An internationally recognized name expert, Sharon Lynn Wyeth can determine the strengths, challenges, and the purpose of one’s life by deciphering their name. On today’s show, Alicia Couri brings her on to talk about leadership and the clues you can find in your name to discover your leadership style. Sharon is a bestselling author and an international Neimology expert. She is known as the “name lady” for creating a system to know someone better by interpreting their name.
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Are Clues To Your Leadership Style Found In Your Name? With Sharon Lynn Wyeth
Neimology Creator Says YES
My guest on this episode is Sharón Lynn Wyeth. Sharón is so fascinating. I had to have her on the show because not only has she created something so spectacular, but we’re also going to talk about her leadership. Sharón Lynn Wyeth is an internationally recognized name expert. She can determine one’s strengths, challenges, and the purpose of one’s life by deciphering a person’s name. Sharón created Neimology Science, the study of the placement of the letters in a name after fifteen years of research. Sharón assists HR business departments to narrow down candidates to be interviewed.
She assists lawyers in how to present cases to judges and helps couples and families to communicate better. Sharón also creates names for new businesses, new products, and when people wish to change their name, she also helps them with that. She’s written several bestselling books and is a frequent guest on radio and television. Her website is www.KnowTheName.com. In this episode, we’re talking about leadership with Sharón because she also has an extensive background in teaching and administration. We’re going to mix all of that up together and talk about leadership, confidence, and your name all at once. This is going to be awesome. Hi, Sharón.
Thanks for having me on your show, Alicia.
You’re welcome. Let me start off with what is your leadership philosophy?
My leadership philosophy is simple. You don’t make any decision that the people that are working with you can make for themselves. You would want to empower the people that are working with you. Teachers used to come to me and say, “I’d like to try this in the classroom.” I’d say, “You’re the teacher. Try it.” Sometimes it’s going to work. Sometimes it’s not. If it works, keep going. You don’t need to tell me. If it doesn’t work, immediately tell me because that way I can fend off the phone calls. If it doesn’t work, I’m not going to be upset. If you don’t have the liberty to keep doing something different, how are you going to grow? You’re not.
I love the way you phrased it and the way you put it. I had a guest talk about how these Inc. 5000 companies that he had interviewed celebrate failures. At the end of the year, they give awards for the biggest failures as well because that is how they all grew. They want their teams and their people to know it’s okay to take a chance. It’s okay to try something. If it doesn’t work, great. We’ve learned something.
Do you know what the word FAIL stands for? It stands for First Attempt In Learning.
I’ve never heard that one before. That is awesome. I’m going to put that on a wall.
I used to say that to my students too. They’d walk into the classroom for the first time and there was this big sign up that said FAIL and underneath it was First Attempt In Learning. It was like saying, “I don’t expect you to do it right the first time or the second time and possibly the third or fourth time. However, we don’t give up in here.”
I want to switch gears for a moment because I want to ask you about Neimology. How did that whole thing come about? Being a teacher and administrator, how did Neimology Science come around.
When I was making my seating chart in my seventh year of teaching when I was 26, I started putting down the names randomly like I always do at the beginning of the year. You want to let the children know that you’re the one in charge. You don’t want them sitting how they want to sit. You put it down randomly. Only my brain was saying, “Don’t put Joshua next to Julie because together, they’re going to be clowns. Stephanie is going to be stubborn. Put her over on the side so you don’t have to change your seat so often. Darren is going to need extra help so put him upfront.”
It didn’t dawn on me until I started my fourth class that I went, “I don’t know who these students are yet.” I went back and I wrote down my impression of every student. All I had was their names. I put it away until winter break and when I got it out at winter break, I looked at it and I was astonished at the accuracy. I said, “My brain has picked up some patterning, how do I make what’s unconscious conscious?” I have to admit, I was a math major in college and I have my Master’s degree so my brain is thoroughly trained in patterns. It took me fifteen years to figure out all the patterns. I went and traveled to over 70 countries testing it when I was invited to speak. Everybody wanted more information. That’s what caused the book to come out and the consequential books, and for me to move after 40 years in education into just doing the Neimology Science.
