Ask the Expert Growing Your team with the Right People with Meredith Bell

Amplifyou Intro/Outro: 00:00:03

This is Amplifyou podcast about you discovering your message and broadcasting to the world. If you're a coach, author or speaker, you'll want to tune in. If you're looking for the best return on your time investment, to get your message out to the world in a bigger way, we're giving you full access behind the scenes look of how we're running our podcasts, how our clients have found success, and what you can do to launch your podcasts today. The world needs your message. I'm Michelle Abraham, the host, join my family as we unleash your unique genius and find the connections you need to launch your venture today. Join us and let's get amplified.

Michelle Abraham: 00:00:44

All right, Amplifyou family. How are you doing today, Michelle Abraham your house here today. And I'm bringing you a fabulous guest on this. Ask the Expert interview. I have Meredith bell here with me. Hey, Meredith, how you doing?

Meredith Bell: 00:00:57

Hi, Michelle, I'm so excited about being with you today.

Michelle Abraham: 00:01:00

Well, we're super excited. I'm super excited to have you. And I know our audience is excited to hear from you as well. And let me just first share with our audience that Meredith is not only an expert and growing strong leaders, but she's also a podcast host too. So she's got a podcast called Grow strong leaders podcast. And you can find that and all your podcasting platform. So I just wanted to let our audience know right out of the gates that you are a fellow podcaster, too. And so a lot of the great things we're going to talk about today, especially communication skills and, and growing and connecting with your team as a leader, or come from when you start a business as a solo entrepreneur, you growing your business, you scaling it, you're bringing on team members, and vendors and contractors and all sorts of things. But also merriness got some really great tips for us, and how do we how to select really great guests for our podcasts and the via podcast herself. She's had some great experience with fabulous guests on her show. And we're going to dive in to that a little bit too. And how can you be a great listener as a podcast host too, so Oh, so many great things. But let me tell you guys a little bit more about Meredith Meredith is a co founder and president of grow strong leaders. A complete company publishes tools and books to help people build strong relationships at work and at home. Meredith is an expert leader in team communications, the author of three books and the host of the Grow strong leaders podcast, as I mentioned, she co authored her latest books connect with your team mastering the top 10 communication skills, and peer coaching me made simple for their business partner, Dr. Dennis coats. In them, Meredith and Danny, provide how to guides for improving, improving communication skills and serving as a peer coach, someone else and you can get all of those details about her book and her podcast at grow strong. leaders.com. So Meredith, we are excited. You're here. And let's just dive right in.

Meredith Bell: 00:02:55

Sounds good. I'm ready.

Michelle Abraham: 00:02:57

Yeah, awesome. All right, well, first thing that I want to know is how to be a great listener, because I know this is something that our podcasters ears may have picked up when I said, How do you get a listener as pike has as a podcaster? Because I made a big mistake. And I'm just going to share with us everyone that the beginning, I when I was interviewing someone that was of a celebrity status to me, when I was a first podcaster, I was so focused on the questions that I had no, I did not listen to any of his answers at all. And I was so worried on what the next question was going to be. So how, how can we be a great listener? You know,

Meredith Bell: 00:03:32

Michelle, that example you just gave illustrates how important it is, in my mind to be prepared as a host. And my goal is to bring out the unique brilliance of a specific guest. And I think when we have that attitude in that approach, we're not as focused on ourselves, how am I coming across? How am I sounding? am I covering all the questions? I always tell my guests, you know, I prepare questions in advance. But I sort of left brain right brain, right. I like to have a structure. But that's just to help me get familiar with the specific topics that I want to discuss with the person. If we go in with the idea, we're going to have more of an organic conversation. Because I have my personal style is not asking every guest the same set of questions. I want to extract your questions that are going to bring out their enthusiasm, their expertise, because the more animated they are and passionate they are, the more they're going to serve my audience. So I think the key thing about listening is to get the focus off myself and put it on my guest. And that way, I'm not forgetting what they're saying. In fact, I can build on it. I don't have to ask my questions in the same sequence if I have a general idea What I would like them to talk about, then I can look for opportunities to naturally flow into another question. So I think that's really the key. It's the opposite of what you did really, instead of focusing on the questions, focus on that person, and and think about just having a regular conversation with any individual, if you're going to be a good participant in that conversation, you have to be paying attention to what they're saying how they're saying it. So you can go deeper, with follow up questions that make sense in the context of the conversation.

