Tag Archive for: Motivational Speaker

Generative AI Won’t Replace Human Interaction

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We Must Keep Investing in Soft Skills and Human Connection in the Workplace

I’ll never forget the year I was leaving an all-day client meeting in Boston and heading to the airport to catch the last flight home. Exhausted, I stepped out of my ride-share vehicle and walked into the terminal—only to find a ghost town at airline ticketing. Not a single agent in sight.

I stood there stunned, suitcase in hand, needing to check a bag. It was my first experience with a fully self-serve kiosk system—ticketing, bag tagging, everything. No human contact.

After a long day of being “on,” I realized all I really wanted in that moment was a simple connection with another person. Even if it was just a quick exchange of pleasantries with a gate agent.

Sure, that particular situation was a “me” moment—but it’s stuck with me ever since.

In a world racing to integrate technology, AI and Generative AI into everything from marketing campaigns to meeting notes, it’s easy to wonder: Are human connection skills still relevant?

Let me be clear: Yes — more than ever.

Generative AI can write reports, brainstorm ideas, make funny jokes (okay, depending on what you find funny) and even emulate empathy with remarkable fluency. But human interaction — genuine, nuanced, and deeply contextual — remains irreplaceable. In fact, the rise of AI, Generative AI and technology advancements only amplifies the need for strong interpersonal skills in the workplace. That is another reason why AI won’t replace human interactions. 

Here’s why:

1. Trust Is Built Through Human Presence

AI can simulate politeness or understanding, but it can’t build trust. Trust is forged in micro-moments: a raised eyebrow in a meeting, a spontaneous hallway check-in, the way someone remembers your kid’s name. These are small, deeply human cues that AI can’t replicate — and they’re essential to team cohesion, leadership, and psychological safety.

Dr. Yoram Solomon emphasizes the importance of human presence in building trust. He advises against relying solely on digital communication methods like emails and text messages, as they lack the non-verbal cues essential for trust-building. Instead, he advocates for in-person interactions to foster intimacy and trust. As he notes, “Choose face-to-face meetings, even if it is a Zoom call. Face-to-face interaction is very important in creating intimacy. Do not resort to sending text messages or email messages. These do not build intimacy, and it does not build trust.”

Dr. Solomon also shares a personal anecdote from his time at Texas Instruments, where he realized the value of stepping out of his office to engage directly with his team. He learned that consistent verbal and non-verbal communication during in-person interactions significantly enhances trust, as it allows others to perceive the alignment between one’s words and actions.

In summary, Dr. Solomon underscores that trust is cultivated through genuine, face-to-face engagement, where people can connect authentically and observe each other’s behaviors and intentions.

2. Emotional Intelligence Drives Innovation

Some of the best ideas are born from vulnerability: someone asking a “stupid” question, a leader admitting uncertainty, or a teammate empathizing with another’s frustration.

Researchers like Amy C. Edmondson at Harvard University says it’s crucial to create a culture where individuals are comfortable being vulnerable and sharing thoughts and feelings without fear or judgement or retaliation. She defines psychological safety as “the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes, and that the team is safe for interpersonal risk taking.” 

Emotional intelligence isn’t a soft skill — it’s a core driver of innovation. AI doesn’t feel fear, pride, or relief. Humans do — and that’s what fuels the breakthroughs.

3. AI Can’t Read the Room

Generative AI is context-blind. It doesn’t sense when a team is deflated, when a joke didn’t land, or when a moment needs silence instead of a solution.  That is another reason why AI won’t replace human interactions. 

Think about the last time you went out to eat. Was your server able to “read” the nonverbal cues of your party? Did you have a pleasant experience? Did you feel like your server was attentive and could understand your needs? 

Our corporate workplaces are no different. Leaders who can read the room and respond accordingly are the ones who build cultures of resilience. No algorithm can replace that intuition. 

4. Work Is Still About People

Even in highly automated industries, work remains deeply human. Customers, clients, coworkers — they all respond to authenticity, empathy, and relationships. AI may help us get things done faster, but it doesn’t connect us. That still takes a person.

A friend was just telling me about how someone repeatedly kept mispronouncing her name, despite correcting the recipient several times. She didn’t want to work with this person because in her words, “it didn’t feel like the person cared about her as a human”.  

So What Should We Do?

As AI and Generative AI continue to evolve, we need to double down on developing the skills that make us uniquely human:

  • Empathy
  • Active listening
  • Constructive feedback
  • Conflict resolution
  • Storytelling and influence
  • Presence and authenticity

These aren’t just “nice to haves” — they’re the future-proof skills that will set leaders, teams, and companies apart.

The Bottom Line

Generative AI is a powerful tool. But connection is still our superpower.

