What's going on, Pursuers? Welcome to The Pursuit
of Calling, the podcast that provides you with
the strategies and tools needed to successfully
discover and pursue your calling. Whether it's
through inspiring stories, thought -provoking
interviews, or quick, insightful episodes on
personal growth and development, we've got you
covered. I'm your host, Thomas Carney. Enjoy
the episode. All right. Welcome, Brian, to the
Pursuit of Calling podcast. Good to be here.
And for everyone listening, I met Brian. Brian
and I met at the Maxwell Leadership Conference,
or International Maxwell Conference, which you've
heard me talk about many times. And we met particularly
at the DISC station. which disk you've heard
me talk about before. And it's particularly around
disk profile and more or less a personality assessment.
I was going to call it a test, but I would call
it more of an assessment for you to, one, know
where you're at, but then also people can use
it on their teams to figure out where they're
at as well. So I wanted to bring Brian on. To.
Get a different. Get his perspective. Him being.
Since he was at the disc. I asked him to be on
a podcast. At that. At the conference. At the
station. After we had our discussion. And. Figured.
It'd be really cool. To have somebody. That like.
Would volunteer. For that. To volunteer. To like.
Volunteer or pay. I don't know. Actually how
you got that. Spot. But like. At the station.
But. To. be a person that answered questions
after the event about DISC. So I figured I could
ask some questions, I could get some answers,
and maybe you guys will learn something new too.
So now I'll give you a little bit of intro, Brian.
So who would you say that you are? Who is Brian?
Well, Brian is a problem solver at heart. My
background is as an engineer, actually a chemical
engineer. So I worked for over 33 years in the
rubber chemistry field and working for three
companies, but always at the same location. So
basically one company then sold us, another company
bought it. It was purchased by an equity firm
who built it up to sell it to somebody else.
But I was always a rubber chemist. I did some
product sales, but most of my time was as a rubber
chemist in making rubber belt products. So we
made anywhere from the company as a whole made
non -tires in my whole career. And my part was
always in the belt industry, automotive belts,
lawnmower belts, exercise bands are all kind
of related to that same area. But I joined Maxwell
in 2015. And so while doing that. They highly
encourage you to learn something and apply it.
And so one of those things was mastermind. So
I immediately started doing a mastermind with
my engineering team. And then I went to my engineering
department where I ran and opened it up to them.
And I just, I was having fun doing that. Went
on to do more with the permission of the plant
manager at the manufacturing location I was at.
both the permission of the plant manager and
the personnel manager, HR manager. Very well
supportive of it for many, many years. But eventually
we were then purchased by a company that was
headquartered out of Germany. And after a few
years, my engineering, my new engineering manager
said, We don't want you doing any more leadership
mastermind studies and leadership development.
We want you to step back and just do your engineering
job. And at that point, I've been doing masterminds
and leadership development with people that were
interested in growing for six years. And so that's
kind of the difference of demonstration between
a manager and a leader. A manager tells you what
you're going to do. Or you're not going to do?
And a leader says, oh, you've been doing this
for six years. What do you like doing about it?
We know people are enjoying it. How do we figure
out how to make more of this? And how does it
really add value to the company? So when I was
managed and not led, I then said, how do I get
out of this? Because if you're going to tell
me I can only do the engineering job I've been
doing for 33 years and not something I've grown
into for the last six. then I guess you really
don't care about me and my personal growth that
I've invested in because I involve myself with
Maxwell at both the certification level, the
mentorship level, and I would take vacation each
year so I could invest in me. And now the company
says, eh, we don't want you using any of that
on site. So I had to choose to move on or step
back. And it just didn't seem right for me to
step back and not use what I've been investing
thousands of dollars in. I guess I must figure
out how to do it on my own. So at that time also,
I had already been part of the DISC program.
And DISC is, you're right, Thomas, it's a...
Personality and behavior assessment. It's not
a test. There's no way to test and say, hey,
you have a good or wrong behavior or personality.
Everybody has the personality that they have.