Michelle Abraham: 00:05:42

Absolutely. I know how annoyed I've been when I've been listening to a podcast, and I can hear the host go right to their next question. Without like, Oh, but I want to know more about what that person just said. Like, can you just ask them what I had to go deeper there? Right? Yeah, it's funny, because the example I gave you was when I was doing a summit and when I launched my podcast that was intentional that not to have the questions pre scripted in the same questions, every episode, just love for that natural flow of conversation is so much better, it just comes across so much, so much nicer for the audience to listen to. But I think you get so much more value from your, your guests as well. When you are, when you're growing strong a beat when you're growing a strong team and you're becoming a strong leader. What does that mean to you, Meredith?

Meredith Bell: 00:06:34

You know that I love that question, Michelle, because again, it requires me to get the focus off me. And onto this other individual who has this person in front of me, you know, what talents, gifts strengths are they bringing to our business that can not only help our business, but help them because you know, with the great resignation that's going on? A key reason people leave is not feeling valued or appreciated. And so I think that's such an important aspect of bringing out the best in others. That, to me is what's really important, it's weighing, what is the business need? And how can I utilize this person strengths in the best way to cause them to grow? Put grow strong leaders on purpose, because people feel more fulfilled, when they have the opportunity to expand from what they already know, and try new things and be challenged in a way that doesn't set them up for failure, but sets them up for success because they know you're with them, you know, you're on the same side of the table you're cheering them on. And I think that that's a really key thing for bringing up the best of people and then having them make the best possible contribution to your business.

Michelle Abraham: 00:08:04

That's fascinating is no I've always wondered when you're saying grow strong leaders. Are you talking about only the leader of people in the leadership of an organization? Are you talking about like every employee becoming their own leader? Are we Yes, the ladder

Meredith Bell: 00:08:17

ladder, we did that on purpose, because you know, there's just so many words, growth, strong leaders and teams do that. But but our intent really was for both of those people who have a leadership, you know, formal leadership role or title, but also everyone has to grow asset personal leader of themselves in order to live the best possible life and make the best possible contribution?

Michelle Abraham: 00:08:48

Absolutely. Do you find that when you're growing your business or, you know, some of our podcasters are listening today, or are starting a podcast, they've got a business or entrepreneurs, they may be bringing on other team members, like I have in the last few years and growing their team? How do we switch the hat from being the solopreneur, to now having a team and making sure we're hiring people for the right roles for their personalities where they can really excel in them? Mm hmm. That was a very loaded question. You can do that in Kabul.

Meredith Bell: 00:09:19

No, here's the thing I want. I recently interviewed someone that made a statement that made perfect sense, as I reflected on it. He said, We don't hire for technical skill. We hire for the person, the personality and as well as the values and the character traits, because you can teach any person who's motivated a specific technical skill, of course, finding out up front, what is it that they are most passionate about what gives them the greatest joy and satisfaction? Those kinds of questions? help you get a sense of where would this person best fit? Is there a fit for them. And also getting at some of those traits that are the intangibles in a way, like persistence, you know that pursuing, and sticking with something in spite of challenges or failures, getting people to talk about? Well tell me of a time when you faced a really tough challenge. How did you handle it? What did you do? Or what's the greatest failure you feel like you've ever experienced in your life? How did you recover from it? Those kinds of questions, when you start listening, allow you to really see what is this person bringing to the table, what's the potential there, and just knowing that there's a values fit. My two business partners and I have now worked together for over 30 years. And one of the things that's kept us together over the years, it's like a good marriage, right? You've got this shared values and shared commitment to a common purpose. And so getting a sense of that upfront, I think is so important. And there's nothing wrong with putting that in your job description for what you want, you know, I'm looking for a high energy person that doesn't mind hearing know, if it's a sales oriented position, being clear upfront about who you're looking for, people will disqualify themselves. And then you save time by interviewing people who at least identify with those characteristics that you've specified.

