Crafting Success While Staying True to Yourself + Resiliency with Scott Miller (part 2)

Embark on a transformative journey with Scott Jeffrey Miller as we delve into the delicate balance of aligning your core values with your professional aspirations. This episode isn't your average career advice segment; it's an exploration of the intersection where personal fulfillment meets professional success. Scott doesn't hold back, sharing his top professional value to maximize income, and how it intertwines with the fundamental values of trust, respect, and love in the workplace. We unravel the story of a salesperson who confronts the tug-of-war between financial gain and family closeness, illustrating the pivotal moments when personal and professional values clash or converge.

Navigating family values and societal pressures while forging a path to leadership is no easy feat. Through candid reflections, I recount my own departure from living under the shadow of my brother's academic achievements toward establishing my unique identity, all while honoring the values imparted by my family. This episode is a testament to the courage required to lead in a way that not only promotes results through collaborative effort but also prevents the toxicity that comes from shouldering the load solo. And for the burgeoning leaders out there, we recommend Liz Wiseman's "Multipliers" to refine your approach and foster an environment where your team can truly thrive.

Parenthood and leadership share more commonalities than one might think, and this episode doesn't shy away from those parallels. We discuss the necessity for patience and understanding, both in nurturing children and guiding teams, with nods to Dr. Daniel Amen's parenting wisdom. Scott's "Career on Course" emerges as a beacon for those steering their work life from accidental to intentional, coupled with actionable advice for parents and professionals alike. As we wrap things up, we ensure you have all the details to connect with Scott and tap into his sales acumen. Join us for this episode, where resilience is not just reignited but burns brighter with every shared insight and anecdote.


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 la

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 part two of our two-part interview with Scott Jeffrey Miller. We are so excited to dive back in to hear more about Scott's personal and professional core values and how he utilizes those on a daily basis. We're also going to dive deeper into his book, the most recent release, Career on Course, where we can take a look at the 10 steps that will take your career from accidental to intentional. We hope you enjoy.

Scott Miller: 0:59

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 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. Now, I could have maximized my income at a hedge fund that I didn't care about or want to associate with, and so my number one value wasn't maximize my income at all costs. And so you ask someone, should they be in leadership? Well, first of all, you couldn't answer that question until you identified your personal professional values and to know when are they in alignment and when are they in conflict, let me give you a great example. Can I keep going for a moment?

Scott Miller: 1:42

Please do, yes, I was coaching someone, a very competent salesperson, who was very frustrated that he wasn't maximizing his income. And the more I talked to him about his values, his number one personal value was his family. He wanted to be around his parents, specifically his mother, his father had passed earlier in life and his grandparents who were still alive. This was a salesperson. This was a full commissioned, face-to-face salesperson who wasn't living in his territory. His territory was California, his residence was Utah and I said I pick a name, tim. You know what this is so clear to me. Your number one personal value is family and it's trumping your number one professional value. That's okay. There are seasons in life when your grandparents pass get to it, but right now, your mom and your grandparents and your sister, that's your number one job. It's not maximizing your income. Or, if it's not great, go move to California, where your job really is not in Utah, and you'll increase your income exponentially. My point is, you'll know that you're supposed to be in leadership when you have clarified your personal and professional values values.

Scott Miller: 2:44

This will not be done in one night. As you ladies know, this is a weekend, this is a week, this is a journaling exercise, this is some contemplative introspection and you should ask yourself okay, so do these sound like I'm picking them for someone else? Am I picking them for myself? Yeah, and then once you've got those codified and memorized and you can kind of bounce back and forth between your personal list and your professional list. By the way, a lot of people disagree with me. They don't think you should have personal values and professional values. Show me their PhD in values creation and I'll give them more credence. I actually like the idea of both.

Natalie Davis: 3:20

Once you hit 50, you kind of know you can do whatever you want. Some of those things just go. Yes, exactly yes.

Scott Miller: 3:25

So I want to bring it full circle, natalie, because I think everyone can lead. Perhaps you're leading culture, maybe you're leading yourself. Not everyone should be leading people. So you would ask yourself what's your legacy? What's important to you, right? Some people leave their legacy outside of work. Some people work because it's a vocation. Not everyone's career is their avocation, and that's just fine.

