind of putthem on the shelf and really

(06:41):
didn't spend too much time withthem.
And unless you have a coach,unless you have somebody who is
walking through these with you alot of times, it's really
difficult to see them playingout in your life, actually
understanding how to use themand be aware of how some of
these themes can be in a blindspot.

(07:02):
It's something that you mightnaturally have a talent, but
sometimes that can even be in ablind spot.
It's something that you mightnaturally you know have a talent
, but sometimes that can even bein a blind spot and we you know
it doesn't actually serve usvery well.
So it's kind of interesting andwe'll talk a little bit about
that as we start to unpack yourresults is how that can happen.
Right, there's going to be thegood in these themes and then
there's going to be kind of thatpendulum of like the opposite,

(07:25):
where it can be a blind spot andwe don't even recognize that it
.
That's how it's showing up.

Yeah, I love the fact that you brought up about a
coach, right, Because it's funto take the assessment.
But you know, once you get yourresults, you're like what do I
do with this now?
You know, like you're kind ofgoing through it All right.
It's kind of like you'rereading your horoscope.
Almost You're like, hey, thisis like so much like me, but how
do you really like utilizethese strengths and maximize
your true potential from them?

(07:53):
So I'm glad you brought that up.

Yeah, I know, I really do think my experience
would have been different if Iwould have had a coach At the
time.
The employer basically said, oh, here's the book, because you
can get some hard copy books,and here's your code.
So you go get your code andthat was it.
And I'm really fortunate in mycurrent role because I do still

(08:20):
work for a nonprofit in OrangeCounty and California and so I'm
really fortunate because I getto develop content around this
to help the entire team.
And that's where I really loveas well as seeing not only
individuals in their strengthsbut then helping teams just

(08:41):
propel, because you might be ona JV, right, and you might be
JVing with somebody in an realestate transaction.
You've got a lot of peopleyou're working with and you may
not know how did they show upright?
You might think, oh yeah, theywere great.
And then you start to seedifferent behaviors that you're
like, oh, I wish I really wouldhave known, right.
And that's what makes this kindof fun is that you get to

(09:04):
explore it.
You get to with other peopleright, and and some of my very
first clients were teams andthose are the best because you
just see some, you know eyeskind of light up when they go.
Oh my gosh, I see that in youright and you.
You spend a lot of time withpeople you work with, so it's
kind of fun.

I tell you what from here on out, anytime I'm
gonna do a do a JV deal, I'mgoing to be like let me see your
Clifton strengths test bro.

Yes, yes, oh, believe me, I am on that same
boat.
That's going to be part of thecriteria that I'm looking for.
It's like okay, there's acouple of things you're going to
have to do.
One.
I want to see your know.
A couple of other things.
They're also pretty high on thepriority.

Right, right.
So, bridget, what true benefitis it for us to identify and
truly understand what ourstrengths and talents are?

Yeah, well, here's.
Here's what's pretty common inthe workplace, and what I've
seen over over the years is thata lot of times you're told,
okay, yeah, you're good at thesethings, but yeah, by the way,
there's some areas ofopportunity to improve on and it

(10:15):
absolutely makes sense to beaware of them, to do your best,
and maybe that doing your bestis leveraging and partnering
with other people, right, inthose areas that we may be
deficient.
But the expectation to movesomething that is like not your
strongest and really put a lotof energy into that, it's not

(10:38):
going to give that much of animprovement versus working with
the things that you're naturallytalented in, right, and so once
you fully understand how toapply those greatest talents and
your talents are basically justnatural thoughts, feelings and
behavior and they just comenaturally to you and for many

(11:03):
it's hard to believe that whatis natural for you is not the
same for your co-worker or likeyour spouse or people in your
life, right, and so these arereally gifts.
I mean, seriously, we do havegifts of talent, and the joy is
in applying them and thenbuilding them to where they
become strengths Right, andyou're doing it every day, and

(11:28):
that is exciting when we'reworking in that kind of space.

Yeah, to me it's bigger than just real estate and
mindset.
It's a lifestyle right.
You know, to identify what younaturally do best at and how to
recognize your talents and turnthose into strengths is so
beneficial.
You know, as I was readingthrough some of the breakdowns
of my top five, I'm thinkinglike dude that is me to a T and
what I really loved about thetest is that it gives you 20

(11:54):
seconds per question, so you'renot overthinking the questions
and instead it forces you intoyour natural instinct way of
thinking Right.
So, yeah it.
It was definitely a greatexperience and I highly
recommend anyone watching thisto definitely do a test and find
out what your strengths are aswell.
But, bridget, for our listenersthat are considering taking the

(12:16):
assessment as well, brieflywalk us through the process.
What should they expect and howshould they prepare to apply
the insights that they the gamefrom it?

Yeah, great question.
That's a great question becausethere's essentially kind of a
three step process.
Right, we want to be able to toread the results, right,
because they'll give you kind ofsome really high level
explanation of the theme.
And so once you you read thetheme and you understand a
little bit of it, a really goodpractice is to do a three-step
process, which what we have beentrained to do is to name it,

(12:53):
claim it and aim it.
So I'll break that down right.
So name it right.
So you want to name it and gointo the description, read the
description, highlight or evenunderline a few things that
really stand out and resonateright.
So that's action step number one.
Second action step is, you know, really take that opportunity

(13:17):
to claim it.
And that might be sitting backand thinking, okay, maybe I'm
really good at, say, a ranger,for example, if you're an
arranger, and that theme mightbe in that ability to pivot and
to make quick adjustments, right.
So in that kind of thought,you're thinking to yourself okay

(13:39):
, I definitely know I can kindof keep balls moving, what does
that look like?
And maybe there's some massiveproject that you've completed
and you recognize in yourself ohyeah, that arranger theme was
what I was leaning into.
That's where I was using thatand the success that came from
that right.

(14:00):
Right.
So that's the claim part, that'sthe where you see it happen in
your life, you recognize it andyou can actually pinpoint where
you've actually used that forsuccess, aim it, which means

(14:28):
that you're really beingconscious about where you want
to use or how you use thatparticular theme in, say, some
of the projects or maybe some ofthe JV you know partnerships
you may have in the workplacecould be anything right.
How are you going to actuallyapply it with some awareness,
with like intent which I giveall my clients when I, when I

(14:48):
have some some meeting andone-on-one time, I give them
some worksheets and say, okay,you may not be able to answer
this right now, but think aboutwhat are some of those things
and and be prepared to apply itright, like be consciously aware
of it.

