Podcasts about Angelino

An Angelino is freed from a Russian prison. China punishes Hollywood for President Trump's trade war. Universities openly defy Trump's policies against DEI. Plus, more. Support The L.A. Report by donating at LAist.com/join and by visiting https://laist.com Visit www.preppi.com/LAist to receive a FREE Preppi Emergency Kit (with any purchase over $100) and be prepared for the next wildfire, earthquake or emergency!Support the show: https://laist.com

Tim Conway Jr. and Mark Thompson dive into the developing story of missing college student Sudiksha Konanki, whose friend she was last seen with remains detained in the Dominican Republic. Psychiatrist (and tonight's board op) Sam Zia weighs in on the mental strain of such cases. iHeart's own Jon Comouche joins to recap the iHeart Radio Music Awards and highlight rising star Benson Boone. Plus, Tim recalls his guest spot on ALT 98.7's Booker and Stryker Show and discusses the never-ending construction madness in Beverly Hills as the city preps for the 2028 Olympics — but what about life right now for Angelino's who live here today.  

Radio International - The Ultimate Eurovision Experience is broadcast from Malta's Radio 105FM on Tuesday evenings from 2100 - 0059 hours CET. The show is broadcast live on Wednesday evenings from 1900 - 2300 hours CET on the Eurovision Radio International Mixcloud Channel as well as on the Facebook Page of Eurovision Radio International with an interactive chatroom.   AT A GLANCE - ON THE SHOW THIS WEEK Meet the Eurostars 2025:  ADONXS (Czechia 2025) done at the Malta Eurovision Song Contest 2025 Melodifestivalen 2025 Interviews:  Björn Holmgren,  Angelino and Greczula MelFstWknd 2025 Interview: Arwin  (Melodifestivalen 2025 Eurovision Spotlight:  Eurovision 2025 in Regions:  The West with Dermot Manning (new series) Eurovision News with Nick van Lith from www.escXtra.com Eurovision Birthday File with David Mann Eurovision Cover Spot with David Mann Eurovision Calendar with Javier Leal New Music Releases by Eurovision Artists Your music requests The Eurovision Spotlight - The Eurovision 2025 Land in Regions:  All countries have now selected their entry to the Eurovision Song Contest 2025 and with this marking the end of the National Final Season 2025 and the start of the Pre-Party Season where the artists promote their entries to the fans at e.g. Eurovision in Concert in Amsterdam, Madrid Pre-Party, London's Preview Event, MancHagen, The Nordic Eurovision PreParty and Eurovision Party SKG in Greece. 36 countries are taking part in the Eurovision Song Contest 2025 which will be taking place on 13 and 15 May 2024 for the two Semi Finals and the Grand Final on 17 May 2025. Radio International split theEurovision Land 2025 into geographical regions North, East, South, West, Central, etc and each week the Radio International Eurovision experts are selecting one region playing the 2025 Eurovision entries. Dermot Manning will be starting the new series looking at the Western Countries entries for this year. ADONXS (Czechia 2025) MEET THE EUROSTARS 2025 - Interview with ADONXS (Czechia 2025):  Malta held their national selection process in the first week of Feb 2025 with two Semi Finals and a Grand Final selecting Miriana Conte to represent Malta at the Eurovision Song Contest 2025 with the controversial song "Kant". At the first Semi Final of the Malta Eurovision Song Contest 2025, ADONXS performed the entry "Kiss Kiss Goodbye" as Interval Act. ADONXS will represent Czechia at the Eurovision Song Contest 2025 in Semi Final 2 in the Second Half. The Radio International Interview Team took the chance to conduct an interview with the singer that originally is Slovak. Hear that in-depth interview on the show this week.     Melodifestivalen 2025 - The Grand Final:  "Sverige, vi har ett resultat"  On Saturday, 08 Mar 2025 the Grnd Final of  Melodifestivalen 2025 took place in the Strawberry Arena in Solna near Stockholm. At the end of the voting sequence Finnish trio KAJ were announced to be the winner of Melodifestivalen 2025 with the song "Bara Bada Bastu" and with this Sweden's representatives to the Eurovision Song Contest 2025. Winner of Melodifvestialen 2025 and Sweden's entry to the Eurovision Song Contest 2025 KAJ    Melodifestivalen is the biggest National Final selection process in the world of the Eurovision Song Contest. It is the 65th edition and is produced by Swedish broadcaster SVT. 30 entries out of 2794 submitted songs made it to the shows. The 30 entries will take part in the competition across five heats. Each heat consists of six songs, with the top two songs directly qualifying for the final. Unlike in the previous edition, only the third-placing song will proceed to a final qualification round at the end of the fifth heat, which will now feature five songs instead of ten. Two songs in the final qualification will then progress to the final, which will comprise of 12 songs. The winner of the final will be determined by the usual 50/50 combination of votes from the public and an international jury. All shows were hosted by Edvin Törnblom and Kristina "Keyoo" Petrushina.   Melodifestivalen 2025 Grand Final Scoreboard   More details you can find over at our friends of wikipedia - click here.   Melodifestivalen 2025 Grand Final Allstar Melodifestivalen 2025 Interviews:  This week listen to interviews with Angelino, Bjoern Holmgren and Greczula done during Heat 3 of Melodifestivalen 2025 and from Heat 5 with Arwin done at the MelFstWknd 2025. Also JP will be joined by David Mann for the Eurovision Birthday File and Eurovision Coverspot.  Nick will be presenting the Eurovision News courtesy of escXtra.com. There will be a lot of the great new releases of Eurovision artists on the show as well as great Eurovision Classics. Javier will be updating us on the upcoming Eurovision events in the Eurovision Calendar and and and.... Find out more details of how to tune in live - click here For full details of this week's Show Content and Play List - click here

Tim brings up a recent study about letting your teen drink at home and Tim and Mark weigh in with their opinions, before playing some audio about what the recent study says about introducing alcohol to your teen. // Tim and Mark talk about the potential of living outside of the state of California considering the news of some Angelino's moving to Italy. // Tim and Mark discuss how some of Tim's friends are seeking secondary passports and what their reasoning might be, as Tim points out that we already live in the greatest country in the world. // Tim and Mark discuss a recent ticket that Mark received from CHP for speeding, and Mark breaks down the experience of being pulled over and ticketed, Mark surmises that his speed wasn't overly excessive, and was impressed at how quick the traffic stop was.  

Allan and Paul Rust (The Great North, Love, Saturday Night) take a trip back in time in one of landmark neighborhoods of Los Angeles. Along the way they observe the vibrant Victorian architecture, get silly on the sidewalks, and make their way around Echo Park Lake.Paul Rust on Instagram & Twitter @PaulRustPaul Rust Collage's Art Shop: https://www.etsy.com/shop/LesleyAndPaulStore

Pablo Larrain je v svoji dosedanji karieri ustvaril že več odličnih del – med temi je meni najljubši satirični Klub, film o skupini nekdanjih duhovnikov, ki skupaj z redovnico, neke vrste oskrbnico, živijo v odročni hiši na čilski obali, kjer naj bi se kesali za svoje pretekle grehe. Larrain ima izjemen čut za prikaz človeške narave z vsemi posebnostmi in čudaštvi vred, kar je dokazal tudi v filmih, v katerih je obravnaval življenja slavnih žensk, na primer Jackie Kennedy in princese Diane. Na preteklem filmskem festivalu v Benetkah pa je prvič pokazal svoj film o eni izmed najbolj izjemnih umetnic opernega sveta, Marii Callas. Zdaj se film vrti tudi pri nas. Takole je Larrain razložil, zakaj se je lotil zgodbe o Marii Callas: »Zakaj pa ne? Že od malih nog sem bil oboževalec opere in Marie Callas. Vedno me je presenečalo, da je tako malo filmov o operi in opernih pevcih. Nekaj jih sicer je, ampak malo, če pomislimo, kako zanimiva je opera kot umetnostna zvrst. In tako sem dobil zamisel, da bi posnel film o verjetno najboljši pevki vseh časov, ki je imela zelo lepo in obenem zelo težko življenje.« Vlogo Marie je odigrala Angelina Jolie, ki se je za film morala naučiti petja. Potem so naredili preplet njenih pevskih vložkov in izvirnih arij operne dive. Kaj je zanjo merilo, da je zadovoljna s svojo vlogo? »Iskreno povedano, so merilo, ali sem vlogo izpeljala dovolj dobro, oboževalci Marie Callas in vsi tisti, ki ljubijo opero. Strah me je bilo, da bi jih razočarala. Lepo je tudi, če dobiš dober odziv ljudi v filmski industriji, ampak srčno sem si želela, da ne bi razočarala ljudi, ki to pevko obožujejo in jim veliko pomeni. Ko sem ustvarjala vlogo, mi je resnično prirasla k srcu, zato ji ne bi želela narediti slabe usluge.« Angelina Jolie pa v vlogi operne dive, čeprav je vanjo očitno vložila veliko truda in predanosti, nekako ne zaživi najbolje. Kot je nekoč povedal mehiški cineast Alejandro Gonzáles Iñárritu, je že v osnovi izziv v neko vlogo postaviti nekoga zelo slavnega, ne da bi gledalci v njem videli predvsem njega samega in ne osebe, ki jo naj bi upodobil. To je povedal v kontekstu komentarja, da je v svoj film Babel zasedel Brada Pitta, nekdanjega soproga Angeline Jolie. Žal v filmu Maria Angelino Jolie gledamo predvsem kot Angelino. Pri tem ne pomaga niti ugotovitev, da je scenarij pravzaprav zelo dober – napisal ga je Steven Knight, ki ga med drugim poznamo po filmu Locke. Zgodba Marie se osredinja na kratek izsek iz življenja dive, na njeno zadnje življenjsko obdobje. Umrla je leta 1977, stara komaj 53 let, in je živela ločeno od zunanjega sveta, samo s kuharico in osebnim pomočnikom, ki sta bila obenem (kar je tudi eden od poudarkov filma) pravzaprav njena družina proti koncu njenega življenja. Film Maria je vizualno razkošen. Poudarek je na prikazu psihičnega in fizičnega zloma velike umetnice. Prek fiktivnega intervjuja dobimo vtis o pevkinem doživljanju sveta. Zgodba nakaže nekaj ključnih trenutkov v njenem življenju, ki jih vzporeja z operami, v katerih je nastopala. Melodramatični, lahko bi rekli operni naboj, se filmu prilega prav zaradi teh vzporednic. Edina težava, ki pa jo težko prezremo, je na žalost izbor osrednje igralke.

With the next semi-final of Melodifestivalen 2025 just around the corner, Tim had the opportunity to speak with Angelino, who is participating with his entry “Teardrops”. During their interview, Tim and Angelino talked about the message of “Teardrops”, what made him want to return to the competition, as well as his thoughts on having three […] The post TEP Interviews: Angelino (Melodifestivalen 2025) appeared first on That Eurovision Site.

From Stefan de Vrij equalizer at the death after frustrating Inter Milan performance, Sergio Conceicao has turned AC Milan into a team, Napoli draw to Roma at the death a missed opportunity or a point won discussion, to Randal Kolo Muani leads Juventus second half comeback after ghosting opening 45, Atalanta continue to drop points in the Serie A after Torino goalkeeper Vanja Milinkovic-Savic saves a Mateo Retegui penalty, and Moise Kean magic when Fiorentina tight back in top 4 race, Bologna impress, Hellas Verona, Lecce and Udinese record important wins, winners and losers of 2025 January transfer window, as well as this week's Baggio, Serie ASS and Premface of the week plus much, much more when Nima and Carlo break down all the main talking points from Match Day 23 of the 2024/2025 Serie A season.Timestamps:00:00 Intro02:04 Inter Milan: Frustrating Performance But Stefan De Vrij Equalizes At The Death24:54 AC Milan: Sergio Conceicao Has Instilled A Team Spirit37:59 Napoli: A Missed Opportunity Or A Point Won?50:27 Juventus: Randal Kolo Muani Leads Second Half Comeback01:01:00 Atalanta: More Dropped Points & Gianluca Scamacca Injured AGAIN01:03:34 Torino: Vanja Milinkovic-Savic Penalty Heroics01:05:34 Fiorentina: Moise Kean Magic Puts Viola Back In Top 401:09:13 Best Of The Rest: Fabio Pecchia Parma Crash, Hellas Verona Fundamental Win, Udinese 5 Goal Thriller & Bologna Impress Again01:12:23 Deadline Day: Transfer Market Winners & Losers January 202501:37:12 Baggio, Premface & Serie ASS Of The WeekIf you want to support The Italian Football Podcast and get every episode, simply become a member on Patreon.com/TIFP OR Spotify OR YouTube Memberships. Your support makes The Italian Football Podcast possible.Follow us: Twitter, Facebook, Instagram, YouTube

È successo di tutto in questa domenica di Serie A! L'Inter riacciuffa nel finale un derby che sembrava perso, il Napoli si fa rimontare da una Roma ordinata e volitiva, la Juventus rimonta l'Empoli trascinata da Kolo Muani (e ritrova anche Vlahovic!), la Fiorentina batte il Genoa per 2-1. L'analisi delle partite di ieri e la presentazione di Cagliari - Lazio con Andrea Di Giacomo e Luca Tumminello. All'interno il contributo del nostro inviato all'Allianz Stadium, Tommaso Murdocca.Potrero, dove tutto ha inizio. Un podcast sul calcio italiano e internazionale.Su Mola powered by Como TV (https://tv.comofootball.com(https://tv.comofootball.com/) ) nel 2025 potrete seguire in diretta ed in esclusiva le partite della Copa Libertadores, Copa Sudamericana, Recopa, Liga Profesional Argentina, Copa de la Liga Profesional Argentina, Brasileirao, Eredivisie, HNL croata, Super League greca e Coppa di Grecia.Diventa un supporter di questo podcast: https://www.spreaker.com/podcast/potrero--5761582/support.