Isn’t the brain so phenomenal on how it can do these things? I love how you’re so generous with your gift. It is a gift that your brain works in this way. You were able to unpack that and create that system and process that now you teach and you certify other people how to do this.
They can do it as well as I can.
Because you’ve created such a system to follow. It is a science, you have broken it down so it is an accurate and repeatable science.
The trademark company, when I wanted to trademark Neimology, they wouldn’t let me trademark it unless I called it a science. That’s why it’s called Neimology Science.
It is a science. It’s not a theory anymore and you have proven that it works. How can this help someone? I believe that neither confidence nor leadership is something that you’re born with. It’s something that you develop. Do you agree with that? How can someone know in their name how to be more confident? Is that even something that they can do?
Leadership or leadership styles show up in a name. Whether you want to be the leader or not, that makes a big difference. In your name and in my name, if somebody else wants to be the leader, it’s okay with us. As long as they’re competent. If you’re not competent, get out of the way, we’re taking over.
That is so true. I’m fine with someone else leading, but if they’re not doing a good job, I’ll step in there.
That’s true of people whose first vowel is an A. You’ve got it in your name, I’ve got it in my name. The placement of the vowel doesn’t matter. It’s the first vowel that you see. You’ve got to recognize which people want or choose to be leaders because that’s how they learn and grow, and which of us are worker bees. We’re happy being the worker bee but just know what you’re doing. The style of how somebody leads is there in the name.
For example, you and I had to learn how not to micromanage when we were leaders. The first thing is you’re not quite doing it exactly the way we’d like it done, so we’re going to micromanage and that freezes everybody up. They go, “I don’t want to work for this one.” We have to learn if we already know that’s our technique or that’s where we go, then we go, “Don’t do that.” How else can I present something so I’m not micromanaging?
I’m not one with details. I don’t like a lot of detail so I don’t like to go deep into details with people. I like to tell them, “This is the outcome.” That’s how I’ve learned to be free and you come up with the outcome. This is what I want at the end of this.
You can come up with a pathway. In my name, I’m so detail-oriented that I’m like, “You missed one.” If they can make a decision for themselves, do it. I had to grow into treating my teachers like I treated my students. I wanted my students to mature. I wanted them to grow so I learned to do similar things with the teachers.
Some of those things are in your name, and it can be a hindrance or it can be an asset.
If you know what they are, then you go, “This is where I choose to adjust so the picayunishy of my name doesn’t come out with somebody or the overly generousness of somebody else’s name wouldn’t come out. There are certain letters or combinations of letters that cause somebody to be an excellent leader. There are other letters that say, “This person is a good leader, but they’re hard to work for.”
Give me some examples of those combos.
If a name starts with a C, those people lead because that’s how they grow. If you grow or you learn from them, that’s up to you. They’re leading so they can grow. The C and O combination is one of the most difficult to work for because they’re so controlling. It makes it difficult to work for them unless you totally align with how they want things done, you’re going to feel like, “I can’t breathe with this boss.” On the other hand, you have Ks that when the first letter of a name is a K, they naturally lead where everybody benefits. They don’t feel they win unless everybody wins. The K and E are one of the best at that because then they have the empathy and the people skills to go along with their leading style where everybody wins when they lead.
The T’s lead. If the first name starts with a T, those guys like to be on top. You want to hang your hitch to one of those. If they’re on the ladder going up, you want to hang your hitch because they’ll pull you up there with them. If you know the different letters and how they do it, if the first letter is a B they’re competitive. Do you want to compete? Is that what gets you going? Work with a B because they want to be the best. They want to be better than everybody else. The competition is on. If competition spurs you, you want to work with somebody whose first letter is a B.
Does it matter if it’s a first name or a middle name or the last name?
I’m talking about the first letters of first names. If it’s the first letter of a middle name, they’re only like that sometimes because the middle name explains intermittent behaviors, where the first name is consistent behaviors. Going on with the last name, the last name is our environmental influence and who we attract to us. Our first name is our nature and our last name is our nurture.
I have to take your course because I need to learn all of this. This is so fascinating.
It only takes fifteen hours.