Right, okay, I I OK, I'm excited.
All right, I'm not going to lie.
I can't wait a minute longer,Bridget, we, we got to get into
these results.

Yeah Well, I'm excited too.
First of all, I applaud youbecause you took the assessment
next day.
You're like all right, let'stalk about this, let's dive in,
let's take action Like.

I want to know what these mean and how do I
start utilizing these andapplying them properly?
I want to make sure I'm usingmy strengths to their best
ability.
Looking forward to this.
You want to share your screen.

I do so that we can take a look at your results
Perfect, great, so that we cantake a look at your results
Perfect, great, yeah, so thevery beginning of the report.
There's a lot of informationthat's being shared here, and
what I always like to explain isyou'll always know the day you
took the assessment, becauseit's on your right-hand corner,
right next to your name the dateyou took the assessment.

And so you can see, guys, that I literally took
this yesterday 4-14.

Yes, this was yesterday.
And then what we see is there'sthis kind of DNA strand and
there's colors there.
Well, those colors signify oneof four domains that I kind of
like to describe them as abucket, right?
Just kind of there's fourbuckets and each theme there are

(16:30):
34 themes will fall into one ofthose buckets, and so that very
first kind of section of this,you know that DNA strand before
it breaks off, that's those top10, and the top 10 are what we
just use.
Naturally you don't need to puta lot of energy and effort.
And so some homework for you,Joseph, and I shouldn't even

(16:53):
preface with the word homework,because sometimes when you say
the word homework, that justturns somebody off right, I
don't want homework, I gotenough on my plate.

Absolutely.

Right, I know I'm sure you do, but what I
always encourage is is to lookat this list Right.
So you've got your one to 10here, your number one with
command, which, by the way, fivekind of the least common themes
is command self-assurance which, by the way, is your number

(17:22):
four, right.

(17:46):
Next, those are the least commonand we know this because Gallup
is a research company, sothey're paying attention to
every tidbit of data that wegather from these assessments
and gather all of these resultsworldwide and evaluate what is
common with people what iscommon with people, right, right
?

So when you say it's not as common, so not as
many people taking the test areare actually getting these
results or command as theirnumber one, is what you're
saying, correct?

Correct, correct it's, it's not going to be very
common, and so I just like tohighlight that a little bit,
especially for someone tounderstand that how you show up
is not going to be maybe thesame as someone else.
Right, and there definitely issome guidance that we encourage

(18:32):
others to know and learn aboutwith these themes, because it
can get pretty easy to fall intothis mindset of like, well,
certain things like this isalways going to show up when in
reality, we know that the youknow, like I mentioned before,
right, these are just naturalthoughts, behaviors, right.

(18:56):
But when it comes to humans, ifthere's anything I'm sure you
know this too, in the workplaceor as you interact with people,
and say you can't control, youdon't know human behavior, right
, you can't predict it.

Everybody's different.
Everybody has differentpersonalities.
Absolutely yeah.

And there's no way that you could say 100% of
the time somebody is going toshow up this way, when we just
know there's patterns, there'shigh probabilities, right, that
this is kind of how they willshow up.
So the themes are alwaysneutral, meaning that doesn't
mean that it's more special thanany other theme, right?

(19:37):
It's just like in this case,where I'm saying the likelihood
of it is less right.
The probability is low thatsomebody would have these one of
those that I listed a momentago in their top five, right?
Or?

even there's 34, and command was my first number
one, so that's gotta meansomething, right, you know?
Because I think what is it like200 questions that you get
asked?
Is that what it is?

Yeah, they're in , let's see, I'm trying to.
I want to say it's 220something questions.
It's quite a few.
You're moving through thempretty quickly.
The assessment is timed.
So for those who feeluncomfortable even having that
timer there, that can be removedif the need is there.
But essentially you've got tomove.

(20:24):
Need is there but essentiallyyou're you've got to move quick.
You have to just kind of makethat first kind of thought and
stick with it.
And too many threes in themiddle?
Cause it's a five point kind ofassessment where you can say
yes, I agree, or no, I don'tagree, and everything you know
in the middle.
But if you go too many threesin that middle, essentially the

(20:50):
results are a little difficultand I actually have seen those
types of responses where it sayswe really don't have a
definitive response becausemaybe there were too many of
those threes where you're notdecisive enough and that can
definitely skew results.

Well, when I first started out, you know it
has 20 seconds right.
So the very first question Iwas kind of reading I was like
maybe I'm this, maybe I'm that,and then boom, it was like you
took too long and it skipped tothe next question.
I said, okay, now I just got tobe, you know, quick on my
responses.
So but to your point, some ofthe questions you're like it has
a question on the left side anda question or a question on the

(21:25):
right side, and saying whichone are you?

no-transcript part of this process, right,
because otherwise it won't givea really good, you know, a full
response.
Your report will not have asmuch to the level of detail,
right?
So it's definitely helpful tohave uninterrupted time be able

(22:17):
to do this, and with you I mean.
You know we have busy familylives so it's a big kudos to be
able to get through it.
And, you know, make, make theassessment a priority, because
our time is precious, anddefinitely know that you know?

Yeah, I had to lock the door because my
daughter kept trying to come in.
I'm like Daddy's taking assist,Right?

I can imagine it's tough.
It's tough to have that 45minutes, that's, that's a pretty
long period of time.
But the other things to knowabout they're not labels, right,
these themes which can happenwhere we start to think like,
well, you know our, our partner,and you know it's going to
always show up this way.
Well, that that's notnecessarily the case.

(23:01):
It's not a label, it's justsome idea of where those talents
which, the more you developthat talent, becomes a strength,
right, we think about even likeprofessional ball players,
right, baseball, or like dodgers, right, I was actually, uh, my
husband, I, our very first datewas a Dodger game.
And that's a good date.

Did you get a Dodger dog.

