Podcasts about assistants

-Yesterday's media availability session was all about the offense---any word on how things have been with turnovers so far as the teamprepares for Ohio in non-conference play?-We have heard that Isaiah Mozee has had a nice camp so far…any word on where he stands in the rotation at RB and on that room in general?Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Description:What if the next level of your business doesn't require working harder, but learning what you should stop doing yourself?On this episode of I Am Refocused Radio, Shemaiah Reed sits down with Kirsten Graham, co-founder of Six Figure Business Coaching, business coach, podcaster, and real estate investor, for a practical conversation about building a business that can grow without consuming your entire life.Kirsten helps entrepreneurs create stronger systems, delegate with confidence, use Virtual Assistants, embrace automation, and focus their energy on the work that actually moves the business forward. Her approach is built around a simple idea: entrepreneurs shouldn't have to wear every hat in the company in order to succeed.In this conversation, we explore:Why doing everything yourself eventually becomes a barrier to growthHow to know when it's time to hire or outsourceWhat entrepreneurs should delegate firstHow Virtual Assistants can support marketing, bookkeeping, podcast outreach, video content, and daily operationsWhy systems are essential for sustainable growthHow AI and automation are changing small businessThe difference between being self-employed and truly leading a companyHow entrepreneurs can increase visibility without living on social mediaWhy financial clarity matters when scalingHow to build a business that gives you more freedom instead of creating another jobKirsten also shares lessons from her background in real estate, mortgages, entrepreneurship, and coaching, and explains why the right people, systems, and processes can completely change the trajectory of a business.If you're an entrepreneur who feels overwhelmed by the endless list of things that need to get done, this conversation may challenge one of the biggest assumptions in business:You don't have to do everything to be successful. You have to build something that works without everything depending on you.https://sixfigurebusinesscoaching.com/Become a supporter of this podcast: https://www.spreaker.com/podcast/i-am-refocused-radio--2671113/support.Subscribe now at YouTube.com/@RefocusedNetworkThank you for your time. 

Have you stayed at a hotel recently that did not have someone working at the front desk?

You're invited to Empowered Seat, my membership designed to help you grow, lead, and rise alongside other powerhouse assistants. Join Here → https://www.wholeassistant.com/empoweredseat ---------------------------------------------- This episode digs deep into the five essential mindset shifts that distinguish strategic partners from high-performing assistants. Drawing on insights from my own journey, including the challenges of burnout and the transformative process of writing my new book, I unpack how thinking differently about your role is the hidden lever that can move you from reactive to truly impactful. If you've ever felt stuck, overlooked, or you're hungry for that next level of professional contribution and satisfaction, this episode is for you. ----------------------------------------------Have burning questions you've been dying to ask? Submit your question to Ask Annie Anything by clicking here. ----------------------------------------------Enjoy what you're hearing on the podcast? Please rate and review wherever you're listening. Stay Connected: Snag your free strategic planning session guide. Visit the website. Follow me on LinkedIn. Send me an email: annie@wholeassistant.com