Minuti di recupero decisivi nei big-match del 23esimo turno: le due gare con protagoniste le due contendenti per lo scudetto. Al 93′ l'Inter evita la sconfitta nel derby con il Milan grazie a un gol di De Vrij, mentre al 92′ all'Olimpico il sinistro al volo di Angelino impedisce al Napoli capolista di allungare sui nerazzurri.

Edoardo Angelino"RDI. Il muro di Firenze"Besa Muciwww.besamucieditore.itDurante la conferenza di Yalta (febbraio 1945) Roosevelt e Stalin decidono di dividere l'Italia in due parti come la Germania. Nel Nord nasce la Repubblica Democratica Italiana (RDI), simile alla DDR (Germania Orientale) e sotto l'influenza sovietica; al Sud, invece, resta il Regno d'Italia sotto la monarchia sabauda, fortemente condizionata dalla Chiesa e dagli USA. La Repubblica Democratica Italiana segue il destino degli stati dell'Europa Orientale ed è scossa da rivolte e repressioni fino alla caduta del Muro di Firenze nell'89 e alla successiva riunificazione con il Regno. Il Regno del Sud invece ha uno sviluppo industriale impetuoso di tipo occidentale, con tutti i pregi e i difetti del capitalismo. In questo scenario è ambientata la vicenda di Amedeo Millero, professore che per quarant'anni insegna storia e marxismo leninismo nel liceo della sua città in Piemonte, acquistandosi fama di docente severissimo e spietato. Egli, ormai in pensione, alla fine del marzo '91 prende il treno per Roma e durante il viaggio rievoca il proprio passato non in modo lineare, ma alternando episodi recenti ad altri lontani.Il libro, attraverso le vicende del protagonista, fa emergere una storia d'Italia fantastica ma possibile, indaga sui meccanismi che hanno portato l'utopia marxista a trasformarsi nel socialismo reale e sui rapporti tra intellettuali e potere in un regime dittatoriale.Edoardo Angelino (Alessandria, 1950) vive ad Asti. Docente in pensione, ha insegnato Storia e filosofia nel Liceo Scientifico della sua città e attualmente tiene lezioni di Geopolitica all'Università delle Tre Età. Ha esordito con il romanzo L'inverno dei mongoli, per Einaudi, grazie al quale si è aggiudicato il Premio Berto 1995 ed è entrato nei finalisti del Premio Alassio. Ha pubblicato anche, con Paolo Berta, Un tuffo nella vita (Lindau, 2016). Per Besa ha già pubblicato Binario morto (1998), vincitore del Premio Fedeli come miglior romanzo poliziesco dell'anno.IL POSTO DELLE PAROLEascoltare fa pensarewww.ilpostodelleparole.itDiventa un supporter di questo podcast: https://www.spreaker.com/podcast/il-posto-delle-parole--1487855/support.

As a native Angelino whose family has been here for over one hundred years, the city of Los Angeles and the state of California are a very important part of my heritage and a huge part of my daily life. I have lived in Los Angeles my entire life, worked in the entertainment industry, and have native Angelino friends in all parts of L.A. The wildfires of Los Angeles that occurred last week and continue into this week are nothing short of a tragedy. They have ravaged thousands of aces, decimated family homes and displaced thousands of people for who knows how long. The fires continue to rage on and everyone in Los Angeles country is affected.I talk about what it really means to live here, to have worked so hard for what you have and for so many to lose it all. If you'd like an inside view of what we're all going through with these fires I urge you to listen and to help if you're able to.Resources to Donate:https://www.calfund.org/funds/wildfire-recovery-fund/https://cpf.salsalabs.org/cff-donation/index.htmlhttps://supportlafd.kindful.com/?campaign=1040812https://pasadenahumane.org/https://www.redcross.org/local/california/los-angeles/about-us/news-and-events/press-releases/palisades-fire--red-cross-opens-emergency-shelter-.html    Support the show

In this episode, I have the pleasure of speaking with Lena Suarez-Angelino, a bilingual licensed clinical social worker, special-needs mom, and the author of The Anger Management Workbook for Moms.Lena's story is both inspiring and eye-opening as she discusses the unique challenges of caregiving, particularly for parents of children with special needs, and how she has worked to turn those challenges into opportunities for growth and support.Lena shares how her passion for strength training and CrossFit has become a crucial part of her life, especially when it comes to physically lifting her 86-pound son, who is unable to walk. She opens up about how caregiving for her son motivated her to create a Facebook group to support other special-needs caregivers, with the goal of tackling the prevalent issue of caregiver burnout.Together, we dive into the topic of burnout, exploring the emotional and physical toll of caregiving and discussing effective strategies for managing stress and preventing exhaustion, such as "zooming in and zooming out" to reassess one's capacity and workload. Lena shares insights on practical tools from herAnger Management Workbook, which is filled with activities like journaling exercises, grounding techniques, and strategies to help moms manage anger, regulate emotions, and avoid burnout.We also explore the importance of support systems, therapy, and self-care. Lena emphasizes the need for caregivers to recognize when they need help and to lean on their support networks—whether through family, therapy, or community groups.This conversation is filled with relatable stories and helpful strategies for anyone facing burnout or caring for a loved one with special needs. Don't miss this insightful discussion about finding balance, building a support network, and taking care of yourself while caring for others.Key Takeaways:1. Caregivers, especially those caring for special needs children, must be aware of burnout symptoms and take action early to prevent it.2. A strong support system, including family, friends, and professional resources, is essential for managing the challenges of caregiving and avoiding burnout.3. Engaging in self-care activities, such as exercise, therapy, and personal time, is essential for caregivers to recharge and maintain mental health.4. Practical tools, such as deep breathing and grounding exercises, can help caregivers manage anger and stress in difficult moments.5. Caregivers often hesitate to seek help, but recognizing when you need support and asking for it can make a significant difference in managing burnout and maintaining balance....Book a consultation with Dr. Tomi MitchellClick HERE to schedule a free 30-minute consultation if you'd like support  to take the right step towards the great life you deserve.⭐Thank you for listening to our podcast! We would greatly appreciate it if you could take a moment to give us a 5-star review. Your support helps us reach more listeners and continue to bring you high-quality content. Thank you!

Swedish singer Angelino tells us about his Mello 2025 song “Teardrops.” He says it's big on emotion and comes with incredible production. It was written by a Melfest all-star team that includes Jimmy ”Joker” Thörnfeldt, Joy Deb, Linnea Deb, Tusse Chiza

Host Ricky Sacks is joined by Compère Richard Cracknell and Actors TJ Ramini and Darren Hartman as Mats Hummels snatched a late equaliser for Claudio Ranieri's Roma to frustrate Tottenham in the Europa League. The 35-year-old Germany international, playing his first European match since the Champions League final in July, gave away a penalty in the fifth minute but made amends in stoppage time, tapping in Angelino's whipped cross. Spurs had been the superior side for much of the match after Son Heung-min turned in the penalty that Hummels gave away, who was slow to a loose ball in the box and brought down young midfielder Pape Matar Sarr. Brennan Johnson also struck a good first-time finish after a Dejan Kulusevski cutback after defender Evan N'Dicka had equalised. Spurs are ninth in the Europa League league phase standings, outside of the top eight that avoid a play-off match, with matches against Rangers, Hoffenheim and Elfsborg to come. EXCLUSIVE - NordVPN Deal ➼ https://nordvpn.com/lwos Try it risk-free now with a 30-day money-back guarantee! To get the best discount off your NordVPN plan - go to nordvpn.com/lwos - our link will also give you 4 extra months on the 2-year plan. There's no risk with Nord's 30 day money-back guarantee! An Independent Multi-Award Winning Tottenham Hotspur Fan Channel (Podcast) providing instant post-match analysis and previews to every single Spurs match along with a range of former players, managers & special guests. Whilst watching our content we would greatly appreciate if you can LIKE the video and SUBSCRIBE to the channel, along with leaving a COMMENT below. - DIRECT CHANNEL INFORMATION: - Media/General Enquiries: lastwordonspurs@outlook.com - SOCIALS: * Twitter: https://www.twitter.com/LastWordOnSpurs * Instagram: https://www.instagram.com/LastWordOnSpurs * Facebook: https://www.facebook.com/LastWordOnSpurs * YouTube: https://www.youtube.com/c/LastWordOnSpurs *Threads: https://www.threads.net/@lastwordonspurs *BlueSky: https://bsky.app/profile/lastwordonspurs.bsky.social WEBSITE: www.lastwordonspurs.com #THFC #TOTTENHAM #SPURS Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hey ya'll, Happy Thanskgiving to everyone who celebrates and thank you for being a subscriber, I truly appreciate each and every one of you! We had a blast on today's celebratory stream, especially given that today's "main course" was the amazing open sourcing of a reasoning model from Qwen, and we had Junyang Lin with us again to talk about it! First open source reasoning model that you can run on your machine, that beats a 405B model, comes close to o1 on some metrics

Opportunity may only knock once. But if you open the door without asking second-guessing yourself, then the phone may start ringing off the hook. And you just might find yourself with as long and respected a career as actor Eric Balfour. Eric Balfour is a true Angelino, one who embraces everything the City of Angels has to offer. As a lover of the ocean he is an avid surfer and supports many environmental causes. His charitable endeavors include Surfrider, Oceana and Sea Shepard. As a lover of fashion he's built an incredible sustainable clothing company Electric & Rose made in Los Angeles with his wife Erin. Its namesake is an homage to the cross streets in Venice where they called home. And lastly his acting which he may be most known for. As a creative force in both film and TV, Balfour continues to play interesting and captivating characters. He will next be seen in the Amazon series Wilderness. He was last seen in the Paramount Plus series The Offer. Other notable roles include the acclaimed Six Feet Under, 24, Ray Donovan, Haven, Country Comfort and many others. On the big screen, Balfour can be seen in a laundry list of films among a whose who of Hollywood. Notable films include Texas Chainsaw Massacre and indie and award winning films like Quention Tarantino's Hellride Ariel Vromen's RX and Clement Virgos' Lie With Me. Balfour lives in Los Angeles with his wife Erin his two sons Oliver and Romeo and his dog Coconut. When not on set you can find him at the beach with his family. Eric Balfour IMDB Alex Keledjian Alex Keledjian is the creator of Project Greenlight, a documentary television series where executive producers Matt Damon and Ben Affleck gave first-time filmmakers a chance to direct their first feature film.   In 2018, Alex wrote and directed the film High Voltage starring David Arquette and Luke Wilson. MAX launched the latest season of the Emmy-nominated TV series Project Greenlight from executive producer Issa Rae and Miramax Television in July 2023. How I Got Greenlit Instagram Twitter Podlink Credits Alex Keledjian, Host Pete Musto, Producer/Editor Jeremiah Tittle, Producer Experience more of How I Got Greenlit via nextchapterpodcasts.com For guest inquiries, sponsorships, and all other magnificent concerns, please reach How I Got Greenlit via howIgotgreenlit@gmail.com For inquiries and more information on Next Chapter Podcasts info@ncpodcasts.com New episodes go live every Tuesday. Please subscribe, rate & review on Apple Podcasts, Spotify, Stitcher, wherever you listen to podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices

Born & raised in Dallas, Jonathan has built an impressive book of business selling high-end luxury homes in Preston Hollow, University park, and Highland Park. One current listing is Highland Park listed at $27,995,000 and he works with many high end home builders. He spends a ton of time studying the inventory and data and has a deep understanding of the valuation nuances throughout Dallas which is why so many savvy builders consult with Jonathan before they buy or build their projects. Jonathan is a friend of mine and even though he may be a workaholic he is an all around great guy and I am hopeful that he will carve out some personal time more often to decompress on the golf course. School is in session! Danny Brown, lifelong Angelino and top luxury real estate broker, interviews the best real estate agents in the world and discusses 7 figure commissions, celebrity & high profile clients, and the craziest real estate stories you have ever heard. Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-deal-with-danny-brown/id1456674115 Jonathan Rosen http://instagram.com/Jonathan.rosen.dallas   Danny Brown www.dannybrownla.com http://instagram.com/dannybrownla

This is a bonus episode of a cross posting of a Casual FC podcast episode featuring a deep dive into the world of Angel City FC, with discussions on its unique charm, importance of community, inclusivity, and fan culture. The discussion, involving Catherine Dávila from the Angel City front office, covers her diverse career journey and underlines the integral role of the community in shaping the team's identity and activities. The podcast sheds light on the milestones, outreach efforts, and the balance between being a business and driving social good, with an outlook on deepening community engagement for the third season. It also explores the evolution of professional women's soccer in LA, the impact of fan culture and exciting expectations for the upcoming season. The Casual FC hosts are: Mario Salazar is a born and bred Angelino who grew up playing soccer. Although of the two Casual FC hosts, he has the "most experience" on the pitch, he still is the soccer "Casual" of the podcast. Eager to learn about the NWSL and the larger arena of the Women's Soccer world, he brings the curiosity that both he and Angela hope the audience brings. Mario often can be found attending both mens and womens soccer in LA. Sometimes he brings his two kids and wife. Angela Morales is a born and bred Angelino who has worn sports equipment since before she could walk. An accomplished athlete she brings the "Expert" to the podcast. Her knowledge of players, tactics and sports psychology is no accident as she holds a Masters in Sports Psychology from PennWest University. You will likely find her at live music shows all over LA when she's not at a soccer game. Get involved and support the show and more sports media for women through https://www.buymeacoffee.com/hearher Find all episodes http://www.hearhersports.com/ Find Hear Her Sports on all social @hearhersports Follow Causal FC podcast on IG at https://www.instagram.com/casualfcpod/ Follow Catherine Dávila on IG at https://www.instagram.com/communitycatdav/ Find the Casual FC website at https://casualfc.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