The organizations that will thrive in this next era are the ones that embrace technology and intentionally invest in human interaction. Because no matter how smart the machines get, people will always follow people.

Why Hire a Keynote Speaker, Trainer, or Consultant to help with your culture? 

Investing in human connection isn’t just about theory — it’s about practice. And that’s where an outside voice can make all the difference especially when AI won’t replace human interactions. 

As a keynote speaker, I help audiences reconnect with what makes work meaningful — and what makes teams strong. Through stories of resilience, like kayaking 340 miles in under 60 hours, I highlight how my trademarked keynote called the “Rally Mentality™” can be applied in high-stress workplaces to fuel connection, safety, and performance.

As a trainer and consultant, I work directly with leaders and teams to build the practical skills that matter most in today’s fast-paced, tech-driven environments: communication, self-awareness, trust-building, and collaboration. Whether through workshops, team sessions, or leadership retreats, I create space for people to grow — not just professionally, but as humans.

If your organization is serious about navigating the future of work with both heart and strategy, let’s talk.

📩 Get in touch: Shannon@ShannonMcKain.com
🌐 Learn more: www.ShannonMcKain.com
📱 Connect on LinkedIn: https://www.linkedin.com/in/shannonmckain/ 

Let’s make sure your team doesn’t just adapt to AI — they thrive in spite of it, together.

AI won't replace Human Interactions

ABOUT THE AUTHOR

Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!

The Power of Intrinsic Motivation

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The Power of Intrinsic Motivation: Why It Drives Success More Than External Rewards

What makes people push themselves to achieve great things—without a boss breathing down their neck or a paycheck dangling in front of them? The answer lies in the power of intrinsic motivation, the internal drive to pursue a goal for personal satisfaction rather than external rewards like money or recognition.

Intrinsic Motivation definition: Intrinsic motivation is defined as the doing of an activity for its inherent satisfaction rather than for some separable consequence. When intrinsically motivated, a person is moved to act for the fun or challenge entailed rather than because of external products, pressures, or rewards. NLM

The Science Behind Intrinsic Motivation

Psychologists Edward Deci and Richard Ryan developed Self-Determination Theory (SDT), which identifies three core needs that fuel intrinsic motivation:

  1. Autonomy – The ability to make choices and direct our actions.
  2. Competence – The desire to improve and master skills.
  3. Relatedness – Feeling connected to others and having a sense of purpose.

When these needs are met, people engage in tasks with greater enthusiasm, creativity, and persistence compared to those motivated by external rewards alone.

Data That Proves Intrinsic Motivation Works

  • A study in the Journal of Personality and Social Psychology found that when children were given external rewards for drawing—an activity they previously enjoyed—they actually became less interested in drawing over time. This is known as the over justification effect, where external rewards reduce intrinsic motivation.
  • Research from McKinsey & Company shows that employees who are intrinsically motivated are 46% more engaged and 32% more committed to their jobs compared to those primarily driven by external rewards.
  • A meta-analysis in Psychological Bulletin found that students who are intrinsically motivated achieve higher academic performance and deeper learning retention than those motivated by grades alone.

How to Cultivate Intrinsic Motivation

Whether you’re leading a team, raising kids, or striving for personal growth, fostering intrinsic motivation leads to better long-term success than relying solely on rewards. Here’s how:

  1. Find Meaning – Connect tasks to personal values and larger goals.
  2. Encourage Autonomy – Give yourself or others freedom to choose how to approach tasks.
  3. Focus on Mastery – Shift the focus from results to improvement and progress.
  4. Build a Growth Mindset – Emphasize learning over perfection.

Final Thoughts

Intrinsic motivation is what fuels people to train for marathons, master musical instruments, or push through challenges even when no one is watching. By tapping into what truly drives us, we unlock a level of passion and persistence that no paycheck or trophy can match.

How do you stay intrinsically motivated? Let’s discuss in the comments!

the Power of Intrinsic Motivation

ABOUT THE AUTHOR

Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!

Tags: Competition, inspiration, motivation, MotivationalSpeaker, MR340, Race

The Great Resignation

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Recently Radio Host David Rancken from KRLD NewsRadio 1080 in Dallas contacted me about doing an interview on The Great Resignation. His questions and my answers follow.

The Great Resignation Conversation

David Rancken:

Hey, Shannon. First off, we have to define The Great Resignation. That name has been getting thrown around a lot lately. What is it?

Shannon McKain:

Thank you so much for having me on your show. The Great Resignation is a term coined at the beginning of the pandemic by a professor at Texas A&M. He predicted that this fallout was going to happen. The Great Resignation is simply saying that employees are quitting their jobs left and right.