We can find fifteen hours to do it.
It took me fifteen years to figure out but I can teach it in fifteen hours. Think about it as two days.
That’s amazing. That’s leadership. What about confidence? Some people are like, “I’m introverted,” or “I’m extroverted.” I said, “Confidence has nothing to do with introversion or extroversion.” How does confidence show up in our names?
Confidence to me is knowing that you have the ability to do something, “I’m good at this.” There’s your confidence. I will readily admit that I’m not good at some things. That’s what we pay other people to do. It’s like, “I’d rather pay for that one.” Confidence shows up with the letter L and it depends on where it is in a name. If it’s at the first letter or the beginning of a name, they get confident their entire life. Yours is right after your A. You have confidence your entire life but you could lose it. It depends on what letters follow that letter L. You can lose it and regain it.
Which is what happened with me. I lost it and I regained it.
That’s if the L is at the beginning and you’ve got to watch those other letters. If the L is in the middle, it’s never an issue. They’ve got confidence in their whole lives. If the L is at the end of the name of the first name again, they gain confidence as the years go by. They gain more and more confidence. Not every name has an L in it, so then you’ve got to look at the other letters and say, “Where are they going to get it? What are they good at?” Sometimes people need help seeing where their talents are?Leadership means accepting responsibilities. Click To Tweet
We drove four vans from San Antonio to NASA in Houston for our eighth graders when I was teaching at Nimitz Middle School there. We did that to give our kids an experience. On the way home, as teachers that were driving, we had gotten up early. The kids were still sleeping on the bus the whole time we got there. We got there at 8:00 AM, which meant we left at 4:00 AM. On the way home at the end of the day, we were tired. I said to the kids, “You need to keep me awake by talking to me. I’ve got to keep my brain going so I can stay awake for this for hours coming home.”
I had a child in the front seat with me and I said, “What do you want to do when you grow up? What do you want to study?” He goes, “I don’t know.” I said, “What are you good at?” The kid goes, “I don’t know.” Every question I asked was, “I don’t know.” It was never the right answer. I used that child’s name and I said, “This is what I’ve observed about you and this is where I see your real gifts and talents are. This would be good in these occupations. You can go in this direction.” Two kids that were awake in the next seat back said, “Can we be next?”
I was thinking about that and I thought, we are failing our students if by eighth grade, which is what I was teaching that year, they don’t have an idea or clue what they’re good at, where their strengths are, and what fields those strengths can move into where you could celebrate your successes. What I found is if you celebrate somebody’s successes and work on their gifts, if they have a weakness that needs to be stronger and able to support their gift, they learn it. If somebody’s good in science, but they’re not so good in math, once they realize they need the math and are able to do the science, they learn the math.
When I was in school, I had dreamed of being a lawyer. Back then I went to high school in Trinidad and French was a prerequisite. We had to take French in order to take Latin in order to do Law. My French teacher did not want me in her class. She said, “No,” because I was willing to do the French before. Before that, I wasn’t willing to do French and that’s why she didn’t want me in her class. Before I could care less. When I learned that I needed French in order to continue along this path that I wanted to take, I went to her and I said, “I want to be in your class. I want to take French because I need to take French in order to be able to take Latin by this grade.” She said, “No, you’re not coming to my class.” That completely devastated me forever becoming a lawyer. It probably worked out for the best anyway.
I look at that and I think teachers don’t have that right. I look at it as even if somebody asked me in a classroom, the 3rd or 4th time in a row after I’ve already answered something for the other students and it’s the same question again, I look at it as thank you for giving me an opportunity to answer this question again because you’re showing me you still wish to learn. I haven’t done a good enough job answering this question or you wouldn’t need to ask it again. I never blamed the student. It’s always, “I must have messed up. Thank you for giving me another opportunity.”
That’s leadership. It’s accepting those responsibilities for communication.