On this week's podcast, Pat Cobe, senior menu editor of Restaurant Business, and Bret Thorn, senior food & beverage editor of Nation's Restaurant News and Restaurant Hospitality, discussed pumpkin spice season, which is upon us in August just as it is every year, despite annual complaints that it arrives too early. But as Pat observed, operators know when their customers want to start buying those autumnal items, and that time is now.  It's also “Restaurant Week,” in New York City, which now lasts for a month, and Pat made it to a long-standing Jean-Georges Vongerichten restaurant, Perry Street, where son Cedric Vongerichten helms the kitchen. For dinner, she had great pea soup, fried chicken with sweet corn sauce and molten chocolate cake, paired well with sparkling wine, Grüner Veltliner and a berry-flavored spritz-like dessert cocktail. All in, it was $60 for dinner and another $40 for the pairings. That's a good value in New York City, but Pat also took a trip to the Berkshires in Massachusetts, a popular summertime getaway for New Yorkers and Bostonians, and was surprised and delighted to find that entree prices there were considerably lower than at other seasonal resorts in the Hamptons and Cape Cod. Bret stayed local, but enjoyed a good $12 cocktail at his favorite bar, Logan's Run in the Brooklyn neighborhood of Park Slope, and reported in Restaurant Hospitality's New on the Menu column about a cocktail that was a cross between a spritz and an Espresso Martini. The podcast guest this week was Paco Moran, who won season 52 of the TV competition show “Chopped” and is also the executive chef of Loreto, a Mexican seafood restaurant in Los Angeles. Moran's a native Angelino whose parents are from El Salvador, and he started working in restaurants at age 17, when he had a child on the way and needed to make money. He worked hard in professional kitchens at a time when those environments could be quite harsh, and Moran has taken a different approach in managing his own restaurant. He said the cruelty of the past isn't necessary and he wants his restaurants to be fun to work in. That's especially true since his son, now aged 16, is working for him too. That has taught him and his crew patience, both to their benefit and to that of the young cooks who are joining his team. Although he is now an executive chef, Moran loves to get back on the line and cook.

Alla scoperta di Samuel Dahl, giovane terzino svedese appena acquistato dalla Roma. Riserva di Angelino oppure titolare con il passare dei mesi? Ne parliamo con Andrea Di Giacomo e Luca Tumminello.Potrero, dove tutto ha inizio. Un podcast sul calcio internazionale.Su Mola (www.mola.tv) nel 2024 potrete seguire in diretta ed in esclusiva le partite della Copa America, Copa Libertadores, Copa Sudamericana, Recopa, Liga Profesional Argentina, Copa de la Liga Profesional Argentina e Brasileirão.Diventa un supporter di questo podcast: https://www.spreaker.com/podcast/potrero--5761582/support.

Il presidente nazionale dell' O.F.T.A.L. Monsignor Gian Paolo Angelino, ci racconta le prime impressioni delle delegazioni al pellegrinaggio diocesano

Even though family minded main dater this week, Zacarias, is looking for a wife, his Abuelita is his number one. On this episode; we meet three contestants, a previous main dater, a self-admitted u-hauler, and a fun-focused Angelino. The contestants play a game of “Ride of Love” and Liliana describes her own 5 husband thrill ride. The contestants learn some valuable lessons in “Lessons in Love”. Zacarias says his tía and tío are an example of the type of relationship he wants; can Abuelita find un amor antiguo en tiempos modernos in this group of contestants? And, more importantly, will one of these contestants know the words to Zacarias heart, “sana sana colita de rana”.    Music Credit: Nargo - "Rhythm of Samba" via Jamendo.comSee omnystudio.com/listener for privacy information.

Today, I'm talking with Diana Peterson-More. She is a native Angelino, which is pretty amazing in this day and age, born and raised in Los Angeles. Diana was a practicing employment lawyer for a number of years. And then like many in that field moved into human resources and really, is fascinated by what motivates people. Diana is a best selling author, speaker, strategic planner, coach, and so much more. And she is the author of many books, but the one I will mention right now is Can't We All Just Get Along, Courageous Communication and the Return to Civility. In this episode we discussed: Diana's book "Can't We All Just Get Along" and the topic of division within our society aligning your career with your personal values and skills recognizing your own self-worth and prioritising self care as a high achieving woman Connect with Diana at: Website: https://dianapetersonmore.com/ LinkedIn: https://www.linkedin.com/in/leadership-consultant-usa/   Would you prefer to watch or listen to the podcast on YouTube?Head on over to https://www.youtube.com/@leadershippurposepodcast   Want to connect? Connect with Dr. Robin on  LinkedIn: https://www.linkedin.com/in/robinlowensphd/ Facebook: https://www.facebook.com/robinlowensphd Instagram:  https://www.instagram.com/robinlowensphd/ Email: Robin@LeadershipPurposePodcast.com   Thank you for listening! Rate, review, & follow on Apple Podcasts or your favorite podcast player. Talk to you soon!   This episode was produced by Lynda, Podcast Manager #YourPodcastHelp at https://www.ljscreativeservices.co.nz  

Click the post for details on this episode! Welcome back to Open House! Randy Seidman here, coming to you from Asia, with another two hours of the grooviest beats. Excited for a busy month ahead, with shows in Phnom Penh, Bali, India, Manila and Bangkok. To stay updated on my travels and tunes follow me @randyseidman and randyseidman.com. Fresh jams in the first hour followed by an exclusive session with one of my favorite home grown artists, the humble and talented Angelino, J.Wu. You can grab all past episodes and track lists from openhousepodcast.com, Soundcloud, or wherever you like to download your favorite podcasts. For now, turn it up. Randy Seidman's WebsiteRandy Seidman's SoundCloudRandy Seidman's BeatportRandy Seidman's SpotifyRandy Seidman's FacebookRandy Seidman's Twitter Randy Seidman's Track List:01) Daniel Jaeger - Renegade (Joseph Disco & Daniel Jaeger Remix)02) Boris Brejcha - Hold Your Speakers (Original Mix)03) Hozho, Black Hertz - Ego (Original Mix)04) Millok - Impossible Solution (Less Hate aka Nihil Young Remix)05) Randy Seidman & Ido - Dreamwalker (Original Mix)06) Andrewboy - Time To Save Our Mother Earth (Original Mix)07) Anyma - Unearth (Extended Mix)08) Indifferent Guy - Andromeda (Extended Mix)09) Indifferent Guy - Obsidian (Extended Mix)10) ORNICAN - Dark Space (Original Mix)11) Dish Dash - Daze (Extended Mix)12) Ivan Gough & Marcus Santoro f. Lily Papas - Dreaming (Extended Dub)13) Ost & Kjex - Kaputt (Moonwalk Remix) I hope you enjoyed the first hour, some of my top recent tunes. Up next is one of my favorite local music selectors, a versatile talent with a heart of gold, J.Wu. Whether he is rocking the legendary decks of Avalon Hollywood, or setting the vibe at his Circle residency in OC, or throwing his own quality parties booking top underground talent such as Darin Epsilon and Michael Hooker, J.Wu has established himself as a powerhouse in L.A.'s dance music scene. Today, he's here just for you. For the next hour, J.Wu is in the mix. J.Wu's WebsiteJ.Wu's BeatportJ.Wu's SoundCloudJ.Wus InstagramJ.Wu's Facebook J.Wu's Track List:01) J.Wu - Tartarus (Original Mix)02) Furkan Cinar - Believe In The Light (Original Mix)03) Soul Button - Merine (Da Fresh Remix)04) Matan Caspi - Within Us feat. SevenEver (Original Mix)05) AOTA - Sahara (J.Wu Remix)06) Paul Angelo & Don Argento - Amphisbaena (Original Mix)07) Andoni Menes - Sweet Redemption (Original Mix)08) Quivver & Dave Seaman - Eyes Wide Shut (Original Mix)09) Tinlicker - Less Than A Minute (Original Mix)10) Dominik Gehringer - Strange World (Original Mix)11) Thodoris Triantafillou - The Sun the Stars (Original Mix)12) Cristoph - Sleepless Nights (J.Wu “Wicked Eyes” Mashup) Randy Seidman · Open House 230 w/Randy Seidman + J.Wu [Apr. 2024]

WBC Flyweight champion Julio Cesar Martinez and Angelino Cordova talk to the media about their March 30, 2024 fight on Amazon Prine --- Support this podcast: https://podcasters.spotify.com/pod/show/marc-abrams7/support

Jimmy is now an official Angelino as he is inconsiderate to out of town drivers, and Grace reveals the latest in astrology and trashy TV.

Sei giocatori che ci hanno particolarmente deluso nella prima metà di stagione, gli addii di Klopp e Xavi a fine stagione e gli ultimi colpi di calciomercato (Baldanzi e Angeliño alla Roma e molto altro).

L'esterno spagnolo classe '97 è un nuovo giocatore della Roma. Benvenuto Angelino!

In de dagelijkse podcast van FC Afkicken bespreken Bruce Tol, Lars Jesse van Eijden en Wouter Boerkamp op dinsdag 30 januari onder meer de paniek bij PSV rond Noa Lang en Yorbe Vertessen, de opruiming bij Ajax en Danjuma die niet mag vertrekken bij Everton.(0:00) Intro en Noppert gepasseerd bij Heerenveen(2:36) Lang eruit, Vertessen weg, Driouech nieuwe aankoop PSV?(16:24) Ajax ruimt op(23:59) Transferupdate met Danjuma, Angelino en BoatengIn de podcast verwijzen Bruce, Lars en Wouter naar:Onze Transfer Deadline Day livestream aankomende donderdag: https://www.youtube.com/live/GbV1OAlIdmw?si=XkNmrsm6OCl3hPuHZie het privacybeleid op https://art19.com/privacy en de privacyverklaring van Californië op https://art19.com/privacy#do-not-sell-my-info.

Annette Bening, embarrassing ways to die, John's motorcycle corner, missed Queer Eye connection, The Daily Show, Barbie Oscars drama JOIN THE PATREON! New bonus episodes each week https://www.patreon.com/theidahour Ida: https://www.instagram.com/idatavs/ https://twitter.com/IdaTavakoli https://www.tiktok.com/@idatavs?lang=en John: https://www.instagram.com/johnbaddman/ Subscribe to the YouTube channel: https://youtube.com/@theidahour?si=yL2RS4M8sXd6iyDE Subscribe to the show on Spotify: https://open.spotify.com/show/0tx8gssyLj4S5vhp9fv7st?si=ad1b529742ad4561 Follow the show on Apple Podcasts: https://podcasts.apple.com/us/podcast/the-ida-hour/id1631625865

As they prepare for their next league match against Salernitana, Roma are engaged in multiple transfer discussions. John and Andy discuss the potential arrivals of Angelino and Tommaso Baldanzi before previewing Monday's affair in Salerno.Thank you to our newest Patron, Hlib Yevdokimov, and to all of our Patrons who make this show possible. You can support RomaPress by going to Patreon.com/RomaPress, benefits include: early access to episodes, extras episodes, and plenty more.Our websites:RomaPress.netItalianFootball24.com

