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How to Succeed at Improving Your Personal Presence [PODCAST] | Sandler Training

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How to Succeed at Improving Your Personal Presence [PODCAST] | Sandler Training

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How to Succeed at Improving Your Personal Presence [PODCAST] | Sandler Training

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How to Succeed at Improving Your Personal Presence [PODCAST] | Sandler Training

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Mike Montague interviews Paul Glynn on How to Succeed at Improving Your Personal Presence.

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Sales Leaders: Five Steps for Instilling a Growth Mindset | Sandler Training

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Leaders: Five Steps for Instilling a Growth Mindset | Sandler Training

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Leaders: Five Steps for Instilling a Growth Mindset | Sandler Training

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Let's say you're a sales leader coaching an underperforming salesperson, someone who has missed quota and is spending a lot of time in what might be called a scarcity mindset. This is someone operating with the belief that there are limited prospects in the marketplace for your products and services. How do you help that salesperson to instill a mindset of abundance and growth? Here are five steps we follow.

STEP ONE: UNDERSTAND WHERE THEY ARE NOW. Start by accepting that this person is stuck. That's why they're talking to you: they're stuck because of choices they've made and choices they're afraid to make. Your job is to get them thinking forward. The best way to do that is to help them set small goals, achievable goals that will help them gain some traction that you can help them to build up over time. Bear in mind that this is not a one-time discussion. Your goal is to support this person over time ... and thereby help them to get themselves unstuck! To do that, you're going to make use of the 20-90 principle: 20 days of consistent new behavior will begin to impact the brain, and 90 days of that same behavior will imprint the brain. So ... how do you make that happen?

STEP TWO: FIGURE OUT WHAT'S IN IT FOR THEM. Find a way to discuss, in private, exactly what they stand to gain by making a change. (All your coaching discussions should be in private, by the way.) Forget about money for a moment. What will happen in their world on a personal level if they manage to move from 85% of quota to 100% or 110% of quota? Don't fill in the blanks for them. Let them answer this question in their own words. Encourage them to get specific ... and to get emotional. If you can't get them to express why changing the behavior makes sense as something they need to do - not something they want to do - this is going to be an intellectual conversation. You don't want an intellectual conversation. You want emotion. Only emotion will drive behavioral change.

STEP THREE: GO SMALL. Next, you want to isolate a change in behavior that is small and achievable. Instead of trying to change everything that could impact the person's performance, isolate one or two things. Let's say you opt to focus on the areas of prospecting and closing. Point the discussion toward prospecting. What choices have they made? Bear in mind that this is a conversation, not a lecture. That means there must be back-and-forth communication. The exchange might unfold like this:
YOU: What does your prospecting routine look like right now? SALESPERSON: Well, you know, I prospect six hours a week. YOU: Okay, and what are you doing during those six hours? SALESPERSON: I'm cold calling. YOU: Got it. Now, suppose you were to spend the time just a little bit differently. Suppose you were to experiment with a new activity that wasn't cold calling. Would you be willing to try that and see what happens? SALESPERSON: What do you have in mind? YOU: Maybe some of your calls this week could be dedicated to business introductions, where you talk to your existing clients, and you get them to introduce you to somebody else. SALESPERSON: Hmm... I don't know if I'd feel comfortable with that. I wouldn't want to come across as pushy. These are my customers, after all. YOU: Well, what if I could show you a talk track for a process that I've shared with other salespeople that doesn't come across as pushy at all? What if we practiced that together? Because, you know, those kinds of conversations close at a much higher rate. Would you be willing to commit to doing that, for, say, one of your six hours this week? Just so we can see what the results would be? SALESPERSON: Yeah, I guess I could try that for an hour.
The two of you might then roleplay what that business introduction conversation would sound like.

Let me emphasize that you are suggesting and then role-playing a small but measurable change in one area. You are not giving the person a long list of all the things that need to change! That's a big mountain to climb. Most salespeople opt not to climb it.

Working together, you might identify a similarly modest, similarly measurable adjustment around closing strategy. You might decide to stop at two changes to make and discuss the following week. (In this initial coaching conversation, you might want to go with three small changes if the conversation was going well, but I would say three would be the upper limit.)

STEP FOUR: SET THE NEXT MEETING. Pull up your calendars and decide when you will be talking next week. Set the date. Now the salesperson has something to report back about. There is a certain amount of healthy social pressure at work here. The person won't want to show up at the next coaching session having done nothing, so there will likely be some results to discuss. This is how you build traction.