I did, we did, we definitely had some Dodger
dogs and he always teases causehe tells me hey, you know, I
didn't give you a choice.
It was either come with me whenit was like a Friday or a
Saturday night ball game, and Isaid, well, you know, and?
And I had a choice.
It was either go to the ballgame with him and just the two
of us, or it was the ball gamewith his niece and nephew, and I

(23:46):
was already of the mindset ofI'm I'm looking for the right
person, right, and I switched tothe nephew and niece, right,
and uh, so I got to see himinteract with them and that was
just, you know, it was at thatpoint I think I actually knew,
on that very first date, I waslike this man is, you know,
somebody that I'd want to have afamily with, so you never know
right.

(24:08):
But yeah, ballplayers, right,you wouldn't have a, you know, a
starting pitcher, for example,being in the outfield, right,
like that's, that's not theirstrength.
Their talent is to be the openor even the closing pitcher,
right, like they are specific towhen they even pitch right

(24:31):
right and that that positionthat they hold is something that
they have done over and overand over again for perfection.
Absolutely.
That's the same thing with ourtalents.
Right, you got a talent, youkeep using it over and over and
over, and that talent thenbecomes a strength.
So that's where this is allbased from.

(24:54):
Is that concept of our talent,which is natural.
It comes to us, we don't eventry, but then you convert it to
to a strength and actually useit to where you, you know, are
doubling down on it, versus likethe ones that sit low and go.
Well, yeah, I can make it amaybe a tad bit better.
It's not going to get toperfection, but we want to make

(25:17):
something really sharp,something you know that you can
do, and consistently do that forsuccess.

Something I'm just thinking about right now,
like for the people that arekind of skeptical about this
test how accurate is it?
You know, have they donestudies on this?
Like, how true is each strengththat someone gets on this list?

Like how true is each strength that someone gets
on this list?
Yeah, there is a lot of.
There's data in there.
I mean I could, if someone isreally interested, I could point
them in the right direction toget into the weeds.
I mean somebody who reallywants to get into the weeds, the
research and the amount offocus on that right to track.
What does the results?

(26:01):
How did these results actuallyshow up?
There definitely is resourcesthat I can share if somebody is
really interested to dive in tounderstand it.
Most don't want that level ofdetail.
Most of us are pretty confident, right, and some don't right.
Some are just very curious.
They want to understand.
How do you actually come upwith these results?

(26:23):
But what I always like to askand you know actually one of the
first questions that we can askyou in relation to having seen
your results, you know that veryfirst impression and you just
saw this yesterday, so for theaudience watching, you know
Joseph hasn't had a lot of timeto really dig into these, but
from your experience, when youfirst saw these and you started

(26:44):
to read through, you know whatwas that first impression of
command, like what does thatreally relate to?

And as it was kind of breaking down and it was
like talking about you knowleadership traits and how you
kind of just take action youdon't rely on you know false
narratives.
You just kind of move forwardwith your natural instincts and
people that are like you knowthere aren't action takers, like
you like to take them on yourwing and kind of help push them
forward.
And I was like, dude, this isme, like this is exactly what I

(27:22):
do on a day-to-day basis.
Right.
And you know I, like you said,you know I didn't really get to
go through all of them, but youknow, actually going through
Achiever, you know like andthat's the same with me as well
Like I like to achieve resultsRight, I like to always, you
know, put myself at a higherstandard and and really focus on
, you know, not just half-assingthe job right, like I want to

(27:45):
really like, from start tofinish, really move forward on
on what I'm doing.
I don't like to do half thework and then, like I'll do the
rest later.
I'm like, no, we got to achievethis goal, we got to do this
now.
You know so, but you know youtell me, let's start with
command.
Well, first of all.
So, you know, as you know, mostof the people listening here
today, for the most part are,you know, in the real estate

(28:08):
business or in businessdevelopment in general.
So now, as we're going throughthese strengths, can you help us
understand how each one couldbe leveraged into real estate,
investing and businessdevelopment?

Yeah, absolutely so, as you were describing,
right, you're reading throughthose descriptions and so any
kind of leadership opportunities, which life is all about.
That, right it's.
How are we helping to influence?
And, by the way you lead,there's domains, right?
So I mentioned those colorsthat match up.
So the domain which you leadwith influencing, and there are
four domains influencing,executing, relationship building

(28:51):
and strategic thinking, and sothose color coordination you see
on the left side of each ofthose themes.
You see on the left side ofeach of those themes.
But as an investor or somebodyin business, it is also
understanding.
How do we show up, right?
Right.
And because this is not.
We hear this in our communityand for those watching, Joseph

(29:15):
and I are both in the sub twocommunity and when we hear other
people working together orJVing together for real estate
transactions, we have to reallyknow ourself.
And then to the point thatJoseph and I had
pre-conversation right nowrecording.

(29:37):
We were talking about how justvaluable this is and that if,
when we are working with otherpeople, we were talking about
how just valuable this is andthat if, when we are working
with other people, we want toknow how they're showing up, and
it really is a powerful tool tounderstand, you know, how is
this person, you know, going tobe a contributor?
Right, how am I going to be acontributor?
And understanding each other,Because that is one of the most

(29:59):
important, I think.
Human aspects.
Right, we're never going to doa transaction alone, right, I
mean, think about it.
Never Like you can't go andreally do the whole thing from A
to Z without someone else.
We always have thoserelationships, we always have
these other partners along theway, and so, as investors or as

(30:21):
those that are working in abusiness kind of capacity, we're
always going to be in aposition to one have some
self-awareness, but then evenmaybe some interest in the
people that we're working with,even before perhaps going into
those transactions together.
And then somebody like myself Ireally like to pull teams

(30:42):
together and look at theirresults as a group, right, we
actually go through a wholeprocess and I break down and
help that group dynamic.
And not only does the groupdynamic help, but then we're
able to have a common language,which that common language is

(31:03):
super powerful, right, Becauseone, you have some more
self-awareness of yourself andyou can see like, oh yeah, okay,
For example, right, that highcommand, you might see something
show up.
Right, and then you realize, oh,maybe I should kind of let the
other partner, let someone elseshare their insights.

(31:24):
Right, Because their feedbackinto this is also really
important.
And when the naturalinclination right Again, it's
going back to what is naturalfor you, you may feel
comfortable as a leader and withhigh command that might just be
, you know your normal and thenrecognizing like, oh wait, this
may not like I need to let someother individuals be partaking

(31:49):
and take some ownership of thisas well and ease up right on the
gas.
Ease up and like not push thegas too hard and kind of give it
a little coast and let the restof the team show up right,
Because when everybody elseshows up and they feel engaged,
everybody is going to be, youknow, on par with one another.