Owning a property management company can be expensive, risky, and stressful. Property management business owners often surround themselves with the wrong team members. Today, property management growth experts Jason and Sarah Hull sit down with Pete Neubig with VPM to talk about building effective and efficient property management teams. You'll Learn [01:58] Having a business in “Chaos Mode” [09:02] The importance of core values [14:45] How VAs help your business thrive [23:18] Accountability, KPIs, and training [30:06] Creating company culture with VAs [37:07] Getting the right people in the right roles [41:30] VAs for property management companies Tweetables “When you're in high growth, you seem to be in chaos mode, and when you're in chaos mode, you don't make any money.” “When you're not proactive in your business and you're reactive, you're losing trust and churn goes up.” “If you don't have your org structure correct, it doesn't matter how many whistles and bells you have.” “I think every business owner needs to build the business around themselves.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Pete: If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. If your org structure is not correct, It all goes to hell in a handbasket.  [00:00:09] Jason: All right. Welcome DoorGrow property managers to the DoorGrow show. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently, then you are a DoorGrow property manager. [00:00:28] DoorGrow property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many in real estate think you're crazy for doing it. You think they're crazy for not, because you realize that property management is the ultimate, high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners, and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. [00:01:03] I'm your host, property management expert, Jason Hull, the founder and CEO of DoorGrow, along with Sarah Hull, my wife. Co-owner of DoorGrow and the COO of DoorGrow. Now let's get into the show.  [00:01:16] So our guest today, we've got Pete Neubig back on the show with VPM Solutions. Welcome Pete.  [00:01:23] Pete: Welcome Jason, sarah. Thanks for having me.  [00:01:25] Jason: Yeah, good to have you. So now Pete, you were an operator of a property management company.  [00:01:31] Pete: That's correct.  [00:01:32] Jason: With Steve Rosenberg and you really helped to dial in the operations there and build that up. And now you're helping people do this in their property management business with your VA company. So we're going to be chatting about today is the number one way to increase productivity and profitability, so this should be interesting. So Pete, what is the number one way to increase productivity and profitability? Let's get into the subject.  [00:01:57] Pete: Sure. So before I jump right in, I'll talk about just a little brief history of Empire Industries, which was the company that we owned. So, we came from the investor side, Steve and I, we partnered up, we owned about 31 homes. Bought too many, didn't know how to manage it. [00:02:12] We love the idea of buying the deal. We hated the idea of managing it. So we went out looking for management firms and then realized we felt we could build a better mousetrap, which we ended up doing. Our original vision, I know you talk a lot about vision in your coaching, our original vision was we were going to own 500 homes and manage them ourselves, and within a year, that vision went to crap and we ended up managing 60 homes and I owned 37 of them. I'm like, "Steve, how are we managing these other homes?" And we were third-party managing all of a sudden. Because he felt that everybody needed help. And so we started third-party managing. So that's how we got into it, and we ended up building a better mousetrap and we created a third-party management firm and we took it from those 31 doors that we had all class D minus stuff, which is a whole other podcast. And I think you've actually listened to one of yours recently about something like that. So we ended up taking it to about 980 single-family homes and nothing more than four units in Texas, single families, one to four units and we went to three markets. We were in Houston, Dallas, and Fort Worth. And what happened was with us, our vision was no longer aligned. Steve wanted to take the property manager firm national. I wanted to literally just stay in Houston and get like 1500 homes. And so that fractured the partnership to the point where we decided to sell the business. Long story short, I couldn't afford to buy him out and he didn't want to buy me out. So we ended up selling to My Management, took a job with them for a couple of years, and realized I was no longer employable and that's when I started VPM Solutions. So that's the short version of it, but we were in chaos mode for many years at Empire. [00:03:43] When you're in high growth, I don't know if you've seen this with your clients, but we were in high growth and when you're in high growth, you seem to be in chaos mode. And when you're in chaos mode, you don't make any money. We didn't anyway. And so what we had found was our number one challenge was payroll costs. So the number one challenge that I've seen, and I've talked to a lot of people across the country, your number one challenge is either growth or payroll costs. The interesting thing about property management because it's a service-based industry and because it's so service-based that you almost have to stress your team out to make money. [00:04:16] Right? So you're on this kind of seesaw where I don't really have that many doors, but I need the people. But so the salary cost is so high that there's no money for me. As I grow the doors. Right. Now I don't hire anybody, but now I'm making money, but my team is now completely stressed out. They work in weekends, they work at nights, they're taking phone calls. They don't give the great customer service. And so payroll costs, what we saw was with us, our payroll costs are about 56%. Which is really high. A business should be around 30 to 36% is what I was taught by my business coach. I don't know if you've seen anything different in the service space, but that's what I've heard. So I had to figure out how to get my payroll cost down from 56% all the way down to about 30%. And I'll tell you how I did it with virtual assistants, so I'll let the cat out of the bag, right? We got it down to about 34%. So from 56 to 34%, and every percentage that you save in payroll costs is a dollar in your pocket. [00:05:11] But then you'd be like, "Well, Pete, if you have less people or, you have less payroll, typically you have less people. And if you have less people, your team is stressed," and I get all that. But let's talk a little bit about what happens when you have a stressed team. Okay. So when you have a stressed team, the little things go out the window, right? [00:05:27] All of a sudden, you're not making those calls to get those online reviews. All of a sudden, you're not making the calls and your communication goes downhill. And when a landlord owner or an owner client calls you to find out what's going on with the problem, whether it's maintenance, lease, you know, lease renewal, whatever it is, they feel like they're managing you. [00:05:43] So when you're not proactive in your business and you're reactive, you're losing trust and churn goes up. At Empire, our churn was around 34%, which is insane, right? The average churn in the business, my understanding is like 18 to 20%. Right.  [00:06:00] Jason: And that's his annual churn.  [00:06:02] Pete: Yeah. So it's high, right? [00:06:03] 34%. And I can tell you that the majority of it was people were unhappy with our service. Yeah. Right. So it wasn't good churn, right? Because you have good, neutral, bad, however you want to define it. We had mainly bad churn. People weren't selling houses and like, "all right, we're out of here, we sold." No, they were taking them because they were not getting the love, the communication really from us. So by having these payroll costs so high, I couldn't afford it. I couldn't afford people. So what happened, especially after 2020 with that pandemic is that the cost of hiring people got incredibly high, right? [00:06:34] So I call them low-level, low enjoyment jobs. Let's take a maintenance coordinator, for example, right? That's the number one job that is posted on VPM solutions today. Is the maintenance coordinator. So that's the first thing people look for typically. Well, a maintenance coordinator in Houston, Texas, back in 2018, 2019, was about a $35,000 a year job. Well, after 2020, people that want to do a job, they want like about $50-55,000, right? And the company just can't absorb that. They can't afford to hire people. On top of that, the type of people that we were getting were GEDs or high school, diplomas, no longer college-educated people wanted that job. Most of those people have challenges in their life and they bring them into your business. So, this all came to a head. I had a lady named Sharon, and Sharon was my front office coordinator. This is back in a day when we had these things called offices and office space. [00:07:22] Jason: Yeah.  [00:07:23] Pete: So I remember those days. In 2019 and before so people would walk into our office, drop off, rant or whatever. Right. And Sharon was this, she was like this angry lady. And I'm like this tells you what my hiring process was back then it was not very good. And some of the things that you teach, I'm like, man, I wish I would have known that back in 18, 17 and 19. So she's the wrong person. She was the wrong person and she was the wrong fit. But in my mind, I'm like, "Well, she's mean." I'm like, "She'd be great for a maintenance coordinator, right? She can tell people no all the time." So I decided instead of firing her, I decided to promote her, right. Which was a terrible mistake. So I promote Sharon to maintenance coordinator. Now, unfortunately for Sharon, she was my maintenance coordinator. I was actually managing properties back then at the time. And so just for that, she probably should've got some hazard pay. So I get that. I'm not the easiest guy to work for, especially when I'm managing properties. So Sharon comes and within one week, Now I gave Sharon a raise, so I moved her from front office to the maintenance coordinator. She was making about $35, I gave her like $ 40,000. [00:08:20] She's making what I think is decent money. That's not great money. I get that, but it was good money at the time. Within one week, she comes to my office. She tells me she needs more money. I'm already just scraping by as the business. Just scraping by, single-digit profit margin. So that's when I realized that I could eliminate her position. I can hire three people that are overseas for the same cost as one Sharon. But here's the big difference. Those three people, they're obviously bilingual, right? And here I'm in Houston and Dallas and Fort Worth at the time, Spanish is like, a lot of our tenants, about a third of them didn't really speak English. A lot of our vendors, Spanish was their first language. So I can get bilingual people, I can get college-educated people, I can get people that are ready or knowing that they want to work from home. And here's the most important thing though. I can get people that were not just a J-O-B to them, but a career and they were excited about the opportunity to work with us and for us. And so the attitude and all of a sudden I can find people that align with our core values.  [00:09:18] Jason: Yeah. That's significant to be able to find people that align with your core values. Yup.  [00:09:22] Pete: A hundred percent. But now I have three people doing the work. So now what happened is I had a little hesitation from my property managers, right? Because property managers are designed to be taskers. Right. So I had to take my property managers and I had to lift them up. And we actually changed the name. We said, you're no longer considered a property manager. You're a client relations specialist. Or an asset manager. I like asset manager better, but that was one of the fights I lost with Rosenberg. If anybody knows Steve, he's 6'4 full of muscles. So we arm wrestled and I lost on that one. We call them client relations specialists.  [00:09:55] Jason: But you wanted to call them what? Asset managers?  [00:09:58] Pete: Asset managers. I think an asset manager just has a little bit more cachet. And if you really think about it, right? How many clients do you have, like you're listening, that call you up and tell you how to manage their property, even though you're the expert? I felt the property manager, I call them gophers. I felt the property manager, they had to take these calls from these owners all the time and say, "Hey, go to my property, make sure the water in the pool is being filled up. Go to my property. Gas man's going to come there. I want to know about this $12 expense." meaningless and small conversations. You would never have those conversations with the guy managing your money, right? Imagine calling your Smith Barney guy and say, "I don't like the way you made this trade. Like you should make this trade different." no, you just let the guy do his thing. So how do you let us do our thing? Well, words are powerful and property manager to me has lost its luster. And it just reminds me of a gopher.  [00:10:45] Jason: I think also the phrase property manager in the property management space has become like saying " miscellaneous role" and that like it doesn't have meaning a lot of times there runs into this a lot with coaching our clients. [00:10:58] Sarah: Like, "what does your property manager do?" And they're like, "they pretty much do everything." "Okay..."  [00:11:02] Pete: And that's a problem And the reason why they do everything is because they can't afford more people because the margin is so slim. Right, so we got to the point where our property managers got elevated, made them client relations specialists. And what does that mean? It means that they had to learn a new skill. They had to manage by reports. They had to manage people because now all of the low level property management tasks were being done by my team in the virtual assistant world. And when I mean everything, but by the time Empire was done now, granted, we're almost a thousand units. But at that point we can hire some people. Everybody had one hat, which was a beautiful thing because now you can have your job description really set. You can have your KPIs really set. You can have your DISC profile really set. And you know who to hire. [00:11:43] And they have one or two numbers and they end up doing a much better job than the manager who's doing all of it. So over the course of your growth, you have to change your infrastructure, right? You go from portfolio to hybrid, hybrid to departmental to pod and all that good stuff. I got to departmental, we never got to pod and then we sold. That was probably going to be the next move for us. [00:12:05] If you don't have your org structure correct, it doesn't matter how many whistles and bells you have. I could have property meld and I can have Zapier and I can have lead simple. I can have all these things. I can have a bunch of VAs, but if your org structure is not correct, It all goes to hell in a handbasket, just even quicker, right? [00:12:22] Cause now you have all this stuff happening even faster and it just gets crazier. And so with us, what we did is we had the structure, right? So now the managers, they're not taking those first phone calls. what was happening, Jason, is that when people would call, right? An owner client would call, my manager would pick up the phone. And as they're talking to this person, they're literally online and doing 14 tasks, responding to 18 emails. And people can hear that, they can see that and they can feel it over the phone. And so what do they do? Well, you don't really have enough time for me, I'm going to go take my property elsewhere. Or if you mess up, you know what, not only do you not have time for me, you mess up, right? So now what we do is we have everything happening on a low level.  [00:13:01] My managers told me, and I've talked to other managers since, my managers told me that maintenance took 80% of their time, right? And so I've heard that time and time again. So that was the first thing. So everybody always asks " okay, if I do hire a virtual assistant what's the first thing I should hire?" And the answer is, it depends for me. I knew my churn rate was directly related to the way we handle me.. I knew it. I didn't have to have a consultant come in and tell me that, right? [00:13:27] I just getting beat up every day by it. So I ended up hiring I was going to hire one remote team member, I ended up hiring four, right? And I trained them, figuring that somebody is going to drop off, but I wanted to train them all together. Now I did the training. Training is like literally the most tedious thing ever. And nobody wants to train. Everybody wants to hire somebody that they know exactly how to do it and they know exactly how to do it your way. It doesn't work that way. You have to take one step back to two steps forward. What people don't realize is the time you spend training your people, you get back in perpetuity forever. Because if you train your people correctly and you have good core values and you have a great culture, they ain't going to leave, right? People are so worried. I'm going to transfer, isn't going to leave. Yeah. If you're running a crappy company. Right. If you're running a crappy company and yeah, I'd be freaking worried too. [00:14:11] Right. Yeah. Make sure you're running a great company. You train the people. And then here's the great thing. As people moved on, whether they moved on and got another job or they moved on because I promoted them, guess who did the training for the next batch? My team did the training for the next batch. By the way, my churn rate for my remote team was way less than my churn rate in my US team. Right. Right. Incredibly different.  [00:14:32] Jason: Churn rate of retaining clients, of team members?  [00:14:36] Pete: Team members. Retaining team members. Churn rate of clients and you have churn rate of team members, right?  [00:14:39] Jason: Yeah. Their loyalty is just a lot stronger because they don't get these kinds of opportunities as often.  [00:14:45] Pete: Correct. Correct. So once my maintenance team was on board, now my manager, I literally saved with the narrow minds 80%, but here's the funny thing, right? So as I'm training. I had a director of operations. Her name was Margo and I still talk to Margo today. I love Margo. She would come to my office every day for 90 days. She came to my office with her cup of coffee every morning and said, "I don't think these VAs are going to work. I don't think these virtual assistants are going to work." Okay. Because when I was training right now, I did the training, not Margo. [00:15:12] I was training them, but when I was training them. What we had to do is every work order had to go to the property manager, then to the virtual assistant, then the virtual assistant would talk to the resident, the owner, bring it back to the property manager because they were getting, they were training, right? So they had to learn what to do in each situation, which caused my property managers more time, right? So that 80 percent went to 90 percent or even a hundred percent or 110. Now they're working extra hours. So they hated it. On day 91 I don't know if I'm allowed to say this, but I shit you not, day 91, she comes into my office and she has our same cup of coffee and I'm getting ready to listen to the spiel and she goes, " do we have maintenance anymore?" [00:15:47] Yeah. And I laughed and it took 90 days, but I got it. Yeah. The point where, so all of the work orders were being done by the remote team that nothing was getting escalated anymore. Only very little things right? So my managers do say, what do they do? Well, they take on all the escalations. Now imagine. What brain power, right? My team in United States, they were the ones that were the experts, right? So, but imagine if they only are dealing with high level escalations, not all the other little, because how many times did I have all these little things get done, but then we missed the big thing. [00:16:18] And then all of a sudden what happens is I call them taps, two by fours, and mack trucks, right? A tap is basically a maintenance request. That's going unanswered for, let's call it 15 days. Okay. That's a tap. The two by four is now the resident bypass you calls the owner. Now the owner knows that it hadn't happened or the resident blasts you on social. And then the mack truck is the lawsuit that gets across your desk, the tech, the report the complaint to the the real estate commission. Right. Or you're just getting, or you lose a client, right? Yeah. Those are two of those. So my team was so busy that they were missing the taps that they were becoming two by fours. And these are called fires. All right. And all we're doing is trying to deal with this fire. And then of course, every once in a while you get a mack truck, right? And it's what the heck? So now that my managers are not doing the day to day stuff, they're able to be proactive. So they're looking at reports. They're literally looking for taps. And now they're solving those taps. What that means is now the owner clients not calling you to find out what's going on. You're calling them, you're reaching out to them, you're letting them know, or you're taking care of it before they even, before it even becomes an issue. [00:17:18] And so by, by having your high dollar people that are licensed and they have experience by allowing them to not do the low level, low enjoyment stuff they actually became not only do they take all the escalation, but they actually became internal salespeople. All of a sudden, and this is stuff that we didn't anticipate, all of a sudden, though, like my company's name was empire property management in realty. That 90 percent of my customers had no idea that we could buy and sell homes for them. We're called realty and no idea. But once I got my property managers to be client relations specialist, guess what's happening. All of a sudden people are going to buy houses and they're buying them through us. [00:17:54] All of a sudden people want to sell. They want to sell through us. So all of a sudden our revenue goes up, right? Then all of a sudden they're like, who do investors hang out with? They hang out with other investors, right? You're the, you're like the five most, what is it? It's the old saying that you hear you're the average of the five people you hang out the most. All of a sudden they're getting, we're getting referrals. We never got referrals. So now we're getting a bunch of sales. We're getting a bunch of referrals. We're getting people to buy stuff where the agent, right? And when you're the agent, you get, you build that, that relationship. [00:18:18] And so now all of a sudden our churn rate dips down to, I think it was 22 percent from 34%. Right. So the interesting thing is I told you when I first started, right, I went from 54 percent to 34 percent in payroll costs. My payroll actually stayed the same. It was the churn rate that went down, increased my revenue. [00:18:36] It was the other clients, right? And retaining people and getting more clients. That's what, that's where the difference was. And now my managers. We're incredibly happy. They're no longer working nights and weekends. They're no longer stressed. Right now. And so now they are they're having the best life ever. [00:18:53] And my VA team, my remote team, they're making more money than they've ever made before. And it was easy to, and then they all had KPIs and they were all like. People want to inherently do a good job. They do. Right. And so, but they don't know how to do a good job unless you tell them what that looks like. And that's the job description. And they want to report card and that's KPIs. And my team down there, we had them in Mexico cause they're the Spanish speaking. But what happened was again, another thing that we didn't realize was not only the team do the work, they hit the KPIs, they exceeded the KPIs and we create a bonus structure around the KPIs. [00:19:26] So if you hit the KPI, you got a firm handshake. Thank you. Right. But if you exceeded the KPI, you got a bonus. And if you were part of a team, everybody in team added the KPI or you didn't get the bonus. And what I like about with the virtual team is the bonus was a hundred dollars a month. If you hit a certain level, you got a hundred dollars for us wasn't a lot of money, a hundred dollars to somebody in the US. Like literally would get mad at me. That's a little, that's too little of a bonus. It doesn't even fill up my car. Right. And they throw it at you. Somebody in the Philippines or Mexico or Costa Rica it's an extra couple of days of work per month. [00:19:58] So they were really appreciative of that, of the opportunity to make more money. What happened was everybody started exceeding their KPIs to the point where I couldn't make the KPI any more difficult. Like it just is what it is. And they were just doing it. And then here's the magic. [00:20:11] What happened next? was they ended up updating or changing the process. So my deal as the business owner was, I am the policy maker, I make the policy, but you own the process. And when somebody comes in and says, "Hey, I changed the process." And I use this example a lot. I had Jessica who was running all my lease renewals. [00:20:30] So we had about a thousand units and I have one person doing all lease renewals, inspections and lease renewals. Our policy was that you could not do a lease renewal unless an inspection was done, an annual inspection was complete. And we used to start the process 60 days out. Jessica moved it to 90 days out. And when I was talking to them, I'm like, Jessica, I'm just curious what made you, and I don't, I try not to ask why questions because why questions put people blame, excuse, denial below the line and they get defensive. I asked, what made you decide to move it from 60 to 90 days? And she goes, "well, with 90 days, I can do X and Y. Like I can get to the owners faster. I know if the, if the residents do it" and she laid it all out. I'm like, amazing. She was doing a better job than I could have done because that's what her core focus was. Yeah. She was just on that. So then what people will say to me is Pete. [00:21:13] Okay. Well, how do you know she's just not doing the lease renewals and not the inspections because she wants to hit our number. Right. That's the first question I get all the time. And I say, "well, we hire people based on our core values. And one of our core values was integrity. And so if you hire people with integrity, they're not going to do the loop around." [00:21:30] I was able to run reports very quickly that determined all the lease renewals and if they had an inspection done so I've been reporting it. It was very simple to, to make sure that I was, I hold them accountable. Yeah, that's another core value of that we had is we hope people get, we run our business by numbers. [00:21:48] We hold people accountable. And so that's so, so because we did all of that, we were able to solve our challenge of no profit or single digit profit margin to, double digit and eventually get to about that 20 percent profit margin, even though we, even while we were still investing in a lot of money, growing the business. [00:22:07] Jason: Yeah, so we've, I love all the stuff you've been talking about. I think we've had some phenomenal results getting clients to improve their profit margin. And we've got clients easily getting up to 40%. Sarah ran her business over 60 and I think the three biggest profit levers are building a really solid process system, a really solid people system, and a really solid planning system and the planning system we call DoorGrow OS. [00:22:33] But that was really where we started to motivate the team to think in terms of outcomes and get them to think more strategically like business owners. And so that strategic work is what moves businesses forward. That's where they're innovating. That's where they're improving a process and so those kind of goals, if we give a team member an outcome and we say, "figure out however you can best do this, within our values with integrity. Figure out a better way," then I'm not concerned about micromanaging them. I we're less involved in managing the team. They're now managing themselves because they're trying to achieve the outcome. And a lot of team members in a lot of business don't even have job descriptions. So they don't even know what outcomes they're expecting. [00:23:15] Pete: If you're not sure what they're supposed to do. How do they know what they're supposed to do?  [00:23:18] Jason: Right. And if you ask anyone listening to this, if you ask your team members. This would be a curious and interesting experience for you or experiment. Ask your team members, "what are the outcomes that you think are most important for your role?" and compare that with what you think they are. I think you might be surprised. These should be agreed upon and defined, right? That should be in the job descriptions. Pete, I really appreciate all your transparency and sharing, because a lot of times everybody wants to, especially with like coaches in the industry, I see a lot of people coaching mentoring, but you don't get to see how the sausage is made and you don't really hear the challenges they have, but they might be really charismatic. They might really be good at speaking, but there's a lot of stuff going on behind the scenes. And then what a lot of coaches in the industry do is they try to get people to build the business the way they did, which may not even be working. And so I think what's important, I think every business owner needs to build the business around themselves. It needs to be built to allow them the maximum level of fulfillment and freedom and contribution and support in their own business and that fifth reason of safety and certainty. [00:24:25] And that means every business is going to be unique because every business owner is unique. If you started a property management business right now, it would be run very differently than some others, because you're very operationally minded and you would build your team very differently than somebody that's very visionary sales oriented, right? [00:24:41] And I think it's important to get the right team built around you. And a lot of times I think the foundational challenges, a lot of business owners aren't clear on themselves. And then they start building a team and they're miserable. They have an entire team and they're still miserable. They've built the wrong team. [00:24:55] Pete: Well, I think every new business owner does that, right? They don't feel like they deserve good people. So they self sabotage sometimes. Right.  [00:25:04] Jason: They don't believe the good people are out there. A lot of times they just don't even believe there's good people. They're like, "Oh, everybody's terrible." so guess what they attract? Right. And what's surprising the truth is just like you had mentioned, when you find good people, they will exceed you doing that role. Especially if it's one of your minus signs, it's not one of the hats you enjoy wearing, they will be better at it than you, if they enjoy doing it. A hundred percent. And that's super humbling for these early stage entrepreneurs, because they think they're the best at everything initially.  [00:25:33] Pete: There's two thoughts, right? So when you hire somebody, there's the whole abdication of it. And then there's a delegation and then there's the micromanagement. And so, what I find is that when people hire people in the United States, they abdicate a lot of times when they hire people that are remote, they want to micromanage for whatever reason, even though they've invested a lot more money in the person in the United States. Right. And then there's people that just, they just abdicate regardless. [00:25:58] And what I mean by abdication is, I'm a property manager. I'm doing a whole bunch of stuff myself. I hire an assistant and I just throw up on them and say, here's all the things that I'm doing. Go ahead and do it. There's no direction. There's no accountability. There's no management. [00:26:11] Right. And then they get excited. " Oh yeah, I'm a great delegator." No, you're an abdicator. You're not a delegator because you're not giving them the tools and the guidance that's needed. And then what happens is the VA or the person leaves and " well, I don't understand. I can't find any good people, so I'm just going to keep doing it myself." the first thing is when you hire somebody, you have to understand, you just can't just abdicate. You have to make time for them, especially in the first couple of months, right? They're learning you and your culture. At the end of the day, if you are the sole operator and the business owner each one of us have core values, right? We have our personal core values. Most of those are going to be embedded into the company that we built. They should be anyway. You shouldn't change your core values for your company. If I'm full of integrity, I'm not going to create a company that's not, that doesn't have a lot of integrity, right? [00:26:55] So these people are going to learn by you training them or your team training them, right? Core values always get pushed down. If you're listening to this and you do not have core values in your company, you have core values in your company they're just not yours. The team created core values. They push them up and they may or may not be the ones that you want. Right. But when you hire somebody, it's important that you spend a lot of time with them to train them properly so that they understand what they're doing. What I have found is that most jobs can be trained within two to three weeks. Especially if you're wearing one hat. The more, what I call decision points or if then else's, and the biggest one that I've found is in maintenance coordination has a lot of decision points. What if it's over the threshold? What if it's a home warranty? What if it's an emergency? What if it's cosmetic? [00:27:39] Right? You go on and on. That's why it took me 90 days. Because we had to go through every one of those scenarios and I had to train on. And it's just a little bit more in depth. My least renewable person, I was able to train her in two to three weeks. And you're right. And so by the training and by creating the KPIs and then by having a weekly meeting with structure. [00:27:57] Right. So nothing gets me more fired up than having a meeting, just to have a meeting. And then we sit there and we sit there for an hour and I literally just wasted not just my time, but everybody else's time all because we don't have any structure. So I'm a big fan of EOS. I'm sure that you have something that's very similar to a meeting structure. [00:28:15] Jason: We call it DoorGrow OS.  [00:28:16] Pete: DoorGrow OS. So DoorGrow OS. So if you're not part of DoorGrow, join DoorGrow and get on the OS. That's like number one, right? Because if you just get your meetings in order, you will see an increase in productivity just like that. So by the way, the maintenance team that I built, they always reported to me, even when I sold, until the day I sold the company. I just had a soft spot for them. I like maintenance. I know I'm weird that way, but I really did. And so they reported to me. My other team, I had other supervisors. I actually had supervisors in Mexico that were managing the other team members in Mexico. And that supervisor report to somebody in the U. S. or to report directly to me. But I still had my weekly meeting with my team every week. And we had our OS and one of the questions I asked every week, there's two questions that were always number one was always. "What can I do as the business owner to make your job easier?" I think there's a, I think there's a sphere, a circle, right? My job is to take care of my team. My team's job is to take care of the client. The client's job is to take care of the business and the business job is to take care of me. That's the circle right? So no the client is not always right. And let's do what we have to do to make sure that if we did mess up, we want to make it right. And I get all that. But how can I make my team's job easier? And that could be, I need to go talk to Sandy in accounting because she's not doing something or it means, "Hey, can you create this report for me?" I need a whatever it is. What can I do? Then the last question I asked on every meeting was what is your stress level on a scale of one to 10? And this was really important because it does two things. Number one, if somebody is a 10 plus for three weeks in a row, they are ready to punch out. Yeah. No one wants to work in a stressful environment for more than if we can see that Hey, it's summer, we're a little short staffed, you're going to be stressed for next, six to eight weeks, but there's a, but we're going to do X, Y, and Z to get out of it, I get it and people will handle stress for a short period of time. [00:30:05] The second thing is, believe it or not, sometimes people are stressed out and has nothing to do with you or your company. I know we all think it's about us and our company, but personal stuff. So one time I actually. And so if anybody's 10 plus and I want to talk to them, I do it off the meet. Like we have a one on one say, "Hey, stay on everybody else. Get off the meeting, whatever." Yeah. And I had this one lady 10 plus and I said, "Hey you're usually a two what's going on. My brother got hit by a car right now." What this does is everybody's always asking me how how can I, how can I bring my team, my remote team into our culture. This is a great way, right? Because at the end of the day, just like you, you want to give time to your owner clients and you want to build relationships, you want to build relationships with your remote team. And so by, by taking an interest in them as human beings. [00:30:52] Right. It doesn't mean you have to give them, I'm not going to, I didn't fly down and give them a whole bunch of money. I just listened and I cared that her brother was doing okay. I would ask, and it was just an emotional human thing. My team, if your team, if your remote team know that you actually do care about them. So if your remote team knows that you care about them, they're not going to leave you for a 50 cents more or a dollar more an hour. They're just not. Because most of the time, if you're paying them a fair wage. They are making more than enough money to cover their, what I call their nut, just to cover their living expenses. So they're not going to leave because the grass isn't always greener and they are freaking happy. [00:31:28] If you make your team happy by asking them, how can I help? How can I make your job easier? And letting them know that you care about them as people. That's the, that's like a number three question I get, right? Number one is how do I train them? Number two is where do I find them? [00:31:41] Number three is how do I make a part of the team? This is how you make a part of the team, right? By, by advocating and just throwing a bunch of throwing a bunch of stuff on them and letting them go. That's not how you do it. And by micromanaging, I'm saying, I want to see all the screenshots. I want you to write down everything you did from this time to this time. [00:31:57] And if you take a 15 minute break, I need you to punch out and punch in. Right. You said it earlier. You manage by results. That's what I do. Do I care if you put 40 hours a weekend? I really don't. I'll pay you for 40. But if you get if if you're available and I need you, right. So I have managed on availability first, it had to be available. [00:32:16] So we have policy. We use Slack. If I Slack you, you Slack me back within 30 minutes. If I email you, you email me back within four hours. If we have a meeting, you're on video and you're in your home office. None of this Starbucks crap, none of this on the beach crap, like you're in your home office, you're working, right? [00:32:30] So availability is number one. Then number two is KPIs. Are you meeting or exceeding your KPIs? Number three, and if I have the right KPIs, I can just look and if it's green, I know that position is doing well. And then number three is escalations. Am I getting calls from our clients or from internal members of the company saying that you're not, that you can't, that you're not doing your job or you're not getting back to them or whatever. [00:32:53] Those are the three things I need to know. I don't need to know that you're moving your mouse every 30 seconds. I could care less on that. If I got those three things, I know, and again, I know I have the right people because I hired them based on my core values or the company's core values. [00:33:06] Jason: Yeah, totally. We do a lot of the similar things at DoorGrow. Like one of my mentors would say, cadence is culture. And I really believe that the cadence of your meetings creates the culture. It really does. And this is where you're able to set the culture with your team. And we ask questions like, where are you stuck? How can we support you? We do caught being awesome. We, and I think what team members really want more than money, a lot of entrepreneurs, we like money, right? We don't hate money. And so we assume mistakenly that's the highest priority for all of our team members. Well, I'll just give them bonuses or I'll pay them more. The reality is most team members. With the exception of maybe entrepreneurs and salespeople, most everybody else on the planet would prefer once their basic needs are met, financially would prefer to be recognized rather than get a bonus. And so creating the right cadence and creating a system like DoorGrow OS allows the team to be seen and recognized for their accomplishments strategically and moving the business forward. [00:34:03] And that prioritizes that we find that if you can get those three systems in place. The planning system, that's DoorGrow OS here at DoorGrow. The people system, we've got DoorGrow Hiring, Applicant Tracking System, etc. And the process system, we've got DoorGrow Flow and some other stuff. If you have these three systems in place, these are three of the biggest profit levers you can get in place. [00:34:23] And a lot of times people try to skip those three and jump right into profitability and micromanage through just more severe actions, more severe KPIs, and trying to control more. Thinking they can squeeze more blood from the stone when if they did these three profit levers, we've got clients that are hitting amazing profit margins. [00:34:42] They don't even have KPIs because they don't even need them because they trust their team members so much and their team members are really great culture fits and really motivated. And so focus on those three profit levers first, and you're going to make a lot more money. And really what happens is you get three times the output from good team members. [00:34:59] Easily and they can be anywhere. And what's, what I love about being able to have a remote team, we've got team members all over the place. Some of the U S Canada, Mexico, one's in London now, Philippines. I'm able to hire the best. I'm able to hire the best, no matter where they are. And I'm able to also for certain roles, get, make sure it's really affordable for the business. [00:35:20] And so we're not, I'm not too particular about where they're at or what they're doing. It just needs to be a price point that we can afford. And I need a really good outcome. And if we can get that, then that's the ideal. And it's easier for me to run things remotely than if everybody were interrupting me coming into my office all day long, it's a lot quieter. [00:35:42] And I feel like everybody's able to get more done, but we're able to create that connection in our daily huddles. We check in with everybody, ask where they're stuck. We do one on ones like you were talking about. All these things to figure out where everybody are at. The one thing that we do that I think is really impactful is we have our team members do time studies, not as a punitive measure, as a way to support them and figure out how to get them additional support and help. [00:36:05] And this is where we figure out which, what are their plus and minus signs. So Adam, who's been on my team for almost, I think almost a decade now. Yeah. I'm like nine years. And he started as a content writer and he's done multiple time studies and every time he gets really honest with me, he's these are the things I don't enjoy doing anymore. [00:36:21] I'm not enjoying doing all this writing. I'm, what do you enjoy? I enjoy interacting with the clients. He now manages our entire department for websites, branding, all this. He's got a whole team under him. Whereas nobody initially would have thought, Hey, Adam is a manager, but he by default naturally became one because we just got him the support he needed. [00:36:40] And so he's been, he, and that's how we've been able to retain Adam. And the cool thing about retaining team members is they're like wine. They get better with time. Better and better. And so Adam knows lots of ins and outs in the business. He's super adaptable and versatile, and we're able to use them for billing related stuff and website stuff. [00:36:58] And there's so many things over time that he's developed and absorbed and learned. He can run significant pieces of the business for me if necessary.  [00:37:07] Pete: Well, I'll give you a funny story because, here I am teaching and telling you, oh, here's how hire people. Right? So when I first started VPM Leon, who is our onboarding guy now came over and he was with me at mind and he was with me at empire. [00:37:20] So I've known Leon and I knew he had our core values, right? And so we're like, maybe eight months in and I go to one of my business partners and I go, "Hey man, I don't think Leon's working out," and he's like, "really?" he did the, I called the Mongolian reversal, right? Because he basically takes my words and he puts them right back at me. [00:37:34] He goes "let me ask you what's his job description?" And it's crickets. So I'm like, "yeah, he don't really have a job description." He's " what's his KPIs?" I'm like, "yeah, we haven't really got to that." So he's like, "how much have you trained him?" And I'm like, "all right, enough." [00:37:45] Basically, Leon was the right guy. I just didn't know what he's supposed to do. So how did he know what he's supposed to do? So then I got serious about the job description. And then what we realized is Leon was running about two hats, maybe three hats. It's really like he, he was good at one of them. [00:38:01] So we ended up hiring another guy, Angelino, and gave that hat away. And now Leon just runs and now he is. Thriving and exceeding all of the metrics that we put in his place. And he's the happiest he's ever been. And even though, this stuff, sometimes you have to continuously, make sure that you're doing it. [00:38:20] Jason: Oh yeah. We had a conversation last night about a team member that we realized they weren't doing some things right. And Sarah put it back in my face. She's well, did you train them on this? And I was like, No, I didn't. I made a mistake in training. I thought they would understand it in my superficial explanation. [00:38:38] And yeah,  [00:38:39] Pete: it's shortcuts, right? Those three things that you put out there, the hiring and the process, it sounds so easy, right? But we know it's tedious. And there's, that's a, that's the reason. Why most entrepreneurs who are most of 'em, are visionaries, right? A lot of guys start business with visionaries. [00:38:53] They're not in the details. They don't like doing that. It's not natural, right? I need an integrator. They need a, they need an integrator. I'm guessing Sarah's the integrator. I'm the integrator. I'm guessing you're the visionary, right? So they need an integrator to, to literally do that stuff and you get, like I said you, when you do it you get it back in perpetuity, like it just, once the system is complete, it's just tweaking. It's not rebuilding, once, and and but a lot of visionaries, they skip that part because they don't like that part. [00:39:18] Yeah. I agree. It's from hire a consultant or hire the, hire somebody that, that likes that stuff.  [00:39:23] Jason: Yeah.  [00:39:24] Sarah: And I love that you just keep like, thank you for continuously driving home the point. Like you have to train people. You have to. And a lot of times what we see is we see doesn't matter your location. [00:39:34] Doesn't matter your size. Doesn't even matter what industry you're in. People hire out of pain, which makes sense, but they're in so much pain that they're like, Oh, they think as soon as they hire somebody, they're like, Oh, like I'm, it's solved. It's not solved yet because you haven't trained them.  [00:39:48] It's still your problem until they are properly trained. And it does take time. So for a period of time, when you hire somebody, your life is going to get worse. You're going to be taking on more if you want them to do a good job That is what has to happen because if you hire somebody and you're like, "here just have it like baptism by fire figure it out go ahead and do it." [00:40:09] It's not going to work out. You're going to be frustrated They're going to be frustrated and it looks bad for both people and then you guys are both frustrated at each other and you're like Why are they not working out? And this person is like I didn't even get training. I don't like you're mad at me all the time. [00:40:22] And I just I don't even know what to do, but you didn't tell me what to do. Help me.  [00:40:25] Pete: I'm not going to hire people because I just, there's no good people out there. Right. It's just, when I was telling you that story about training the maintenance team, I was trained about two hours a day on the maintenance, which is a little too much, probably an hour and a half is probably the maximum we can take. [00:40:37] But I was doing two hours. That didn't mean that my 10 hour day. was still a 10 hour day. It became a 12 hour day because I still had 10 hours of work. I had to do, I just took on more, two hours of training. And a lot of times they ask more, a lot of times it's even more than that because as you're training, what I have found, and maybe you guys see the same thing is as I'm training, I actually learned a lot more about my processes and about my company, and then I realized, oh. [00:41:00] There's no policy here. Oh, there's no field for that. Oh, that's just in my head. However, I feel that day I'm going to, I'm going to judge on that. And so I, there was a lot of work that I ended up having to do as I'm creating the, to training, oh man, this process is not exactly at all what I thought. [00:41:16] Jason: Yeah. Yeah. Cool. Well, Pete, this has been an awesome conversation. We appreciate you coming on the show. Why don't you tell everybody just a little bit about VPM solutions. Do a quick plug and how they can reach out and connect with you.  [00:41:30] Pete: Yeah. So, thanks for that. So VPM solutions is an online platform that connects property management companies with remote team members. [00:41:38] It's a direct hire, so they don't work for VPM. They work directly for you. You negotiate the hourly rate. There is no upfront cost and there's no fee to use the site. So it's all free for the company managers. The way VPM makes money is the virtual assistant. Pays 10%. So when they apply to a job, they have a breakdown of this is how much hourly rate that I'm applying for. [00:41:59] It is how much that BPM charges a platform fee. And this is how much that I'll get. We also have about 20, I think 23 free training. So, there's training on the site from fair housing to marketing, social media, to pro we have a flagship property manager, one on one courses. It's about nine 12, 12 courses, nine hours of content. [00:42:20] Wow. And it's there just to teach folks the basics of property management. No, you're not going to hire them and they're going to be able to run and be a property manager for you, but they're going to know the ins and outs of the verbiage of just the life cycle, like high level stuff. But it's our attempt to get people trained up so that when you, so that when you get them, they're not like that, at least they're crawling. [00:42:44] Right. Yeah. They have a little bit of deal, a little bit of information. And then we also have we also have some free resources that are on the side as well. Like we have I think we have 50 job descriptions with this profiles that we assume, assume assumptive this profiles. [00:43:00] We also have like org charts, like what you should, or chart should be as you grow your business. And then we also have just a list of all the vendors and resources and all the different Facebook groups and all of the conferences that are out there for profit management. [00:43:13] Matter of fact, you're actually on that site by the way, as a vendor. So, yeah. So. That's what we do. And then we also offer what we call the white glove service. It's a free service that helps you go through the hiring process. Because we, what we realized early on, it's a do it yourself platform, but what we realize is most people don't have a hiring process and no idea what to do. [00:43:34] So we guide them. Now your team your clients probably have a good hiring process, but we'll offer, like we'll offer that free white glove service to them as well, if they want to come in and just. Need a little bit of help. What should they ask before they interview? There's some red tape. [00:43:47] Like we say, you get a disc profile, and then the, we have these courses that they take, they get certifications, you can search based on those certifications. So it's really the only platform literally built for property management.  [00:43:57] Jason: Love it. Yeah. Very cool. We'll check it out. So everybody make sure you check out Pete Neubig's VPM solutions. [00:44:04] Take a look at that. And Pete, thanks for being on the show today. It's good conversation.  [00:44:08] Pete: Yeah. Thanks guys. Thanks Jason. Thanks Sarah. Appreciate you.  [00:44:11] Jason: All right. So if you are a property management entrepreneur, you're wanting to grow or add more doors or you're struggling with dealing with your team, reach out to us at DoorGrow. [00:44:19] We can help you with this. We do this all the time. We would love to support you. We have clients that are easily going from, we can help you scale anywhere from zero to a thousand plus, and anybody can do this in the next three to five years. We would love to support you, help you scale your business and help you save collapse a lot of time and not have to go through a make. [00:44:37] So many mistakes in your business. And so until next time to our mutual growth. Bye everyone. [00:44:42] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow!  [00:45:09] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.