I tell sales leaders to carefully plan out three half-hour sessions. The first one, which I've just outlined for you, is meant to begin to instill the mindset of growth, and to start the pattern of asking, "What can we do more, better or differently?" The second session is to measure the commitments arising out of that first meeting and set new commitments. And then the third one is all about cementing the behavior. Over the course of three weeks, that's about 21 days, which is what you need to impact the brain. Less than three weeks does not change the behavior, in my experience.

STEP FIVE: REINFORCE! From that point forward, you're working with the salesperson to reinforce the growth mindset, to continue to lock in productive behaviors, and to create a lasting, positive change in both outlook and performance. You may or may not need weekly conversations after the third week. That depends on the individual. Just make sure you get the person to ninety days doing the new behaviors - and operating from the new mindset!
Learn more about implementing a growth mindset with your free chapter of Scaling Sales Success.

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Sales Leaders: Five Steps for Instilling a Growth Mindset | Sandler Training

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Let's say you're a sales leader coaching an underperforming salesperson, someone who has missed quota and is spending a lot of time in what might be called a scarcity mindset. This is someone operating with the belief that there are limited prospects in the marketplace for your products and services.

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Managers: Four Keys to Improving Workplace Performance in a Hybrid Work Environment | Sandler Training

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Managers: Four Keys to Improving Workplace Performance in a Hybrid Work Environment | Sandler Training

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Managers: Four Keys to Improving Workplace Performance in a Hybrid Work Environment | Sandler Training

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Managers: Four Keys to Improving Workplace Performance in a Hybrid Work Environment | Sandler Training

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Some people are working from home, some people aren’t, and some people are combining the two approaches, and a lot of leaders are struggling to adjust to this new way of working.

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Travis ringing the bell

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Newly Pinned Edith Macy Sandler Management Attendees!

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Newly Pinned Edith Macy Sandler Management Attendees!

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For those wanting to have their partners take DISC...

Here is the link for two different free online assessments.  See which you like better.

https://institutesuccess.com/assessment/disc/start-free/

https://www.123test.com/disc-personality-test/index.php?utm_campaign=free-traffic&utm_source=solutions-softonic-com&utm_medium=referral

I prefer the first one, is much more in-depth for the free version.  It is the one I used with training volunteers.  It does require that you give them your email, so they will then send follow up advertisements.  So you will want to let them know in advance.

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Helpful DISC reminder for your desk space.

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We ran out of time to cover this today, but this video does a great job of explaining the concept. it is also in your workbook, pages 25-28.

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The Drama Triangle | Transactional Analysis Games | Lauren Kress

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Bonding and Rapport: Transactional Analysis

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Bonding and Rapport: Transactional Analysis

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Covered on pages 22 and 23 in the workbook, Transactional analysis is another great concept that is explained really well in this video.

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Short HELP Talk: Transactional Analysis Conversation

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Brought to you by Extended DISC, these videos are a great way to share DISC with others.

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Training can be fun and effective with the right tools and creative content. Some methods of learning do not work for everyone. We have created a series of training videos to ramp up the public's understanding of Extended DISC, as well as improve the quality of training sessions on DISC.

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Chapter 11: Transactional Analysis For Managers with David Mattson

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Chapter 11: Transactional Analysis For Managers with David Mattson

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Chapter 11: I/R Theory for Management with David Mattson

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Chapter 11: I/R Theory for Management with David Mattson

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Coaching Traps - Accidental Diminishers: Liz Wiseman

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Coaching Traps - Accidental Diminishers: Liz Wiseman

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The book associated with this video is Multipliers, by Liz Wiseman - https://www.amazon.com/Multipliers-Revised-Updated-Leaders-Everyone/dp/0062663070/ref=tmm_hrd_swatch_0?_encoding=UTF8&qid=1647619456&sr=1-1

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You'll Never Believe What Happened to Lacey

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You'll Never Believe What Happened to Lacey

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Dianne, thank you so much for inviting us to join your morning walks; I have a bunch of fantastic pics to share thanks to you!!!

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Beautiful foggy morning on day 2!

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Ellen “takes the cake”

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Kingdoms collide in Sarah J. Maas's epic fifth installment in the New York Times bestselling Throne of Glass series.