(32:12):
And then being able to see eachother in that and that's one of
the most engaging experiencesis when somebody who you work
with says hey, I see this in youand this is like why we are
such a great team or why we areaccomplishing wonderful things.
It's because of how you'reshowing up, Right no-transcript.

And then when you actually have a breakdown of
all this and you kind of seewhat other people they're
getting the results, and yourealize there's a lot of people
that think just like you or youknow they may have their own
unique, unique way of thinking.
Think just like you or you knowthey may have their own unique,
unique way of thinking.
But one of the things I saw wasinteresting on the command one
was when you know at the on thebreakdown of it it talks about
watch out for your blind spots.

(33:08):
Yeah, and one of them it saidit was because you speak with
authority, you might be used togetting the final word.
And then you know, considerasking others for their input
before sharing yours so thatthey have a chance to contribute
.
And my wife was reading it andshe was like that's you, you
know, you always feel like yougot to get the last word and I'm
like okay, you're turning thisinto something else now.

Well, that's a good.
I mean, you're bringing up areally good point and that this
is actually something weencourage is to share this with
you.
Know, the people you'respending the most amount of time
with right, our spouses, thepeople we're working with,
because this is how we show upand that's where sometimes this
little section right down here Idon't know if my cursor can be

(33:53):
seen, but yeah, you can see yourpicture.
Okay, great, yeah, when it saysyou know why you succeed, right.
And then, as you start to godown a bit and you're looking at
these results, right, you'retalking about those blind spots.
Watch out for these thingsBecause, as I had mentioned, you
know, a moment earlier aboutwas that there is this pendulum,
and sometimes it can be sostrong that we don't even

(34:17):
recognize it, right, and ourloved ones are saying like, hey,
hey, you know, this is, this ishow you show up, and that then
gives them, I think, a littlebit of of empowerment too, Right
, and this was anybody, anybodywho gets to know you know and
see your results.
They can say, okay, and then itjust becomes a little easier to
have these conversations, Right, Cause you know, it's not, it's

(34:40):
not like you're beingblindsided by this whole thing,
it's like, well, hey, yeah, youknow it does kind of show up
here and we can have a bit morecandid conversation and be a bit
more authentic, because we knowthis is well, yeah, you
definitely got a point there,right, Because you can kind of
lean in and say, yes, okay, Isee that.
And then what is the kind of thebeauty of all of this and that

(35:04):
self-awareness is when we startto adjust right.
And I'll give you an example.
You know the items that may sitdown towards the bottom.
The being aware of them, right,Doesn't mean that you're going
to put all your energy andeffort into them.
But I'll give you an example.
So I find it strange my towardsthe bottom, I have includer, and

(35:27):
I had, you know, I've had myresults and I was at a gathering
and I found that I was havingsome conversation and there was
a gentleman who is a friend ofmy husband and so he's there,
but he's not in either one ofthe conversations.
And I realized to myself I'mlike I need to into the
conversation, right, Because,again, just being more aware of

(36:01):
it and recognizing that I canmaybe get into some intense
conversation with somebody else,but make sure that I'm paying
attention to what's going onaround me.
I mean, think about that, right, there's some folks who go
their entire lives neverrealizing you know how they're
showing up, and this might be ahelpful tool for that.

Now, that's an awesome trait and awesome skill
to have, right, because you knowsome people granted, some
people may just want to be bythemselves you know they're like
I don't want to get involvedwith this gathering, but you're
at a gathering, you know, forwhatever it is, and you want to
be included in conversations andbe talking with people.
And some people just may betimid, they may be shy and

(36:38):
they're like I don't know how toreally break the ice and go
jump into a conversation.
But I'm not a very timid person.
But when I first started inreal estate, I was going to
these meetups and I was like Idon't really know what to talk
about.
Everybody kind of had their owngroups or whatnot.
I'm like how do I just jumpinto a conversation?
Like hey, I'm Joseph, by theway, you know, this is what I do

(37:01):
.
It's it's kind of an awkwardfeeling.
So you know, there was a, a ladyby the name of Brenda Jones and
I've actually had her on mypodcast as well and she included
me.
She did the same thing you didand she's like hey, joseph, and
I'm like I look over and she'slike come over here and then
she's like tell everybody aboutyour first deal, you know, and
it was cool to do that becausethen I felt included with the

(37:22):
group and everybody's justhaving this conversation, and
now I feel more comfortablebeing around everybody, right,
but so it is.
It's awesome that people arelike that.
You see somebody on the outside, instead of just like turning
your shoulder, you're like, hey,come on, we're having a good
conversation, come over here andjoin us.
You know that's, that's great.

Yeah, absolutely , and those are the people who
are paying attention Right.
They may be recognizing thatsomebody else is struggling to,
to be part of and feel part ofthe you know the group.
Right.
Which you know.
These are some of the thingsthat we're aware of when it may
be natural to somebody else andin my position, in that example

(37:59):
I was given, I was consciouslyaware of it right Versus
somebody who naturally does thatthey do that without.
I have a sister-in-law who Ithink about in this example
where I felt so.
My husband has a very largefamily and when I first met him
she was that one person.
I never got to have herassessment person, I never got

(38:20):
to have her assessment results.
I never got to give her thisassessment.
But if I were to guess sheprobably was an includer,
because every time we hadgatherings I'd notice like she'd
be like making sure that personwho maybe was not normally
there right, she would make themfeel included.
So that's those naturaltendencies for somebody.

And.

I'm going to go to the end of the results here,
of your results, because I wantto show something that's a
really, really important part ofthe report Because, like we
said, this thing is huge.
It's 26 pages long, it's a lotright, and so you could
definitely take and I highlyencourage Joseph that you do

(39:04):
spend that time to read throughit a bit more.
It takes time.
This isn't something you can doin a one hour thing and move on
right.
That self-development does takean investment right Some time,
and so I mentioned those domainsearlier on about the colors and
how they match up right and soyou see that here and those four

(39:25):
domains, and you're leadingwith influencing.
But here's what I really love tospend a bit of time discussing,
because the report doesn'treally go into a lot of this
detail.
It gives this bar chart andthis bar chart tells you you
read it from left to right ittells you level of intensity.