And I like to break the personality assessment
into three steps. First step is understanding
who I am. The second step is understanding there
are other personalities and their personality
is perfect for them. And so the third step then
is proper communication depends on me understanding
the other person's personality and reception
style, their communication style, and not just
the way I want to communicate. It's much like
if you go to a foreign country and you can say,
hey, everyone. English is the international language,
so you must speak English because I speak English
and we're going to all speak the international
language. The problem is if they don't speak
English, you can demand all you want for them
to speak English, but they're not going to learn
it in the next 20 seconds. So the problem is
mine. I have to point to things, draw pictures.
I have to figure out how to communicate what
I am looking for. Whether it's something to eat,
looking for the bathroom, you know, it's my problem
to communicate. And so that's kind of how I like
to demonstrate communication is the third step
in truly understanding behavior. It's the communicator's
situation and challenge to communicate, not just
the receiver's way to figure out what's going
on. So and I did I learned DISC in 2018, 2019.
And then once you're involved with Maxwell at
the mentorship level, at least you have opportunities
then to serve at the at the conferences when
you go back. And so it's called the President's
Advisory Council or PAC for short, President's
Advisory Council, PAC. And so in in about. 2019,
after being on disk, I volunteered to serve.
I guess maybe it was more like 2021. I was then
applying to serve with PAC. And served on the
pack team, on the disc team for a couple of years.
And then the guy that had been chairing it for
a number of years decided to step back. And he
tapped me on the shoulder and said, hey, Brian,
would you like to take over the chairperson's
role for this? I'll volunteer. It's all volunteer
service. And being in charge is still a volunteer
position. So it just. It was my opportunity to
step up and do a little more and make a bigger
difference. And so, yeah, I've been part of serving
at that desk booth for a couple of years now,
full time. And, you know, it's a great, the best
way to learn is to do something with what you're
learning. So that was probably way more than
you wanted for an introduction to Brian, but
there we go. Yeah, well, like we just said there,
the best way to learn is to do something with
what you're learning. That's a good little tidbit
for people to write down. Like they said at the
conference, learn a little, do a little. That
was the quick little Chris Robinson sentence.
So, you know, this podcast is called The Pursuit
of Calling. Now you kind of already dove into
it a little bit with all the stuff you just gave
us. But I want to talk about your calling in
particular. Yeah, so whenever I think about calling,
I have my own thoughts. I have my own, like,
I believe your calling goes with you wherever
you go, no matter what, no matter. what you're
doing, where you are. But I wanted to ask you
that question to see how you interpret that and
talk about you a little bit. Well, I appreciate
that. And let me back up a little bit. Yes, we
talked about who is Brian Peterson. And that's
who is Brian Peterson from The Professional.
personal part is i'm married uh and my spouse
is also my business partner we have two daughters
uh one of them is married and i have so i have
a great son -in -law and we have three grandchildren
so that is a little more personal part of me
um and my calling has often been you know a I
grew up with the phrase, lead, follow, or get
out of the way. So I don't like to complain about
what's not getting done. If something's happening
and needs some attention, I will step up and
lead. Now, I will try not to step on people's
toes in doing that because if it seems like it
should fall within someone else's realm of responsibility.
I might try to see what their perspective on
it is. If they're limited in some fashion, then
I figured out, do I just want to volunteer to
step up and do it? And I'm not looking to be
paid for it type of thing. But sometimes there's
just a right and wrong way to do some things.
And sometimes the right way is just simple action.
And so I believe in acting. and getting something
done. So what I look at in my calling is about
leading self and leading yourself with your money.
So sometimes it's about how you lead your money,
choices with your money. It's about how you lead
yourself with your relationships. And again,
that first relationship is yourself. Another
one is your money. It's all about relationships.
But sometimes it's about your family, your team.
And that's why I like DISC so well. It's one
of the simple tools to better understand that
basic relationship parameter going on. And I
also have a certification to help people in their
relationship with... with god within their faith
that's called god personal social so again part
of that is your relationship with yourself part
of it's a relationship with in your faith and
with god and part of it's that relationship then
with people in that faith faith realm that's
pretty interesting i haven't heard of that um
god personal social certification um That's pretty
cool. I'm going to have to look into that. I
took a note on that. And with all that being
said, and you saying that disk is a useful tool
to help you in these specific certain ways. We
already answered the question, what is DISC?
We talked about it being an assessment to figure
out personalities, yours or Yuta. In certain
circumstances, coaches can use it as tools to
help others figure out theirs. But why is that
useful? Why is it useful to know your DISC profile?