The long path to the throne has only just begun for Aelin Galathynius. Loyalties have been broken and bought, friends have been lost and gained, and those who possess magic find themselves at odds with those don't.

As the kingdoms of Erilea fracture around her, enemies must become allies if Aelin is to keep those she loves from falling to the dark forces poised to claim her world. With war looming on all horizons, the only chance for salvation lies in a desperate quest that may mark the end of everything Aelin holds dear.

Aelin's journey from assassin to queen has entranced millions across the globe, and this fifth installment will leave fans breathless. Will Aelin succeed in keeping her world from splintering, or will it all come crashing down?

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Empire of Storms (Throne Of Glass Series Book 5)

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Amazon.com: Empire of Storms (Throne Of Glass Series Book 5) eBook : Maas, Sarah J.: Kindle Store

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Included in Time's 100 Must Read Books of 2021 list * A New York Times Best Seller * One of Audible's Best of The Year * AV Club's Best Books to Buy "Funny, tender, and so good." Remember when we hit it off so well that we decided We're Going to Need More Wine? Well, this time you and I are going to turn to our friend the bartender and ask, You Got Anything Stronger? I promise to continue to make you laugh, but with this round, the stakes get higher as the conversation goes deeper. So. Where were we? Right, you and I left off in October 2017, when my first book came out. The weeks before were filled with dreams of loss. Pets dying. My husband leaving me. Babies not being born. My therapist told me it was my soul preparing for my true self to emerge after letting go of my grief. I had finally spoken openly about my fertility journey. I was having second thoughts-in fact, so many thoughts they were organizing to go on strike. But I knew I had to be honest because I didn't want other women going through IVF to feel as alone as I did. I had suffered in isolation, having so many miscarriages that I could not give an exact number. Strangers shared their own journeys and heartbreak with me. I had led with the truth, and it opened the door to compassion. - Mindy Kaling, #1 New York Times bestselling author of Why Not Me?

When I released We're Going to Need More Wine, the response was so great people asked when I would do a sequel. The New York Times even ran a headline reading "We're Going to Need More Gabrielle Union." Frankly, after being so open and honest in my writing, I wasn't sure there was more of me I was ready to share. But life happens with all its plot twists. And new stories demand to be told. This time, I need to be more vulnerable-not so much for me, but anyone who feels alone in what they're going through.

A lot has changed in four years-I became a mom and I'm raising two amazing girls. My husband retired. My career has expanded so that I have the opportunity to lift up other voices that need to be heard. But the world has also shown us that we have a lot we still have to fight for-as women, as black women, as mothers, as aging women, as human beings, as friends. In You Got Anything Stronger?, I show you how this ever-changing life presents challenges, even as it gives me moments of pure joy. I take you on a girl's night at Chateau Marmont, and I also talk to Isis, my character from Bring It On. For the first time, I truly open up about my surrogacy journey and the birth of Kaavia James Union Wade. And I take on racist institutions and practices in the entertainment industry, asking for equality and real accountability.

You Got Anything Stronger? is me at my most vulnerable. I have recently found true strength in that vulnerability, and I want to share that power with you here, through this book.

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Amazon.com: You Got Anything Stronger?: Stories eBook : Union, Gabrielle: Kindle Store

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Accessing Quick Start & Sandler Learning Online

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Accessing Quick Start & Sandler Learning Online

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learn.Sandler.com

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How to Succeed at Recruiting and Hiring Great Salespeople [PODCAST] | Sandler Training

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Mike Montague interviews Lee Kester on How to Succeed at Recruiting and Hiring Great Salespeople. Lee is the President and CEO of the Kester Search Group.

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Included in the Kindle Unlimited Program

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The Road to Excellence: 6 Leadership Strategies to Build a Bulletproof Business

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The Road to Excellence: 6 Leadership Strategies to Build a Bulletproof Business - Kindle edition by Mattson, David. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading The Road to Excellence: 6 Leadership Strategies to Build a Bulletproof Business.

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There is a YouTube video as well - https://www.youtube.com/watch?v=-5RCmu-HuTg

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Putting our best book forward

Each Great on Kindle book offers a great reading experience, at a better value than print to keep your wallet happy.

Explore your book, then jump right back to where you left off with Page Flip.

View high quality images that let you zoom in to take a closer look.