211: What does it really take to become a trusted strategic partner in today's executive world - and where does AI fit into that future? In this episode, Diana Brandl welcomes Clara Nakagawa for an insightful conversation about the evolving role of Executive Assistants in an AI-driven workplace. Together, they explore why trust, judgment, and human connection remain essential, even as technology transforms the way executives and assistants work together. Clara shares her thoughts on adopting AI tools like Microsoft Copilot, embracing continuous learning, earning professional certifications, and staying ahead in a rapidly changing profession. They also discuss the Global Skills Matrix, the value of building an international network, and how Executive Assistants can grow into trusted strategic partners. Whether you're an Executive Assistant, Administrative Professional, Chief of Staff, or simply interested in leadership and the future of work, this conversation offers practical insights, fresh perspectives, and inspiration for your own professional journey. Topics covered: - AI and the future of the Executive Assistant profession - Strategic partnership and executive support - Continuous learning and professional certifications - Microsoft Copilot and workplace productivity - The Global Skills Matrix - Building a global professional network If you enjoyed this episode, don't forget to like, subscribe, and share it with your network. --- With over 20 years of experience as an executive assistant, Clara Nakagawa has built her career supporting C-suite leaders across the pharmaceutical, finance, and IT sectors. Working in both Japanese and international environments, she is bilingual in English and Japanese, and often acts as a bridge between cultures, helping executives navigate both business and day-to-day life in Japan. She is known for her proactive and thoughtful approach, anticipating needs, creating structure, and supporting smooth decision-making in complex, fast-paced organizations. Her experience living in Japan, the UK, and the US has shaped her global mindset and adaptability. Today, she works closely with senior leadership as a strategic partner, combining operational excellence with a strong sense of trust, discretion, and cultural awareness.   LINKS: IAAP (International Association of Administrative Professionals) https://www.iaap-hq.org/default.aspx IAAP Summit https://www.iaap-hq.org/page/summit CAP Certification (Certified Administrative Professional) https://www.iaap-hq.org/page/cap CAP Specialty Courses (CAPstone Program) https://www.iaap-hq.org/page/capstone ASAP (American Society of Administrative Professionals) https://www.asaporg.com PACE Certification (Professional Administrative Certification of Excellence) https://www.asaporg.com/pace ES Tech (Executive Support Media Event) https://executivesupportmedia.com/es-tech/ ACEA https://www.acea.training/   MORE LINKS: - Diana Brandl on LinkedIn: https://www.linkedin.com/in/diana-brandl/ - Rebecca Afful on LinkedIn: https://www.linkedin.com/in/rebecca-a-afful/ - Executive Office Insights Newsletter: https://the-socialista-projects.com/#newsletter   - Podcast on Spotify: https://open.spotify.com/show/3qBSDjTfYOG2x6qos7dKkS - Podcast on Apple Podcast: https://podcasts.apple.com/de/podcast/the-future-assistant/id1493106661   The Executive Office Insights Spotify Playlist: https://open.spotify.com/playlist/3QH8HL8oWIC0HzHWvb5KLd Guest Picks: Miley Cyrus - Flowers

“So that they may all be one, as you, Father, are in me and I in you, that they also may be in us, that the world may believe that you sent me.” John 17:21    Submit a Podcast Listener Question HERE!    Podcasts by Series  Level One Book Study  Level Two Book Study  Laura Accettullo helps us explore the Montessori philosophy of Cosmic Education more deeply, highlighting its connection to peace and religious education.  Since being introduced to the Catechesis of the Good Shepherd in 2000, Laura has received CGS certification in Levels I, II, III and Infant-Toddler, an A.M.I. Assistants to Infancy Orientation certificate, and is additionally recognized as a CGS National Formation Leader for Levels I and II. A Montessori child herself, Laura is co-founder of John XXIII Montessori Center where she currently prays with children in the Level II, Level III and the Toddler Atrium. Laura and her husband have nine grown children and 20 grandchildren and continue to work on their farm in the Shenandoah Valley of VA.        Podcasts Episodes You May Be Interested In:    158: Stories from the Atrium  161: RPC2 Ch. 2- Mystery of Time   160: Introduction and Ch.1 of RPC2   139: What to try when things seem to be failing with Cathy Johanni   124: Work of the Second Plane Child  55: Cosmic Education           Books you might be interested in:  Ways of Holy Joy  Drinking from the Sources  The Religious Potential of the Child 6 to 12 Year Olds  History of the Kingdom of God Part 1: Creation to Parouisa  History of the Kingdom of God Part 2: Liturgy and the Building of the Kingdom  Life in the Vine: The Joyful Journey Continues      BECOME A CGSUSA MEMBER    CGS 7 Minute Video      CGS Atrium Locator - Please check if your church atrium in in our atrium locator.  If not, please send this link to the COORDINATOR of your CGS program to add your atrium to the locator. THANK YOU! If you have any questions please email contact@cgsusa.org    Find out more about CGS:       Learn more about the Catechesis of the Good Shepherd     Follow us on Social Media-  Facebook at “The United States Association of the Catechesis of the Good Shepherd”  Instagram-  cgsusa  Twitter- @cgsusa  Pinterest- Natl Assoc of Catechesis of the Good Shepherd USA  YouTube- catechesisofthegoodshepherd 