Scott Miller: 3:47

I don't think everyone has to find enormous passion in their job. Sorry, I don't. Some people work as they're funding other passions in their life. I don't think everyone has to find great joy or passion in their career. For some people, their job is a means to an end. It funds other aspects of their life.

Scott Miller: 4:04

For many of you find great passion in your career. Maybe you're finding that you've learned a lot of lessons. You have a lot to share. You know you've rung the bell, you've gotten the president's club award, you've got the trophies, and now you want to help others. That's a great sign that you should be a leader of people.

Scott Miller: 4:20

Maybe others of you have had some setbacks. Maybe you've had a bankruptcy or a downturn in the market, or you had a parent you were taking care of and now you do need to maximize your income so that you can get back later in life and you shouldn't lead people, because oftentimes leading people doesn't pay more than individual contributors. The decision is based on where you are in your life and what your values are. Last thought on this just as your roles change in life, so do your values, so there are seasons of roles that come and go. Right. Pam, you're soon to be an empty nester. Your values are going to change because your roles are changing. So I think it's important people to maybe give themselves a little more permission to recognize where are you in life, what is my season, what are my roles, what are my values, and then make your leadership decisions in accordance with those.

Pamela Cass: 5:04

I love that and just so everybody knows in your book Career on Course, you literally walk through the personal values and the career values.

Scott Miller: 5:13

Thank you for that. Each one of the 10 strategies in that book has a correlating exercise. Some take an hour, some may take a week. Thank you for the shout out, Pam.

Pamela Cass: 5:23

Yeah, absolutely Super excited to get into it.

Natalie Davis: 5:26

Well, and Scott, you're actually speaking our language. Pam and I spend a lot of time talking about core values and we actually teach this in different spaces, and so our personal core values and, as you were talking about it, I was just reflecting on my professional core values as well. I only have one personal core value and it also overlaps with one of my professional core values, so that is huge. I would say, if you have not done this in the past, get Scott's book so you can do it and dial in, because it makes the world of difference. When you have identified a core value that's yours because I want to come back and talk about that core value that's yours and then making sure that you're living in alignment with that core value. I think that's a big piece, just like the story that Scott shared. Like you can't be in a customer-facing sales job in a different state and your core value be family and not think that it's a misalignment in some way, shape or form.

Scott Miller: 6:17

The other piece is what you can but you're going to constantly be frustrated and be in a cul-de-sac and wonder why they're in conflict but, you're going to constantly be frustrated and be in a cul-de-sac and wonder why they're in conflict. Sometimes conflict isn't bad. Right Now you know why you're frustrated in your career. Oh, you're serving a higher value, which is honoring and being near your grandparents, and your grandkids know their grandparents. Maybe you'll drive a Subaru versus a Mercedes for four years and when your grandparents pass, go crush it and go buy yourself a Mercedes.

Natalie Davis: 6:43

New season Exactly With your inheritance, exactly, exactly, exactly.

Scott Miller: 6:50

I'm so shallow but at least I know it.

Natalie Davis: 6:53

You can call it out the other piece of that, I think, in looking at your core values, making sure that it's yours and, scott, you mentioned that- and I've had students that have come forth and said you know I have a core value, but I absolutely wholeheartedly know that it's my mom's, but I can't because my mom said that it's mine.

Scott Miller: 7:13

Right, can I build on that, please? Yes, I'm so delighted you said that because it is so tempting for us right to write down our values based on things that we were taught, or to live vicariously through our parents, or to be living an identity that our parents placed upon us because they were living through us. That is so important to ask yourselves whose identity are you living? One you created for yourself or one that someone created for you because of some fear they had, some trauma they had. Without question, I was raised by two very valuable, honest, hardworking parents, but they were raised in very traumatic situations, and so their values were all about stability, and so they placed on my brother and I oh, you have to become like an engineer. You have to have a badge.

Scott Miller: 7:56

To this day, my mother is alive. She has no idea how I earn a living, like no idea. She's 83 years old. My brother is the chemical engineer. Check, that's a bad caster. Keynoter. Is that like what? How do you eat what? What? Yeah, yeah, really helpful for me to understand that it was my mom's values which were driven by fear and instability in her upbringing yeah that's why, by the way, that raised me in such a wholesome, stable environment.