Michelle Abraham: 00:11:46

mInteresting. And someone's like, if you paint the picture of the ideal work environment and put that in the in the ad, and then people that are applying are going to resonate with that ideal situation. And I'm so glad to hear you say that it's okay to hire. From the personality, I've always hired people for the personality and their values over the skills that they've had, and always felt that you can teach them the skills. But some of those you need values, they're a little bit harder to teach or not not teachable at all,

Meredith Bell: 00:12:16

right? If they have a shared work ethic, like showing up on time, and, you know, just some of the basic things that you as an entrepreneur, do yourself, and so you assume sometimes that others automatically do it, it's not true. We've learned this the hard way, over the years, you you can get enthralled with someone's personality. And that's where you have to you know, it's it's, it's one of those balancing acts where you got to make sure you ask the right questions, it gives you the greatest chance possible to find out is this person going to work well with me? Because you know, in an interview, people are putting forth their best selves,

Michelle Abraham: 00:13:02

most time anyway, do you have?

Meredith Bell: 00:13:05

What is it you're listening for? And looking for? If you have that clarity up front, then you're going to know if it's there or not, as you're talking to that person?

Michelle Abraham: 00:13:16

Right? Yeah, that's great. Now, you mentioned something about tools to figure out like, where are you putting people in the right place in your organization? Is there a particular tool that you use that you found that to be really helpful?

Meredith Bell: 00:13:29

No, it's more of us, I think series of questions. There's all kinds of different assessments, you know, that you can have people take to, from, you know, desk to Myers Briggs to? Well, there's just so many that help draw out water, this person's natural strengths. So that can give you a sense of whether it's a fit with what it is you're you're looking for, and just being able to be honest with someone, if there are certain and this is where doing that thinking in advance is so important. And ask ourselves, what's the number one thing that's most important to me for the candidate that I hire to have? And then what's number two, what is number three? So you know, your list of must haves, and I'm not talking degrees, right? Or necessarily experience, but who are they as a person that is going to tell you this person could be a great fit here or, or not?

Michelle Abraham: 00:14:35

Yeah, those are great. And, you know, it's interesting that you can like listen with those ears when you're interviewing them or to it's good to kind of have that idea before you go into an interview. I always was like, Oh, they had a great personality. Let's go Let's hire. But yeah, I listening for specific things. And those questions, I'm sure would be much, much smarter way of doing.

Meredith Bell: 00:14:56

Yeah, even with contractors. You know, we've had the experience of hiring someone with just an amazing personality and actually great sales skills. But what we needed the person to do is more detailed work that wasn't as suited to what so it would not have been a good match a home, we found that out after bringing her on board and realizing she's so much more alive when she's doing this kind of thing. But we don't need her to do that kind of thing. So it's really better for you and that other person to be able to talk honestly about it. And I think that's part of the challenge too. As entrepreneurs, we have to be willing to recognize mistakes, or, you know, possibly a decision that we've made that is not serving us well, and not let it drag on. If we realize this isn't working, then we make a clean cut, and we're direct and honest with the person, they will expect us will respect ourselves more because it only drags us down as far as our energy and our self confidence. If we're tolerating something that really is not acceptable to us, entrepreneurs cannot afford to have their self confidence, you know, whittled away, because we face so many challenges and setbacks, that we've got to do everything we can to keep it strong. So what are who are we surrounding ourselves with? What kinds of structures are we putting in place to help us build and maintain strong competence?

Michelle Abraham: 00:16:38

So great, when we are building our team and like scaling to more than a couple of contractors? What is something that we can do? What can we focus on to keep the performance up and keep boost people's performances within within the organization? Is that something you need to measure or like have some accountability towards that's always something I've kind of struggled to figure out what how exactly that works? You know,