In this episode of The Leader Assistant Podcast, I'm excited to dive into the world of building and leading a high-performing assistant team. I'm joined by Elizaveta "Liz" Usyaeva, who shares her experience building a team from scratch at Yandex. We discuss everything from hiring strategies and stress-testing candidates to the art of balancing executive support with team leadership. If you're looking for practical advice on motivation and fostering a human-first, supportive culture, you won't want to miss this conversation.Show notes -> leaderassistant.com/386--It's the last day of the offsite and it was exactly what the team needed. The CEO pulls you aside to say, “Thank you. This was next level.”Your secret? You used Offsite. They handled the venues, negotiations, and logistics – so you could focus on shaping the experience.Sound too good to be true? It's actually within reach. (And it can even save you money.)See how at leaderassistant.com/offsite. --Are you ready to level up? Enroll in The Leader Assistant Academy at leaderassistant.com/academy to embrace the Leader Assistant frameworks used by thousands of assistants.More from The Leader Assistant...Book, Audiobook, and Workbook -> leaderassistantbook.comThe Leader Assistant Academy -> leaderassistantbook.com/academy Premium Membership -> leaderassistant.com/membershipEvents -> leaderassistantlive.comFree Community -> leaderassistant.com/community

Cole Stukenholtz flies solo with Nate Rohr on assignment. Cole previews the defensive backs as the final offseason position preview. Tom Osborne was voted into the Nebraska Hall of Fame, the first ever living member inducted. Cole recounts the rare feats T.O. accomplished in his coaching career, plus his stint as Athletic Director, Congressman, and the creation of the Teammates Mentoring Program. Matt McMaster from "Middays with Matt" on 1620 the Zone joins Cole and talks Tom Osborne, the 2026 football secondary, and how the position coaches stack up with Addison Williams. Finally, Cole looks ahead to Big Ten Media Days and gives a few headlines from the future. GBR!

GBag Nation analyzes the Dallas Cowboys' defensive depth and the impact of rookie linebacker Jaishawn Barham. They also explore the NFL's quarterback landscape and provide updates from SEC Media Days regarding rule changes and top college prospects. 02:16 - Jordan Brooks Extension 06:00 - Cowboys Rookie Jaishawn Barham 10:11 - Quarterback Rating Debate 17:32 - College Football Darty 23:41 - SEC Coaches Mic'd 31:38 - Assistant Coaching Buzz 37:29 - Evaluating Former Cowboys

Bryan Broaddus and the G-Bag Nation crew analyze an Athletic report highlighting Cowboys assistant coaches Christian Parker and Clayton Adams as future head coaching candidates. They debate the potential impact of these rising coordinators before examining the departure of defensive linemen Osa Odighizuwa and Dante Fowler based on recent PFF analysis. 01:22 - Future Cowboys Head Coaches 04:38 - Christian Parker Defensive Impact 08:14 - Evaluating Cowboys Offseason Departures

In this week's offseason podcast, Chris Adaski joins me to talk about Steelers training camp changes, defensive perception, Will Howard vs. Mason Rudolph, & Mike McCarthy's assistants. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this week's offseason podcast, Chris Adaski joins me to talk about Steelers training camp changes, defensive perception, Will Howard vs. Mason Rudolph, & Mike McCarthy's assistants. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Most AI meeting assistants create transcripts, but few actually save time. We rank the top tools like Otter, Fireflies, and Fathom based on ruthless practicality. Learn how to automate your follow-up, reclaim 10 to 20 hours a week, and close deals faster by eliminating post-meeting admin work. Visit www.asianefficiency.com for more productivity tips and tactics. […]

Beth Portesi is AI Enablement and Program Lead at Fivetran after 12 years as an executive assistant. She's also the founder of Vibe Coding for EAs.In this episode of The Leader Assistant Podcast, Beth explores the exciting world of AI for executive assistants. Beth shares her journey from longtime EA to AI program lead and dives into “vibe coding” – an approach that empowers assistants to create automations and tools using plain language prompts, without needing technical expertise. Discover practical tips on how to get started with AI, overcome the “paralysis of choice,” and use tools like Claude, ChatGPT, and Codex to streamline workflows, build dashboards, and automate routine tasks. Whether you're new to AI or looking to deepen your skills, Beth's insights will inspire you to harness AI's magic and become a game-changing Leader Assistant. Show notes -> leaderassistant.com/384--It's the last day of the offsite and it was exactly what the team needed. The CEO pulls you aside to say, “Thank you. This was next level.”Your secret? You used Offsite. They handled the venues, negotiations, and logistics – so you could focus on shaping the experience.Sound too good to be true? It's actually within reach. (And it can even save you money.)See how at leaderassistant.com/offsite. --Are you ready to level up? Enroll in The Leader Assistant Academy at leaderassistant.com/academy to embrace the Leader Assistant frameworks used by thousands of assistants.More from The Leader Assistant...Book, Audiobook, and Workbook -> leaderassistantbook.comThe Leader Assistant Academy -> leaderassistantbook.com/academy Premium Membership -> leaderassistant.com/membershipEvents -> leaderassistantlive.comFree Community -> leaderassistant.com/community

