Leadership Journey + Resiliency with Scott Jeffrey Miller (part 1)

When resilience meets the road of leadership, Scott Jeffrey Miller is the beacon we all need to steer by. Our vibrant conversation peels back the curtain on Scott's rise from his Orlando beginnings to becoming a beacon of thought leadership, with his infectious energy setting the stage for a discussion that's as enlightening as it is entertaining. As we swap tales of personal transformation and creative ambition, Scott—armed with his seven-time bestselling authorship and podcasting prowess—guides us through the twists and turns of nurturing resilience in ourselves and others.

Navigating the path of leadership isn't just about climbing the ladder; it's about the people you meet and the relationships you build along the way. Scott's 25-year saga at Franklin Covey taught him lessons in leadership and mentorship that he generously shares with us, from the power of listening to the strength found in vulnerability. His personal anecdotes, from family life to overcoming a stutter that has shaped his eloquent communication style, paint a portrait of a man whose life's work is a mosaic of learned wisdom and heartfelt experiences.

Wrapping up our time with Scott, we explore the transition from individual achievement to the helm of leadership, where success is a team sport. Scott debunks the myth that excelling in one's personal domain seamlessly translates to leading others, emphasizing the distinct skills necessary for nurturing a supportive culture. His candid sharing of personal values, encapsulated in the 'PHILPAL' acronym, drives home the importance of aligning who we are with the careers we chase. Join us on this journey and discover how your own core values can be the compass for fulfilling leadership and a career that resonates deeply with who you truly are.

About Scott Miller:

Scott Jeffrey Miller is a highly sought-after speaker, 7-time bestselling author, and podcast host. He currently serves as FranklinCovey’s senior advisor on thought leadership. Prior to his advisor role, Scott was a twenty-¬five-year FranklinCovey associate, serving as the Chief Marketing Officer and Executive Vice President of thought leadership. He hosts On Leadership With Scott Miller, the world’s largest weekly leadership podcast. Scott is a partner at Gray + Miller.

Transcript

Pamela Cass: 0:06

In the grand theater of life. We all seek a comeback, a resurgence, a rekindling of our inner fire. But how do we spark that flame? Welcome to Reignite Resilience. This is not just another podcast. This is a journey, a venture into the heart of human spirit, the power of resilience and the art of reigniting our passions.

Natalie Davis: 0:29

Welcome back to another episode of Reignite Resilience. I am your co-host, Natalie Davis. I am so excited to be back with you all today. Pam, how are you?

Pamela Cass: 0:38

You know what I'm fabulous and I'm kind of excited we're doing an interview on a Monday.

Scott Miller: 0:42

I know we usually do them on a.

Pamela Cass: 0:43

Friday, but this is a Monday, and so what a great way to start the week.

Natalie Davis: 0:48

I am looking forward to it. I know, listen, here's the thing there are no days that are off limits. I think we've done every day except Sunday. We've got to have one day where we keep have we?

Scott Miller: 0:57

done.

Natalie Davis: 0:57

Saturday yeah, we did, we went live on Saturday. Saturday, that was a oh, that was a live Facebook.

Natalie Davis: 1:02

Yes nevermind, that was a situation. If you guys didn't catch it, go back over to Facebook and watch it. There's always a first time for everything, and just know that the first is going to be the clumsiest and create the most opportunity for learning. And we learned that day. Yes, we did. But I was also inspired to convert part of my living room to a podcast studio. But I was also inspired to convert part of my living room to a podcast studio, and I'm still mulling that over. I feel like it would work. We could just do it live from here on out.

Pamela Cass: 1:29

Well, Natalie, my son graduates this weekend. He is moving out. I think his bedroom is now going to become my office and workout room Podcast studio. And the basement bedroom is going to definitely become a podcast studio.

Natalie Davis: 1:43

You guys, you heard it here first. We are going to definitely become a podcast studio. You guys, you heard it here first. We are going to be recording live and in person together. We don't record a lot of episodes together, so I'm looking forward to this. I love it. Peace out, dylan. Thank you, we appreciate it. Well, we have a fabulous guest today and I am so excited to dive in. Today we have the fabulous Scott Jeffrey Miller that is joining us, and Scott is a highly sought after speaker. He's a seven-time bestselling author and he operates in our space. He's also a podcast host and he is currently serving as Franklin Covey's Senior Advisor on Thought Leadership. That is music to my ears. It just rings deep to my soul. I am very passionate about helping to cultivate and empower thought leaders around the world, so I'm so excited to hear this and hear from Scott, and he is a host on Leadership with Scott Miller, which is the world's largest weekly leadership podcast. He's also a partner at Gary and Miller. Scott, welcome. How are you?