Meredith Bell: 00:17:01

it comes back to being clear yourself, what is it you need this person to do? And then how will you measure if they're doing it or not? Right? Yeah. So what kinds of metrics can you put in place for a given task or job that you're hiring someone to do, and then when you sit down and talk to them, even at you know, before you hire them, but certainly once you've brought them on board, that clarity about what is expected, you know, so you have an adult agreement, you know, with another person, and it's not that of a of a boss, or it's not a parental role, where they feel like, you know, you're correcting them, or it's, it's more of a, we're sitting down, here's what we're agreeing that you are going to do, you're making a commitment to that. And if there are any concerns that you have, that they have, they bring them up at the time, so that you both leave with great clarity about what's expected, what the milestones or results are on a daily or weekly basis. And then you have them report back to you, or you check in with them at whatever interval makes sense based on what kind of projects they're working on. Could be, you know, the end of each day for five minutes, or the end of the week for 15. But some way that you aren't letting something drag out without being on top of it, and knowing how it's going, are they producing the results I need because there could be a misunderstanding, they could have assumed something because going back to the listening, you know, we sometimes think we hear what the other person means. So one of the ways to avoid that kind of confusion is at the end of the conversation. Just ask the person Alright, what's your understanding of what our agreement is? Good idea and have them say it back to you? Not I mean, in this, isn't it to insult them and pretend and think, oh, they weren't listening, is to make sure that you are both on the same page. Right? You know, we know Michelle, how many mistakes get made when we don't take the time to do that. And it's a very short time, because if they have have understood something incorrectly, this is your opportunity, then when they're articulating it back to you. Now you have the chance to say Oh, I see why you might have thought that. Here's what I really intended. How does that work? Is that something you can commit to? And we'll follow through and do that's really the key is getting those agreements as two adults talking to each other?

Michelle Abraham: 00:19:54

Yeah, it seems so simple when you say that. Just seems like common sense, doesn't it? In your book that connects with your team, it covers like all the 10 communication skills. And so what do you think are the what do you think are the top few of those skills?

Meredith Bell: 00:20:10

Well, we've mentioned listening. And that really is the most important one, because it's fundamental to all the others, how well you're taking you're absorbing someone else's message, understanding them, and getting them is critical to getting things done. Some other ones though, we actually have three different chapters on the topic of feedback, giving positive feedback and expressing appreciation to others. Because people don't get enough of that. Right. They, they everyone needs to know, how am I doing? And when they're doing well, we can assume our I'm paying you that ought to be enough? Well, you know, as human beings, we have the need the desire, the want to find out, what am I doing that you like? So that's an important aspect and being very specific, not just saying, Oh, you're so great, you're the best? Well, what specifically that I do so then, and it serves you as the owner, because when you are specific with them, they now know, what is it you want? That gets that kind of feedback, right? So they you're letting them know the behavior, you want them to continue having. Constructive giving constructive feedback is often tough for people because they don't know how to do it. And therefore many times we stuff our feelings and our thoughts, and we just tolerate, and then one day we explode. And people are wondering what Where'd that come from. And so what we want to do is identify where is a situation where someone has made a mistake not followed through, there's some something in their behavior did not match what we were hoping what happened, right? So there's a shortfall there. So addressing that as quickly as possible, so it doesn't fester. And they understand what it is you want. And so starting out with something, to set the context with positive, because there's, you know, it's not all negative, there are a lot of good things they've done. So you can set the tone by saying, you know, Michelle, most of the time, you are so incredible with our customers, they love working with you, I noticed today, there was a time when you had this impatient tone in your voice. And it looked to me like Mrs. Jones left very unhappy, you know, she walked out and didn't say her normal goodbye. So you're being very specific about what it is that happened. If you've observed it firsthand, that's really important. hearsay is not good. In these kinds of situations. What did you observe or hear that caused you concern? So you spell it out what it was, and then describe what were the consequences, we could have lost a customer here, and I'm very concerned about that, because she's been does business with us for three years. And so what I would appreciate in the future is and then you describe what you want. Now, in between that feedback. If you do have someone that is typically a high performer, and they've fallen short, I would put in, gee, I notice you're really short with that person today. What's going on with you today, you know, have that human caring and curiosity to allow the person to say anything, they got some horrible news that morning, you know, maybe their child was up all night, and they didn't get any sleep, we don't know. And so rather than assuming, well, she doesn't care anymore, or a really bad attitude, get them talking. Because what that does is it gives them a sense of fairness, that you're not just trying to jump down their throat and correct them. That's one of the things we often can fall into, especially if our parents, set them straight, let them know what we want, right. But we can do it in a way in a tone that really is off putting. So if we can ask ourselves, how would I receive this information? If someone else were saying it to me in this way? Right? Or another way to say that is how would I like to be told this information if I were the one that had fallen short? Right,

Michelle Abraham: 00:24:36

and like that sandwich theory where you say something, something that they're doing good and constructive.

