Your leadership and legacy is as unique as each of your music playlists
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.
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.
Leadership development is a passion of mine and never-ending. As leaders, we get to a point in our career where balancing the daily business grind, expectations and time makes it challenging for self-growth. Therefore, we bring a new innovative way to explore your Authentic Leadership Legacy within you. You will learn to uncover and work to show up each day in your legacy behavior.
At Side B Consulting, we start with understanding your unique business gifts, interests, and values that make you a strong leader, and we will take time to balance your drive and personal goals. We dive deep into understanding your Side B Behavior, what you bring to the table as a whole person for all to see. That is inherently deep within you to best serve your teams, employees, peers, and people from this behavior. We will use music as a metaphor and tool to enhance your experience with Side B Consulting.
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.
Paula S. White has an unwavering passion for music that she applies in order to bring new perspectives and open new possibilities for leaders. Her one-of-a-kind, forward-thinking approach starts with a foundation of heart and mind.
A globally recognized sales leader, Paula has leveraged her talents to scale Inside Sales Teams into multi-million stand-alone sales channels. She has helped organizations achieve 8% – 10% yearly compounded growth, demonstrating success in a wide variety of industries to include travel and tourism, investments, veterinary and healthcare distribution.
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.