Scott Miller: 2:47

Why are you two slumming with a podcast? You need a globally syndicated television program. Come on Next. Next I can set you up.

Pamela Cass: 2:57

Okay, Well okay, Well, we will. We will take you for that.

Scott Miller: 3:02

We will. You have a voice for radio and a face for television. Ladies, let's up the game Come on, let's do it, thank you.

Natalie Davis: 3:07

Thank you, I am delighted to join you.

Scott Miller: 3:09

Thank you for the platform and the spotlight. Looking forward to a great discussion with you. Thank you.

Pamela Cass: 3:15

Love that. Well, let's dive in. So first kind of tell us about yourself and how you got into the space that you're in right now.

Scott Miller: 3:23

Sure, a little bit accidentally. Like most of us, right, I was born and raised in central Florida. No one's from Orlando or Vegas, but I'm in fact from Orlando, florida, and was raised there and a town right outside of Orlando, did a four-year stint at the Walt Disney Company, which was fantastic, and then they invited me to leave, which is kind of how my career ended there. Everyone needs to work, but not everyone gets to work here, not here.

Pamela Cass: 3:48

Yes, that's right.

Scott Miller: 3:50

So where does a single Catholic boy from Orlando move to? Well, of course, provo, utah, where all the Catholics were 30 years ago. So back in 1996, when the Covey Leadership Center hired me, I moved out to Utah and spent 25 years with Stephen Covey's company, of course, the author behind the seminal book the Seven Habits of Highly Effective People, officer of what is now this global public company, spent 10 years as the chief marketing officer, retired from the firm in good standing, unlike the previous one about four years ago, and am privileged to host for Franklin Covey as you mentioned, natalie now the world's largest weekly leadership podcast. I host actually three podcasts. I've been privileged to author seven books, all nonfiction. I couldn't write a fiction word if I had to, although my wife says mocha, what comes out of my mouth is fiction.

Natalie Davis: 4:51

I was going to say, well, maybe life itself might be playing a part in that. Yeah, stand by, I'll be a guest on your TV program Perfect Reality series.

Scott Miller: 5:00

And I'm very privileged to be a partner in Gray Miller. This is a talent, literary and speaking agency, so I have a lot of thought leaders under my stewardship. But, to answer your question, it was really my 25 years at Franklin Covey, this leadership development firm, that I really honed my skills two steps forward, one step back and curated myself as, I think, a thought leader in the space of mentorship and leadership and careers. You shouldn't call yourself a thought leader, but someone once did, and so I stuck with that and, like you, I'm trying to make people learn lessons of leadership and mentorship, and my most recent book, career and Course, is really about the principles and strategies behind having a deliberate career. I'm sure we'll talk about that. I live in Salt Lake City, utah, with my wife, stephanie, and our three young sons that are 10, 12, and 14, and a puppy you hear barking in the background because he's insolent and otherwise. I'm just honored to be here today to talk to you about anything I've learned the hard way that can help your listeners learn the easy way.

Natalie Davis: 5:59

The easy way. Oh my gosh, we are bringing you guys the easy button. Well, at least one version of the easy button today. We hope yes.

Pamela Cass: 6:06

Yes, it's so funny. When I was reading your bio and we were going to have you on as a guest, I grew up we would do road trips across the United States every year, from Colorado to Ohio, 22 hours in a station wagon, with the panels on the side and the seat that faced backwards, and my dad had the big books that you opened up and it had all the cassette tapes and we always listened to Stephen Covey, dale, carnegie. So I, like, grew up with this and so I blame my dad. And of course, I had, like, my Walkmans on and I was like, oh, it was terrible, I don't want to listen to this. And now I find myself in my car listening to podcasts and audio books and all that stuff.

Scott Miller: 6:47

And, and Natalie, run, run girl, oh no.

Pamela Cass: 6:50

I love it and listen, I'm the same.

