Colleen Pelly
speaker
163 appearances
1 recordings
1 series
first heard Apr 2025
last heard Apr 2025
Colleen Pelly’s voice in public audio — every appearance, attributed to the second.
Trend
recordings per month · last 12 monthsNo recordings in the last 12 months.Older appearances are listed below; set an alert to hear about the next one.
Appearances
Hi guys, it's Tony Robbins. You're listening to Habits & Hustle. Crush it.
Yeah, that's right.
Thank you for having me. I'm happy to be here.
Oh, great question. Yeah. And it feels so simple, but I think when you think about self-awareness or like a high emotional intelligence or a high ability to be self-aware for me feels like one of the most important parts.
And I think a lot of it is we talk about a lot of interviews sometimes talk about like what went wrong or like what's an error you made or a mistake you made and being able to be self-aware and hold yourself accountable to what went wrong. And also talk about what you learn and how do we move forward is like that's a beautiful skill to have.
And just being able to articulate what you've done well and metrics and data. So I think there's like a self-awareness piece, what I would say is a really important and really useful part to have.
I think like anything you can work on it, but I definitely think it's something that you have or you don't. In a strong way. Like I think some people think they're self-aware and have no idea what's going on. Yeah, right.
Do you agree? Yeah, 100%. And I think if you take that into what hiring looks like or the recruitment process, we focus so much on a technical requirement for roles. So you're hiring a software engineer, like, What's their coding experience? But if you're ignoring, I love how to read a room. That's one of my favorite ones.
If you're ignoring that and you're ignoring your ability to regulate emotion and have clear conversations and give and receive feedback, they're not going to be successful in the role regardless if they can do the technical skill or not.
Yeah, and it's tricky because there's a bias that can come into play where we like, we want to hire people like us.
So if you're vibing with someone when you're interviewing them, it's so easy to be like, this is amazing. I could absolutely hang out with this person. Yeah. But it's less about like the likability or it's not like, like I think a few years ago, like Google, it would be like, oh, can I have a beer with this person? And it's like, it's not that.
Because you may not necessarily like them as a friend, but do I like their energy and their vibe and their ability to, like, hold a conversation with me? And can I see myself partnering with them? So likability in that way, 100%. And I think part of that, too, is, like, if you're a clear communicator, that likability comes through. So, like, if you're, like…
And I've talked about this before, but I think it's like if there's two people who are the exact same and they have the exact same experience and they bring the exact same energy, but somebody is a better communicator or they have like a higher sense of urgency in the way they communicate, I'm going to pick them every time because they're going to perform better for you.
Probably my most, I mean, I think I have actually do it to a fault. Like I'm so quick in the way I communicate. I almost think I have expectations of everyone. And I'm like, what do you mean you haven't responded in seven minutes? I'm the same way. And people think I'm crazy.
It's so unhealthy. But I think that's why people like working with us.
And so I think this is probably one of the most commonly asked questions. And any business coach will tell me you should have like a very specific niche. So there's a lot of recruiters who are like just tech recruiters or just marketing or just construction. And I've gone so far out of my way to not do that. So I like to focus on purpose-led companies and purpose-driven people.
Recruitment with purpose is our tagline. And I've curated my team. So I do still have a pipeline in tech and in sales and in legal and in finance. But we are so concerned, I guess is the right word, with who the clients we're working with are. Do the way they treat their people and the way they operate their company align with who we are?
Because if you can find your way to feel on the same page or on the same path of that, the recruitment process is so much more authentic. But it's my biggest roadblock.
Because a lot of people, people who don't know anything about recruiting, I would say, in transparency will come back and be like, you know what? I'm going to go with Jen's company because she's done only tech recruiting for 15 years. But it's like, no, really, if you look at my background, I've got retail, I've got tech, I've got cannabis, I've got automotive.
And great recruitment is about understanding the need and honestly caring about candidate and client experience, and you can hire for anyone. My biggest roadblock is getting through, letting people give me a chance to show you what it can actually look like.
Showing 1–20 of 163 · page 1 of 9
Next →