Enjoy features only possible in digital - start reading right away, carry your library with you, adjust the font, create shareable notes and highlights, and more.

Discover additional details about the events, people, and places in your book, with Wikipedia integration.

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12 Rules for Life: An Antidote to Chaos [Peterson, Jordan B.] on Amazon.com. *FREE* shipping on qualifying offers. 12 Rules for Life: An Antidote to Chaos

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How to take Sandler and use in your home life. This is my favorite Sandler book.

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Mastering communication skills is a lifelong process, and at any point in time, there is room for improvement for even the most accomplished communicators.

From the Board Room to the Living Room captures the communication concepts, strategies, and tactics that help in the world of business but also allow for conversations at home and in the workplace to flow smoothly.

David Hiatt shares his accomplished lifetime of experience in helping business leaders communicate better and create win/win situations in sales and negotiation settings. Through powerful communication tactics, Hiatt demonstrates how to use these same techniques to improve relationships, deepen conversations, move past drama and games, and achieve more positive outcomes at home and in the workplace.

This book is for anyone who wants to improve relationships with family, friends, co-workers, and customers -- and is willing to take the responsibility to make it happen.

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From the Board Room to the Living Room: Communicate with Skill for Positive Outcomes

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From the Board Room to the Living Room: Communicate with Skill for Positive Outcomes [David A. Hiatt] on Amazon.com. *FREE* shipping on qualifying offers. From the Board Room to the Living Room: Communicate with Skill for Positive Outcomes

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Greenlights [McConaughey, Matthew] on Amazon.com. *FREE* shipping on qualifying offers. Greenlights

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Employee retention: The real cost of losing an employee

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For organizations to thrive in today's economy, finding and retaining the best employees is vital. This is especially challenging for small businesses and nonprofit organizations who have to compete with larger businesses, and larger budgets, for top talent.

However, offering a high salary isn't the only way to compete with larger employers-benefits play a large role in employee retention. If you offer employees benefits that are personalized to their needs, you'll in turn lower your employee turnover rate.

In this article, we'll go over why employee turnover matters, how it can hurt your organization, and strategies to prevent it.

Why does employee turnover matter?

According to the Bureau of Labor Statistics, the number of U.S. employees voluntarily leaving their jobs has gone up in the last year, especially in industries like professional and business services, manufacturing, and retail. Frequent voluntary turnover rates like these have a negative impact on your organization in more ways than one.
Learn how to calculate employee retention rates
Employee turnover lowers morale

One of the first changes you'll notice after losing an employee is a decrease in employee morale. As more employees leave, the ones remaining may have lost a valuable work friend, which matters more than you might think.

According to a study by Office Vibe, a whopping 70% of employees say that having a friend at work is the most crucial element to a happy work life. What's more, 50% of employees with a best friend at work reported feeling a stronger connection to their organization.

So if one employee leaves, the culture and commitment your remaining employees have to the organization and their role in it can be severely affected.

Employee turnover decreases productivity

Losing employees also leads to decreased productivity, quite simply because you have less team members to get work done. As the remaining employees get overwhelmed with more work to help make up the difference, their stress levels rise, making them far less likely to perform at their best.

This kind of hit in your employees' productivity is also a hit to your organization financially. A HubSpot report found that lost productivity costs U.S. businesses a shocking $1.8 trillion dollars every year.

The cost of employee turnover is high

Perhaps the biggest concern employee turnover presents is its financial costs from recruiting and training new employees to replace the ones you've lost. While the exact costs of employee turnover vary, there's no question it's something employers need to manage.

Some studies predict that every time a business replaces a salaried employee, it costs 6 to 9 months' salary on average. For a manager making $60,000 a year, that's $30,000 to $45,000 in recruiting and training expenses. However, turnover seems to vary by wage and role of employee.
For example, Built In Improving benefits is one way to reduce employee turnover. Learn how to offer more personalized health benefits in our Comprehensive Guide to the Small Business HRA reports the average costs to replace an employee are:

$1,500 for hourly employees

100 to 150% of an employee's salary for technical positions

Up to 213% of an employee's salary for C-suite positions

So what is the real cost of losing an employee?

In an article on employee retention, Josh Bersin of Bersin by Deloitte breaks down key factors that contribute to the costs of losing an employee.

These factors include:
Get tips for setting up your first HR department in four simple steps

Recruiting costs: The cost of hiring a new employee including the advertising, interviewing, screening, and hiring.