I look at it as you don’t want to shut somebody down if they’re willing to learn or they’re willing to act and grow. It’s the same thing when I had teachers. When I was a principal, it was like, “Do something new. Try something different. You don’t need permission. If it blows, tell me because I’ll get the phone calls.” The deal is if a parent calls and complains, and I already knew that it failed, I can say on the phone, “They were doing something different and something new. It didn’t work. They’re not going to do it again. We’ve figured out how it needs to be modified.” That parent comes down and goes, “Okay. It’s not an issue.” If the parent calls and I have no clue, it escalates. They get more nervous, then we have a problem. That’s why I always say, “I’ve got your back if you tell me.”
Leadership traits for kids, you can recognize certain things. How can parents nurture that in their children when they see something? My daughter whom we talked about the last time we spoke, my oldest. Her name starts with a C. When she was in preschool, she was three years old. The second day, they came to me and they said, “Your daughter is a natural-born leader.” By the end of the week, we were asked not to come back.
Because she wants to take over.
She had all the kids doing stuff that they didn’t want the kids to do. They were like, “I don’t think she’s ready for preschool.” That was a nice way of saying, “Don’t bring her back.”
She is ready. You take your leaders and you say, “This is the direction where we wish to go. How would you do this? Let’s talk about it,” then you let them loose.
She was three at the time.
My children both will tell you that they’ve made all of their own decisions since they were thirteen because we would have discussions over the dinner table and we’d say, “This is what’s coming up or this is what’s happening. If we make what decision, what do you think the consequences of that choice are going to be?” We’d look at what we could choose. This way, that way or the next way, but what do you think the consequences are going to be? We learn to make choices based on the probable consequences of that choice. I would always say, “We’ve had this great decision or great discussion, now I’m making the decision. We’re going to do this.” The minute they turned thirteen, I said, “We’ve had this great discussion, what are you going to do?” After they did it, I’d always ask them, “How did it go? What parts do you want to keep? What parts do you want to change?” Because you’re not with your children all the time.
You need to give them good decision-making abilities and problem-solving,
You want them to think beyond the immediate. If you do that, what’s the probable consequence? If you do this way, what do you think is the natural reaction? They used to call me at different times, even through college and they’d say, “These are all the possible consequences I’ve thought of because these are the actions. Have I missed any? Is there anything I’m not seeing?” Those calls got further and further apart until it was almost nonexistent. My son called me and said, “Mom, I need your advice.” I went, “This hasn’t happened since college. I am so ready.” You encourage them to make choices and decisions because the qualities we want in our leaders are the hardest qualities for a parent to put up within the child when they’re kids. All of a sudden, you want them to have those qualities as an adult? Where are they going to get them?
How are they going to get them? This doesn’t magically happen when they turn 21.
You guide them all the way along. It’s the same when the kids would come into the office or we had a problem with students, parents, or whatever. We talk about, what do you want as the end result for your child. How are we going to get there? We’re on the same team. I used to always say that many times to the parent, “We are on the same team. We both want your child to succeed unless you don’t. I know I do.” We get communication going on, “How are we going to get your child from where your child is to where we both would like your child to be? This a team approach. They’re only with us part of the day and they’re with you part of the day. How are we going to support each other?”
As you were developing the Neimology Science and having that instinct to do it before you broke it down, were your children ever like, “Mom is going to find out about this. She’s already going to know. She already knows.”
They would say, “Yes, mom. We don’t want to know.” It was funny because at the beginning, it was like, “I’m so embarrassed. You can tell me all about my friends.” They couldn’t get away with anything. Sometimes they’d go, “Who told you?” I’d go, “Nobody needed to tell me. It sits right there in your name.”
It says bad news all over you.
When my kids got into college, it became different. I only lived 2 miles from my son’s college. He would bring people as a study group to our house to study around the kitchen table because they get fed at the same time. When they would leave, he’d go, “Mom, you met everybody here. Tell me about this one, tell me about this one.” My daughter was the opposite. She was dating somebody that she ended up marrying. The whole time she was dating him, she called him every nickname in the book because she was not going to give me his name. When I met my son’s future wife, he said, “Don’t tell her your name. She gets too much knowledge. Don’t tell her.”
Don’t tell her she has too much information in that.
I remember when I met her, I said, “At least you’re going to give me your first name.” I thought that’s the beginning for me and I started asking questions. My son had said, “What she can figure out from that name is amazing. Don’t give her information.”