David Rancken:

There is something to be said for the dynamic shifting some. It has gone from employers have all the control, to now the employees having a little bit more than they would have prior to the pandemic.

Shannon McKain:

Absolutely. It’s important to note that The Great Resignation is talking about employees voluntarily leaving their jobs. It’s not about unemployment or employees that are being let go. So, yes, in a sense, it all comes back to supply and demand. If employees aren’t willing to work under the restrictions or terms and conditions that an employer has, then they’re not going to work for them right now. So that’s the name of the game.

David Rancken:

So why would an employee decide to leave one company to go to another? Is there any guarantee that the other company’s going to be any better?

Shannon McKain:

I don’t know that there’s necessarily a guarantee, but it’s certainly an interesting shift that we’re seeing right now. And I think you just have to look at behaviors and psychology. This even goes prior to the pandemic and The Great Resignation. If you think about generationally, we’ve seen the most recent generations not as loyal as previous generations were to maybe one or two employers. And so, maybe this grass is greener mentality or just the advancement of technology and the opportunities that we have today that weren’t there 40, 50, 60 years ago that you have access to so many more types of jobs and types of employment. And so, therefore, employees can say, “Hey, we want to name the terms.”

David Rancken:

Previous generations would have seen on their resumes if they had multi jobs and multiple companies over a short period of time. They would be considered less hirable.

Shannon McKain:

Correct. Or considered what we would call job hoppers and somebody that wouldn’t stay with us. So therefore, we don’t really want to hire them. But, again, that mentality is shifting today with shifts like The Great Resignation.

David Rancken:

So what industries get hit at the hardest by The Great Resignation?

Shannon McKain:

We’re still looking at that data, but if you look at an overall whole of the information, we’re really seeing that food and service industry-related, also healthcare, and retail types of positions. Those are the three industries that we’re seeing have been hit the hardest over the last year, year and a half by shifts like The Great Resignation.

David Rancken:

If you’re on some kind of a career path, you know you want to be at a certain point at a certain period of your time. If you decide you’re going to leave at one company and then go to a different company, aren’t you starting out at the bottom, and doesn’t that hurt your path?

Shannon McKain:

It’s an interesting question you raise. But what I’m seeing right now with a lot of the employers that my team recruits for, and also looking at the trends and the data and analytics, is that because companies need employees so badly right now, companies are willing to offer new incentives or different types of incentives than we’ve seen before. So it’s not just like, “Oh, you’re now the new low man on the totem pole again, but now maybe we will raise other benefits that you maybe already had, and we’ll get in a raise to keep you, or to get you to come over to us.

David Rancken:

You bring it up that companies are now looking to hire people. Does that mean they have to lower their standards in the kinds of people that they’re going to take on because they need to fill quotas of just bodies?

Shannon McKain:

So that’s another interesting question. With the employers and the CEOs of companies that my team works with, they are not willing to settle just to put a body in a seat. In one sense, it creates a different stress on the current employees because there is a workload that still needs to be accomplished. However, I understand and respect the employers that I’m working with, that they say no: we don’t want to change our workplace culture solely to just go grab candidate A or candidate B. If they don’t fit, they don’t fit. And we’re willing to hold out until we find the right fit.

David Rancken:

How tough is it then for companies, employees that are already there? They’ve given their years. They’ve given their blood, sweat and tears to the particular job they have, to see their company going out and looking to recruit as much as possible. What’s in it for the people to stay where they are?

Shannon McKain:

Yeah. Well, I think in the circumstances that I’ve seen over the last year is that in most circumstances, it’s because the company is expanding. So these are new roles they’re looking to fill. It’s not necessarily because they’ve let somebody go or that they’re looking to let people go. So from that perspective, the psychology is great. Th current employees understand that, “Hey, things are going great here. We’re looking to add more team members to the table.” And I think it all comes back to, again, communication and psychology. If you’re communicating to your current staff, “Hey, this is what we’re trying to achieve here. And if you’ll just bear with us, it might take us a few more months to find the right person. But if you’ll just bear with us.” Then I think it just alludes itself to saying, “Hey, we all understand, and are in agreement about what we’re trying to achieve.”

David Rancken:

Is it a good thing to change companies every so often just to learn a different way of doing something that it could be better for you?

Shannon McKain:

Well, I’m a millennial and I probably come from the mindset that, yes, absolutely. I don’t think it hurts anything to maybe switch it up every three, four, maybe five years. From a recruiting standpoint, it’s an unofficial line where we say, if somebody’s with a company at about seven years, seven years is that marker of saying, we don’t think that that person’s really going to leave, or at least they’re not going to leave as readily as somebody who’s only been there a couple of years. So, from my standpoint, the advantages and the gain of maybe changing it up a little bit is not only monetarily, but as to your point that you can learn new skills and you can learn new perspectives.