Oh, that's a great question. I guess the simplest
way is who wouldn't want to know about themselves?
I mean, it's easy to ask one's parents and say,
hey, mom and dad, what do you think I'm good
at? Or ask a spouse or a close friend and understand
what they think you're good at. And often we
will trust them. But at the same time, a lot
of times we will. kind of second guess our own
thoughts about what we're good at. We will second
guess or, or, or, uh, say downgrade or, uh, you
know, when people say nice things about us, sometimes
it's our nature to not take them at full face
value. So when you take an assessment that becomes
much more of a third party impartial evaluation
and it says, Hey, this is where you're strong
at and this is where you're not so strong at.
And understanding that it's okay to not be strong
at everything. We aren't going to be an expert
at everything, but we all have strengths in some
areas. And if we're going to be successful, and
by successful, not necessarily financial, but
by successful, we feel... reward. We feel joy.
We feel we've done something of value in what
we do. We will have done that in areas that we
find that we are good at. Rarely are we going
to take something that we're not necessarily
good at and work on it in such a level that it
becomes a strength. And that's okay. We're going
to be successful in things that we're good at.
And that's another thing that I like, especially
with Maxwell DISC, is not only do we understand
our strengths and our behavior, but Maxwell joined
with a company to create this Maxwell DISC assessment
to understand one's leadership strengths as well.
And again, many times when I talk to people about
what their leadership strengths are, they more
easily focus on what they're not good at. leadership
strengths because they say, oh, well, I don't
really connect well to people. Well, connection
to people is one part of it, but the detailing,
the creativity, there are other aspects of leadership
that can be strengths and not necessarily in
areas that you most commonly would think of.
Sometimes even There's a certain level of management
that is a part of leadership that is good tools.
And there's nothing wrong with being a good manager.
It may just mean you can run a process and you
can deal with the nuts and bolts of something
in a very effective manner, supporting the person
that is dealing with the people aspect of things.
And so when you understand where your strengths
really lie. from a maxwell disc assessment tool
you can you can focus more on where you're strong
and not you know and basically you hire or you
find other ways to have somebody else deal in
the things that you're not so strong at i think
one thing that'd be really useful for the listeners
would be I told you my profile. It's called a
contemplator. I think it's a CDS. And I was curious
if you could, I know this is off the cuff, but
I was curious if you could tell me and tell the
listeners a little bit more about that personality
profile, what it means. Okay. Yeah, you are catching
me a little bit off guard. So the CDS, let me
back up with a little explanation. When people
would take an assessment, the most common assessment
involves two letters, D, I, S, or C. So it's
two of those letters. And let me just, I want
to back up even further. First, I know your podcast,
I believe it was March 25th. kicking off some
of your highlights of the whole Maxwell Conference,
you really dug into this. So there's a great
explanation already there for understanding what
DISC stands for. So people can go back and listen
to that. So the DISC styles break up into combinations
of the DISC letters. And so two letters are the
most common to... have a person style, their
personality style is described by two letters.
Occasionally, it's described by three letters.
Less occasionally, it would be described as only
one letter. And it's never described with four
letters. Nobody ever has all four letters, at
least not a living person. We'll say it that
way. So at CDS means that the first, the most
dominant style is the C. And that style is described
as being one that is reserved and task focused.
So let's just maybe just break down those three
letters first of all. So the second letter was
D. So that is a outgoing task oriented style.
And the S is a reserved, people -oriented style.
So in a CDS, that means Thomas sees himself,
because there's three graphs that we get in the
Maxwell chart. So a CDS means that Thomas sees
himself primarily as a more reserved person because
of the C and S styles. and more task -oriented
because it's a CD style, first of all, and the
S brings up a little bit of the reserved people
style. So it's a great style, and all styles
are great, but Thomas has a great style because
he has task -oriented and people -oriented all
combined. He has the nature to be able to see
aspects of both parts. I will tangent off that
to myself. My style is a CD. There are times
where, hey, I'm working in a people -oriented
industry with the coaching and Maxwell leadership.
At times, it's like, why can't I have a people
aspect to me? Now, I do on one of the charts.
It's just not how I typically see myself. I see
myself as predominantly a task -oriented self.