Natalie Davis: 6:54

We are cut from the same cloth, and her dad is a big fan of the show, so that's always a plus.

Scott Miller: 7:00

Come full circle, Pam.

Pamela Cass: 7:02

Totally, and it's just so funny when I see these names come across. I'm like, and I love Stephen Covey big fan, and so I'm just so excited about you being here. So, all right, lessons learned Tell us some of the big ones. That's a big question.

Scott Miller: 7:17

Oh, my goodness, I can share. Most of them will be Franklin Covey-ism. Stephen Covey, who passed about 12 years ago, was the real deal. This was a man of impeccable character, profound insight, prolific writer. You know lessons learned. You can't talk yourself out of a problem you behaved yourself into. Be a light, not a judge. Be a model, not a critic. Asked is slow and slow is fast. When it comes to people, what matters is relationships. Whatever company you're in, whatever you're selling or buying, you are in the relationship business. Whatever your role is leader, manager, those are different roles Independent contributor everyone is in the relationship business. Not all of us are great at it, including me. I have a little bit of anxiety. I have a pretty strong speech impediment. I'm a prolific stutter. I can talk more about that if that'd be helpful. I've been afflicted with that most of my life and have managed to manage that, and so I think vulnerability is a leadership talent. I think transparency is a leadership talent. So lots of lessons learned.

Natalie Davis: 8:29

Basically, everything I did don't do that and do the opposite, and that's the lesson I learned, yeah absolutely Well, scott, if you go back, let's go back to your first experience of you know the Disney brand-ass.

Scott Miller: 8:43

No, no, thank you, I'm kidding, that's adversity right there.

Pamela Cass: 8:48

We need to dig into that it is, it truly is.

Natalie Davis: 8:50

We're going to dive deep, we're going, we go deep. So here's, I would love to just hear, like now, that some time has passed and you've had an opportunity to reflect on it, and you spend so much time working with thought leaders and helping to nurture and develop thought leaders. Do you see an opportunity that popped out of that experience for you that you may not have? No, no.

Scott Miller: 9:11

A hundred percent.

Natalie Davis: 9:12

Yes.

Scott Miller: 9:13

I've exaggerated my departure a little bit from Disney Wonderful experience. Highly recommend the organization. I had a phenomenal experience while I was invited to stay until I wasn't. I learned a very valuable lesson in my career. I'll tell you. I'll fast forward a bit.

Scott Miller: 9:29

The only advice I ever got from the CEO of Franklin Covey which I wish I would have had at the Walt Disney Company was one time the CEO, who we are still very good friends to this day, said to me once in a heated moment. He said Scott, you make too many declarative statements. And he excused himself to the restroom and my dog sang two cheers for Scott Exactly. I wish I would have had that advice because you know, I've lived my life pretty confidently.

Scott Miller: 10:00

I think you know a lot of us that have insecurities. We overcompensate with sometimes too healthy sense of confidence, and so I think that that came across sometimes as arrogance and I have become more humble, more curious. I'm a little less to declare and a little more to question and ask. Now in my 50s right welcome to all of us. And so I think a big lesson that I've learned is to be more curious. Don't be the first person to raise your hand. Always. Don't be the first person to offer your opinion always. Don't always be the last, don't always be second.

Scott Miller: 10:31

I've learned that because someone else thinks differently or has a different path doesn't mean they're not just as competent or, in some cases, more competent than I am, or, in some cases, more competent than I am. I'll tell you, the wisest quotes of any I've ever heard is most of us will tell people we've got 30 years of experience, when it's usually one year, repeated 29 times, and so I'm really trying to challenge. Well, I've done it this way, but why not do it that way? So I could share endless hours of learnings. If only I'd had them in my 20s, I'd be the CEO of the Walt Disney company or ruling the entire world.

Natalie Davis: 11:05

I mean even bigger than that.

Scott Miller: 11:07

I think you said it, not me, but thank you for that.

Pamela Cass: 11:10

Why play small?

Scott Miller: 11:11

when we can play big.

Pamela Cass: 11:13

Yeah.

Natalie Davis: 11:14

I love that. Oh my gosh, that's huge. Well, and that curiosity, I'm assuming, is what brought you to where you are today, and you've just continued to carry that on after the Disney brand.

