Communication as an effective leadership trait with Kerri Boyles

Episode 3 :
WDYWFY: What Do You Want For Yourself

On the previous episode of The Inspirational Motivational Leadership Podcast, the host Scott DiGiammarino talked about the importance of genuinely caring, and how to motivate people. After that episode, they kept receiving all these emails and calls from people, leaders telling them to put up courses about how to care or how to genuinely care. People are asking if there is a better way to show it like a system or a process. “Is there a better way that they can be the best leader?” Scott recalled when he was at the American Express, they used to have this General Sales Manager named Doug Lennick, who was one of the greatest leaders in the history of mankind. Scott shared that he is the type of guy you want to run through a wall from. 


He is the president and CEO of an organization called Think2Perform. And what he basically taught them was this process called WDYWFY which stands for, What Do You Want For Yourself. In this episode, Scott shares the process they went through with it. So he gave a scenario as an example imagining that he worked for them, or that he was in their classroom, or he was on their team and the listeners as the Empowering type of leader which Scott mentioned on the previous episode, who genuinely care about their employees’ goals, both personally and professionally. Leaders who would take time to interview him twice in a year. Scott shares that the basic question the leader would ask is, “Tell me about what your goals are, this year. What’s important to you personally, what’s important to you professionally, and what’s important to you from a personal development standpoint.” 


Scott then continued with the scenario for leaders to apply the WDYWFY process, the first thing he would have to do is to have a goal. And Scott says, that the goal has to pass this thing called the acid test. In other words, can he afford it time wise mentally sacrificially and emphasizing on the importance of having a written goal. The second thing is they have to have a plan. So when they have a plan, there are things that need to be done on a certain timeline. And in doing so, there’s a greater chance to hit the goal. Scott mentions number three is to implement the plan. To actually, do the work. And in doing so, he need some help and support. The leader should call once a week for follow up making sure he is doing it. The next is Controlling Direction, he need to keep score. Check the percentage achievement of the goal of how far they’re reaching it. And lastly, this thing called Throwing off Discouragement. Scott shares that we all have competing emotions, especially in the face of adversity. When things are going great we don’t want to get too high, and things are going bad we don’t want to get too low. We want to have an even keel. So the ability to cope on a consistent basis is important to reach goals. 




Scott shares a great a personal example happened to him with his old boss. They moved from Boston to Washington DC for the American Express region assignment. They were new in the area, with his  wife and with his six months old daughter, Amanda.  They don’t know that to do, they don’t know anyone. Scott was a workaholic back in the day, so he would start the Monday at seven o’clock and worked eleven o’clock every night and would just do whatever he possibly could to be successful. He was all about hustle one on one. So his boss came to him one time and did this WDYWFY process. And he was asked by his boss, “What are your goals?” He continued sharing that he was talking about business goals. His boss said that wasn’t enough that he’d got to have personal goals. And he said, “Well, I’d like to be a great dad. I love to be a great husband. I’d like to be kind of good to myself as well.” Scott’s boss suggested him to have a mandatory “Date Night”. Every Wednesday, at four o’clock, Scott had to leave the office and to go home and spend time with his family. And he heard it, and understood it but didn’t necessarily want to do it because he was all about growing the organization. So the first couple of Wednesday’s that went by he’d missed the deadline because something came up in the office.

His boss monitors him and kept asking him about it during their weekly one on ones. Scott’s boss then called his assistant, Susan, and told her not to book anything after 3:30pm on Wednesdays. And if Scott doesn’t leave the office, by four o’clock, she would physically go in his office, drag him out, walk him in his car and say, “I’ll see you tomorrow”. Scott shares that his assistant actually did that multiple times. So that was really funny for him. Scott then realized that he could get just as much done, if not more, not working on all those crazy hours and have at all. A great family life. He can be a great dad, a great husband, and he can be better for himself while running the business. Scott proudly shared that his boss at the time named Bob Harden, made a dramatic difference on Scott’s life both personally and professionally. Scott said, “He’s, quite frankly, someone I’ll just never forget.”


 “How cool would it be for you, as a leader, to never be forgotten by the people you lead.” – Scott


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