Scott Miller: 8:27

But I was carrying her trauma and her fear with me in life, and always kind of under my older brother's shadow, who I'm good friends with and he's an absolute genius, right, mit, mba, complete engineer. I can't even spell engineer, let alone be one. So I had to find my own path. I had to pick my own values and my own identity and kind of shed that that was following me from my very well-intended, loving mother. Yeah, that was Scott, pam and Natalie.

Natalie Davis: 8:54

What chapter of life did that happen in Scott? When did you 26.

Scott Miller: 8:58

I was 26 years old. 26 years old when I finally realized what was going on. I had to take a break from my parents, a couple year break. By the way, my mother is 82 and I just moved her from Orlando to Utah a month ago, after 80 years, because I didn't need to be in Utah.

Scott Miller: 9:16

I'm not, you know. I was raised in a very stable family. I'll leave it there and I choose to honor that. And so my mother now is in Utah and she gets to see my three sons a lot and my wife is super great to her and they go to Nordstrom and it's a great crescendo to my mom's life. She doesn't live with us. She's financially stable because stability was her number one value right. So she has money to live very comfortably. I honor her for that. I could take some lessons from that in my life, right and appreciate it and appreciate it.

Scott Miller: 9:45

Oh yeah, I honor my mother right, yeah, I want to take commandments, by the way, and so that takes a little bit of patience for all of us. And I also recognize that my boys are watching how I honor my mom. Right, they're watching. They may not think they are, but they usually go into her house or her apartment and tweet or twerk with her, and you know there's a lot of bumpy and grinding going on with the grandma who's 82 and they're like I gotta work on that with them I gotta a lot of twerking going on.

Pamela Cass: 10:10

It's physical activity, it's healthy right, keeping her moving and agile it only happens if I can find it on tiktok.

Scott Miller: 10:16

I'm hoping it's on tiktok if you look at my instagram, my facebook, you'll see a lot of tormenting of my three boys and their grandmother.

Pamela Cass: 10:26

I love it, I do.

Scott Miller: 10:28

It's like a devout conservative Methodist, so it's always like horrifying for her. For everyone.

Pamela Cass: 10:33

Yes, one thing on the values piece of it. What I've seen is almost like a guilt. When people feel like so, for instance, family, where people are like well, I should put family there. And it's like well, tell me more about that. And it's like well, I just feel like if I don't put family as like my main core value, then I'm just a jerk, I'm like selfish and you're just like it's like the obligatory core value. Yes, like, we feel like it has to be our core value.

Scott Miller: 10:59

It's like those psychological assessment tests you take to get a job at somewhere. Yes, answer it right so you don't feel like a sociopath. You end up in a path. Pam, you're absolutely right. All of us say, face that pressure, almost like a hawthorne effect. Right, I'm being watched. Of course I need to put god and country and family, you know.

Natalie Davis: 11:16

Yes, yeah, guns yeah, well, none of those are on mine, but okay I don't know why I said guns.

Scott Miller: 11:24

I don, I don't know. Guns seem to be really important to a lot of people out there.

Natalie Davis: 11:30

To each their own. To each their own right.

Scott Miller: 11:36

Pam, please get me back on track, reign this crazy train in.

Pamela Cass: 11:40

Let's reign this crazy train in. So what would you say? Somebody that is wanting to get better as a leader is there, because I know you said know your personal values and your professional values. Is there advice that you would give to somebody? I've been in leadership, natalie has been in leadership. Yes, Speed of trust. By the way, when I got into my first leadership position, I listened to that book on a flight somewhere and I was like that was such a pivotal book for me on how to create trust in people and it works.

Scott Miller: 12:14

I've got a couple of quick answers for you that I'll just call from my Franklin Coffee experience One right I mean, yeah, as a leader, I'll restate this your job, your number one contribution is to achieve results with and through other people, and that's a leader's mindset, right? That's the ineffective mindset is, you know, I just do stuff myself. Right? It's easier for me just to do it and know because then you become a victim and a martyr, because you'll end up doing all the work, yeah, yeah, doing all the work, yeah, yeah.