Scott Miller: 11:24

I would hope so. I think, if I had to describe myself, I'm more of an aggregator. I unabashedly like you, I'm privileged to host a few podcasts and so I'm a voracious reader, and the reason I read is because I have a stutter. So I had to have a big vocabulary to have alternative words to vocabulary, to have alternative words to replace words I can't say in public I can tell you more about that. But my curiosity, I think, really comes from recognizing that I'm not the smartest guy in the room Rarely am I and that I have so much to learn and so much to be humbled by and I think I probably was humbled earlier in life than I recognized.

Scott Miller: 12:02

I just pivoted too quickly and didn't realize, no, no, I need to slow down. There are some lessons to learn here. I usually kept repeating some of the same mistakes over and over again in relationships and friendships and professional careers. Fortunately, I had a lot of leaders that forgave me or took me to the woodshed many times and said okay, so that will never come out of your mouth again and you will never do that again. I had a lot of leaders that loved to, who quite frankly, believed in me more than I probably believed in myself and, like all great careers, we look back and realize we had a lot of sponsors, a lot of champions, a lot of mentors, a lot of leaders that were tough on us because they saw something in ourselves yeah, and we're our champions.

Pamela Cass: 12:42

So I love. It all right, so you brought it up a few times. So the stuttering.

Scott Miller: 12:49

So I'd love to kind of hear how do you not go there right? How do I?

Pamela Cass: 12:53

not go there when you brought it up, yeah, so I think it's an important moment to talk about in the right context.

Scott Miller: 12:59

I don't talk about in every podcast. I've had a speech impediment my entire life, decades of speech therapy, speech pathology as a child, braces, three times Invisalign, three times headgear, retainers. I have two speech coaches. There are still about 26 words I cannot say in public, quintuples in the wintertime, and so I don't speak outside in the winter because everything comes across with a stutter. And one of my coping mechanisms has been to build a big vocabulary. You know, you hear liars have to have a good memory. Well, stutterers have to have a big vocabulary.

Scott Miller: 13:34

Now we know stuttering for some people that's sociological, neurological, psychological, a lot of different reasons why people stutter. You can tell less now because I've generally eliminated those words I cannot say in public from my vocabulary and I've built a volume, a dresser, drawer, a cabinet of words to replace them. It has some downsides for me because as a coping mechanism, I tend to over articulate my words, so sometimes it can come across a little cold, a little robotic, and so I have to find that balance because sometimes I can, I can speak in a way that over articulates because of my stutter and a slurring of words. So I've had to find what is a natural balance, cause my intent is to develop rapport, and sometimes my technique can be received as dogmatic or or or too pragmatic or like a know-it-all or a bit robotic. That's not me at all, and so all of us have some, some burden. That's been my biggest one, and it's obviously something I've worked extraordinarily hard on taming.

Scott Miller: 14:40

I'm very comfortable talking about it because inevitably when I do, someone will text me or come up after a keynote and just pour their heart out to me. I had a gentleman at Universal Studios come up to me at a keynote and just started crying. A grown man, 60 years old, started crying about how burdensome his stutter had been in his career, and so I try not to wear it as a badge. I try to talk about it when it's appropriate. It's obviously been hurdlesome for me in my career, but now I mean I speak for a living right. Who would have known A lot of stories about that? But I am a firm believer of trying to transform your troubles or challenges into vehicles to conquer, to manage and, most importantly, inspire others. And you will not hear me say into the 26 words in this podcast, so do not ask me.

Pamela Cass: 15:32

Okay, no, I'm not going to. We're not going to.

Scott Miller: 15:34

I can type them out, no problem.

Natalie Davis: 15:36

The thought crossed my mind and I said he doesn't say them on stage, so he's not going to say them here.

Scott Miller: 15:41

I'll tell you one of them. I'll tell you a funny one, actually, really quickly is when I was the chief marketing officer, I inherited a variety of divisions public relations, I inherited our books and audio division. I inherited our public programs division and I inherited I had to take a breath I inherited Franklin Covey's train-the-trainer business, you know the T3 business. We had, you know, 40,000 people who'd been certified to teach our content back in their organization and they were referred to as client facilitators. Well, facilitators is a word I cannot say in public, nor can I say the word facilitation.