David Rancken:

So what happens when an employee says, “That’s it. I’m done. I’m going to another company.” And then they find out that company is worse. Will they go walking back to the old place with their tail between their legs, and will that old place take them back?

Shannon McKain:

Well, again, I can’t speak for others, but what I’ve seen over the last year is that companies know what the market looks like right now. And they know that it’s so much harder right now to be able to find somebody if they have to replace someone. So they’re doing anything and everything they can to keep their current employees. Just to give you a couple of examples, I’ve never seen so many companies so aggressive with increasing pay. Now, this gets into a double-edged sword here because, at the end of the day, human beings are not motivated by money. They’re really not. There are so many other motivating factors that go into why somebody gets up every day, performs the job that they do, goes in and selects the type of work that they want to do and or who they want to work for.

We have a misconception that people are going to be satisfied with an increase in pay. I’ll get to that in a second, but it is happening. And I think employees are “chasing the shiny object syndrome” right now because we are seeing such an inflation in people’s pay and salaries. So again, it’s a double-edged sword. People are getting thrown money at them left and right to either stay or to be recruited to another company. And then, ultimately, at the end of the day, I think we all need to asking ourselves, really, what’s going to make us most happy, most productive, and want to be able to give 110% in our careers?

David Rancken:

Are employees getting smarter about what to ask for from a company?

Shannon McKain:

I think as a culture, we are all getting smarter about what we want out of our lives. The American way or the Western way is that you live to work. You are supposed to work 60, 70, 80 hours a week and not say anything about it. And I think that we’re just getting smarter as humans saying, “Hey, that’s not realistic anymore.”

David Rancken:

Is it the whole concept because the phrase work-life balance has become so popular in the last couple years, especially during the pandemic?

Shannon McKain:

Yes.

David Rancken:

We worry more about making sure we have a balance in our lives.

Shannon McKain:

Yeah, absolutely. #WorkLife balance. Look, at the end of the day, human beings are complex individuals. We have so many different interests. We have so many different pieces of our lives that pull us in different directions. And so, really trying to find that balance and what works. I think also too, the one size fits all mentality, it’s just not applicable anymore. Again, humans are complex creatures, and we need to really understand those intrinsic values and motivations.

David Rancken:

One last question. How long does The Great Resignation last?

Shannon McKain:

Oh, my goodness gracious. I think we were really surprised with the data that just came out from November. We kept seeing this trend of increasing resignations from month, to month, to month, and then it dipped in October. And we thought maybe this is the end of it. But then November, we just saw a record high of 4.5 million resignations. Golly. I think we’ve still got a few months ahead of us here.

David Rancken:

. A follow-up to that one. In another survey you found, almost 30% of people are willing to leave their jobs even if they don’t have another job lined up. They must be really confident they’re going to find something quick.

Shannon McKain:

The psychology behind that, I personally don’t understand. I personally would never put myself in a situation like that. But I guess if the rhetoric that you’re hearing on a daily basis is that there’s all these openings, then maybe yeah. Maybe it is affecting people’s thought process and how they handle that.

David Rancken:

People looking more at jobs versus career. I mean, looking to do, I’m going to do something like this right now, five years from now, maybe doing something different.

Shannon McKain:

I don’t know if the trajectory is still the same as it was 20, 30, 40 plus years ago. We were conditioned to believe that you go to primary school, then college, and then you enter the workforce at the bottom and then you work your way up to management, middle management. And again, I just don’t know if that’s the mindset people have anymore. Again, going back to the idea that we really are honing in on this idea of work-life balance, and mental health, and really trying to take care of ourselves physically, mentally, and emotionally, that a job is a job, and it pays the bills, and it’s not the same as building a career.

The Great Resignation conversation

ABOUT THE AUTHOR

Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!

What Is Your Mountain?

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In competition, how do you know who has the upper hand? Does it depend on size or skill level, or maybe strategy? Perhaps it’s something else. Recently, I faced off against a 14,000 ft. mountain alone and discovered where the upper hand truly lies.

Preparing to climb a 14,000 ft. Mountain

A few years ago, I decided to climb another fourteener, otherwise known as a mountain of that same minimum elevation. However, I struggled to find anyone who would go with me. So, about a year ago, I finally decided that the next time a Colorado speaking engagement came across my desk, I was going to climb with or without anyone. Climbing/hiking has always been a hobby of mine. I had even completed two similar climbs over ten years ago with groups. Taking on this mountain was different. I was going solo.

There are 96 fourteeners in the United States. Fifty-three of those are in Colorado. I live in flat ol’ Dallas.