July 2, 2026: Microsoft is putting $2.5 billion and 6,000 employees behind a new group designed to help customers actually use AI inside their businesses, following a similar move from Amazon. Then I get into why former chief AI officer Sol Rashidi fired half of her AI agents after spending more time babysitting them than getting work done. I also look at why administrative assistants may become more valuable in the AI era when they know how to use the tools, manage context, and apply judgment.

Ecoutez RTL Soir avec Anne-Sophie Lapix du 01 juillet 2026.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

There's a longstanding nursing shortage in the U.S. that's only expected to get worse. Some hospitals have experimented with robotic nursing assistants to lighten the load, like a model known as Moxi that rolled out in 2019. They're kind of R2D2-meets-Rosie-the-robots and were designed to handle non-patient-facing tasks like transporting lab samples. But many hospitals eventually pulled them from operation. Marketplace's Meghan McCarty Carino spoke with Varsha Bansal, reporter at Proof News, about what went wrong.

There's a longstanding nursing shortage in the U.S. that's only expected to get worse. Some hospitals have experimented with robotic nursing assistants to lighten the load, like a model known as Moxi that rolled out in 2019. They're kind of R2D2-meets-Rosie-the-robots and were designed to handle non-patient-facing tasks like transporting lab samples. But many hospitals eventually pulled them from operation. Marketplace's Meghan McCarty Carino spoke with Varsha Bansal, reporter at Proof News, about what went wrong.

https://teachhoops.com/ Episode Title: Are You Building an Assistant Coaching Staff… or Just Hoping Someone Shows Up? Finding and keeping quality assistant coaches has become one of the biggest challenges in high school basketball. Low stipends, huge time commitments, year-round expectations, and private training opportunities are making it harder than ever to build a reliable staff. In this episode, Coach breaks down how head coaches can stop hoping assistants appear and start building a real staff culture. Assistant coaches do not stay just because of the stipend. They stay because they feel: valued trusted respected supported developed connected to the program If you want quality assistants, you have to build staff culture the same way you build team culture. 1) Recruit ThemDo not wait until August to start looking. Recruit assistants all year. Look for: former players youth coaches teachers in the building college players who moved back young coaches who want to learn reliable basketball people who care about kids The best assistant is not always the person who knows the most basketball. It is the person you can trust with your players. 2) Define Them“Just help out” is not a role. Every assistant needs a clear lane. Examples: player development defense scouting film clips lower-level communication rebounding and toughness parent communication support Clear roles create confidence. Vague roles create burnout. 3) Develop ThemAssistants need to feel like they are growing too. Use a short weekly staff meeting built around three questions: What are we seeing? What do our players need? What is each coach responsible for this week? Give assistants a voice. Let them coach. Let them present. Let them learn. People support what they help build. 4) Protect ThemGood assistants have families, jobs, and limits. Protect their time and energy. Not every assistant has to be at every open gym.Not every assistant has to break down every film.Not every assistant has to answer every parent question. Burnout is real. If you burn out good people, you will be replacing them every year. If a parent complains about an assistant, handle it.If players question an assistant, back your staff.If an assistant needs correction, do it privately. Your staff has to know you have their back. Your staff needs alignment beyond X's and O's. They should know: how you teach how you communicate how you correct players how you handle conflict how you run practice how you represent the program what your non-negotiables are If the staff is not aligned, players will feel it. The best time to find an assistant is before you have an opening. Build your pipeline by: inviting former players to help at camp letting young coaches sit in on practice bringing youth coaches into clinics teaching future assistants your language early This week, look at your staff and ask: Who am I recruiting? What role does each coach own? How am I helping them grow? How am I protecting their time and energy? Do not just build a team — build a staff Staff culture matters as much as team culture Assistants need roles, growth, and support Delegation is not dumping Alignment creates consistency for players Keeping assistants is program leadership Finding assistants is hard. Keeping them is leadership. If you build a staff that is aligned, trusted, valued, and growing, your players will feel it, your practices will improve, and your program will become stronger. For staff meeting templates, practice plans, program systems, and tools to help you run the whole program better, go to: teachhoops.com Episode SummaryThe Big IdeaThe 4-Part FrameworkCorrect Privately, Support PubliclyBuild a Staff PlaybookCreate an Assistant Coach PipelineCoach ChallengeKey TakeawaysClosing Thought Learn more about your ad choices. Visit podcastchoices.com/adchoices