Scott Miller: 16:16

It comes out as so I don't say it in public, and so I literally had to rename the entire division of client facilitators because I couldn't say it in public. So I spent several thousand dollars with new logos and new business cards and new websites because I couldn't even pronounce the name of the new division that I was leading. Don't share that with the shareholders. But I did. I was the CMO so I could do that, but I had to rename a division that I led because I could not pronounce it in public.

Natalie Davis: 16:45

That's fabulous. I love it. It's one of those things that becomes tradition and you look up 10 years later and it's like why did we change this Scott? Scott's, why we changed this Scott?

Scott Miller: 16:54

who left five years ago couldn't pronounce it.

Pamela Cass: 16:57

Who was invited to leave?

Scott Miller: 16:58

No, no, no, no, no, no, no, no, no, no no no no, no, no, no, no, no, no no no no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no, no no no no, no no, no, no no no, no, no no.

Natalie Davis: 17:17

We'll do it again. We'll do it again. You had the vision for the marketing rollout and that's you know Exactly, yeah.

Pamela Cass: 17:25

Thank you. Tell us about your books, Like when was the first book that came out? I'd love to hear kind of about those and what made you decide to become an author.

Scott Miller: 17:34

Well, thank you for asking. I'll tell you, like you, I host this podcast called On Leadership with Scott Miller. Where I host this podcast called On Leadership with Scott Miller, where, like you, I have the privilege to interview thought leaders, and some of them actually quite substantial. And I was interviewing Stephen M R Covey this is Stephen Covey's oldest son and I asked him hey, did you ever feel like the pressure to write a book? I mean, your dad wrote the Seven Habits of Highly Effective People, the best-selling personal development book in history, and you share his name with you personal development book in history and you share his name with you. We share his name.

Scott Miller: 18:08

Now, stephen M R Covey is the oldest of his children and in his own right, he'd been very successful. I'd been to Harvard Business School, was at the time the president of the Covey Leadership Center, and he went on to write a book called the Speed of Trust and this book has sold 2 million copies. And Stephen M R Covey said you know I never felt pressure to write a book because I didn't have anything to say until I realized I did and I went out and researched the nature of trust and wrote this book that became this bestselling book and I was listening to him thinking, you know I haven't had anything to say either and I hung up from the interview hung up as it was a phone I stopped the interview and I thought about it and I said, you know, I do have some things to say. And what I wanted to write first, which was my first book, management Mess to Leadership Success. My first book to date is my bestselling book, which doesn't say much for the next six, does it?

Scott Miller: 18:56

But I think it was the value proposition because I was quite tired, natalie and Pam, of reading books where it was everybody's wonderful leadership story and always wrapped up in a bow and everything worked out. No, leadership is tough, it is messy, it is gnarly, it is unrewarding Oftentimes. Not everyone should be a leader Sorry, everybody, but not everyone should be an anesthesiologist and not everyone should be a leader. I swear a dog has come into Pam's room.

Natalie Davis: 19:23

I'm loving this this is a dog friendly podcast. That's Oakley. Oakley is our friend.

Pamela Cass: 19:34

Yes, oakley has a ball, and this doesn't normally happen.

Scott Miller: 19:36

This is the most beautiful dog you've ever seen people and mankind. And he has this big white ball in his mouth and Pam is anyway. Okay, enough about that.

Natalie Davis: 19:45

Pam is soothing her internal voice with her.

Scott Miller: 19:48

I liked you already. Now I love you for how you are addressing that dog. Okay, I wanted to write this book because I felt like there were a lot of Scott Millers out there, people who weren't natural leaders. They were great individual contributors. Right, I mean, I was the top salesperson of my company. Of course I would become the sales leader. No bad idea, those skills don't correlate.

Scott Miller: 20:08

And so I wrote this book as a labor of love. It was kind of a confessional about all the mistakes I'd made. The book was titled Management Mess to Leadership Success 30 Challenges to Become the Leader you Would follow. So I curated 30 challenges from across all of Franklin Covey's research and such and wrote a story about how I'd violated all of them, not as like to license bad behavior, as one person wrote on my Amazon review, but to say, hey, these are things that even I struggled with as a leader at Franklin Covey. And then I wrote Marketing Mess. And then I wrote what became a real big bestseller on Wall Street Journalist Everyone Deserves a Great Manager with two of my esteemed colleagues from Franklin Covey, todd and Victoria, and then wrote several books on mentorship, culminating with my most recent book, career on Course.