Scott Miller: 12:44

Then you become a toxic leader, subconsciously punishing people for living balanced lives because you weren't patient or mature enough to take the time to invest in them. And this is like a PhD in leadership right now, because I did this the hard way. People.

Natalie Davis: 12:55

In the mirror at the same time. But thank you, scott, I'm going to just hold it together over here. Thank you, different season. I've been there, I've been right there. Yes, thank you, different season. I've been there, I've been right there. Yes, absolutely.

Scott Miller: 13:04

I have more than once. So one is an effective mindset, which is to achieve results with and through other people. The second, which is my favorite leadership book of all time, is from Liz Wiseman. She wrote a book called Multipliers. It is a profound book and what Liz basically did is she said you know, a leader's job is to multiply the talent of others, not to be the genius in the room but to be the genius maker of others. But you can't be a multiplier of talent until and after you realize when are you accidentally diminishing other people accidentally diminishing. So Liz Wiseman wrote this seminal book called Multipliers and in it she identified nine archetypes of accidental diminishers People like the idea fountain, the pace setter, the perfectionist, the optimist, the rescuer, the always on like in terms of energy.

Scott Miller: 13:55

And she identified what are typically people's strengths. But when they're overplayed they become weaknesses and they tend to diminish other people. And this was a profound learning for me as the chief marketing officer. I was the idea fountain, the idea guy, right, what about this, what about this, what about this, what about this? And I was always a solution, searching for a problem. And because I was very charismatic and had a big vocabulary and very creative. Let Scott figure it out, he'll figure it out and I actually, quite frankly, diminished igniting the creative genius in this team.

Scott Miller: 14:25

Frankly, I think I was threatened by people who were smarter than me and more creative than me, which I think is the third way to become a great leader is to check your ego. Your job is not to be the smartest person in the room. Your job is to be a talent magnet. Your job is to have such humility and such confidence because remember, remember confidence flows from humility. Humble people can be confident. Arrogant people cannot be humble people. So your job as a leader is to be extraordinarily comfortable saying you know what? Natalie is an expert in mortgage calculation and Pam is an expert in closing docs and Tina's great in negotiation. In fact, not only I say great, they got more acronyms behind their name, they've been more trained, they've done more closings. Bring them in and I'm not threatened by them. In fact, I've been boldened by them and my job is to unleash their talent, break down the systems, validate them, engage them, retain them and make sure they feel honored, that they belong here, that their voice matters.

Scott Miller: 15:27

I think I spent the first 20 years of my leadership job making sure everyone knew I was in charge, I was the smartest, I was the most creative, it was your honor to work under my leadership. I have utility and course of power and if you don't perform I will exit you. And I look back and I just weep for those who worked under me. And then I matured in my late 40s late to the game, and realized what the and I started to realize my job is to be a talent magnet and then pollinate it around the company, not squat on it in my own division, but put on my broader company hat and say you know what? Natalie needs to be in the Baltimore office because she wants to be in the East Coast and Pam's always wanted to live abroad. Let's put her in the Dubai office and to really be seen as not just a talent magnet but a talent distributor and this may sound like hyperbole, but this is the facts.

Pamela Cass: 16:27

This is what makes great leaders, and so a question I'm going to ask you is, like right now, post pandemic, I know I'm coaching leaders right now and they're struggling in their positions, getting people back in the offices, getting people motivated. What are some of the big things that you're seeing right now, and what advice would you give a leader that's dealing with this?

Scott Miller: 16:45

Sure, okay, so we have an hour on this, right, okay, perfect, I'll try to be mindful of that.

Pamela Cass: 16:49

Matt is like come on, Scott, move it along.

Natalie Davis: 16:52

No, you're great, this is great.

Scott Miller: 16:54

I think a couple of things. One is a common human resource adage which is completely false is that leaders create engagement. Everybody's measuring engagement. Everyone's talking about engagement. Let me tell you, ladies and gents, leaders do not create engagement. What leaders do is they create the conditions, the culture, the environment for people to choose a high level of engagement. You can force someone into low engagement by being a jerk, by checking on them, which is different than checking in with them. That's a subtle but profound difference. As a leader, your job is to create the conditions where people want to come into the office because they like the interpersonal connection, they like the mentorship, they like to pollinate, they like to meet people they feel checked in with and not checked on with. We're human creatures. We thrive on connections. Maybe introverts don't, but that's a little bit of an outlier. But generally speaking, you want to create an environment where people want to come.