You’re the CIA.
When I left, she said to my son, “I was good. I didn’t give her any information.” I said, “You did. This is how old you are. Here’s where you graduated. You have no idea.” She’s like, “How did you figure that out?” I said, “You said you were artistic so you showed me some of your paintings. You signed your paintings. There’s your last name.”
You are stealthy.
I thought I’m not doing it to be nosy. This person is incredibly important in my child’s life. I want to get to know this person because I don’t want to be that mother-in-law that goes, “I can’t stand this kid.” I thought I want to be able to go after common ground.
That’s who you are. That’s your character anyway because you are always seeking the best for the student, the child, and your own child. You’re always looking for the best outcome.
Hopefully, we all do that.
You know that there are certain name combinations to stay away from. I know I can’t coach certain people, because of their name. They’re not going to listen to me. That makes you valuable when you’re coaching.
I know that there are certain names when they come to me that I go, “One of my students will work better for you. You’ll get more out of them.” It’s not because I choose not to work with that person or I don’t like that person. It’s just that I watched the conflicts between our letter combinations. I don’t want to work that hard and two, they will listen better and get more out of somebody that doesn’t have the combinations in my name. For example, in my name, I have incredible fairness issues. If we’re not going to set it up where it’s fair and it’s a win-win, I don’t want to play. It was funny because I have taught every third-grade through a four-year college, and everything in between but middle school is my favorite. They go, “Why with all your math knowledge do you want to teach middle school?” I can influence them the best in a good direction because they’re pulling away from the influence of mom and dad, but they still want guidance. That’s the most influential time period with a student. You make so many decisions while you’re in those middle school grades.
I have a middle schooler so I know how that could be.
We need to build up our middle schoolers, especially, so they don’t drop out because mentally that’s where we lose them.
That’s what happened with my oldest in middle school. That’s when she started to pull away. Let’s talk about certain traits because we talked about leadership and confidence. We did have this conversation about math. Can you tell in the name who’s going to be more adapted to mathematics, science, languages to sports? Is that in the name?
Yes, that’s very much in the name. I have to laugh when you say that because there was one person who called me and said, “I would like to learn Neimology Science.” I said, “You don’t have one letter in your name that says this is going to be easy. I want you to do something else. This is going to be so hard for you and I’m willing to work with you, but it’s not going to be easy.”
Can I ask if that’s me? Because I want to learn it but not if it’s going to pull my hair out.
You’ve got letters in your name that will cause you to work hard and get it. If you follow the system, you’ll get it because you’ll put in the work because you have a tendency to be a workaholic. If you want something, you go for it and work for it. I’m not concerned about you learning it. She had play letters in her name all the way through and no letters that say she pays attention to any detail. I thought, “The whole thing is details.” Long story short is I always say, “You can retake the class as many times as you want, whatever it takes to get it.” She took the first class three times. She took the second class twice, and I’ll tell you, she’s one of the best out there. She was so determined and worked. I was constantly saying, “You can’t make this stuff up. You’ve got to go with what the letters say. You’ve got to study it.” Now she’s got it. The answer is yes, you can. People with Ns in their name, if it’s in the first name, it’s natural for them and they can pick up things. If it’s in the middle name, they already got it. They came in with it. If it’s in the last name, other people are teaching them how to do it, but they’re receptive to it. The N’s pay attention to the details. If you have an N in your name, it’s easier for you to learn something that is detail-oriented than the people with no N’s in their name.
I have no Ns anywhere.If you’re willing to learn, you’re willing to act and grow. Click To Tweet
You were saying you don’t want to pay attention to the details. You want to get the end result. I thought, “There’s no N in the name.”
Alicia Camille Maria Davis Couri. There are no Ns.