Scott Miller: 20:57

So I tend to stay in that broad lane that is leadership, culture, management, mentoring and careers. I have a new book that will be coming out on power skills. You know hard skills, soft skills, the new soft skills called the New Power Skills Stand by for that. I'll be writing a book called Parenting Mess to Launch Success and that Mess to Success series. And so I found I'm a decent enough writer. Unlike a lot of authors, I don't write for an audience, I write for me and then I find people who are like me. Sometimes that takes longer than I like, my publisher likes, but there's enough Scott Millers out there, trust me, that were great sales contributors. At a tough time transitioning to sales leaders, they usually implode and I write books to help people make that transition.

Pamela Cass: 21:41

Love it.

Scott Miller: 21:42

I love it. Long answer. Thank you for your patience.

Natalie Davis: 21:44

That's powerful. Pam and I both work within the world of real estate. The majority of our time is within that industry in terms of coaching and a little bit outside of that. But sales is sales and we see that quite a bit within our industry. Those high producing agents that just either take on the role of being a team lead, they go into leadership and become managing brokers or leaders and owners of franchises and five years in they hate it. They hate the decision that they've made. They're not very good at it, unfortunately, because, like you said, those skills are not transferable.

Scott Miller: 22:18

Well, and some of them are. But typically when people ask me, natalie, you know, how do you pick great leaders? I say well, the first question I'd ask is do you take delight in the success of those around you? And not everyone does, and that doesn't mean they're a sociopath or a narcissist. Not everybody comes to work wanting to build everybody up. Some people come to work they want to earn a million dollars, not because they want to buy a Porsche, but they have a parent to pay for. They've got a child that has needs. I mean, people's professional values are their own business. I often will say promote the people that take delight in the success of those around them and for those who don't, give them a sales quota and let them be top of the leaderboard, because we need both people right, exactly.

Scott Miller: 22:58

And when people do transition into leadership, you can't be an individual contributor masquerading as a leader. You have to figure out how to achieve results with and through other people. Now your job isn't to save the day. Your job isn't to rush in and just do it your way. Your job is to find the time to coach, to build capability, to exercise patience for people who may not assimilate to it as fast as you did and to really build capabilities in others. That's your legacy and that's not the right calling for everyone.

Scott Miller: 23:33

I think too many people are lured into leadership and they realize oh, I hate this. This is about high-courage conversations. This is about coaching and mentoring. This is about building capability. This is about turning people no, thank you. And what happens is most people don't then go back to being the real estate agent. They quit and go elsewhere. So now you've lost your top producing agents and you've lost your leadership pipeline. So stop promoting the top producing salespeople. Keep them where they are, validate them, retain them, reward them and sent them and look really carefully around. Do you have ways that they can earn more money, the ways that they can feel like they're adding more? Because typically the only way to do that in most companies is to be in leadership and too many people implode.

Natalie Davis: 24:19

Right, that's huge. That was a massive nugget. Anyone that's in leadership thinking about getting into leadership? Yes, if you feel that you're in the wrong spot, it's okay to take that step.

Scott Miller: 24:30

No, shame, no shame. Not everyone should be a commercial airline pilot. Last time I checked, they have some training. Not everyone should be an oral surgeon. Last time I checked they had some training. You know, the statistics show, ladies from the Harvard Business Review, that the average age someone is promoted in their first management position is age 30.

Scott Miller: 24:51

And the average age they received their first formal leadership development training 42. Wow, what you've got is you've got high-producing individual contributors that are masquerading with no training and they're wreaking havoc on their culture. They're not bad people, they're untrained leaders. Yeah, everyone should be a leader, but if you are, make sure you're working in an organization that invests in you to transition into those new skills you probably don't yet have that you need to acquire and learn to lead people.

Pamela Cass: 25:22

It's probably one of the biggest things that's lacking in our industry. People get into leadership positions and there really isn't any training, and so we're lucky that we do get a coach. Some people in leadership positions and their companies are paying for that, which is amazing that some of them are investing in that, but not all of them have that, and so, yeah, Beautifully said Pam. Yeah, oh my gosh.