Grab your FREE LG Education Tracker here ⤵️ https://lg-education.kit.com/79e22eb54fOne of the questions I get asked all the time is…"Should I pay for my assistant's education and certifications?"In this episode, we're diving into one of the biggest debates in the salon industry. Should salon owners cover the cost of extension certifications, education, and training? Or should assistants be responsible for investing in their own careers?I'm sharing exactly how we've approached this in our salon, why I believe ownership matters, and how you can support your assistants without taking on the entire financial responsibility.✨ Should You Pay for Extension Certifications? Why my answer is usually no—and why learning to invest in themselves is one of the greatest lessons you can teach an assistant.✨ The 90-Day Reimbursement Strategy A simple system that rewards commitment while protecting your business and encouraging long-term growth.✨ Your Apprenticeship Is Already an Education Your assistants are learning behind the chair every single day. Hands-on experience, mentorship, and monthly education are already a huge investment in their future.✨ Using Retail Commission to Fund Education Offering retail commission toward classes can be a great incentive—but make sure you have clear expectations if someone leaves your team.✨ People Value What They Invest In When assistants contribute to their own education, they're more committed, more engaged, and more likely to take their growth seriously.✨ Skills Matter More Than Certificates A certification doesn't automatically make someone a great stylist. Consistent practice, coaching, and experience are what truly build confidence and mastery.✨ Lead with Generosity—But Be Wise Supporting your team doesn't always mean paying for everything. Learn how to create a culture of generosity while also setting healthy business boundaries.If you've ever struggled with deciding what you should (or shouldn't) pay for when it comes to assistant education, this episode is for you.Have a podcast topic you'd love us to cover? ⤵️ https://docs.google.com/forms/d/e/1FAIpQLSfAiPd5bzNmF8f2WyxCWX9s_AGUMvbVrYLs-2ArE1XxsY7lKA/viewform?usp=header⁠

Most AI meeting assistants save notes, but fewer actually save time. In this episode, we move past the hype to rank tools like Otter, Fireflies, Fathom, and Zoom AI Companion based on ruthless practicality. We evaluate them to help you find the one that reliably removes post-meeting work rather than just creating prettier transcripts. Get […]

In this episode, Robert Irby and Brett Smith join Pete and Sam to break down another huge recruiting win for Virginia Tech as the Hokies land a key 4-star flip and continue their red-hot momentum on the trail under James Franklin. Also, Virginia Tech assistant coaches met with the media this week, giving fans an inside look at roster and culture being built in Blacksburg. The guys focus on the biggest takeaways from what was said, and what it could mean for the Hokies heading into fall camp. To close out the show, it's betting season! The guys dive into their favorite 2026 college football win total plays, highlighting the teams they think are undervalued, overvalued, and poised to surprise this fall.

What separates great orthodontic assistants from the rest? In this conversation, Anthony Herrera shares how patient trust, communication, and comfort can directly impact treatment success. Drawing from 14 years of chairside orthodontic experience, he explains why treating every patient as if they are the only one that matters leads to better compliance, stronger relationships, and a more positive orthodontic experience. Anthony discusses the importance of understanding orthodontic treatment protocols, educating patients before the doctor steps in, and helping patients feel confident throughout their treatment journey. He also shares practical chairside techniques that can make appointments more comfortable while improving efficiency for the clinical team. The conversation explores how proper isolation, visibility, and patient comfort contribute to successful bracket placement and overall treatment outcomes. Anthony also highlights innovations in orthodontic retraction systems and explains how modern tools can help clinicians work more effectively while creating a better experience for patients. Whether you are a new assistant or a seasoned orthodontic professional, this episode offers valuable insights into delivering exceptional patient care and elevating your role within the practice. Connect with Anthony ISORETRACT Website: https://isoretract.com/ ------------------- Dental assistants play a powerful role in whether patients move forward with treatment. You are a key part of the patient journey, and having the right financial options can make all the difference. CareCredit is a health and wellness credit card that offers flexible financing options, so patients can pay over time for the care they want or need, subject to credit approval. When money isn't the obstacle, patients say yes. Want to make CareCredit part of your practice's offerings and strengthen case acceptance? Email me at kevin@kevinspeaksdental.com and let's make it happen for your team.