(39:47):
So, as you can see here, right,you're influencing level of
intensity, right, You'reexecuting level of intensity
goes.
You know how long that goesStrategic thinking and
relationship building, and sothis is really helpful.
And what I have done with my JVgroup, right, and my team, is I

(40:09):
put those all next to eachother, right, so we could see
them and have that visual.
And then there's even more thatI do when we really, you know,
unveil all of the strengths ofthese individuals in that team,
and it's such a powerfulexercise and those opportunities
Maybe it's a retreat, right,you spend time with this group

(40:33):
that's going to be potentiallymaking lots of money together.
Making lots of money together.
How are you guys going to showup and then understand each
other, right?
So, understanding this, becausethe report doesn't really go
into that and I think that's areally important thing to
explain and just to understand.
How are we reading this?
What does this really mean?

(40:53):
And so it's just kind of asuper helpful additional
breakdown and that level ofintensity and what happens is
you get energized in thesethings.
So, things that these themesthat you have here and you'll
see them in a darker color underthese domains, those are the

(41:14):
top 10.
And so you'll see your top 10,you really kind of get a high
level aerial view of okay, yeah,I see where you know where most
of these themes will fall underthose four buckets, and so you
know it really is a helpful kindof just angle right to see it,
Do you see it from the left?
Do you see it from the right?

(41:34):
Top down, all that.
But this gives you that reallyquick, the top 10.
And it's super powerful.
So I want to get to know a bitmore about, because we could
spend a whole lot more timeright, We'll dive into all of
this, but some of the thingsthat I find really helpful is to
break down what are, you know,your and I'm going to put this

(41:57):
up here for you to see, becausethis one here gives us your top
10, right In a single sentence,right.
It just makes it really easy,and I highly encourage for you
or any other viewers who mayhave this report or are looking
to have the report, to have thispage kind of easy access at

(42:19):
somewhere to see and then reallybe able to identify how you're
going to actually use theseright.
And so, Joseph, I'd love tokind of just take a moment here.
I know you know we have limitedtime, so I'm going to try to
make it useful for you too,because, as a coach, I think the
biggest takeaway is thatwhenever I'm helping somebody

(42:42):
understand their report, it'show are you going to use this?
And we can talk about realestate, because I'm thinking
this is probably the mostimportant and focused area we
might want to address.
But when I meet with clients,it can be even relationships or
other things of life, right,that are important to you.
So, right now, what's mostimportant to you?

So most important to me is obviously family first
.
So I think I put lifestyle atthe top right.
But also what's important to meis business, you know, and real
estate is part of my business,so that's also another priority
for me.
So I know this ties into notjust business in general, it's

(43:25):
also, you know, mindset andlifestyle.
So, however you see fit, like I, I I know a majority of people
are watching.
They're like, well, how doesthis kind of like play out as
far as, like well, me, I'm doingreal estate, like maybe I'm not
looking for you know lifestylestrengths or whatnot.
So I just kind of was likethrowing it out there Like you

(43:45):
know, if we can kind of like goover it and and show me how this
ties into, like my lifestyleand how it ties into real estate
, it'd be great.

Yeah, yeah.
So, since we have the imageright now here, right Like those
, those themes that we have, um,you know, I I really like,
cause I think in real estatewe're definitely we've got a
couple of things here and inyour results I like to maybe
talk about those two purple ones, kind of towards the middle,

(44:13):
the arranger and responsibility.
Right.
And so when we pair togetherthese two types of themes, right
, and I'll describe that andgive you a little bit of detail
about them, and then what I'dlove to do, and while we're
break, while I'm breaking itdown, maybe if you can start
thinking about how this could beapplied with your business in

(44:35):
real estate.
Okay so, so the arranger, thatis definitely, it's more.
I like to think of it as aproject manager.
Gallup calls them a conductor,right, so they actually have
somebody who's kind of got theconductor, but in actuality,
with transactions, I'd call itmore of a project manager,

(44:56):
somebody who can pull levers andknow that, okay, right now
we've got to change gears, we'vegot to adjust, so that arranger
is able to do that.
They pivot quickly.
They know that, okay, right nowthis is in the way, okay, I've
got to change something.
You know they're going to makeadjustment, and then, with high
responsibility, highresponsibility can show up in a

(45:21):
way, that is what you say you'regoing to do, is what you're
going to do.
You're essentially a person ofyour word.
Do those two descriptions ofthe arranger and responsibility
resonate?
Does that?

It does because, as you guys know, when you are
starting to get into real estate, you start cold calling or
you're pulling lists and you gota CRM.
You know there's hiccups in theroad, everything is not going
to be smooth and it's like, ok,we have this problem.
Now how do we fix this problemand maneuver it?
How do we?
What do we got to do to changethings?

(45:55):
And so I'm constantly puttingfires out every day.
You know we run into problemslike, all right, cool, let's
pivot, let's do this.
We can sit here and be like, ohman, we have the worst luck in
the world, or we could figureout how do we resolve this issue
and continue pushing forward.
So I definitely see a rangerand being the one that oversees,
like a project manager.

(46:16):
That's definitely my role inour real estate business.
I'm the one that's like puttingeverything in place.
Now, as far as responsibilitywhat I see there is, it says it
takes ownership for the thingsthat matter most to you and a
lot of and maybe this ties inbut I know, you know, whenever I
bring someone onto the team andthey're not doing what they're
supposed to be doing or they'renot delivering at a level I

(46:40):
think that they should be doing,instead of blaming them and
saying, look, man, you suck.
You know you're not going towork out.
I'm like, well, this is myfault.
How do I fix this Right?
Like, how do I make you better?
Because I could sit here andpoint the finger all I want, but
I'm the one that's ultimatelythe decision maker, I'm the one

(47:01):
that's going to help, bring youforward and teach you the way
that we should be speaking onthese phone lines, talking to
sellers.
You know, and I'm alwayslooking for things that I can
improve on to help you better.
So I don't know if that ties in, but Absolutely, yeah,
absolutely.

And that's true leadership, right?
It's not looking at theindividual and saying, well,
it's your fault, right, it'slike okay, so how can I help
that right, how can I besolution to that right and what
are some actions that could betaken?
So, right now, in your business, is there a specific item?