Trailhead sign marker
Beginning of the hike
1/3 of the way up

Was something like this even possible at this point? After living just above sea level, I began to doubt myself with so much time between climbs. Anxiety set in, thinking about accomplishing this solo, knowing something could potentially go wrong.

One thing I’ve learned recently is that self-reliance yields results. With that, I began daily training with the top of this mountain in sight. I used my phone to log training progress on the stair stepper with a weighted backpack, mini cardio challenges to increase my endurance, and weight lifting reps to build muscle strength. I developed plans, backup plans, and contingency plans.

After three months of diligence, it was time to climb

I boarded a flight to Colorado on a Friday morning for my speaking engagement later that day. It was nice to be doing something familiar like engaging with an audience before something borderline terrifying. I mentioned the next day’s climbing plans to the group, who asked to be kept apprised of my journey to the top. Knowing that my new friends were rooting for me engulfed me with even more determination.

On the long, beautifully scenic drive to the mountains, I learned that the snow conditions on the mountain were slightly worse than anticipated. This was the first wrench in the plan. This wouldn’t be the safest option for a group, let alone, well, being alone. I had never climbed in snow before and needed the least amount of issues as possible.

After arriving into town, I began some research that led to a different peak that wasn’t covered in as much snow. This peak, however, was much farther away.  Thankfully, another hotel was available just an hour from where I stood, so I set off.

I was in bed by midnight. Sleeping was difficult, between weighing the “what if’s” and being too tired to actually fall asleep. I faded slowly…

And then I woke up late! I packed up and scrambled the new trailhead as I thought to myself, “great start, Shannon.” I ended up on Mt. Belford, a Class 2 mountain, which was more difficult than what I was expecting, but I sucked it up and prepared myself mentally for the challenge (in hindsight, I’m still not certain if it was the smartest move).

There I was at 7:30 a.m., late but ready to rock with my gear loaded, boots strapped, and hydropack filled. My spirits screamed “let’s GO,” but then slowly began to realize that cell service was absolutely non-existent and nobody else was around. Most hikers start well before 6 a.m. To make matters worse, Mt. Belford was very much off the beaten path from civilization.

It would have been so easy to just panic but instead, I strategized. Anybody I encountered, ascending or descending, I would keep track of to reference my position on this mountain.

Originally, I had budgeted five hours to ascend and three hours to come back down; gravity and whatnot. But about an hour in, I was already exhausted and seriously wondering if I could do this. It’s well known that to be successful on the mountains, it’s best to reach the summit by noon. Otherwise, you may have to deal with unplanned, sporadic thunderstorms. If you’re on the peak while an afternoon thunderstorm rolls in… good luck.

As I contemplated my exit strategy for bad weather, I remembered that I flew all the way to the middle of Colorado to do this one thing — I can’t quit. That’s when I began to set mini goals, or checkpoints, for myself as I did with my initial training.

“Make it one more hour and then you can take another snack break”

“Count your steps and see how many you can consecutively get before stopping to take another sip of water”

“You may not make it to the top, but let’s see how far you can get in the five hours you committed”

Tiny goals, tiny progress, but everything adds up. Slowly, with each stride and each breath, I knew I would conquer this hill.

As noon drew closer, I began to see other climbers, those who arrived on time, making their descent. “Is anyone still up there,” I would ask. Each person knew the importance of this answer and confirmed that some people were still up at the top.

12:30 p.m. rolled in with the clouds as I continued my way up the mountain. At this point, all other options were gone. I had to hustle to make sure I reached the summit and hope that somebody, anybody was still up there. In no way, could I be up there by myself so late in the day.

The weight of this situation crashed down on every nerve. I could feel the cold air get thinner. I could taste my water supply starting to deplete. I could also see the inevitable clouds begin to swirl ahead. I had to pick up the pace.

I passed the first false summit. 1:00 p.m.

I passed the second false summit. 1:30 p.m.

“Hello?” I yelled a few times to empty terrain. I wasn’t there yet. With part haste and part anxiety, I began to jog. Moments later, around the last switchback, I see shadowy figures up ahead. The last group was making their descent.

“Please! Please! I’ve made it this far. Will you please wait for me to summit?” I shouted.

“It’s right there. We’ll wait, but HURRY!” somebody shouted back.

I continued to run; faster, harder until I finally reached the top.

Finally, I had made it. I stood there, holding back tears. Any sense of urgency to descend was pushed to the side for just a second as I panned across what seemed like the entire rest of the world underneath me in that moment — quiet, still, empty. I pulled out my phone and took one photo before noticing the clouds getting a darker shade of angry. Something was about to happen.