Not a big surprise. That's why I was an engineer
for 33 years. But just to give myself just a
little bit of an opportunity to say there is
people side of me. I was also a lay pastor for
about nine years. So it's not that I don't care
about people. I do like people. I do like people.
It's just I'm a little stronger on the task side.
But anyway, back to that CDS. Okay, C and D.
So let me also just give a description of how
this lays out again to give people just a very
brief description of DISC. So if you would write
down the letters DISC in a clockwise fashion,
starting with a D in the upper left side, and
then the I is in the top right side. S is in
the lower right side, and C is in the bottom
left side. That's how disk chart is formed. So
the D and the C are on the left side, so that's
the task -oriented side. The I and the S are
on the right -hand side, so that's the people
-oriented side. So that's how that breaks out.
And with the D and the I, that's the top side.
That's the outgoing side. The S and C. On the
bottom are the reserve style. So Thomas' first
task oriented because of the C and the D are
on the left side and the S is on the people side
on the right. And so it's a balance of task and
people and a little bit outgoing at times with
the D. So it's about using your style and understanding
your style, but then adjusting how you react
according to the people as you meet. One of the
most fun things to do with DISC, and my wife
and I practice this all the time while watching
movies, is trying to guess what's their style?
Is the person reserved or the outgoing? Are they
people -oriented or task -oriented? Listening
to the things that they say and how they do helps
to know how they're going to react in certain
situations. If a person is very task oriented
and they're going to get into a dangerous situation,
they may be the one that's giving orders and,
you know, and making the decisions because it's,
you know, we got to kind of make an action here.
So let's, you do this and I'll do that. And it's
just, it's a way to practice the style. When
you're dealing with it all the time in our particular
coaching, training, speaking careers that we
do, being able to connect to people. I want to
give two things. As you were talking, I'm like,
man, it would be really cool if they could see
an example of a profile. I was like, oh, I can
just link mine in a Google Drive and put it in
the show notes and people can check it out. So
I'm going to do that. And, yeah, feel free to
look over that. And I think one thing that's
really cool, it gives you, like, who your personality
profile is similar to of people of history. So,
like, I have, like, Aristotle and, like, Einstein.
I'm like, man, that makes me feel pretty good.
I think Mother Teresa was on there, too. And
I'm like, man. And the other thing I thought
of. Oh, man, what was it? Was. I forget, uh,
happen sometimes. Yep. Well, let me just give
you a quick other story from a disc perspective.
So before I was told not to do, uh, some of the,
the, the Maxwell leadership stuff on my, in my
corporate job, uh, I had the opportunity to do,
uh, disc assessments with the plant manager and
the whole production team. And I was, I was not,
uh, All the work I ever did was just because
I was already salaried. Other than the fact that,
you know, assessments are not free. So I was
able to get compensated for all the assessments.
And so must have done about 20, 25 assessments
type of thing. And one of the more interesting
parts of this. Again, remember, the first step
is knowing who you are. The second step is knowing
who others are. And the third step is communicating
in their language. So when the plant manager
found out that they were a strict D, okay, and
a D personality is really 3 % of the population.
And when the plant manager found out they were
a D, what should they do? They should go, ah.
97 % of the population is different than me.
I have a challenge to communicate to the 97 %
of the population that is not who I am. Instead,
the plant manager says, ah, now you all know
that I'm a D, you deal with it and figure out
how to talk to me. Oh, wow, yeah. That's not
how that works. Like, oh my gosh, this is...
Oh, completely wrong. It sounds like a deep personality,
though. It does. And unfortunately, didn't get
much chance to be able to work through that.
It was shortly before COVID happened. And then
that kind of created some new problems. Thanks
for sharing that. I remember you sharing that
reminded me of what I wanted to share. It was
actually. at the conference is this a funny little
story before we wrap up so I was um I was in
my room and I was like going through stuff and
I um picked up a shirt that I recently bought
at the uh little gift the gift store they had
there and I um I should have word today but I
had a whenever i bought it i just kind of i was
looking for something so i was like oh that looks
kind of cool so i picked it up picked uh got
off the hanger brought it bought it and took
to my room and then i got back and then i kind
of didn't do much until a little bit later recorded
episode of the podcast and i was like okay and
i decided to look at the shirt realized i didn't
look at i realized in my head i'd never looked
at the size oh um so i looked at it and i'm i'm
i'm a pretty slim dude and uh it was it's a uh
It's an extra large. And it kind of worked out.
