Your leadership and legacy is as unique as each of your music playlists
RCA introduced the “45” as a way to put one hit song on one side of that little vinyl record. It was named because of its play speed of 45 rpms. Of course, they couldn’t leave the back side blank, so there was always a song on Side B known as the “other” side of the record, the side not often played and doesn’t get a lot of recognition. One thing for sure was the artist could afford to take a risk and be authentic on Side B and sometimes, that recording became hidden hit for many.
I also began to understand that Side B is where I wanted to be, it was most important to me to work from this track, Side B, the silent track of leadership. Those were my strengths and that’s when it changed, that’s when I changed. I understood, Side B is essential to Side A in both music and leadership. We need to be able to balance both skills and behavioral traits to become an extraordinary leader.
Uncovering your Side B is an opportunity for development, much like these Side B songs: Hound Dog by Elvis; Good Riddance by Green Day; I am the Walrus by Beatles; Maggie by Rod Stewart; Can’t Always Get What You Want by Stones; We Will Rock You by Queen. These are all Side Bs hits that people fell into and fell in love with. Let people hear your Side B and become the leader you were meant to be!
RCA introduced the “45” or “7-inch” as a way to put one hit song on one side of that little vinyl record. The most common form of the vinyl single is the “45” (named because of its play speed of 45 rpms) or “7-inch” (it was seven inches in diameter). Of course, they couldn’t leave the other side blank, so there was always a song on side B that was kind of like a younger, less glamorous sibling or the “unpopular” alter ego of side A.
Side B: the secondary, it’s the unpopular side, less glamorous side, the side we don’t often play. It doesn’t get a lot of recognition, but given a chance, it’s probably the hit. Much like these Side B songs: Hound Dog by Elvis; Good Riddance by Green Day; I am the Walrus by Beatles; Maggie by Rod Stewart; Can’t Always Get What You Want by Stones; We Will Rock You by Queen. These are all Side Bs that people fell into and fell in love with. Weren’t we lucky to hear those being played on the radio? And wouldn’t the world be lucky to hear your Side B? Wouldn’t the world be a better place with our Side B? Wouldn’t the company be great? Wouldn’t the employee and customer experience be great? Wouldn’t retention be great?
I also began to understand that Side B is where I wanted to be, it was most important to me to write from this track, Side B, the silent track of leadership. Those were my strengths and that’s when it changed, that’s when I changed.
Are you looking to transform the next generation of leaders to Rock Star status?
Are you having trouble attracting, retaining, and promoting talent that can drive results with passion or execute with positive engagement?
Are you developing your current top talent to bring “both” strategy and trust into your culture?
With over 30+ years experience in B2B Sales and Leadership, I have taken what I have learned and remixed it with a musical element to develop workshops, team meeting breakouts and speaking events to help bring new possibilities for emerging, Hi-PO and seasoned leaders.
And…yes, I am dyslexic and a former swimmer; that is how I began to understand the power of music and how it can help drive results and pave the way to success by focusing on an internal rhythm. Therefore, I must ask, how has your internal rhythm supported you personally and professionally, have you been able to cut through the chatter to enhance creativity, focus and results?
I help your organization transform your HiPo leaders to become Effective Leaders for the Next Generation, taking an innovative approach to development, reviewing individual strengths and pitfalls. As an accredited professional with the Harrison’s Assessment™, we examine a series of Paradoxical Leadership Skills; all while understanding how the Power of Music can be effective for Clarity, Focus and Creativity.
Are you ready to become a Rock Star Leader?
Are you ready to Bring the Leadership Team in rhythm?
An innovative way to explore the legacy you will leave with the people you serve.
Genuine leadership has the potential to a long-lasting legacy. In Side B, author Paula S. White uses her keen insight for leadership and passion for music as she unlocks new doors for seasoned and aspiring leaders.
Throughout Side B, readers will develop the ultimate leadership growth hack; their Side B Legacy.
The Side B Legacy is an X factor quality that draws its power from 10 positive emotion-based behaviors. In fostering these behaviors, readers will begin to see their life more like a composition of music, with each note ringing out and leaving behind lasting resonance.
As an acclaimed lyricist, coach, and lifelong lover of music, Paula S. White takes readers through a vision of cultivating a better work culture by getting in touch with their dormant leadership potential.
Side B helps leaders:
Everybody has their practical, Side A behaviors that help them complete a resume and fit a job description. But it’s through the mastery of your Side B legacy that unlocks your true leadership potential.
Side B is a masterful composition and Paula S. White is its Maestra. Readers will develop an awareness of their potential and evolve into the leaders that they were truly meant to be.
Have you ever questioned your leadership methods because they don’t fit the traditional mold? Have you tried doing what everyone is doing but it doesn’t feel true to you? Having been in this exact position, Paula is eager and ready to help you.
Paula helps clients utilize their time and money with her distinctive leadership style of “People First.” She believes that when you stay true to yourself, you start to see results. If you’re looking to engage with intentional leadership, work with Paula today and reach new levels of success.
Legacy, referring to the part of you seen by others in any career move, in the way you treat people that you associate with and serve, and how you leave each workday in your natural gift that inspires and impacts others. Often, people do not like to think of the past as the future, but it is important to uncover who you are as you are serving people and help write the future for those generations of leaders coming up, we must prepare the future leaders and leave the team, people, and company in the best shape possible. This is not about making a name for yourself or the title you hold, it is about the silent serving of people. It will ultimately be the people, who describe your legacy, not you. However, if we know the strength, we hold for the best legacy we could leave, then let’s stand in the legacy and work to make it the best part of us, our Side B gift.
In today’s complex work environment, individual talent is not enough to succeed and team performance is equally critical to achieve targets. By identifying the team’s dynamics to maximize their strengths and develop their weaknesses, a manager relies on what they know, which can lead to bias and favoritism. Therefore, we provide a Team Workshop to help managers enhance team performance, by identifying individual strengths and weaknesses, as it relates to the team. Using the Harrison Assessment’s Paradox Theory will enable a deep understanding of the team interactions as well as how everyone’s behaviors contribute to or obstruct team objectives. Harrison’s Team Development results in a step-by-step plan in which each team member can adjust to improve team performance.
The face of sales is changing, and there is an overwhelming need to understand if an employee has the behavioral competency to work remotely. But there is no technology that is 100% reliable and we rely on our intuition. Therefore, we have a tool that has been developed to specifically assess Remote Work Behavioral Competencies to help organizations maximize performance and meet the challenges of working in a remote environment. Using the Harrison Unique Behavioral Competencies framework, we have developed two new competencies for Remote Productivity and Remote Communication. There are two versions of the competencies: One for remote workers and the other for leaders who manage remote workers.