This episode's question is:

Can you please lend advice as to how a person in the Leadership role can encourage the passions of a team, (as a whole, and as individuals) while ensuring emotion based actions are not the end result? Recently I've had numerous team members confusing the passion for a project with their own emotionally based actions within the project. Example: Some team members have disliked decisions [I have] made, and in their protests of the decisions, acted from emotions, throwing forth behavior that could be considered immature; [things like] "I will quit if you don't agree. This is who I am and how I act. It's passionate, which you said is, good!" How [do I] put forth the concept of passion for the project versus individually based emotions?

The talk referenced and grossly misattributed was "Passion is 💩" by Jay Harris.

This episode's question is:

How do you create an environment that is conducive to asking for and receiving help?

The books referenced in this episode were:

• Quiet: The Power of Introverts in a World That Can't Stop Talking
• Drive: The Surprising Truth About What Motivates Us

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Welcome to our first episode! Because this is brand new, we were forced to dig through our emails, IMs, and social media to find questions that we have been asked in the past that we thought would kick things off nicely--and what better way to start something new than a question about the end of something. This episode's question:

I just got fired by my employer. I thought that I was doing better and that I wasn’t at risk, but they let me go. I’m just wondering what do I do now? Where should I look for work? What should I tell my next employer? This really stings, being my first professional job. I could really use some advice.

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