(47:37):
Because I'm sure most of us Imean we all are going through.
I really do honestly know thatwe all have something in our
lives, right, we just may notovertly be talking about these
things, but you know there'ssome sort of struggle or
something that we're challengedwith.
So, if there's any kind ofspecific challenge that you're

(47:58):
currently working through or andit can be small, it could be
large, it could be you knowsomething that you want to
overcome.
Are there any examples that youcan think of?
Is there something that youwant to kind of explore a little
?

Yeah, so we've actually had, so we had, we've
had two issues, so we've broughtpeople onto our team as far as
acquisition, you know.
So they're, they're helping outwith these leads, they're
making phone calls.
And what I found was like I waslike, okay, I want to bring
people on that are new, they'refresh, like they're learning
about real estate.
And you know, the problem isthat now it kind of takes away
time for me getting on the phonelines, because now I have to
spend set time aside to reallytrain them and get them up to

(48:44):
speed.
And then you kind of expectthat, you know, the people that
you bring onto the team aregoing to have that same drive,
that same work ethic as you, andit's not always the same.
It's not always the same.
So you're like, well, how do Iimprove this person, how do I
make them better?
Or why aren't they making thephone calls that they initially
said that they were going tomake?
And then you know there's soyou kind of have to learn how to

(49:05):
pivot around that.
And you know, either you know,push them to kind of, hey, man,
let's get on these phone linesand make these calls, or maybe
this isn't the best fit for us,right?
And and another thing thatsometimes you know when we're
pulling these lists, you knowwe're pulling out of state, you
know absentees, or we're pullingvacant land or not vacant land,

(49:28):
but vacant properties, and wego to skip trace them.
And then we're calling andwe're not.
We're either getting businessphone lines or we're not getting
people answering the phone orthey're wrong numbers.
So we're like, okay, is it thedata we're getting?
Is it the skip tracing process?
So, like I said, you knowyou're you're constantly, always
running into like problems andinstead of getting discouraged,

(49:51):
it's like, hey, let's fix thisproblem and put that to the side
and just keep moving forward.
It's a distraction right now,but we'll overcome it.
Nothing comes easy withbusiness, right?
You know you're going to runinto these type of problems.

So a question I have for you cause I again with
my background right and I thinkthis is a challenge for that we
see especially now is how do youmotivate, how do you help
somebody who you may have highlevel and you have an achiever
as number two, which is also youhave high stamina, and there

(50:26):
may be other people who don'thave the same level of stamina
and can keep up right, and socreating expectations right is
going to be critical.
I'm sure you've encountered thatright as you're setting up
those expectations upfront as aleader and then being able to
have those tough conversationswhen you're saying here's what's

(50:48):
expected and you know I will behere to help you and give them
that encouragement, but thenalso have that level of
expectation right and being ableto hold them and be accountable
to that, because I can tell you, in the workplace turnover is
always going to exist right.
You're never going to be ableto sit pretty and comfortable

(51:09):
forever because it's alwaysgoing to be somebody else, right
that you know life happens andthey choose to go elsewhere, or
maybe it's not work that theylove either.
So you know, kind of I knowthere's this fine line and
balance of your time invested intraining and developing these
individuals, and then you're,you know, quickly having to do
it again, right, because maybethere's somebody else that's

(51:36):
going to have to step in.

It's not always easy to motivate, right?
Because either you're motivatedor you aren't.
You know, and like part of us,we got into this business
because we're motivated to makea change in our lives.
Most of us here have a normalday-to-day job and we do real
estate on the side, or maybesome people watching they do it
full time.
But how do you stay motivated?
Do real estate on the side, ormaybe some people watching they
do it full time.
But how do you stay motivated?
You know, and the only way Ican do it is by leading by
example, right?
Like I can go on there and Ican close deals and and show you

(52:01):
how it's done, and you couldsee me getting paid and like,
hey, look, I want to get a partof that.
And it's just really, you know,leading by example and I'm
showing them, and it's like,look, you can't make excuses
because I have a full-time job,I have a family, I have kids, I
have a wife and I'm still makingthe time to do real estate and
still getting deals done andstill making money.

(52:22):
So if that's not motivation foryou, I don't know what is right
.

So and that's your high command right, where
you're showing people like, look, you can do this, and getting
them excited about it andhopefully that, you know,
creates the fire in them, right,and that's what you're probably
looking for.
And, like many things, evenwhen we think about acquisitions
of you know properties, I mean,it's the same, it's a numbers

(52:50):
game, right, and the same thingwill be a numbers game, right,
and the same thing will be saidfor talent, right, when we're
looking at talent, it's also anumbers game when you're looking
at, okay, this isn't the right,you know you're not getting the
right traction with somebodyand it's okay.
Well, we're going to have theseconversations and we're going
to explain that, okay, thisisn't the right place for you,

(53:11):
right, but then also be able tohelp encourage them, right, and
try to motivate by, and thenwith command being number one,
you know, I'm sure you're havingto lean into that quite often.
So Absolutely.

And it's crazy because I literally I haven't
looked at this description righthere.
I didn't scroll all the waydown, but I'm kind of reading
through some of them and I'mlike I'm hitting some of those
without even looking at this,like looking at the.
You know the strength ofrestorative.
You know, remember that everyproblem has a solution and find
the answers.
It just goes back to what Isaid.
You know, like I always feellike there's an answer to
everything.

(53:46):
You just kind of got to figureit out, right, it's not going to
be right right in front of you.
You know, part of this is iscracking the code, you know, and
figuring out how to how toresolve this issue, you know.
And then another one isself-assurance.
Like I always trust my gut.
Right, I believe I've gotten tothe point I'm at by trusting my
gut.
You know I'm a firm believer inthat.
Like, if you sit in here secondguessing, you know you got to

(54:09):
go with your natural instinctand I and I'm a strong believer
in that.

So yeah, that's awesome.
It's exciting to see in eachother, right, like maybe even
having your spouse do this aswell, right, because you're
going to see each other in adifferent light, right, and be
able to understand.

She's super excited about it.
Like she saw mine and she wasreading through it and she was
like I want to take this test.
So she's definitely going to besigning up soon.
So I'm interested to see whather strengths are as well.

Yeah, and you can do it as young as 10, 10
years old and get results.
Now they only get their topfive.
But as an adult you get, youknow, all 34.
Actually, you get all 34 afterthe age of 14.
Is it 14 or 15?
After that you'll get your fullreport.