durée : 00:02:06 - France Inter sur le terrain - Alors que le salon de la tech Vivatech se tient cette semaine à Paris, avec pour thème l'impact de l'IA sur la vie réelle, rencontre avec des intérimaires, dont une partie de l'embauche est maintenant prise en charge par des assistants virtuels. Vous aimez ce podcast ? Pour écouter tous les épisodes sans limite, rendez-vous sur Radio France

Avison Young's Justin Cazana on Knoxville's office boom, nuclear-driven growth, why tertiary markets quietly survived the office crisis, and how to build a dominant local practice. The Crexi Podcast connects commercial real estate (CRE) professionals with industry insights built for smart decision-making. In each episode, we explore the latest trends, innovations and opportunities shaping commercial real estate, because we believe knowledge should move at the speed of ambition and every conversation should empower professionals to act with greater clarity and confidence. Justin Cazana is a third-generation real estate professional and principal at Avison Young in Knoxville. Before commercial real estate, he spent nearly a decade in sports broadcasting — calling minor league baseball, SEC football, and Fox Sports Net Olympic coverage — before the family business pulled him home. In this episode, Justin joins host Adam Siegel on why Knoxville's office market never really broke, what Oak Ridge and nuclear growth are doing to demand, and why investing in people is the unlock most brokers miss. Introducing Justin Cazana of Avison Young Knoxville Third-generation CRE: sweeping warehouses and dinner table deal talk From Auburn journalism to minor league baseball broadcasting Hall of Famers in the same league and why he eventually walked away Coming back to Knoxville and learning the business under his father Opening Cushman & Wakefield's Knoxville office in 2010 with seven brokers Managing people is the hardest part — and why hiring a COO changed everything The 10x mindset: what are the 20 things only you should be doing Assistants, VAs, and why every broker should view hires as investments Why they left Cushman for Avison Young in 2015 In tertiary markets, the relationship outlasts the flag every time Knoxville by the numbers: a million-person metro, 24M square feet of office Why tertiary market office never collapsed the way primary markets did Smaller tenants, local ownership, and coming back to the office faster after COVID The retention math: upgrading from Class C to Class A pays for itself How HR became the real estate decision-maker The 11-minute commute and what makes Knoxville an easy sell No income tax, four seasons, UT football, and a Cubs AA ballpark Oak Ridge, nuclear growth, and 180,000 square feet of engineering deals in one year 92% occupancy, a supply problem, and developers ready to build on lease-up Why institutional developers haven't moved in — and local developers fill the gap Downtown Knoxville: no new office building since 1992 The next three to five years: nuclear, airports, Smith & Wesson, and more   About Justin Cazana: Justin Cazana is a Principal and broker at Avison Young's Knoxville office, where he specializes in both tenant and landlord representation across office, industrial, and retail asset classes. He holds both the SIOR and CCIM designations and has deep expertise in the Knoxville market, where he has built a practice rooted in local market knowledge and client relationships. Justin's career path into commercial real estate was far from traditional. Before joining the industry, he worked in television and radio sports broadcasting, including minor league baseball, Fox Sports Net and Comcast Sports. After transitioning into commercial real estate over two decades ago, Justin played a key role in opening Cushman & Wakefield's Knoxville office and later helped lead the migration to Avison Young in 2015. Today, Justin works across most commercial asset classes but with a focus on the Knoxville market and has built a reputation as the go-to expert for understanding one of the country's fastest-growing tertiary markets. For show notes, past guests, and more CRE content, please check out Crexi's blog.Looking to stay ahead in commercial real estate? Visit Crexi to explore properties, analyze markets, and connect with opportunities nationwide. Follow Crexi:https://www.crexi.com/​ https://www.crexi.com/instagram​ https://www.crexi.com/facebook​ https://www.crexi.com/twitter​ https://www.crexi.com/linkedin​ https://www.youtube.com/crexi About Crexi:Crexi is reimagining commercial real estate with an AI-powered platform built to deliver smarter, more efficient solutions at every stage of the deal lifecycle. From real-time data and market insights with Crexi Intelligence, to targeted property marketing and seamless deal management through Crexi PRO, and a transparent, time-bound bidding experience with Crexi Auction— Crexi enables users to evaluate opportunities, maximize exposure, and close with speed and confidence. To date, Crexi has subsidized over $2.74 trillion in property value, 26 billion square feet listed, and supports a growing community of more than 23 million yearly users.