It was a thin hoodie. So I was like, okay, hoodies
can be baggy. But I was like, I'm going to go
try and return it. And I was going to see if
they're still there. It was later in the day.
So I knew it was slim. But I took it. And I was
like, okay, I'm going to walk down there. And
then I guess I felt my water bottle. So I brought
my water bottle with me. And my... There was
a water station on my way down, and I filled
up my water bottle. But once you know it, there's
people that I had already talked to that day
standing, well, one guy that was at my table,
and Yolanda, who was on stage, who was one of
the speakers that spoke, going through the speaking
certification and did that. And she... uh i was
talking to two and i stopped talked to all of
them for a second we're just gonna say hi and
then stood and talked to them for about two hours
and forgot about my shirt um so i um and i told
that to them and they were like how did you like
you're a high c how did you like not look at
the shirt uh size or like like you were tat like
i had like one track of mine straight there and
then i was like sidetracked because i was like
i'd sit there and talk to people so you telling
you saying the s part there's more people oriented
i feel like that shows a nice mix of of my style
pretty well you know it's like man uh but now
i uh yeah just give like people like it's not
just these these um profiles aren't just like
for professional use they're not just in your
professional world they're also they go throughout
your just like your your calling like your personalities
with you all the time uh so like it has to do
with how i um how i speak to people sometimes
i have a plan to head out the door at events
and i'm like i'm gonna go um so i'm just gonna
go say bye to somebody that i just saw for the
first time hi bye sorry sorry my mind's already
ready to leave the head out the door um And that's
just, that's how my personality works out. And
like, sometimes I have to like, you know, catch
myself, uh, in certain situations. But, um, with
all that being said, I, uh, I think this, if
you get the opportunity and I don't know, Brian,
if you know of a easy way for somebody to get
a, um, get an assessment, um, I don't off the
top of my head. I don't have the disk certification
to provide it for people. But I wanted to, I
know that was random in my brain, just kind of
how my brain works. But I wanted to see if you
knew of any way that somebody could get their
assessment done. Sure. But let me add to that
story because one other thing that we did not
cover is the fact that disk, understanding disk
styles. between couples and my wife and I, my
wife also works, uh, you know, as I said, works
with me, we're married, plus we work together
and she also serves on the disc booth as well.
And we love doing disc workshops for people,
but the disc assessment is one of the best tools
that we have found to understand each other.
And, uh, Let me just explain. Since I'm the C
and she's opposite corner, that would be an I.
And when I'm a D, her opposite letter is an S.
I mean, so our predominant characteristics are
opposites and our secondary characteristics are
opposites. So we have what we affectionately
call some intense fellowship opportunities between
the two of us. And just to be clear, that means.
It's intense, and the fellowship is not the best
fellowship, okay? So just be clear what that
means. So yeah, like many couples, we don't always
see eye to eye, and so that becomes a challenge.
But by understanding what each style is, we can
somewhat not offend the other person as deeply
as we have in the past. So the tool is very valuable
for all interpersonal relationships. I'd be willing
to work with somebody to do an assessment. The
thing I do not do is just do an assessment and
you go read the 30 -page results on your own.
If you want a free assessment, you can find...
free disc assessments online and you'll get exactly
what you pay for in free. You'll get a one page
that says a little bit about what your style
is and you'll get exactly what you paid for it.
Now I do an assessment and I do not charge a
lot as much as some do. I'm not going to give
you the price over here, but if you want to reach
out to me at I can give my email if Thomas is
good with that. And I will do an assessment and
do a debrief. So I think it is inappropriate
for me to just give you a 30 -page result for
just the cost of the assessment without charging
a little bit more so you fully understand what
it can mean for you. So my email is brian, B
-R -I -A -N, at leadershipharbor .com. And reach
out to me, brian at leadershipharbor .com. And
you'd like to talk about an assessment, we can
talk about how much that would cost. And if you'd
be interested in what that means, I'd be willing
to just share a free... what did I say, a free
sample report so you can see what the 30 -page
report would look like. I mean, if Thomas is
putting his up, you're going to see what a real
person's assessment is. And if you've listened
to Thomas in his, you know, doing his podcast,
you get an understanding of, oh, this is why
he does this and talks about it that way. You
know, it's his style. Both his personality, but
it'll come out in understanding. The C is about
details. The D is more about the tasks. And the
S is that people caring side as well. So it'll
help explain who Thomas is and how he's doing
his whole podcast. And if you'd like to understand...