Yeah, and I see, like you know, competition
aiming for first place, so youalways finish strong.
I've always been a competitiveby nature.
Like you know, a lot of thingsthat we do with our team is like
we have, you know, friendlycompetition, like hey, let's see
who can get the most calls thisweek, or let's see how many
deals we can close this month,and it's just, it just makes it
fun, right, because if you'resitting there, just I mean let's

(55:22):
be real, like being on thephone lines is not always the
funnest thing to do.
I mean, I do enjoy talking tosellers and really figuring out
how to resolve issues that aresolve problems for them.
But sometimes you're just kindof like you get home, you're
tired, you're like I don'treally want to be on the phone
lines right now, but you know,knowing that you're having a
friendly competition, and it'slike man, I can't let him beat
me this week.
You know it just makes thingsinteresting, spices things up,

(55:45):
if you will.

Yeah, yeah, and making it fun right.
Like, make it fun.
And making it fun right, makeit fun, find what it we were
just on, if on Sunday, we had aZoom with Pace, and it's the
things that we're not taking theaction on, right, that we're
avoiding, but finding how youcan make that fun, right.

(56:07):
So if we're avoiding it becausewe're not comfortable or we
don't want to do it, well,avoiding it because we're not
comfortable or we don't want todo it, well then the other way
to look at that is okay.
So, if I am avoiding it, howcould I make it fun?
That might be another way tolook at it, right, like, let's
make it fun.
And how do you do that?
Right, you got to get creative,you got to start thinking about

(56:27):
it.
And that's why, as a coach, whenI work with individuals, it's
like, okay, let's find some timewhere we're really focused on
this, and you know I'll sendadditional, you know, worksheets
and things so that when youhave that dedicated, maybe,
quiet time some of us need thatquiet time but we talk through,
you know, and we walk throughwhat can we, what could be

(56:48):
implemented, and I'm I alwayssay I'm, I'm the passenger and
you're the driver Right, you'regoing to help lead, so I'll sit
there and we'll ask some youknow, some questions that keep
probing and getting us to somesolutions so that you can get
unstuck Right, because sometimes, when we're too close to the

(57:08):
challenges that we're facing,it's difficult, and having a
coach is helpful.

Right, and so, bridget.
How can we apply the insightsfrom a strengths assessment to
improve our everyday life andinteractions?

Yeah.
So I think, like I mentionedbefore, when we know each other
right and having that, thatability to ability to have your
results, and if you're on a team, have their results too, right,
because then you're able tounderstand each other.
Again, one of the other fivethere's five kind of areas that

(57:47):
we focus on when it comes to thethemes, two things that I'm
thinking of that we didn't touchon.
Well, three, the positiveintent.
Right, we got to think aboutothers as showing up and that
there is positive intent witheveryone that we're interacting
with, right.
But four and five the othertopics to kind of focus on is

(58:12):
that our differences areactually more powerful, right,
so if you were exactly the same,it's not as meaningful.
Right, we think about diversityand we think about others
showing up differently than howwe do.
That's actually a really goodthing, that's super powerful,
because then that means not onlyare you good at what you do,

(58:34):
but there's somebody else whohas traits that are talents that
you may not, and so knowingthat about each other is super
helpful and being self-aware.
And then, of course, peopleneed Right.
We can't do this stuff alone,so you need each other to to

(58:55):
find success or to complete anykind of transaction, whether in
real estate or kind of anythingin life.
Right, we need each other.

Yeah, I think that's a great point you brought
up, because I mean, what makesa team right?
You know, if everybody's strongat one thing, then you're going
to have leaking bucketseverywhere in the team.
So it's like, hey, I might bestrong at being the
self-assurance guy, thecommander of the team, and you
might be stronger at buildingrelationships or finding other

(59:25):
sources, and then we just kindof combine.
It's kind of like me and mypartner Ash.
It's like I'm the visionary,I'm the direct to seller
visionary, but he's not a mirrorof me, he's actually the
opposite, because he's myintegrator and you know I can do
some integration, but it's notmy strong point, right.
So I realized that early on waslike, hey, dude, your background

(59:46):
is IT.
Like you already do this stuffon a day to day basis.
Like this is what you'renaturally gifted at.
You should use your strengthand your talents and let's tie
in my talents and we'll make astronger team.
So good points.
So, as far as like strategic Imean, so some of these, they
kind of seem like they'reself-explanatory, right, you

(01:00:06):
know, like you're like, oh,strategic, like how does that
really tie in?
Like, oh, I'm a strategicperson, how do you break that
down as far as being strategic.

Bridgette Ruiz (01:00:15):
Yeah.
So here's what's just amazingabout these themes, right,
Because it's not just the simplesentence that you see here,
right, kind of this.
The old terminology becausethey've rebranded used to be

(01:00:35):
balcony and I think for realestate it was kind of fun to use
the old terminology of ourbalcony and our basement, right,
and what I mean by that is,like, for example, with
strategic, what somebody who'sstrategic does is they bring,
like those creative, you know,creatively anticipated um, and
that imagination to bepersistent, right and come, be

(01:00:59):
adaptable, Right, and then what,what is needed for somebody who
is strategic, um, is that realfreedom to you know, be able to
mid course correct right.
Right.
So if you're not given thatfreedom to course correct, and
maybe more so in the workplace,I don't think so much in real

(01:01:20):
estate.
In real estate, it's kind ofall fair game.
Right, you got to do what youneed to do.
But like in a, in a workenvironment or someplace where
maybe your strategic is is notallowed right, where you're not
able to maybe have autonomywhich is why the workforce
struggles at times.
Right, if you're not givenautonomy to be able to to come

(01:01:44):
and show up as who you are andsomebody else is telling you you
have to do it in a certain way,right, that may not be too
encouraging to somebody, right?

Joseph Marohn (01:01:55):
Yeah.
So one thing I want to pointout is you know, when we get
these results right, it's like,like we mentioned earlier, what
do you really do with theseresults?
So my question to you would belike you know, how does one
continuously like, develop andcapitalize on these strengths
once they know what they are,are there any particular like

(01:02:16):
resources you recommend orhabits that they can start doing
?

