It doesn't take a genius.

People should NOT be well-rounded: Mark's brother the Strengths Coach

Discovering and developing your strengths is the best path to reaching your potential--and there is a powerful way to use them with a team. 
Mark's brother joins the podcast to explain CliftonStrengths, a.k.a. StrengthsFinder. Luke Ramsay was Gallup's third certified Strengths Coach in the state and has given more than a thousand assessments. 
Email Luke here. Purchase "Born to Build" here. 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

My Favorite Martin: Mike interviews Mark's dad

A high-school drop out who became a chemistry major ... who had a career in IT ... which led to a long, successful career in training and development? Meet Mark's dad, Martin Ramsay of CEATH Company. 
Mike and Martin have a wide-ranging discussion about how Martin combined so many streams, found clients, used experiential learning, and traveled the globe using innovative tools that helped clients address systems, vision and people. 
Interested in a free tool from Martin's collection? Email us for the "tennis ball exercise." 
Martin's latest book: "The Possum Principles"
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Want engaged employees? You need "Growth."

The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing.
These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don’t just work harder—they work smarter, stay longer and bring their A-game to your organization every day.Part 4,  "Growth" - Questions 11 and 12:
11. In the last six months, someone at work has talked to me about my progress.
12. This last year, I have had opportunities at work to learn and grow.
 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Want engaged employee? You need "Belonging and the Greater Good."

The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing.
These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don’t just work harder—they work smarter, stay longer and bring their A-game to your organization every day.Part 3,  "Belonging and the Greater Good" - Questions 8 to 10:
8. The mission or purpose of my company makes me feel my job is important.
9. My associates or fellow employees are committed to doing quality work.
10. I have a best friend at work.
 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Want engaged employees? You need to meet "Basic Human Needs."

The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing.
These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don’t just work harder—they work smarter, stay longer and bring their A-game to your dealership every day.Part 2, Meeting "Basic Human Needs" - Questions 3 to 7:
3. At work, I have the opportunity to do what I do best every day.
4. In the last seven days, I have received recognition or praise for doing good work.
5. My supervisor, or someone at work, seems to care about me as a person.
6. There is someone at work who encourages my development.
7. At work, my opinions seem to count.
 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Want engaged employees? You need "Clarity and Resources."

The Gallup Q12, as it’s commonly called, is a set of 12 questions designed to measure employee engagement. Not satisfaction. Engagement. Why is that distinction important? Because satisfaction is surface-level—think free snacks in the breakroom—but engagement digs deeper. It’s about your team’s emotional connection to their work and their belief in the purpose of what they’re doing.
These questions came from years of research by Gallup, particularly detailed in their book "First, Break All the Rules" by Marcus Buckingham and Curt Coffman, which examines what makes employees thrive. And guess what? Engaged employees don’t just work harder—they work smarter, stay longer and bring their A-game to your dealership every day.Part 1, "Clarity and Resources" - Questions 1 and 2:1. I have the materials and equipment I need to do my work right.
2. At work, I have the opportunity to do what I do best every day.
 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

Hope in suffering, 2: Surviving abuse in a Soviet orphanage

WARNING: This episode features physical and sexual child abuse, as well as suicide.She is a cherished wife and mother of four successful children. She owns her own cleaning business. She is usually the most positive person in the room. And yet she started life in an orphanage in Moldova, surviving years of some of the worst trauma. What was life like in Soviet and post-Soviet culture? What gave her the ability to overcome her challenges? How can we overcome ours? Learn the answers in this two-part episode. Resources mentioned: "Open Fields & Iron Curtains: Hope, Endurance, Suffering & Grace" by Lilia KlaczynskiThe Murray Method

Hope in suffering, 1: Surviving abuse in a Soviet orphanage

WARNING: This episode features physical and sexual child abuse, as well as suicide.She is a cherished wife and mother of four successful children. She owns her own cleaning business. She is usually the most positive person in the room. And yet she started life in an orphanage in Moldova, surviving years of some of the worst trauma. What was life like in Soviet and post-Soviet culture? What gave her the ability to overcome her challenges? How can we overcome ours? Learn the answers in this two-part episode. Resources mentioned: "Open Fields & Iron Curtains: Hope, Endurance, Suffering & Grace" by Lilia KlaczynskiThe Murray Method

Are your concerns shrinking your influence?

Stephen R. Covey's "The 7 Habits of Highly Effective People" is something you've probably used, even if you can't name the seven habits.
A core principle is this: At all times, you can focus on only one of two things. And that focus will determine your trajectory. 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.

People are smart! (No, really!) They just need a reminder.

The man whose face launched a thousand memes (warning: language) figured out long ago the importance of reminders over instruction. Reminders help us maintain habits and practices. And stories are reminders on steroids. Stay tuned for wisdom from the Dr. Johnson. 
Interested in coaching or training on these topics for you or your team? We'd love to hear from you! Email Mike and Mark.