Onboarding costs: The cost of onboarding a new person, including training and management time.

Lost productivity: It may take a new employee one to two years to reach the productivity of an existing person.

Lost engagement: Other employees who see high turnover tend to disengage and lose productivity.

Customer service and errors: New employees take longer to complete their work and are often less adept at solving problems.

Training costs: Over two to three years, a business likely invests 10% to 20% of an employee's salary or more in training.

Cultural impact: Whenever someone leaves, others take time to ask why.

One of the reasons the real cost of employee turnover is such a mystery is because most organizations don't have systems in place to track exit costs, including recruiting, interviewing, hiring, orientation and training, lost productivity, potential customer dissatisfaction, reduced or lost business, administrative costs, and lost expertise. This takes collaboration among departments (HR, finance, operations, etc.), tools to measure these costs, and reporting mechanisms.
Some employee retention tips include: Download our employee retention guide to learn how to keep your employees without breaking your budget
Best practices on employee retention

So, what can you do about employee retention?
Schedule a call with a personalized benefits advisor to see how we can help you offer health benefits on a budget This article was originally published on June 2, 2020. It was last updated September 17, 2021.
Conclusion

When an employee leaves your organization, it can be a big blow on your organization's morale, productivity, and budget. That's why implementing strong retention strategies from the beginning is so crucial, including offering a quality health benefit to take care of your employees.

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Employee retention: The real cost of losing an employee

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For organizations to thrive in today's economy, finding and retaining the best employees is vital. This is especially challenging for small businesses and nonprofit organizations who have to compete with larger businesses, and larger budgets, for top talent. However, offering a high salary isn't the only way to compete with larger employers-benefits play a large role in employee retention.

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Sandler Leadership Blind Spot – Not Creating a Culture of Accountability [Video]

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Sandler Leadership Blind Spot – Not Creating a Culture of Accountability [Video]

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Dive into the thirteen blind spots many organization leaders will battle at one point. In this series, our president & CEO, Dave Mattson, will provide guidance on how you can overcome these challenges.

We're talking about the blind spot of accountability ... as a matter of fact, not creating a culture of accountability. Organizations that thrive have a culture of accountability. They want their people to be accountable. When I do executive coaching, one of the big complaints with executives, "My people are not accountable."

Quickly, let's figure out whether that's the problem or a symptom. It may be a symptom. Let's look further back into the process. First, is the project or things that they're responsible of doing clear? Is it clearly communicated and did you validate that they understood it? Just because you sent an email or you told them, that doesn't mean it's clear. So was it clear? Did you validate that they understood it?

Next, when is it due? When do we want something? You gotta make sure that everybody knows the date and they've agreed to it.

Next, what does success look like? Your view of success as a leader may be different than their view of success.

Lastly, consequence. Give people public strokes, compliments when they do what you wanted them to do, 'cause they'll keep doing it. On the opposite side, you have to deal with when people don't do what they say they're going to do. The ultimate goal is to have people live up to what they've committed to doing.

Now fast-forward for a second. Maybe you are the issue. You have to be congruent. As a leader, if you give dates, you give timelines, you're supposed to be a meeting at a certain time, you're supposed to have something done by a certain date, you have to live up to it. If not, then you can't expect your people to do what you're not doing. It doesn't work in your family. Your kids say, "Hey, Dad. I hear you saying that, but you're doing it yourself," I have no credibility.

The same thing holds true in your professional life. Make sure you're congruent and make sure that you're setting people up to succeed and not fail.

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Not Creating a Culture of Accountability | Leadership Blind Spots | Sandler Training

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Dive into the thirteen blind spots many organization leaders will battle at one point. In this series, our president & CEO, Dave Mattson, will provide guidance on how you can overcome these challenges. We're talking about the blind spot of accountability ... as a matter of fact, not creating a culture of accountability.

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David Mattson, President and CEO of Sandler, talks about Creating a Culture of Accountability

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David Mattson, President and CEO of Sandler, talks about Creating a Culture of Accountability

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David Mattson, President and CEO of Sandler Training and 6-Time Best-Selling Author, talks about his fifth book, Sandler Rules for Sales Leaders. The book is on sale at https://shop.sandler.com/books/sandler-rules-sales-leaders, as well as, the companion video course: https://shop.sandler.com/online-courses/sandler-rules-sales-leaders-online-course

This year, on Fridays, Dave talks about the attitude, behavior, and techniques of successful sales managers as he shares his thoughts on the 49 Sandler Rules for Sales Leaders.