Meredith Bell: 00:24:43

And Michelle, the other part of the sandwich is saying I'm here to support you getting their agreement again, it's that agreement thing. Yeah. Here's what I need from you in the future. Are you willing to commit to do that? So that we find out Where are they? What is their? That's really important. So the third kind of feedback is when we're on the receiving end. So it's receiving feedback graciously. Because we all have blind spots. And if the people who work with us don't feel free, to be honest with us or feel that it's safe, we're going to make a lot more mistakes than we might have otherwise. So if we can set a tone where we even ask people, here's a great question. For your listeners. I'll dare them to do this with a family member or someone who works with them. What's one thing I could do differently? That would improve your experience working with me or living with me? Right? So what's one thing I could do differently? You're not asking them to criticize you, or things you did wrong, right? To discuss, oh, it's inviting them to say, here's what I would like to see from you. Maybe I tend to interrupt people, maybe I get a facial expression that causes them to think. And she's not happy. I'm talking to her. And that happened to me one time somebody gave me that feedback. When I walk in your office, you look up and it looks like you're really angry that I? Well, I was just concentrating on doing and I didn't make the transition, you know. So asking for feedback proactively is really valuable. And then when someone dares to speak up and has the courage to share it with you. Listening is it's has got to be in there. You need to be open to hearing be curious, be neutral. And don't be preparing your defense. Really want to hear what they say, because the next words out of your mouth when they have shared what they want to share two words. Thank you. I agree. I didn't realize I was doing that. I'm so glad you told me, you know if we can defuse the potential conflict or negative reaction, because guess what, before that person had the courage to come to you, I would be willing to bet they have been rehearsing what they're going to say how they're going to say, it could be for hours or days, if it's something that's really been bothering them, they've been afraid of how you might react. So if you respond with Thank you, I appreciate your letting me know. They'll relax, and then you can actually have a better conversation. Oh, I didn't realize that. And after right after I share that. saying, you know, I realize now I have done that? And it was not my intention to come across that way. Would you please let me know if I do that in the future? Because I am going to be working on it. And I need your help. On now. They're on our team, right? Yeah. It's not adversarial. It's, I'm looking to help. And then making a commitment. I am going to work on doing this and then checking back in with them periodically to say, How am I doing. And another thing we can do when we get that feedback, if it's warranted, is apologize. And many times we withhold our apologies because we're afraid of how we'll look. And the reality is, if we apologize, we look so much better relationship because they already know we messed up, right, you know, covering up anything. And then when we are willing to apologize, we make it safe for them then to make mistakes or tell us if they make a mistake instead of trying to cover it up or blame someone else. If that whole honest environment that we're creating

Michelle Abraham: 00:29:08

was great because it makes it the door open for them to also communicate freely with you and not be afraid of your you jumping down their throat and things like that. It helps helps everyone keep that communication door open. I love that. Now, I want to pivot to your podcast for a moment because I want to know a few things about your podcast. How long have you had your show for?

Meredith Bell: 00:29:30

It's been three years. Excellent. I started it in June of 2019.

Michelle Abraham: 00:29:35

Good for you and what was what has been the highlight of having your podcast? Oh, without

Meredith Bell: 00:29:41

a doubt the relationships I've formed. I have had amazing people as guests and you know I've had some people that you might say are big names, but that's not who I'm focused on bringing on board. I am committed to interviewing people who are doing great things in the world around. creating positive workplaces shouldn't be a surprise. You know what people thrive? Because there are, as you know, there's so much negative news out there, there really are a lot of challenging things going on in the world. And my goal with my podcast is shine a bright light on the positive things that are happening in so many workplaces. People don't know about. So interviewing people who are responsible for helping to create a positive culture. It might be the CEO, it could be the chief people officer, chief learning officer who's designing, you know, programs and other opportunities for people to grow and learn. It's it just gives me such a charge to talk to people like that and be able to share their wonderful stories with my listeners.

Michelle Abraham: 00:30:56

Do you have like a favorite guests that you've had on your show? When you say hi, that might be a hard question to answer.