If they have the O and N combination in their name, it means that they have a thinking pattern that is logical deductive, step-by-step. That’s important. I had an O and N in my first name and I have ON in my last name. It was like, “I’m good with these two.” I have four N’s and my birth name. I thought, “This is why I could do this because I’m good with all these details. That’s why I could do the math.” Does everybody have to have an N? The answer is no because CHs, if they apply themselves like the name Michelle are also good with details, but the CH normally go into science more than they go into math. They need math to support science, it’s not that they love math. That CH combination is science-oriented. That C’s as a whole carry science with them. It’s interesting that you want to be a lawyer but a lawyer’s mind is a scientific mind. You’ve got to break things down.
That’s Camille. That’s the C.
It’s also in Alicia, you’ve got that C in Alicia. The C says, “I need to be in charge of me. Don’t put me underneath your thumb or your fingers or whatnot. I need to be the one in charge of me.” When the first vowel is an I, those people are better off working for themselves because they’re so independent. They are natural leaders and people will come to them before they’ll come to the assigned leader to ask a question. When I would have faculty meetings, when everybody left, I would ask all my people with the first vowel of an I. I called them by name, “Would you guys come up here?” They never realized what I was doing. I would say, “You guys are my natural leaders. Do you have any questions? Because the rest of the faculty is going to ask you before they come and ask me. I need to make sure you guys get it and understand what’s going on.” They never figured out how I’d picked them.
How did you know that? Do you have cameras in the room somewhere? Are you spying on us?
The people with the first vowel of an O, they love to boss other people around.
I know some people like that. I’m going through my mind of all the people I know as you’re talking.
They start young as a kid and they will boss other people around and people listen to them. Those people that you know are going to end up often as a CEO or at least they’ll have autonomy. If they’re not the head guy, they’re going to have autonomy.
What about a U. We’ve gone through all the vowels but the U.
They like to have fun. They’re entertaining. They’re big picture people. If you need somebody to see the big picture and keep everybody on track for the big picture and not want to pay attention to the details, you put a U in there. They’ll keep everybody entertained so they lighten up the workload. However, you don’t want to have too many people with the first vowel of a U on the same committee because nothing will get done. They’ll have a great time but no results.
We’re all having a great time.
Knowing the names helps how you put your teams together. It helps who you assigned to work under whom. I had one company that I was working with. After I’d worked with him for quite a while, they would give me the list of who had applied and the list of the qualities of the job and I would say, “You want this one as your number one and this one as your number two.” I had worked with him quite a while successfully when he said, “I’m going to give you our whole flowchart of where our problems are.” I was able to look at and go, “This one doesn’t work well under here but if you move them over there, they’d be better off.” He was amazed. He said, “You have nailed all of our problems.” I thought, “They’re personal problems.”
You want to hire people that are going to get along with the other people you already have on that team. I was in one situation that I loved. They had hired me to come out there personally, and work with different groups. I love the lady that ushered me. She’s like, “You had this much time to solve their problem.” She kept me on track. We would start by going around and me saying something about each person because they knew I didn’t know them. I couldn’t have memorized all those people’s whatever, just for me to show them that the science works. I’d say, “What problem am I solving?” Being a math person, we love to solve problems. We’re trained for that.
One of these groups had six people around the table and you couldn’t tell from who was sitting who was the lead, but every person had such strong leadership skills all the way across. I said, “You all have that in common.” Somebody spoke up and said, “I’m the leader of this group. Do you see what my problem is? They all want to lead. Nobody wants to follow me.” I said, “All Indian chiefs.” We go into the name and say, “This is how you get them to follow.”
Do you do that one-on-one with someone or do you do it within the group?
I did it within that whole group so everybody could hear that this is what’s needed to cause these chiefs to want to follow the head chief. This is what they’re going to need and this is what each individual is going to need. I loved the ones where I had these two ladies. I had worked with this company before and with these two ladies. I thought, “It’s been four years and they’re still here.” Because both want to quit and not work for each other and one of them says, “We still have a problem.” I said, “We don’t still have a problem. You still have a problem. This is what’s going to be expected of you. If you don’t choose to do it and you don’t comply because you want to do this according to your name, you don’t belong here.” I said, “It’s flat out that you’ve got to decide, do you want to comply or do you want to leave? It’s not we have a problem. There’s no problem over there.”