(If you zoom in on the upper left, you can see me in all black climbing to the summit while these folks waited. Also, note the ominous clouds.)
Reaching the summit of Mt. Belford 14,197 ft elevation.

Holding a Mt. Belford sign with the elevation on it.

The climb down

I jumped off the top rock and sprinted toward the nice folks, praying they hadn’t left yet. They were slowly making their way back to the trail. As we joined together, the thunder rumbled. This was our first warning.

We FLEW. Nothing but hiking boots but faster than skis as we zigzagged through the switchbacks. And then the ominous clouds turned for the worst.

Overhead, the sky pelted us with graupel (soft small water pellets). Underneath us, the rocks were loose and the ground was wet. Our clothing became a darker shade as it saturated with water and my toes burned with every step. After an hour of downhill running, we made it below the tree line without getting struck by lightning.

We stopped for a moment in the trees and caught our breath. The nice folks continued their way without me. I had given every remaining ounce of energy in the sprint and somehow needed to find a way to finish my descent.

I eventually did make it down. As soon as I saw my rental car, I fell to the ground and wept. I couldn’t feel my legs. My feet were bloody and bruised. I wasn’t sure if I still had either of my big toenails still attached.

This was one of the most challenging experiences I have ever faced in my life. The mental capacity needed to push one’s self, without anyone or anything to comfort you, is monumental. Without cell service, or music, podcasts, nothing – just sheer will power.

You can plan down to the exact sip of water. You can train with professionals. But when you’re faced with empty terrain, alone, and the “what if’s” start to creep into the back of your mind, the effects are crippling. There were moments when I truly doubted that I would make it to the top, let alone OFF the mountain.

But I did. And I did it by myself. 14,197 ft. June 5, 2021

While this was intended to be a fun activity fueled by my love for hiking, I walked away from this with so much more than a thrill.

During the five hours it took me to ascend, I fought harder for mental endurance than I did physical. Questions swirled in my head every time I stopped to catch my breath. There were times when I considered admitting defeat and turning around. At other times I wondered if I truly could even finish, and what would happen if I couldn’t find help. During the very last hour I lost all feeling in my legs near the point of collapsing. But there was no other choice but to continue. Life was on the line. I had to keep telling myself: “You – Can – Do – This.”

I am 100% convinced that humans are capable of so much more than we realize.

We are all born with varying degrees of physical and mental strength. As children, we begin with education in the classroom and exercising on the playground. We learn to read and write and how to play hopscotch or tetherball. We form passions and opinions and begin to develop a lifestyle with routines and goals. And then we get comfortable and settle, adhering to societal norms and our own checklists.

But what if you pushed even just 10% harder than you thought you could? What if you woke up an hour earlier every day to work toward a goal you really wanted to achieve? What if you really are capable of pursuing that crazy idea you’ve stored away in the back of your mind? What would happen if you really did achieve it?

What would that mean to you?

I spent nine hours climbing a 14,000 ft. mountain by myself. I learned that when my back is against a wall, feet bloody and bruised, knees about to buckle with each step, that I choose to fight back and survive. Because that’s what it takes to cross the finish line, even when you’re weak, broken, and bloody. 

Maybe your goal isn’t a fourteener. But if you’ve read this far, then perhaps you have something in mind, something more you want from life.

So what’s keeping you from climbing your mountain?

An hour in.

Looking for your next Keynote Motivational Speaker? Let’s chat!

Shannon is a motivational speaker and business consultant based in Dallas, TX. She has worked in almost all 50 states with audiences ranging from corporate executives to student leaders.

speaker headshot

Ten Years Speaking Business

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This past December, I was snowed in at my sister’s house in Kansas City writing out my goals and projections for 2021. I had just finished my last virtual keynote of 2020 (from her basement) and was excited to end the year strong when I realized

Drumroll please…….

2021 marks TEN YEARS of owning my speaking/consulting business!

Girl holding a balloon

Wow! I couldn’t believe it. Where had the last decade gone? Whom had I impacted? What had I accomplished?

In those ten years I:

  • Spoke in 45 states (still need Rhode Island, Idaho, Maine, Hawaii and Alaska! Know anyone there?)
  • Addressed over 200,000 audience members
  • Worked with companies like Tesla, Fidelity Investments, Newell-Rubbermaid, Garmin, MIT and more
  • Delivered more than 50 segments for TV programs around the country including: ABC, CBS, Nickelodeon and others
  • Delivered a TEDx Talk
  • Designed apparel to accompany my “Dream It Map It Reach It” initiative that signifies it doesn’t matter where you come from, or what you have in your pockets, you can still dream big and accomplish your dreams

After a decade of both exhilarating highs and lows, I’ve learned a few things from this wild ride. Strap in, I’m taking you with me!