Meredith Bell: 00:31:03

Oh, you mean like a specific individual? Or has it been one

Michelle Abraham: 00:31:07

episode? That's just been like your favorite episode you ever did?

Meredith Bell: 00:31:10

Oh, well, I guess one of my all time favorites was number eight, I want to see something no

Michelle Abraham: 00:31:17

other you know that it was number eight, the three

Meredith Bell: 00:31:20

test it was Steve Chandler has been one of my favorite authors, I've read about 15 of his books. Wow. And so before I interviewed him, I was reviewing the favorite parts of some of his books. And we just had, you know, just a fabulous conversation. And it because he's one of these people that is kind of low key, but very dry wit. And so he'll just come out with these things that crack you up. And they're all nuggets of wisdom. So that was especially wonderful. And I've known number 98, who is David Katz. He's the CEO of plastic bank. And he is his goal is to turn the trash in the world, the plastic trash into usable materials. And so he's providing employment for people in poor countries, giving them an incentive for collecting that plastic and actually turning it into the centers that they have set up for money that they can then use for food or educating their kids, right, so many other things. And then they have worked with a supplier there who turns this raw material into pellets or whatever substance that can be used by manufacturers. So it's just wonderful. And he is focused on his own, who he is being in the world, and helping his whole team be their best selves. And I just love the self evolving, that he's done, and that he's encouraging and his people. So those are just two quick things. Those

Michelle Abraham: 00:33:02

are amazing. Yes, they said,

Meredith Bell: 00:33:04

so many wonderful.

Michelle Abraham: 00:33:06

And how cool is it the platform of podcasting, where you can interview someone who's like you've read 15 or their books, and that you get to have a conversation with the author, right? Like, there's no other platform, you can do that on? I think it's so cool.

Meredith Bell: 00:33:18

I never hesitate. You know, this is one of the things I would encourage your listeners, when you do read a great book and you think, oh, man, I'd love to interview the author. Well guess what every author loves getting to talk about. And so many times I've reached out like with David Katz, I read about him in a book and reached out to him on LinkedIn and said, I loved what you said about visioning in this book. And I would love to connect with you. And after he said, Yes, then I wrote him back and said, I'd love to have a conversation with you. I didn't even ask him to be a guest. Initially, I was asking how can I be of help to you? So I introduced him to other podcast hosts first. And then I said, Well, I would love to have you on mine. So having a reason why I think is so important when you're approaching someone. But you know, I think of it this way, Michelle? The worst they can do is say no. Well, I already don't have them booked on my show. So if they say no, I'm no worse off. Right? Sometimes we build up these fears in our heads that keep us from asking the people we'd really like to, you know, be involved with also a warm introduction is always great. If you know someone that is connected to that person and they're willing to make an introduction course that's ideal. But you don't have to wait on that. You can just reach out.

Michelle Abraham: 00:34:48

Yeah, so cool. And I love that you know, the platform you hardly ever get knows. How many times do you hear nose right and that's what's so cool. Everyone wants to be on the podcast. Now, you said something earlier on in this podcast that piqued my interest. And I want to hear a little bit more about this. So you said how to make sure you have the right, perfect guests for your show. And I want to dive into that a little bit before we let you go today. Sure, I,

Meredith Bell: 00:35:17

you know, I've learned this, because I've been approached by so many people that want to be on my show. Now, since I've been around a while. And when you have clarity about who is your best guest, it's easier to, you know, respectfully say, No, that's not going to be a good fit. So I think the clarity for me has been around two criteria. One is, could this person sometime be a client for us? Could they be interested in buying our books for people in their organization? Or buying one of our software tools? Or is this person an influencer? Who by forming a relationship with them through having them as a guest on my podcast, they know people who could be good clients of ours. So I think those two criteria, whatever are the right ones for you, but I think those two generalized ones are good. I'm not gonna call them rules, but guidelines, guidelines that help you decide, should should I invite this person? Or should I accept them? You know, suggesting they'd be on my podcast? Because one of the things when you think about who do you want your audience to be? If you're just starting out? Well, that's important to know, too, because who would they want to listen to? And therefore, who would be the right person for me to invite as a guest that could speak to the challenges, the issues, the solutions, that these listeners that I want to grow? are experiencing?