I love this other company I was working for. They said that both people want to quit if I don’t fire the other one and I’ve got to make a decision. She had worked with me for a while and so I said, “This is what needs to happen. You’ve got a micromanager as the boss, and you’ve got a person that everybody loves and does an incredible job, but can’t stand being micromanaged. That’s where the conflict is. She needs more detailed information and input from him, and he needs her to stop nagging him.”
I said, “Let’s do it this way.” She gives him a job and at the end of every day, he does a voicemail call, a summary of who he talked to and what happened. It will take him less than five minutes at the end of every day and she’ll be satisfied because she’s kept in the loop and she knows what’s going on. That was a few years ago and they’re all still working together. To me, it’s simple. You look at the names, “This is what this one needs. That’s what that one needs.” That way he has more freedom. She’s not bugging them and she’s getting the detail that she needs at the end of every day, what clients he saw and what were the conclusions.
It’s a win-win situation.
You can always make win-wins but you also have to be willing to say, when you look at a name like that one lady, “It’s you. It’s not us. It’s not her. It’s not them. It’s you.”
I want to talk about nicknames because we did mention that. In the sense of nicknames that change the first letter like Roberta and Bobby, Robert and Bob, Margaret and Peggy, William and Bill. How does that even change someone if they go by Peggy, instead of Margaret?
What happens is whatever your birth name is, that’s why you’re here. Your soul has the knowledge and it wants to be able to comprehend the knowledge better. It comes to choosing different experiences that will allow it to comprehend the knowledge that it’s already holding at a deeper level. We come with seven separate things that we would like to comprehend better, and one is what I call an overarching idea and seven ways of getting that done. What happens when we go by a nickname, we are changing how we’re going about those experiences. We are not changing the experiences. I like to say that if your birth name says, “I’ve got to get from LA to New York,” you’ve got a lot of options. You can walk, you can take a bus, you can get on a train, you can hitchhike, you can fly in an airplane. How are you going to get to New York? If you keep changing your name, you’re changing your methodology but you’re not changing the goal.
There you go. That’s a perfect example. Sharón, this has been entertaining, informative and amazing. I can talk to you for hours about all of this, but I know that I am going to learn this because it’s the thing that I love to do for people.
For your readers, I have a special option because these are business people. People keep me on retainer so they can call and ask quick questions and get answers and not have to take a chunk of time. If they’d like to purchase three hours, I’ll give them 3.5 hours for the same price, they’ll get an extra half hour. It’s $500 even. They’ll need to say that they heard it on your show. They’ll get an extra half hour bonus when they pay for three hours.
Thank you so much. I appreciate that. If you’re reading, go to KnowTheName.com and make sure you let her know that you heard it on Leading with Audacious Confidence so you can get that extra bonus half hour to sort out all these issues and situations that you’re having. I do talent optimization but as you told me, Neimology is so much faster and easier. It is fascinating that I can come at this whole team building from a lot of different angles because that’s who I am. I love knowledge and I love to help people. Maybe that’s in my name too.
The people that have the first vowel of an A are the ones that keep the bookstores in operation. I see all the books behind you. We are the ones that buy all the books and do excessive reading because it’s in our names.
I love to learn. I didn’t love to learn in school because of the way they made me learn. When I got out of school I realized that I love knowledge. I love to learn. I get to choose and that might be the L. I get to choose what I learn and don’t tell me what to learn.
What happens is in your name, it needs to be practical. You need to learn things that you can utilize. Why learn that other stuff that you’re never going to use? It needs to be practical. That’s what’s in your name.
Thank you so much for your time. I never got to whatever your biggest mistake has been in leadership, but I don’t care because you’ve given us a lot of great information that we can think about and think about things differently. Go to KnowTheName.com and you can get a reading from Sharón. Take advantage of the three hours that she’s giving you with that extra bonus half hour if you pay for three and learn what’s going on with you, your team, and everything else. Thank you so much and everyone, check out Sharón Lynn Wyeth. You won’t regret it. It will be a blast and you’ll learn a lot. Thank you again, Sharón. Any final words you want to share?
It’s my pleasure, Alicia. It’s always a joy to be able to join you and speak with you.
About Sharon Lynn Wyeth