The How to Succeed Podcast is a public and free podcast from Sandler Training, the worldwide leader in sales, management, and customer service training for individuals all the way up to Fortune 500 companies with over 250 locations around the globe.

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How to Succeed at Creating a Culture of Accountability [Podcast] | Sandler Training

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David Mattson, President and CEO of Sandler Training and 6-Time Best-Selling Author, talks about his fifth book, Sandler Rules for Sales Leaders. The book is on sale at https://shop.sandler.com/books/sandler-rules-sales-leaders, as well as, the companion video course: https://shop.sandler.com/online-courses/sandler-rules-sales-leaders-online-course This year, on Fridays, Dave talks about the attitude, behavior, and techniques of successful sales managers as he shares his thoughts on the 49 Sandler Rules for Sales Leaders.

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Accountability the Sandler Way Book by Hamish Knox

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Accountability the Sandler Way Book by Hamish Knox

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Part of Kindle unlimited on Amazon! https://www.amazon.com/Accountability-Sandler-Way-Hamish-KNox-ebook/dp/B00RNF4A38

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Accountability can be a way of life for your sales team. And it's easier than you think. For most salespeople, "accountability" is a terrifying word. It usually conjures up images of micromanagers controlling their employees' every move. It may even trigger memories of doing punishment laps, push-ups or other hated chores because we failed to live up to an ambiguous standard.

In Accountability the Sandler Way, Hamish Knox shows how sales managers can create an accountability-driven work culture for their teams and themselves by investing just 20 minutes a week. For readers of this book, "accountability" means something very different than what it means for others. It means creating clarity for yourself and your employees around goals (yours and theirs), the path to achieve those goals (yours and theirs) and the consequences triggered by failing to stick to the path. Don't get nervous--no one's going to have to do any punishment laps!

Accountability the Sandler Way gives you all the tools you need to implement a sustainable accountability program for yourself and your team--even when time is tight. Discover that sustainable success in the world of sales comes from being accountable to specific, measurable actions.

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Accountability the Sandler Way - Kindle edition by Knox, Hamish. Download it once and read it on your Kindle device, PC, phones or tablets. Use features like bookmarks, note taking and highlighting while reading Accountability the Sandler Way.

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Gallup survey found that 67% of employees whose managers give positive feedback were fully engaged in their work

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Gallup survey found that 67% of employees whose managers give positive feedback were fully engaged in their work

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16 Positive Feedback Examples That Nurture a Culture of Recognition - Hive

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Mastering the art of impactful recognition when it's not already ingrained in culture can be difficult; so settle in for plenty of positive feedback examples!

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You don’t reward a fish for swimming. 🐟🐠🐡

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During Chapter 2, Wendy briefly mentioned this book.

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Putting our best book forward

Each Great on Kindle book offers a great reading experience, at a better value than print to keep your wallet happy.

Explore your book, then jump right back to where you left off with Page Flip.

View high quality images that let you zoom in to take a closer look.

Enjoy features only possible in digital - start reading right away, carry your library with you, adjust the font, create shareable notes and highlights, and more.

Discover additional details about the events, people, and places in your book, with Wikipedia integration.

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The Infinite Game [Sinek, Simon] on Amazon.com. *FREE* shipping on qualifying offers. The Infinite Game

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It’s not about the nail.

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Quiet: The Power of Introverts in a World That Can't Stop Talking

by Susan Cain

Helps extroverts understand introverts and vice versa.

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Control The Controllables | Desmond Howard | An Own The Room Two Minute Talk®

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Control The Controllables | Desmond Howard | An Own The Room Two Minute Talk®

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"It's been an incredible journey for us - from book studies to informal discussion, the Radical Candor quadrants have become a new vocabulary in our district. The positive impact of Radical Candor has been far-reaching, thank you!"
Becky Peters
St. Vrain Valley School District
Colorado, USA

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Read The Best-Selling Book By Kim Scott | Radical Candor

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"It's been an incredible journey for us - from book studies to informal discussion, the Radical Candor quadrants have become a new vocabulary in our district. The positive impact of Radical Candor has been far-reaching, thank you!" Becky Peters St. Vrain Valley School District Colorado, USA