Join us on Dear Dog this week as we support Betsy through a hair care kerfuffle, talk about running into people we haven't seen in ages but actually, Ali has, for a while now but just didn't recognize them because she was paying attention to their dogs, travel plans, and an LA ordinance that is going to a final vote that could help you Angelino renters who adopted a pandemic pet…that and so much more (also, we will be off for a week or two due to the holidays…HAPPY HOLIDAYS LISTENERS!!! WE LOVE YOU AND WE LOVE YOUR DOGS!! #dog #dogs #dogsofintsagram #pandemicpooch

This podcast episode is part of our Where are they Now? Alumni Update Series, where we check in with our alumni to see how they're doing, celebrate their accomplishments and reflect on the lessons they learned from the program. Denia Angelino is a Class of 2021 alum. Denia Angelino is a daughter of undocumented immigrants, a first-generation Latina graduate of Stetson Law, and a California barred attorney. At seven months pregnant, Denia started her first semester of law school, and she experienced what it was like to be both a part-time and full-time student while taking care of her daughter. Following graduation, Denia took the California Bar Exam in July '21 and passed on the first try. Denia was admitted to the California Bar in January '23 and now practices landlord/tenant habitability law as a first-year associate, where she works on cases for tenants in Los Angeles, CA, who live in the same rough neighborhoods Denia grew up in. Denia is also a content creator who mentors the next generation of diverse women lawyers. Aside from lawyering and mentoring, Denia is also a volunteer assistant coach to Cal Poly Pomona's Mock Trial team. Currently, Denia enjoys living in San Diego, CA with her husband, six-year-old daughter, and their dog Mila. Social Media Website: www.journeytoesquire.com Email: info@journeytoesquire.com LinkedIn: https://www.linkedin.com/company/dive... Facebook: https://www.facebook.com/JourneytoEsq/ YT: https://youtube.com/@journeytoesquire Twitter: @JourneytoEsq                 https://mobile.twitter.com/journeytoesq Instagram: @JourneytoEsq  https://www.instagram.com/journeytoesq/ www.journeytoesquire.com info@journeytoesquire.com @JourneytoEsquire --- Send in a voice message: https://podcasters.spotify.com/pod/show/journey-to-esquire/message Support this podcast: https://podcasters.spotify.com/pod/show/journey-to-esquire/support