Scott Miller: 17:52

But let me caution that with the fact that it's 2024. Times have changed and in many ways, people can be highly productive on their own. They can be highly collaborative via Zoom. So you've got to find what is the right mix. Right, and perhaps what you say is listen. We know it's a fundamental human principle that we all need connection, we need nourishment, we need best practices, we need relationships. Many of you get those at other places in the office. So what I'd like to propose is a healthy mix of all of that.

Scott Miller: 18:25

Right, what works for Natalie may not work for Pam. By the way, we are all here to drive results. By the way, natalie, you may not need connection, but Pam might. And Pam can't get it if you don't come to the office occasionally, or on Wednesdays, or on Mondays, wednesdays and Fridays. So, natalie, just because you don't need it doesn't mean that Pam doesn't. And, natalie, I need Pam to be thriving here and Pam needs connection. So you may need to make some sacrifices even though you say you don't need it. We're a team and we're building a culture where everyone chooses a high level engagement, so let's talk about what is the right mix for everyone.

Scott Miller: 19:02

I think when Natalie learns that Pam needs it, natalie might say, oh, I didn't, I'd never thought about it that way. So you're asking me to help support Pam, and so now I understand. So now what you cannot do is have everybody come to the office and be on Zoom calls all day long in cubicles, right? I mean, you've got to make sure that they're there for a reason. They're not there for the optics. Every company I know now is measuring on outcomes. They're measuring on performance, not measuring on face time or number of hours per se. Now there are some jobs, obviously, that are hourly that still require that. But I think it's really maturing yourself and saying do I need to be right or am I doing what's right, what's right for the culture, what's right for the team? And that requires you to check your ego.

Scott Miller: 19:46

I entered almost every meeting in my 2030s with the paradigm of I'm here to be right, not what is right, what is right for the culture, for profitability, for our clients, for our stakeholders. That takes a mature person to move into that. So, pam, I hope I addressed your question. Ask yourself what is right, not trying to be right, and you know, the more you can explain to people the why behind the what most people are logical, reasonable people. Only 10% of us are sociopaths, which means one third of us are probably.

Scott Miller: 20:15

If we're in leadership, explain the why behind the what. Take the time. Hey, not everyone's going to see this the same, not everyone's going to have the same motivation, but I'm trying to build a culture where people love working here and some of you need different types of connection and some of you need more flexible hours, and we're also running a company where we have to deliver on our results and our accommodation can never come at the expense of that. Let's talk about what some of the individual needs are and how can we support each other. Love it. I hope that wasn't leadership, Pablum. I think there's value in what I said there.

Natalie Davis: 20:47

I think it's huge. I agree, scott. I want to shift it in the let's do a little bit of a 180. With your experience that you've had personally, your own expertise that you bring to the table, and the opportunities that you've had to work with other individuals, how is that, I'm going to say, put to the test from a parenting standpoint? You've got three fabulous sons. How do they bring out that better leader within you, or how do they challenge some of these practices that you mentioned? If they do, they may not.

Scott Miller: 21:20

I intensely dislike you. Where is the dog? I'm going to be very vulnerable. Anybody who follows me on social media or reads any of my books know that I don't enjoy parenting. In fact, I actually detest it. I love my boys.

Scott Miller: 21:34

Yes, I believe that I can peacefully coexist in a mindset of I don't enjoy parenting. My boys know this and there's nothing I would not do for them. Sundays are tough, but beyond that, you know there are so many correlations. Right, I mean I have to be much more patient. My boys, although look like me, are not clones of me and they have different needs and different securities and different joys and different pressure points and different hormones and I have to be really thoughtful not to parent with like a sweeping wand right or a scepter or a belt which I don't use. I had the belt a lot. There's no belting going on in our house. My boys had different love languages. Our boys have different insecurities and so I have to be, I have to summon a level of patience that is not natural for me.