Michelle Abraham: 00:37:06

Yeah, that's great. I like I like those two guidelines a lot. And it also leaves you to be a little bit more decisive, like you mentioned in your conversations, instead of just accepting everyone who wants to be on your show. And instead of just saying, Yeah, everyone's a Fitch. Now you're delivering content that's so much more valuable to your specifically to your audience. But I love what you said also about, could they be a potential client. And it's interesting that those conversations before and after the microphone sometimes really do move the needle on your business so much more than the download numbers to you, right? It's really interesting. Yeah. And it's interesting how now the whole of the podcasting industry doesn't really talk about that. But it really is true those those conversations that happened before and after the mic was got the right guests there, really do because you can walk away with a new client or a new, or a new connection or something.

Meredith Bell: 00:37:59

In fact, I here's the rule I do have, and that is, I always have a pre interview call with my future guests. Because I tell them upfront, when I make the invitation, I say, I like to bring out the unique brilliance of each guests. So it's important for us to have a conversation so I can identify what you're most passionate about what you would most like to talk about. And then we have our conversation gets created from that. And that's where what you just said is so true. There's so much I learned about them. And what I often do when I'm listening to them, if they're in this position in their organization, inevitably, there's something around communication that will pop up. That's an issue. And so often, even before the interview, I'll often offer to send them copies of our two books. And so then they feel like they get to know me a little bit more, I encourage them to listen to some episodes of the podcast to get a feel for my style. And many of them do that in the show before we even have the pre interview call. They'll go to my podcast and listen. Some have even bought the books themselves before our call. So it's a way of setting the stage. And the thing that's beautiful about that whole process is they then start feeling like it's an honor for them to be on your show, as opposed to oh gosh, I'm so lucky to get them. You know, we turn it around, not to put ourselves in a superior way. But just to realize their perception of us is the expert because we have his platform. And I think that that is a reason in itself to start a podcast. Yeah,

Michelle Abraham: 00:39:47

for sure. Yeah, that's so great. is definitely a reason in itself to sacrifice. Awesome there. That's all this has been so much fun having you on today. We just been Audience this has been making it for a while. I've been wanting to have Meredith on for so long because I know she brings such great value to our episode today. So Meredith, I really appreciate you taking the time out of your busy schedule to join us today for this, this podcast episode, before I let you go, is there anything that you'd like our listeners to take away? And from this episode, or anything else you want to leave them with?

Meredith Bell: 00:40:25

Yes, one question, when you are getting ready to have a conversation with a prospective guest on a podcast or even as prospective client. It's not a typical question. How can I serve this person so powerfully that they never forget our conversation for the rest of their life? That's not original to me that's out of the prosperous coach by Steve Chandler. And that question, one of the things it does is it totally takes the spotlight light off me and puts it on, because nobody's going to remember for the rest of their life, things that I said to them about myself, is showing a genuine deep interest in them being curious, being carrying, being that spirit of love and service. And people feel that when you bring that and that makes you magnetic to them. And so I would say, look for opportunities where you can bring that question to mind before you have an important conversation and see if you can feel the difference in how you come across how they respond to you and how it feels afterwards.

Michelle Abraham: 00:41:40

Who is that what you see is how you make them feel. I love it. Awesome. Well, thank you so so much for being here with us today. It's been awesome having you and I look forward to bringing you back again, sometime in the future.

Meredith Bell: 00:41:55

Thanks. It's been great.

Michelle Abraham: 00:41:57

You're so welcome. I'm so grateful to have you here with us and amplify you family go on out there, check out my this podcast grow strong leaders podcast, and I really look forward to and also check out all of her books, too. So Meredith, where can we can we send them over to your, your domain? Yes,

Meredith Bell: 00:42:15

our one website has it all grow strong leaders.com. There's a tab for the podcast and our books are featured. And our products are featured. So find everything. And then you can also connect with me on LinkedIn, Facebook and Twitter.

Michelle Abraham: 00:42:33

Excellent. Thank you so much and Amplifyou family. Make sure you reach out to Meredith and have a conversation with her invite her on your podcast. All right, you guys have a great week. Thanks so much.