Yeah, some habits that I think and we hear
a lot about this right is thatwe're always talking about time
blocking, right, and before youtime block, you've got to take a
step back and really kind ofmap out what do you want to
accomplish, right?
So sit down, maybe thebeginning of the week, and say,

(01:02:41):
okay, what are my priorities?
Right, what do I need to getdone?
And now, okay, I have thesepriorities.
How am I going to actually usethese strengths?
Or do I need to call somebodyin to help me out in some of
these things that need to getdone?
Right.
But now you know yourself andyou know, okay, well, I know I
really.
And energy Another thing that Ialways like to talk about is

(01:03:03):
the things that give you energy.
Double down on those right.
Do those things right.
They energize you, they don'tzap the life out of you.
You're really excited to dothose kinds of things.
And then look for the help,right, maybe pay somebody else
to do some of those things thatyou're just you're not energized
by.
But really take that intoconsideration and say, okay, how

(01:03:26):
much of my time am I going toinvest in these things that need
to get done this week?
And after you've done that,then time block right, be able
to say, okay, and you and I Ithink I asked some questions on
another podcast that youmight've been on where I was
like hey, joseph, how are youdoing this?
You're, you're a working man.
Yeah, you're on Colleen'spodcast and I said, hey, how are

(01:03:48):
you doing this?
Right, cause you're busy.
You're a busy man, you've got ajob, you've got a family,
you've got, you know, raisingkids.
I mean, all these things arereally important things of life.
And how are you doing it?
And you mentioned time blocking.
Right, you already know whenyou're going to do certain
things and not as dedicated time.
So anybody watching I wouldhighly recommend do what

(01:04:09):
Joseph's doing.
I mean, just sit down and saywhat time of each day, because
every day could be different.
Maybe you can't do mornings anddedicate time.
Maybe it needs to be in theevening, or maybe it's even
during the lunch hour.
Be productive in any littlewindow of time that could be
used.

Yeah, I used to kind of freestyle my day to day,
right, and I realized that thatdoesn't work.
You really do have to timeblock because things can change
on a day to day basis.
You might get more stuff to dothan one more day.
You know, like you just reallyhave to kind of prioritize
what's important and finding abalance Right.

(01:04:49):
Balance is so key foreverything because if you do
have a normal job and you'redoing real estate and you have a
family and you work out, youcan't neglect one or the other
right.
You kind of have to have a settime for, like I was talking
about on Colleen's podcast, likeI don't watch TV anymore, like
I don't have the time to as muchas I would love to, I just

(01:05:09):
don't really have the time to doit more.
All my time is either focusedon growing the business, doing
my, doing my normal day to dayjob or putting all my time and
effort into family.
You know it's like you know sixo'clock hits a, everything
shuts off.
It's just family time now andeverybody's calling me.
I'm sorry.
We'll talk tomorrow and we'llpick back up on the conversation
, because this is what I valueas far as my time, and we'll

(01:05:31):
pick back up on the conversation, because this is what I value
as far as my time, yeah, and ifanybody goes to my Instagram
page, I actually have a verycommon document that is used
Typically.

You know, new Year's, everyone's like, oh, I
gotta, you know, really focusfor the year.
But it's called the Wheel ofLife and it is super helpful
because it looks at all areas ofour life.
And how much time do you reallywant to invest right, like,
what are the priorities of yourlife?
Where are you right now?

(01:06:02):
That's question number one,right, right, finances, you've
got professional career, you'vegot family, you've got all these
things right, maybe your faith,all these other things of life.
And how, where, where do youfeel you're at today?
And you know, if you're notwhere you want to be, then it's
like, okay, then come up with aplan.

(01:06:24):
And I highly encourage going tomy, you know, going to my page
and pulling that down, becauseit's definitely a helpful tool.
You know, regardless if you're,you know you've got an
assessment, complete or not, butit's just a tool to just say,
okay, where am I today, where doI want to be?
Right, and then be able to justhone in and focus and try

(01:06:47):
minimal distractions, just likeyou're doing, right?
No TV time or Netflix as much.

Yeah, I'm really going to check that out.
So, is that on your Instagrampage?
It is, yep, okay, cool, I'mgoing to check that out, awesome
.
Well, bridget, absolutepleasure to have you on the
podcast today.
I know everybody listening inis going to find a ton of value
from what you just shared withus.
You're extremely knowledgeablein psychology, you're an
incredible person and I'm glad Ican personally call you a

(01:07:15):
friend, so thank you.

Thank you, Joseph.
It's been great and you didamazing to complete the
assessment, get it done and thenget on to this, and I'm looking
forward to continued you know,to continued friendship.

Absolutely so.
I know everybody's excited totake their assessment and
discover what their results areas well.

So Bridget remind everybody again where
they can sign up and how do theyreach out to you for a
breakdown of the results or ifthey just want to connect with
you in general.
Yeah, so if you just want toconnect, I put a lot of content
out there on Instagram, justkind of the different themes or
just a whole variety of things,and I'm not just talk about the
themes and the Clifton strengths, but just generally care about
our health and wellbeing.
We talked a bit about balance,right?

(01:08:09):
So making sure we're takingcare of our bodies and, you know
, exercise and all the thingsthat we need to live a
well-balanced life.
But on Instagram my handle isRuiz R-U-I-Z, underscore Bridget
, and then, of course, I'm onLinkedIn as well, so you can
find me with my first and lastname LinkedIn, with Bridget Ruiz

(01:08:31):
.
And then if you're interestedin the assessment and coaching
because I certainly enjoy havingthose coachings and team
coachings are super powerfulDefinitely DM me on Instagram
and I'd be happy to start toexplore that.

Awesome, good stuff Good stuff.
Now.
If you guys are finding valuefrom this podcast, don't forget
to show your boy some love.
Subscribe to the channel andhit that bell icon so you don't
miss any future episodes.
Smash that like button and ifyou've already taken the
assessment, drop a comment downbelow what your top five
strengths are in order.
Appreciate all the continuedsupport and stay tuned, guys.

(01:09:12):
We we're pumping these episodesout every two weeks.
I got a ton of value in topicsthat you don't want to miss
coming up next.
Best believe I'm going to keepbringing you that fire Peace.
Thanks, bridget.

Thanks, Joseph.
You Thanks for watching.

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The Power Of Knowing Your Clifton Strengths | Episode 12

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.css-14f5ked{margin:0;word-break:break-word;display:-webkit-box;-webkit-box-orient:vertical;box-orient:vertical;-webkit-line-clamp:2;overflow:hidden;}The Power Of Knowing Your Clifton Strengths | Episode 12