Dans ce débrief, Jérôme Colombain et Bruno Guglielminetti comparent les nouvelles stratégies canadienne et européenne en matière d'intelligence artificielle et de souveraineté numérique. Ils soulignent la volonté croissante des gouvernements de réduire leur dépendance aux infrastructures et aux services technologiques américains, tout en accélérant la commercialisation de l'IA. L'échange revient également sur les récentes annonces de Microsoft, qui multiplie les agents intelligents capables d'agir directement sur les appareils et les services numériques des utilisateurs. Les deux journalistes discutent aussi des défis liés au droit d'auteur pour les modèles d'IA européens comme Mistral AI, ainsi que des premiers retours sur Alexa Plus. Au final, le débat illustre comment l'IA, le cloud et les infrastructures numériques sont désormais au cœur des enjeux économiques, industriels et géopolitiques.

Jes Staley's admission that he had what he described as consensual sexual relations with one of Jeffrey Epstein's assistants seriously undermines the narrative that Epstein's trafficking operation had no outside beneficiaries. The issue is not simply whether Staley used the word “consensual,” but whether that woman was operating inside Epstein's larger ecosystem of coercion, dependency, employment pressure, secrecy, and abuse. Epstein's world was not a neutral social environment; it was a controlled system where staff, assistants, young women, powerful visitors, money, housing, and access all overlapped. If at least one assistant was abused or controlled by Epstein, then sexual access to someone in that role cannot be dismissed as an ordinary private encounter without asking whether Epstein's power shaped the circumstances. Staley has not been convicted of trafficking and the full legal record still requires precision, but his admission creates a factual anchor that makes the old “Epstein never trafficked anyone to anyone else” defense look increasingly hollow.The broader point is that Epstein's operation survived because powerful people and institutions repeatedly separated individual incidents from the machinery that produced them. “Consensual,” “no client list,” “no charges filed,” and “professional relationship” have all been used to narrow the public's view of a scandal built around access, control, and institutional protection. Staley's connection to Epstein was not a meaningless brush with a disgraced financier; it involved a relationship serious enough to draw regulatory scrutiny, and his admitted encounter with an Epstein assistant raises direct questions about whether Epstein's financial, social, and sexual worlds were intertwined. Any serious investigation should ask when the encounter occurred, how it was arranged, what Epstein knew, whether the woman was dependent on or controlled by Epstein, and whether other powerful associates were given similar access. The admission does not prove every allegation, but it does shatter the comfortable claim that there is no public basis for asking whether Epstein's powerful associates sexually benefited from the system he built.to contact me:bobbycapucci@protonmail.com

Jes Staley's admission that he had what he described as consensual sexual relations with one of Jeffrey Epstein's assistants seriously undermines the narrative that Epstein's trafficking operation had no outside beneficiaries. The issue is not simply whether Staley used the word “consensual,” but whether that woman was operating inside Epstein's larger ecosystem of coercion, dependency, employment pressure, secrecy, and abuse. Epstein's world was not a neutral social environment; it was a controlled system where staff, assistants, young women, powerful visitors, money, housing, and access all overlapped. If at least one assistant was abused or controlled by Epstein, then sexual access to someone in that role cannot be dismissed as an ordinary private encounter without asking whether Epstein's power shaped the circumstances. Staley has not been convicted of trafficking and the full legal record still requires precision, but his admission creates a factual anchor that makes the old “Epstein never trafficked anyone to anyone else” defense look increasingly hollow.The broader point is that Epstein's operation survived because powerful people and institutions repeatedly separated individual incidents from the machinery that produced them. “Consensual,” “no client list,” “no charges filed,” and “professional relationship” have all been used to narrow the public's view of a scandal built around access, control, and institutional protection. Staley's connection to Epstein was not a meaningless brush with a disgraced financier; it involved a relationship serious enough to draw regulatory scrutiny, and his admitted encounter with an Epstein assistant raises direct questions about whether Epstein's financial, social, and sexual worlds were intertwined. Any serious investigation should ask when the encounter occurred, how it was arranged, what Epstein knew, whether the woman was dependent on or controlled by Epstein, and whether other powerful associates were given similar access. The admission does not prove every allegation, but it does shatter the comfortable claim that there is no public basis for asking whether Epstein's powerful associates sexually benefited from the system he built.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-moscow-murders-and-more--5852883/support.