Here are the ten things I’ve learned over the past ten years. 

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1. Start with a solid plan.

When I realized being a motivational speaker and business consultant was in my DNA, I put together a plan. I hired a business coach, asked tons of questions and created benchmarks and mile markers to guide progress and results. I knew my plan may get derailed along the way, but because I knew what I wanted to accomplish, it kept me on the right track for success! Q. What’s your plan for 2021?

2. Mentors, mentors, mentors.

Every successful person has had a mentor, or maybe a few mentors, who offered advice, motivation, encouragement, emotional support and grace.  I wouldn’t be where I am today without a few significant individuals who have walked alongside me over the past decade. It is helpful to have a fresh set of eyes and ears, especially when I’ve needed to make difficult decisions.  Many times, my mentors encouraged me to stick with the plan, even when it got hard.  But sometimes, they provided fresh insight and permission to walk the other way and try a new plan, when my original wasn’t coming together as expected. Q. Who do you look to for advice and encouragement along your journey?

3. When the tides change, learn to change with them!

This feels very relevant for 2020, but the truth is that we encounter obstacles every year (heck, probably ever week) that cause us to shift, pivot, roll with it and figure it out. Did you know that in the spring of 2020, when all of my speaking commitments cancelled, I went back to my sales career for a brief while to help distribute a product that was vital during those early stages of the pandemic?  Was that part of my plan?  No way!  But when 2020 threw me those lemons, I learned to incorporate them until I figured out what would be next.  When you deny change, you deny yourself opportunities and growth. And wow, have I grown tremendously in this past year. Q. How have you grown because you had to adapt to new realities?

4. There’s no one way to define your professional or personal life.

Every story I’ve heard over the last decade has been similar…. But different. There’s no one way to be the best employee, entrepreneur, student, mom, friend or spouse. However, there IS a right way for how you can define your life. It’s all up to you. You get to make your own rules. Don’t let anyone define that for you. Q. How do you describe yourself?

5. Hindsight is 20/20.

I probably should’ve written that book. Or created more online courses. Or said yes to more things. Hindsight is always 20/20. But, we can’t live our lives in the rearview mirror. We have to keep taking action forward! Q. How are you looking forward?

6. Every relationship matters.

I’ll never forget one Tuesday morning in October 2017. I was drinking my coffee and about to start the day when the phone rang. I didn’t recognize the number, but answered like I always do, “Hi this is Shannon!” On the other end was Brian, the president of an audio/visual company I had worked with a few years prior. We chatted for a bit and then he cut to the chase. He was producing an international company conference which included renting out Gillette Stadium in Boston for three days and they wanted me to emcee the entire thing. I was floored. His staff remembered me from another conference I keynoted and thought I would be the perfect fit for this event. It was a dream come true and something I will never take for granted. I’m certainly not perfect at it, but every day I try to treat everyone with kindness and respect. You never know what relationships will come back around in your life. Q. How can you reevaluate your relationships? 

7. Nothing replaces work ethic.

You can study at elite schools, obtain the highest degrees and have unlimited connections, but nothing can take the place of hard work. If you are willing to work hard enough, I believe you can have anything you want.  The best players on the field are not always the biggest, the strongest, or fastest. The same can be said about the workplace.  Despite what the media and news often show, the best in the boardroom are not always the smartest, wealthiest or most educated.  But are they the persistent! Q. How can you increase your work ethic and productivity this next year?

8. Criticism is tough.

There will always be someone who provides solicited (and unsolicited) criticism that makes you question your decisions and your plan. But it’s how you handle the critics that will define you. Detractors are just that – detracting you from your path and your plan. When you can, turn the criticism into fuel to keep you going. Q. It hurts to hear, but how can you turn criticism into a catalyst for you?

9. Your physical health impacts your emotional and mental health.

When I started my business, I was coming off the healthiest time of my life serving as an NFL cheerleader. I was in the best shape I’d been in, which allowed me to work round the clock building my dream business. However, over time running from airport to airport, eating meals out and not getting to the gym as often, caused my metabolism to shift. I felt the energy drain and realized I couldn’t offer as much to my audiences when I wasn’t feeling my absolute best. That’s why I’ve been on a mission to get at least 30 minutes of exercise daily and drinking as much water as possible. Q. I know you know, but are you moving that body of yours?

10. When in doubt, follow your gut.

I’ve learned time and time again; your gut instinct is almost always right. Sure, we put parameters in place to try and guide us, but at the end of the day, if you’ve done the homework, you should feel confident about putting yourself out there and knowing right from wrong. It all works out the way it’s supposed to. Q. Do you trust yourself?