Scott Miller: 22:19

I am the ready fire, aim kind of guy in business. I have a bias to action. I often think that more is better and more is not always better. I'm also a force of nature. I have a very big personality. I have a big public persona and my boys are living under that. So I have to be mindful that my identity is not their identity. And so parenting has humbled me. I don't love parenting. I find very little joy in it. My boys know this. We actually talk about it kind of in, I think, a healthy way. My boys feel loved. I asked them frequently do you feel loved? What can I do to make you feel more loved? How are you feeling? We have very robust conversations about it. They're all going to need therapy anyway. We know this because we're screwing up our kids, so you might as well at least talk about it. They're all going to need therapy anyway.

Natalie Davis: 23:01

We know this because we're screw up our kids, so you might as well, at least talk about it and say it's not just you, it's it's collectively. We're doing it, so it's and I'm okay saying this my natural calling was.

Scott Miller: 23:09

My natural calling in life wasn't parenting. Yeah, my wife wanted to be a parent. She was much younger than I was and we talked about it and I knew if I wanted to marry her. That was was part of the game, and I take my role as provider extraordinarily seriously. I'm the sole income earner for our family. My wife is a stay-at-home mom and house manager and so I take that role as provider very seriously, sometimes too seriously Braces and tennis lessons and tutoring and private school tuition and college, and you know on and, on, and on and on right.

Scott Miller: 23:42

That's right. My biggest fear is that I'll fall into the trap that's very common, which is you see a lot of parents and adult children in therapy when the child says, mom, you were never there for me, and the mother says I gave everything for you, but you were never there for me. I did everything for you. Because we live in different worlds. We live in the adult world and the child world.

Scott Miller: 24:02

We live in the invisible world and the visible world, right, much of what my kids see is me working. They don't see me paying for the tennis lessons. They don't see me filling out the school applications. They don't see me doing the parent-teacher conferences. So I had to make sure that I am not just living in the adult world but I'm living in their world. And I'm not just living in the invisible world but the visible world, right, playing tennis with them, not just working to pay for their tennis lessons. And so it's a big fear of mine, honestly, that I try to get that mix right. I won't get it right, but I'll be. I'll sure be trying.

Natalie Davis: 24:37

Will we see some of these stories in the parents? I'll sure be trying. Will we see some of these stories in the parenting? One hundred percent girl.

Scott Miller: 24:44

This book is going to be a bestseller by far. I'm not holding back. I'm actually writing it with my oldest son, who's 14. So he hasn't launched yet, but this is my chance to get him into Harvard, right, I love it Wherever he wants to go, but the book will be called Parenting Mess to Launch Success. Yes, it's going to be a doozy.

Natalie Davis: 25:03

I love it. I figured there was connection and correlation there. And listen, if he has hopes of going to Harvard I've seen what those kids go through he's going to need a bestselling book.

Scott Miller: 25:12

He wants to go to Stanford, right, and all the proceeds will be going to both their college tuition accounts and their adult therapy once this book comes you're welcome exactly he must write the book because he thinks he's gonna buy Mercedes with the proceeds. And then I turn the time. He's like the chapter. He's like no, no, don't mention that story. No, you can't tell that.

Pamela Cass: 25:32

Like there's no books. There's no book. There's nothing left.

Natalie Davis: 25:35

That's the shortest book ever worse than the than the answer You're like you're making this hard it should be parenting mess to launch success.

Scott Miller: 25:44

It'll just be parenting mess, that's it.

Natalie Davis: 25:50

Oh, scott, I want to thank you for being vulnerable and sharing, like just your own personal experience, and truly like differentiating, like parenting, that part of parenting that's not I don't know anyone that really loves that piece the non-present but we have to do it. In the adult world that's the most challenging piece. If we could just show up and being present and having those experiences and being able to love and nurture the kids, sure, but there are the checks due, the permission slips due, and I need private lessons and the next league tryouts are starting and I need you to take me to 15 practices every other week, like that's the part that's like my gosh, that's hard, as well as school setting. I had to do that and I didn't enjoy that piece of it.

Scott Miller: 26:31

Yeah, I don't enjoy it either. I once interviewed the famous child psychologist, Dr Daniel Amen he's written a lot of books on ADD and ADHD and I asked him what was the best parenting tip he had. He said get down on the floor with your children. I love it. Yeah, Play, ask questions, get down on the floor at eye level. I didn't do that enough.