Scott Miller: 25:48

Where did you banish the dog to? That dog was the highlight of my experience here, matt it was magical. I texted my son.

Natalie Davis: 25:55

He came and got him call in under the camera I didn't see that oh, my goodness, I feel that Oakley can be our mascot for the show. We don't have a mascot for the show.

Scott Miller: 26:06

Yes, labrador, a golden, golden retriever. Yeah, all right, natalie, back on track. Sorry for that. Yes.

Natalie Davis: 26:14

I know You're great. He's a puppy still, yeah, and very excited and energized, and that was his first podcast appearance, so I'm excited about it, scott you're special yes.

Scott Miller: 26:27

That dog knows good energy. That dog knows good energy Exactly.

Pamela Cass: 26:29

He felt your voice, your energy and he just had to be on here. Yes, I love that.

Scott Miller: 26:33

I usually repel people like deer spray, so I'm delighted that he has. Is he mute? Does the dog have a hearing?

Pamela Cass: 26:39

impairment. Maybe he's still young.

Natalie Davis: 26:48

I Possibly. I love it. I love it Well. Scott, I'd love to hear, like advice that you have for individuals that are thinking about getting into leadership. Let's start with those folks. I'd love to talk to them for a moment. Just in your experience, what are some tips or advice that you would give those individuals so that they're equipped to actually step into that role, or even assess to see if they truly desire being in that role or serving in that capacity?

Scott Miller: 27:10

Well, I'll actually pull from the first strategy in my most recent book. It's a career on course strategy, and there's 10 strategies and they all have exercises. The first one is to know your professional values. I think a lot of us have heard this idea of knowing your personal values. Most companies have them, most people don't and, if I can take a moment, natalie, I wrote about this in the book because I think it's so crucial to having a successful career. I think if you were to ask people at a cocktail party, hey, what are your values? They would say oh, freedom or liberty, or something you know politically correct, and then ask them a week later, they would say more things. No hogwash. Every one of your listeners first of all need to read the book career on course, because the first strategy is know your professional values. Before you identify your professional values, you must identify your personal values. I'm going to answer your question in a second here, natalie.

Natalie Davis: 28:01

This is perfect. Please go. This is lovely.

Scott Miller: 28:04

Every one of your listeners needs to identify what their personal values are. Yes, I did the same. Mine are seven. Purpose health, integrity, loyalty, positivity, abundance and learning. P-h-i-l-p-a-l, phil Pal.

Scott Miller: 28:22

I've memorized it in an acronym and I live my life in as tight a congruence as possible. I've memorized it in an acronym and I live my life in as tight a congruence as possible Herpics health, integrity, loyalty, positivity, abundance and learning. And I hope most of my interactions align with that. And, ladies, as much as I love you, I don't give a flying flip what you think about my values. They're my values. Yes, how I spend my time, it's how I allocate my money, it's what I say yes and what I say no to do. I get it wrong most of the time, but at least I have like a north star and I'm trying to point to it on a daily basis.

Scott Miller: 28:55

Do not write out your personal values based on whether you think scott or pam or natalie will be impressed with you. Write them out based on what is your life about. Then, once you have your personal values codified and, by the way, I encourage you to highly rank them and create some inane acronym, like I did, phil pal, so you can memorize it and reach in quickly. We do reach, reach, retain them, we call them. And then, to answer your question, natalie, you should identify your professional values. I'll tell you unabashedly my number one professional value is to maximize my income. My number one, my number two professional value is to associate with an organization that I trust and respect. And number three is to work with people that I love and who love me.

Natalie Davis: 29:45

We hope that you have enjoyed part one of our two-part interview with Scott Jeffrey Miller. What a phenomenal human, sharing his own personal story and some of the bumps along the way that has brought him to this space where he is able to coach, mentor and train leaders and probably some of the most effective and efficient CEOs around the world. Make sure that you come back and join us for part two. We're going to continue to dive into our core values and then dive in a little bit deeper on the book Career. On Course, We'll see you soon. Thank you for joining us on today's episode of Reignite Resilience. We hope that you had amazing ahas and takeaways. Remember to subscribe on your favorite streaming platform, like it and download the upcoming episodes, and if you know anyone in your life that is looking to continue to ignite their resilience, share it with them. We look forward to seeing you on our future episodes and until then, continue to reignite that fire within your hearts.