Gratitude – In Closing

Looking back, the one thing I can confidently say is that I am beyond grateful for the journey. The ups, the downs, the twists, and turns. All of it. I can send this note out today knowing that as nervous as I was a decade ago, I still chased my dream. It’s never too late to do what your heart is passionate about. Thank you for being on this journey with me! You inspire me to keep pursuing these passions. I hope you pursue yours! As a matter of fact, let me know what you are chasing. Maybe I can help you get there. Feel free to email me!

Looking for a virtual keynote speaker? A consultant for your team? A coach? Let’s chat! I would be honored to work with you!

Cheers to the next ten!

What does Patrick Mahomes have to do with Emotional Intelligence?

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What does Patrick Mahomes have to do with Emotional Intelligence?

I’ve been studying emotional intelligence for nearly two decades and the more I research, the more I realize no matter how “emotional” one is, we all have an opportunity to grow more “emotionally intelligent.” Recently I asked myself the question: What does Patrick Mahomes have to do with emotional intelligence? 

Specifically, a key factor to the EQ formula includes managing our emotions. It’s not enough to simply have awareness of our emotions. Being able to be in control emotionally is huge but can also be challenging. We are wired to feel emotion through the limbic system in our brain. The degree to which we experience emotions differs from person to person, but we all feel anger, stress, fear, and happiness. It’s how we respond to those emotions that are so important – critical, really – in affecting our interactions with others in the workplace.

Take Kansas City Chiefs 2nd year Quarterback Patrick Mahomes II; who is just 23 years old!  In the spotlight of Monday Night Football’s national stage, Mahomes performed on a level rarely seen in Kansas City let alone in the NFL.  Not only did he display exemplary skill, he also managed his emotions in a way, I believe, helped him lead the Chiefs to their fourth consecutive win!

There were several variables that a person lacking emotional intelligence would have allowed to affect their performance.  Flags disrupting the Chiefs offensive rhythm, the pressure of needing to overcome a ten point 4th quarter deficit, the deafening roar of the opposing fans at Denver’s Mile High Stadium and relentless pressure from the Bronco’s defense. But during all of it, I barely saw Mahomes get worked up. Instead, he was calm and collected for almost the entire game. That is a huge part of what emotional intelligence is – managing your emotions especially in challenging moments to still achieve your desired outcome.

During my years in corporate America, I found the same principle to ring true. It was much easier to become energized and remain positive about my job when working for someone who exhibited servant leadership and stayed calm, even when faced with difficult business decisions. These people made me want to work harder and do better, because my efforts were valued. Likewise, I’ve experienced projects that left me feeling emotionally drained and pessimistic when I worked for someone who couldn’t control his or her emotions and expressed extreme verbal frustration when I didn’t meet my goals. That’s a tough and toxic environment in which to work and ultimately caused me to change my circumstances (i.e. get a new job!).

The next time you are watching a sporting event, observe the leadership of the team or the coaching staff. How are they responding in the heat of the moment? How does that behavior affect the players and supporting coaches? One of my favorite recent articles about emotional intelligence in the sports world discusses the Philadelphia Eagles decision to hire an “emotionally intelligent” coach and the team’s success as a result of that hire.

Not a sports fan? That’s ok! You can make these same observations at work or school. Identify someone in a leadership position and take note of the way they respond to critical issues. Then, look at those around them. Are employees eager to please, because they respect the leader? Or, do they seem bent and broken from years of working under autocratic leadership?

With a few simple steps, we can all learn to manage our EQ and take our game to the next level.

  1. Take a day and focus on what triggers your emotions both positively and negatively. Use your senses. What smells, sounds, sight and the environment around you triggers you to react. Having awareness is the first key step.
  2. Knowing what those triggers are, identify 1-2 ways that will help you stay calm and collected before you react. Do you need to walk away from the situation? Do you need to write down your thoughts first?
  3. Think about these three key areas of managing your emotions: Control, Accountability and Adaptability.

Just like Patrick Mahomes II, we all have the ability to strengthen our EQ especially in intense moments. It’s the practice and education that makes us ready for them.

One of my most popular speaking topics is, “Emotional Intelligence in the Workplace: What’s your EIQ?” wherein I work with groups to discuss ways to identify, assess and control their own personalities and to work with the variety of personalities they encounter in the workplace. My Four Square approach will help everyone increase his or her social and emotional I.Q. Sound like this might be a good fit for your organization? Let’s talk!

 

What does Patrick Mahomes have to do with emotional intelligence

ABOUT THE AUTHOR

Shannon McKain is a motivational keynote speaker and a business consultant based in Dallas. She has worked in nearly all 50 states with audiences ranging from corporate executives to student leaders. Looking for a keynote speaker or consultant who can speak on these issues with expertise? Let’s chat!