Pamela Cass: 26:53

Yeah, that's what they remember.

Scott Miller: 26:55

Next question Move off.

Natalie Davis: 26:56

This was huge.

Scott Miller: 26:59

Back to leadership, back to career. This was huge back to leadership.

Natalie Davis: 27:02

Back to career, please. No, this is great. Well, we know that parenting mess is next. Can you tell our listeners how to find you? Podcast, online social media. How can they get a hold of you?

Scott Miller: 27:14

well. My wife says it's not hard. It's not a compliment from her because she thinks I'm grossly overexposed. So you can visit me at scottjeffreymillercom. You can visit the book careeroncoursebookcom. You can connect to me or follow me on any platform Instagram, twitter, facebook, linkedin, tiktok, you name it. The podcasts are called On Leadership with Scott Miller, c-suite Conversations with Scott Miller and Career on Course with Scott Miller. Those are the three podcasts, wherever you can get podcasts, and I would love to have you pick up a copy of Career on Course. I actually think it's a great career book for graduating college, seniors and anybody in your life that may be like in a career rut. It's easy, it's breezy, it's fast. You can read it in three or four hours. 10 chapters, like in a career rut it's easy. It's easy, it's fast. You can read it in three or four hours.

Natalie Davis: 28:04

10 chapters, and I think it's transformative if someone wants to take their career from accidental to intentional. I love it. Beautiful, beautiful. Ironically enough, not only do we know a ton of graduates this time of year, we happen to know quite a few people that are in transition career wise as well, oh hello.

Scott Miller: 28:19

My youngest son, Whitworth, has chosen to join us on the podcast because I have promised him an errand after we end and he's telling me that Are we done?

Natalie Davis: 28:28

Are we done? We are all done. Exactly, this is what we call the outro. So we're all done. This is it. Have you ever had?

Scott Miller: 28:36

a guest that called it out on you and said we're done, ladies.

Pamela Cass: 28:39

That was my son.

Scott Miller: 28:44

And he's put on so much cologne I can't even breathe, you can't breathe well, now I'm curious what are you wearing?

Natalie Davis: 28:49

what are you wearing? Oh, prada, I am impressed. Well, you smell lovely from colorado.

Scott Miller: 28:56

It smells great notice he said I'm wearing a prada, which means means he must have multiple lines of Prada, multiple Pradas, of course. Of course, but I didn't say like Jean-Paul Gaultier, because he's really into Jean-Paul Gaultier right now. Anyway, people are wondering what kind of house are you running there? Hey, I'd rather too much cologne than not enough for teenage boys, right?

Pamela Cass: 29:16

Yes, that is a true story. It's so true.

Natalie Davis: 29:19

I only have girls, but from all of my friends that have boys, it seems like it's a thing I get it. Well, scott, I have to say it was an absolute, absolute, absolute honor. This was fabulous. So thank you for taking the time out and giving us all of these nuggets. This was wonderful.

Scott Miller: 29:35

Thank you, ladies. I appreciate you shining the spotlight on me. I hope that some of my voter ability and lessons learned will help people metaphorically not step in the same potholes that I did. Yes, career and Course, I think is a really great guide, but I'll tell you, if you were going to buy any book, that came out of today's podcast.

Scott Miller: 29:52

Buy Liz Wiseman's book Multipliers. It's a profound book that will change the way you lead people. I'm a huge fan of hers. I don't make any royalty on it, I just think it's. The biggest gift I can give people is to evangelize multipliers.

Pamela Cass: 30:03

I love it. Okay, done and done.

Natalie Davis: 30:06

Oh my gosh, done and done, beautiful. We will make sure that we include all of the links to Scott's contact information. Basically, it sounds like he's in sales. If you don't know, just Google Scott Jeffrey Miller and you will find him all of his handles. We will make sure that we connect and tag in the show notes, scott. It was an absolute honor For our listeners. If you want to learn more about Reignite Resilience and what we have going on, head on over to reigniteresiliencecom to hear what's going on in our world, and we will see you guys soon. Thanks, guys. 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.