This for you and or significant other, family
members, we do assessments for children. Once
a child is about 8 to 10 years old, they have
the capacity to answer the questions to do it.
It's a much simpler assessment at that age. Older
kids, like in high school, age 16 and up, there's
an assessment that helps them understand. It's
a career assessment. I love our basic assessment
that we have, but there are the entrepreneurial
sales, sales leader, and I'm leaving another
one off, that are more targeted to a specific
tool to understand how you may apply your DISC
assessment into what you'd like to do with it.
Awesome. Yeah, I'm definitely going to put the,
his email will be in the show notes for you guys
and for you to reach out to him if you want to
do an assessment. Yeah, I wanted to thank you
for going through all of those because that's,
again, I mentioned it wasn't for, it's not just
for career and for personal, but then I like
that you went into the, it's good in relationships.
and relationships for kids and all those different
aspects of life. Um, so if you're looking for,
if that's something that you'd be interested
in, definitely reach out to Brian. Um, so got
a couple final questions for you just to, uh,
we talked like the big resource we talked about
today was disc. Um, but when it comes to disc
or personality or, um, pursuing your calling,
um, What are the resources that you do typically
refer people to? Well, I like to understand what
people are really looking for. I have been a
personal growth leadership junkie for most of
my life, and it certainly has escalated once
I decided to get involved with Maxwell Leadership.
And every time John has a book come out, every
12 to 18 months, he's got another book, and I'm
reading that book. And then he brings other guests
on and has some of their books. And I'm reading
those too. So it's a matter of what are you trying
to learn? Because I don't want to recommend a
leadership book if you're really interested in
how do I deal with better relationships and complicated
people. It would lead you to other subjects.
I have favorites for me, certainly Maxwell Leadership,
where they talk about leadership. And Mark Cole,
as John Maxwell's CEO of his company, does great
discussions on leadership. Another one of my
favorites is Ed Milet, and he talks about the
power of one. Ed was a sports person coming out
of school, and then when he got injured, he was
like, I got to figure out what else I'm going
to do with my life. And, you know, he is a powerful
faith person, a powerful leadership person, and
very personable down to earth. And I think he's
an amazing person. I love listening to his podcast.
And his power of one is a huge story of basically
of his dad, you know, is what that comes from.
So I don't want to give. that away. That's a
whole talk all by itself. And, uh, you know,
we can have that talk or you can really learn
from Ed what that really means. Cause I'll, I'll
say, cause I'm a father of girls. He'll, he can
make you cry. You know, he's a very emotional
guy and, uh, he's, he's pretty special. Oh, that's
awesome. Uh, well, thank you for those. And as
a, I, Yeah, I've listened to Ed Milet. I like
his... The last interview I remember the most
is the one he did with John Maxwell, or one of
them. But no, I definitely agree with all of
those. I think those are all great podcasts that
really anybody could probably benefit from. I
think anybody would benefit from John Maxwell's
teachings. Anybody would benefit from what Ed
Milet is teaching in his books and his podcast.
So definitely go out and check those out, if
not just one of them. So now that you've been
on the podcast, this is the final question before
we officially wrap it up. Now that you've been
on, who would you recommend as a guest for the
show? Oh, that's a great question. I guess I
know. Marissa Nelson is an amazing woman. Started
with nothing and has built several multi -million
dollar companies. Very financially astute. Just
an amazing person. And she's one to get to know.
Awesome. Awesome. I have her name down. So I
will maybe ask you a little bit more about that
offline because I have not heard of her before.
So once we're done with the recording, we'll
talk for a second. And then maybe we'll see what
comes out of that. But Brian, thank you for coming
on to the Pursuit of Calling podcast. I really
do appreciate it. I said it probably two or three
times before, but thank you for your yes. I am
extremely happy. with this conversation and,
like, just being able to, like, kind of catch
you off guard with my profile. I thought that
was kind of fun. And, yeah, I appreciate it.
For everybody that is listening, thank you for
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Calling podcast. And you already know you can
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