#34: We're revisiting one of our favorite neighborhoods – deemed the best place to trick or treat in LA – in honor of Spooky Season. This episode first aired on November 15, 2022.  In our latest trip through one of LA's neighborhoods, we hook up with HTLA listener and reader Andrea Martinez Gonzalez to take a tour of Angelino Heights, one of the oldest areas in the city. It's got some of the coolest and most diverse architecture around from Victorians to Craftsmans but, like so many places in LA, this once middle class enclave has become extremely unaffordable. Come check it out with us. And if you'd like to tell us what neighborhood to visit next, let us know here.  Guest: Andrea Martinez Gonzalez, HTLA listener and Angeleno Heights resident

Ein Paragleitunfall hat sein Leben schlagartig verändert. Dieser Moment war für Angelino der Start von etwas ganz Besonderem. In diesem feinen Interview teilt er seine Mindset-Learnings sowie seine größten sportlichen Momente mit mir. Für mich jedes Mal von Neuem eine riesen Motivation. Hier findest mehr Infos zu Angelino: https://www.instagram.com/angelinozeller/ Viel Freude beim Reinschauen und -hören, Chris "The ROC"

On this episode, we welcome Sherí Kelsey, writer and poet who's new book "Layers and Waves" is available now. https://a.co/d/9TheYXi Plus we get into her previous lives as the white sheep in her family, a soldier serving in the Army and Air Force along with her journey to becoming a New Yorker and all the way to a published Angelino as a resident of Los Angeles, California. - VIDEO https://www.youtube.com/watch?v=NMlIfNTYtkw 

On this episode, your intrepid host falls down a rabbit hole while doing research for one thing, and ends up discovering something "new" that must be investigated further, the 1987 action/comedy Oklahoma Smugglers. ----more---- TRANSCRIPT From Los Angeles, California, the Entertainment Capital of the World, it's The 80s Movies Podcast. I am your host, Edward Havens. Thank you for listening today.   You were probably expecting the third part of the Miramax Films in the 1980s series, and we will get to that one the next episode. But as often happens while I'm researching, I'll fall down a rabbit hole that piques my interest, and this time, it was not only discovering a film I had never heard of, but it fits within a larger discussion about disappearing media.   But before we get started, I need to send out a thank you to Matthew Martin, who contacted me via email after our previous episode. I had mentioned I couldn't find any American playdates for the Brian Trenchard-Smith movie The Quest around the time of its supposed release date of May 1st, 1986. Matthew sent me an ad from the local Spokane newspaper The Spokesman-Review dated July 18th, 1986, which shows the movie playing on two screens in Spokane, including a drive-in where it shared a screen with “co-hit” Young Sherlock Holmes. With that help, I was also able to find The Quest playing on five screens in the Seattle/Tacoma area and two in Spokane on July 11th, where it grossed a not very impressive $14,200. In its second week in the region, it would drop down to just three screens, and the gross would fall to just $2800, before disappearing at the end of that second week. Thank you to Matthew for that find, which gave me an idea.   On a lark, I tried searching for the movie again, this time using the director's last name and any day in 1986, and ended up finding 35 playdates for The Quest in Los Angeles, matinees only on Saturday, October 25th and Sunday, October 26th, one to three shows each day on just those two days.   Miramax did not report grosses.   And this is probably the most anyone has talked about The Quest and its lack of American box office. And with that, we're done with it. For now.   On this episode, we're going to talk about one of the many movies from the 1980s that has literally disappeared from the landscape. What I mean by that is that it was an independently made film that was given a Southern regional release in the South in 1987, has never been released on video since its sole VHS release in 1988, and isn't available on any currently widely used video platform, physical or streaming.   I'll try to talk about this movie, Oklahoma Smugglers, as much as I can in a moment, but this problem of disappearing movies has been a problem for nearly a century. I highlight this as there has been a number of announcements recently about streaming-only shows and movies being removed from their exclusive streaming platform, some just seven weeks after their premieres.   This is a problem.   Let me throw some statistics at you.   Film Foundation, a non-profit organization co-founded by Martin Scorsese in 1990 that is dedicated to film preservation and the exhibition of restored and classic cinema, has estimated that half of all the films ever made before 1950 no longer exist in any form, and that only 10% of the films produced before the dawn of the sound era of films are gone forever. The Deutsche Kinemathek, a major film archive founded in Berlin in 1963, also estimates that 80-90% of all silent films ever have been lost, a number that's a bit higher than the US Library of Congress's estimation that 75% of all silent film are gone. That includes more than 300 of Georges Méliès' 500 movies, a 1926 film, The Mountain Eagle, that was the second film directed by Alfred Hitchcock, and London After Midnight, considered by many film historians to be “the holy grail” of lost films. A number of films from directors like Michael Curtiz, Allan Dwan, and Leo McCarey are gone. And The Betrayal, the final film from pioneering Black filmmaker Oscar Micheaux, is no longer with us.    There are a number of reasons why many of these early movies are gone. Until the early 1950s, movies were often shot and printed on nitrate film, a highly flammable substance that can continue to burn even if completely submersed in water. During the earlier years of Hollywood, there were a number of fires on studio lots and in film vaults were original negatives of films were stored. Sometimes, studios would purposely incinerate old prints of films to salvage the silver particles within the nitrate film. Occasionally, a studio would destroy an older film when they remade that film with a new cast and director. And sometimes films, like Orson Welles' original cut of The Magnificent Ambersons, would be dumped into the ocean off the Southern California coast, when studios no longer wanted to pay to store these elements.   Except Oklahoma Smugglers does not fit into any of those scenarios. It's less than forty years old, in color, with a synchronized soundtrack. It's crime was being a small budgeted independently distributed movie from an independent production company that was only released in a small section of the United States, and never got any traction outside of that region.   Not that this alone is why it disappeared.   You may recall hearing about David Zaslav, the head of the mega entertainment conglomerate Warner Brothers Discovery, cancelling the release of two completed films, a Batgirl movie that would have featured Michael Keaton's return as Batman a full year before The Flash, and a sequel to a fairly successful Scooby Doo animated movie. Warner Brothers had spent more than $200m between the two films. They were shot, edited and scored, and ready for release. Then Zaslav decided these were of the quality he expected for Warner Brothers movies, and wrote them off for the tax break. Unless someone at Warners somewhere down the line decides to pay back the tax incentive to the Fed, these two movies will never legally be allowed to be shown, effectively making them lost films.   Again, there are many ways for a film to become lost.   In our case, it seems that Oklahoma Smugglers is an unfortunate victim of being the one and only film to be produced by Cambridge Entertainment Corporation, based in Needham MA. The company was founded on September 10th, 1986 and went into involuntary dissolution on December 31st, 1990, so it's very likely that the company went bankrupt and no company was interested in picking up the assets of a small independent production company with only one tangible asset, this movie.   So here is what I could find about Oklahoma Smugglers.   The film was produced and directed by Ota Richter, whose only previous film work was writing, producing a directing a horror comedy called Skullduggery in 1982. The film has its fans, but they are few and far between. Three years later, in 1985, Richter would work with a first time screenwriter named Sven Simon to come up with the story for Oklahoma Smugglers. When the script was completed, Richter would raise the money he would need to shoot the movie in Toronto with a no-name cast lead by George Buzz and John Novak, and a four week production schedule between February 24th and March 21st, 1986. One can presume the film was locked before September 10th, 1986, when Cambridge Entertainment Corporation was founded, with Ota Rickter as its treasurer. The other two members of the Cambridge board, company President Neil T. Evans, and company Secretary Robert G. Parks, appear to have not had any involvement with the making of the movie, and according to the Open Corporates database, the men had never worked together before and never worked together again after this company.   But what Neil Evans did have, amongst the six companies he was operating in and around the Boston area at the time, was a independent distribution company called Sharp Features, which he had founded in April of 1981, and had already distributed five other movies, including the Dick Shawn comedy Good-bye Cruel World, which apparently only played in Nashville TN in September 1982, and a 1985 documentary about The Beach Boys.   So after a year of shopping the film around the major studios and bigger independent distributors, the Cambridge team decided to just release it themselves through Sharp Features. They would place an ad in the September 16th, 1987 issue of Variety, announcing the film, quote unquote, opens the Southeast on September 18th, just two days later.   Now, you'll notice I was able to find a lot of information about the people behind the film. About the companies they created or had already created to push the film out into the market. The dates it filmed, and where it filmed. I have a lot of sources both online and in my office with more data about almost every film ever released. But what I can't tell you is if the film actually did open on September 18th, 1987. Or how many theatres it played in. Or how much it grossed that first weekend. Or if any theatres retained it for a second week. Or any reviews of the movie from any contemporary newspaper or magazine. Outside of the same one single sentence synopsis of the movie, I had to turn to a Finnish VHS release of the film for a more detailed synopsis, which roughly translates back into English as such:   “Former Marines Hugo and Skip are living the best days of their lives. Hugo is a real country boy and Skip again from a "better family." Together they are a perfect pair: where Skip throws, Hugo hurls his fists. Mr. Milk, who offers security services, takes them on. Mr. Milk's biggest dream is to get hold of his nemesis "Oklahoma Smuggler" Taip's most cherished asset - a lucrative casino. Mr. Taip is not only a casino owner, but he handles everything possible, from arms smuggling to drugs. The fight for the ownership of the Oklahoma Smuggler casino is a humorous mix of fistfights, intrigues and dynamite where Hugo and Skip get the hero's part. What happens to the casino is another matter.”   Okay, that sounds like absolute crap.   But here's the thing.   I actually enjoy checking out low budget movies that might not be very good but are at least trying to be something.   I would be very interested in seeing a movie like Oklahoma Smugglers. But I can't the darn thing anywhere. It's not posted to YouTube or Vimeo or any video sharing service I know of. It's not on The Internet Archive. It's not on any of the Russian video sites that I occasionally find otherwise hard to find movies.   There's no entry for the film on Wikipedia or on Rotten Tomatoes. There is an IMDb page for the film, with a grand total of one user rating and one user review, both from the same person. There's also only one rating and mini-review of it on Letterboxd, also from the same person. There is a page for the film on the Plex website, but no one has the actual film.   This film has, for all intents and purposes, vanished.   Is that a good thing?   Absolutely not.   While it's highly likely Oklahoma Smugglers is not a very good movie, there's also a chance it might actually be stupid, goofy fun, and even if its a low quality dupe off a VHS tape, it should be available for viewing. There should be some kind of movie repository that has every movie still around that is in the public domain be available for viewing. Or if the owners of a movie with a still enforceable copyright have basically abandoned said copyright by not making the film available for consumption after a certain amount of time or for a certain amount of time, it also become available. This would not only help films like Oklahoma Smugglers be discovered, but it would also give film lovers the chance to see many movies they've heard about but have never had the opportunity to see. Even the original theatrical version of the first three Star Wars movies are no longer available commercially. Outside of a transfer of the early 1990s laserdisc to DVD in 2004, no one has been able to see the original versions in nearly twenty years. The closest one can get now are fan created “Despecialized” editions on the internet.   Film fans tend to think of film as a forever medium, but it's becoming ever increasingly clear that it far from that. And we're not just talking about American movies either. When I said it is estimated that half the films ever made are considered lost, that includes movies from all corners of the globe, across several generations. From Angola and Australia to the former Yugoslavia and Zambia. Gone forever.   But every once in a while, a forgotten film can come back to life. Case in point, The Exiles, a 1958 film written, produced and directed by Kent Mackenzie, about a group of Native Americans who have left their reservation in search of a new life in Los Angeles' Bunker Hill neighborhood. After premiering at the 1961 Venice Film Festival, the film was never picked up for theatrical distribution, and for many years, the only way to see it was the occasional screening of the film as some college film society screening of the one 16mm print of the film that was still around. Cinephiles were aware of the film, but it wouldn't be until the exceptional 2004 video essay Los Angeles Plays Itself by Thom Anderson that many, including myself, even learned of the film's existence. It would take another four years of legal maneuvering for Milestone Films to finally give The Exiles a proper theatrical and home video release. The following year, in 2009, with new public exposure to the film, the Library of Congress included The Exiles on their National Film Registry, for being of culturally, historically or aesthetically" significance. In the case of The Exiles, much of Bunker Hill was torn down shortly after the making of the film, so in many ways, The Exiles is a living visual history of an area of Los Angeles that no longer exists in that way. It's a good film regardless, but as a native Angelino, I find The Exiles to be fascinating for all these places that disappeared in just a few short years before my own birth.   So, that's the episode for this week.   Thank you for joining us. We'll talk again next week, when we continue our miniseries on Miramax Films in the 1980s.   Remember to visit this episode's page on our website, The80sMoviePodcast.com, for extra materials about Oklahoma Smugglers.   The 80s Movies Podcast has been researched, written, narrated and edited by Edward Havens for Idiosyncratic Entertainment.   Thank you again.   Good night.  

#34: This week, we're revisiting some of our favorite episodes for a little adventure-inspiration. Today we're going to Angelino Heights. So get outside with us and get ready to see all the food, culture and history LA's different neighborhoods have in store. In our latest trip through one of LA's neighborhoods, we hook up with HTLA listener and reader Andrea Martinez Gonzalez to take a tour of Angelino Heights, one of the oldest areas in the city. It's got some of the coolest and most diverse architecture around from Victorians to Craftsmans but, like so many places in LA, this once middle class enclave has become extremely unaffordable. Come check it out with us. And if you'd like to tell us what neighborhood to visit next, let us know here.  Guest: Andrea Martinez Gonzalez, HTLA listener and Angeleno Heights resident

Episode 262 - No Ferreira, No Problem As Dallas Wins 2-0LAFC looked to get back on the right side of things as they head to take on a Dallas club decimated by injuries and international duty. After a perplexing loss to Vancouver, this couldn't have been a better time to take on Dallas... right?Wrong. Despite missing Jesus Ferreira, Paul Arriola, Obrian, and others, Dallas took over the second half (after Chiellini and Tillman came off), kept LAFC at bay, and walked out of the sweltering humidity of Frisco with a 2-0 win. 7 losses in 10 matches is the prelude to Carson at the Rose Bowl. LAFC falls to second in the Western Conference as questions must get louder about a true 9. The transfer window looms, and we need bodies and rest. Also on this episode, it's Scarf who rants against the antiquated MLS as we get set to play 33 matches by July 15. Yes, that's a record by a WIDE margin. We also take time to remember Chris "Spanto" Printup, founder of Born x Raised and beloved Angelino. Rest well, Spanto. 

Katy reads two poems she wrote in her different stages of grief. The first poem is to her son Angelino, who had pass away while still in the womb. The second poem was five months after delivery of Angelino and is about the sorrow and other feelings she felt for her beautiful little boy. DONATE $5 (aka "buy us a coffee/hot cocoa") to support the continued production of these stories. We appreciate all the help toward production and hosting costs. Or if you want to purchase an "Always a Part of Us" Legacy Gift for $20, you'll be providing to one of these families that shares their story, full transcriptions, mp3s, and mp4s of the recordings of their baby's birth story and advice episodes for their family history records. You will also get a shout-out on an upcoming episode. Thank you! Donate: https://ko-fi.com/stillapartofus SUBSCRIBE to our YouTube channel for more birth stories from families who have experienced a stillbirth or infant loss. We're grateful that you're part of our community! https://www.youtube.com/stillapartofus SUBSCRIBE to our podcast Still A Part of Us, wherever you find podcasts. Links (some of these links are affiliate links, which means we may get a small commission off your purchase, at no extra cost to you): Website: http://stillapartofus.com/ Grief Support Groups: https://nationalshare.org/ #stillbirthstory #stillborn #stillbornstory #birthstory #infantloss #infantdeath #babydeath #stillmychild #podcast #birthstories #babyloss #mybabydied #bereavedmother #bereavedfather #infantlossawareness #dadsgrievetoo #mamasgrief #pals #childloss #lifeafterloss #saytheirnames #babylossawareness #breakingthesilence #grievingmom #grievingdad #bereavedparents #pregnancyandinfantlossawarenessmonth

Do you know where NIKE got it's "JUST DO IT" Slogan from? And Who is the most famous Angelino? We go through so many names and man it's tough to make a choice! Also, Mason gets nervous around squeegee guys but why? and there are 2 Dodgers that concern Mason. Who are they? and why is he concerned? Plus, we talk about the WNBA? Charles Barkley says that the WNBA is a great product? Do you agree? and the topics are in for another version of WASSUP FOO! Learn more about your ad choices. Visit megaphone.fm/adchoices

The first episode I recorded with school-psych-turned-advocate, April Rehrig, has been on my Top Ten list since it launched. It makes sense then that I had her back as my first-ever repeat guest! April delivers again in this episode! Join us as we talk about how to get an evaluation for your child. No, we are not just talking about eligibility and that initial request for an evaluation. We are talking about specific language to use, information to provide, the value of the evaluation itself, and subsequent evaluations! April tells it to you straight; her insight is such an asset!Transcript: https://share.descript.com/view/Z3yUawlH6p9Meet April:April discovered her passion as a teen, volunteering in a special education school. Raised in a family of educators, it felt natural to help others. Each role in her career led to April's expertise in disability advocacy. First and foremost, April is a teacher. Prior to leading her own class, she was a substitute, private tutor, instructional assistant, camp counselor, and before/after school program teacher.School psychology was a clear next step. Over the next 20 years, April's experience and first-hand knowledge led to her transformation into how to Build a Better IEP™️. She went back to school and became a Licensed Educational Psychologist (LEP), Board Certified Educational Advocate (BCEA™), Master IEP Coach®️, and Certified Autism Spectrum Disorder Clinical Specialist (CASDCS).April founded Rise Educational Advocacy and Consulting for everyone at the IEP table. Her virtual coursework and toolkits are a must-have for busy parents, teachers, and clinicians on the go. Rise transforms traditional advocacy into a dynamic team-based approach through a strength-based lens that presumes competence.A native Angelino, Los Angeles has always April's been home. She and her husband have a blended family, with seven children between them. When she isn't passionately advocating, you'll find April binge-watching Netflix or walking her sociable pug.Email April at info@riseeducationaladvocacy.com or content on social here: https://lets-rise.mykajabi.com/links?fbclid=PAAaYNpDb82oowzucEO2pbfcQBarHGlkO3iBx_q3WikTnCS2wPn2pEOXrd23YSee April Live at The Special Education and Advocacy Conference on January 28, 2023: https://ashleybarlowco.com/conference-2023

Holiday Replays! Best of series…In this week's episode Amy and Katie meet Kroma Wellness Founder and CEO, Lisa Odenweller. They learn about Lisa's extensive background with superfoods and wellness which started her popular cafe Beaming and now the launch of her 10-month-old brand Kroma Wellness. You've probably seen beautiful photos all over Instagram showing off Kroma, but these superfood ingredients are WAY more than just beautifully aesthetic packaging. We learn how the 5 day reset can detox your body and more importantly, help to reset your healthy habits and lifestyle from the inside out. Lisa discusses how Kroma does not starve or deprive, but rather fuels you with delicious, healthy ingredients helping to debloat, clear the mind, improve digestion and more. Lisa shares her passion for finding the best, clean ingredients used for all of the Kroma products and Amy and Katie share one of the many Kroma products they couldn't get enough of.  The three also discuss why food is medicine and how it helped Lisa's daughter's ADD, plus Lisa's personal story of what led her to create this inspirational wellness brand. About Lisa Odenweller:Seasoned entrepreneur and health visionary Lisa Odenweller has redefined the wellness industry over the last decade. Lisa is Founder and CEO of Kroma Wellness, a functional superfood nutrition company. Kroma and her earlier venture, Beaming Wellness, are considered two of the most successful and innovative wellness brands in the industry. Lisa is known for her ability to design health food concepts that people become obsessed with while attracting influential investors, influencers, and loyal customers. Lisa's wellness endeavors are rooted in her belief in food as medicine and her unique ability to make healthy taste amazing.Lisa launched Kroma in July 2021 after attracting one of the most impressive groups of investors in an early stage, pre-revenue wellness start-up including A-list celebrities, recognized entrepreneurs, and notable public figures. Kroma is also 90% funded by women Kroma offers delicious, high-quality, on-the-go foods and beverages that deliver maximum nutrition and require minimal preparation. Kroma's menu of just-add-water bone and veggie broths, adaptogen superlattes, elixirs, snacks, and teas incorporate nutrient-dense superfoods and are known for their incredible flavor and ease of use. Beyond her reputation for architecting transformative wellness concepts, Lisa's ability to grow brands from capital raise to consumer zeitgeist has landed her on MindBodyGreen's “100 Women to Watch in Wellness” list as well as Angelino's list of Top 4 Wellness thought leaders in LA. She has also been profiled in Forbes, Vogue, Glamour, Vanity Fair and People among other publications.Follow Kroma @kromawellnessFollow Lisa  @Lisa OdenwellerFind us at www.nirvanasisters.comFollow us @nirvanasisters on InstagramSay hi at hello@nirvanasisters.comPlease subscribe, rate, review and share

In this weekend edition: In our latest installment of How to LA, we'll take you on a tour of the Angelino Heights neighborhood – one of L.A.'s oldest suburbs. Come along with us as host Brian de Los Santos explores its diverse architecture and more This program is made possible in part by the Corporation for Public Broadcasting, a private corporation funded by the American people.Support the show: https://laist.com

Tired of refreshing your news feed for election results? Well, how about a quick adventure! In our latest trip through one of LA's neighborhoods, we hook up with HTLA listener and reader Andrea Martinez Gonzalez to take a tour of Angelino Heights, one of the oldest areas in the city. It's got some of the coolest and most diverse architecture around from Victorians to Craftsmans but, like so many places in LA, this once middle class enclave has become extremely unaffordable. Come check it out with us. And if you'd like to tell us what neighborhood to visit next, let us know here.  Guest: Andrea Martinez Gonzalez, HTLA listener and Angeleno Heights resident

Tanya Newbould is an expert in resilience from being adopted in the U.K., growing up with an alcoholic parent, surviving Postpartum Depression to go on to co-produce the award winning “When the Bough Breaks-a documentary about Postpartum Depression”. Cumulatively, Tanya's life experience of trauma to success has created her passion to help others and let you know “you are not alone”. A working actor at the time, Tanya was 30 when she met and married her soulmate. Her first foundation has always been her faith in God, but after having her beautiful daughter and suffering from horrific PPD, Tanya was determined to help others and had the forethought for a documentary about PPD. She partnered with two amazing women to co-produce “When the Bough Breaks-a documentary about Postpartum depression”, Executive Produced and narrated by Brooke Shields. Now available in 200 countries and six languages, this film has helped many women and families and saved lives. This launched her transformational speaking career and more recently Coaching as a motivational, trauma and spiritual life coach. Sometimes your mess is your message! The ability to share knowledge, help and let others know “you truly are not alone” is her passion.  Throughout her adult years, Tanya's form of enjoyment has always been creating and designing jewelry which led to Del Pozzo Jewelry. Her stunning pieces have been featured in such publications as “Vogue”, “Glamour”, “Variety”, “Conde Naste”, “Angelino” and many more around the world. This also led to the trademarked SOZO Heart. Owning several businesses has not only been a pleasure, she wouldn't have it any other way.  www.tanyanewbould.com www.delpozzojewelry.luxury www.whentheboughbreaksfilm.com @tanyanewbould @delpozzojewelry @spirituallyinspiredcoaching @whentheboughbreaksdoc FB @whentheboughbreaks-adocumentaryaboutpostpartumdepression Learn more about your ad choices. Visit megaphone.fm/adchoices

This week Ken welcomes actor, producer, director and form VP of the Screen Actors Guild, Anne-Marie Johnson to the show. Ken and Anne-Marie discuss L.A. rain, droughts, growing up in L.A., being a second generation Angelino, landlines, covenants, helping others, how things are better now, Boston's weird racism and unfriendlyness, Spenser for Hire, Roots, teamster shake downs, A Man Called Hawk, In the Heat of the Night, having supportive parents, Carol Burnett, I Love Lucy, musical theater, sitcoms, Diff'rent Strokes, Double Trouble, first encounters with Scientology, High School USA, movie actors vs TV actors, social media, Robert Townsend, Hollywood Shuffle, I'm Gonna Git You Sucka, What's Happening Now?, The Decline of the American Empire, representation, NBC, the era of true broadcasting, cross over stars, The Fresh Prince of Bell Air, the horror of "paint down", diversity, Good Times, The Jeffersons, Room 222, the magic of multi-cam sitcoms in front of live audiences, dating a comic, seeing yourself on TCM, watching them film Knight Rider, lying so you can interview Carol Burnett in high school, going to John Marshall High School the high school from EVERYTHING, the difficulty of being a background actor, stand ins, Dream Date, the other side of the Potsie/Paul Shore incident, being called by your character name, enjoying the anonymity of wearing masks, The Comedy Act Theater, Shriley Hemphill's advice, standing up for yourself, being a Sparkle Girl, getting fired as a tour guide at Universal Studios, Tommy Davidson, In Living Color, loving working with Jim Carrey, the brutality of the SNL model, not supporting meanness, how the problems of America are not new, access to information, being particularly proud of T.E.A.R.S: The Event Against Racism and Stereotyping, exploring the relationship between the African American Community and the LAPD as the daughter of an LAPD officer, the quality of network TV and the pathetic amounts on residual checks.