Jes Staley's admission that he had what he described as consensual sexual relations with one of Jeffrey Epstein's assistants seriously undermines the narrative that Epstein's trafficking operation had no outside beneficiaries. The issue is not simply whether Staley used the word “consensual,” but whether that woman was operating inside Epstein's larger ecosystem of coercion, dependency, employment pressure, secrecy, and abuse. Epstein's world was not a neutral social environment; it was a controlled system where staff, assistants, young women, powerful visitors, money, housing, and access all overlapped. If at least one assistant was abused or controlled by Epstein, then sexual access to someone in that role cannot be dismissed as an ordinary private encounter without asking whether Epstein's power shaped the circumstances. Staley has not been convicted of trafficking and the full legal record still requires precision, but his admission creates a factual anchor that makes the old “Epstein never trafficked anyone to anyone else” defense look increasingly hollow.The broader point is that Epstein's operation survived because powerful people and institutions repeatedly separated individual incidents from the machinery that produced them. “Consensual,” “no client list,” “no charges filed,” and “professional relationship” have all been used to narrow the public's view of a scandal built around access, control, and institutional protection. Staley's connection to Epstein was not a meaningless brush with a disgraced financier; it involved a relationship serious enough to draw regulatory scrutiny, and his admitted encounter with an Epstein assistant raises direct questions about whether Epstein's financial, social, and sexual worlds were intertwined. Any serious investigation should ask when the encounter occurred, how it was arranged, what Epstein knew, whether the woman was dependent on or controlled by Epstein, and whether other powerful associates were given similar access. The admission does not prove every allegation, but it does shatter the comfortable claim that there is no public basis for asking whether Epstein's powerful associates sexually benefited from the system he built.to contact me:bobbycapucci@protonmail.comBecome a supporter of this podcast: https://www.spreaker.com/podcast/the-epstein-chronicles--5003294/support.

Scott and Wes react to the freshly released State of AI 2026 survey, covering everything from skyrocketing AI adoption and the rise of coding agents to the pain points, job security fears, and big philosophical questions developers are wrestling with right now. Show Notes 00:00 Welcome to Syntax! 00:06 Introduction to the State of AI in Web Development 02:47 Survey Insights: AI Coding Adoption and Sentiment 06:55 Models and Providers: Usage and Sentiment Analysis 09:14 Paid Agent Usage: Who's Paying for What? 11:31 Agents and Assistants. 15:21 Personal Experiences with AI Tools 20:33 Paid Agent Usage 22:36 Programming Languages: Trends in AI Coding 23:54 Image Generation Tools: A Shift in Usage 26:48 The Evolution of Image Generation Tools 28:44 The Future of Video Generation 29:42 AI in App Development 30:54 Code Review Tools 31:27 Brought to you by Sentry.io 34:59 AI's Role in Code Generation and Review 35:50 The Financial Impact of AI Tools 38:03 Local AI: Trends and Misconceptions 41:28 AI Risks and Pain Points 45:13 User Sentiment Towards AI 48:44 The AI Bubble: Current Perspectives 50:52 Survey Insights and Future Directions Hit us up on Socials! Syntax: X Instagram Tiktok LinkedIn Threads Wes: X Instagram Tiktok LinkedIn Threads Scott: X Instagram Tiktok LinkedIn Threads Randy: X Instagram YouTube Threads

Drowning in emails and admin tasks? Discover how Virtual executive assistants help CEOs and founders reclaim valuable hours weekly, scale smarter, and focus on strategic growth. Learn what to delegate first for maximum impact. Learn more at https://smartscale360.com/pages/executive-assistant SmartScale 360 City: Tampa Address: 1209 E Cumberland Ave Website: https://smartscale360.com/

Songs that trigger Matt...Assistants take the fall...Hand to god with no hand...Doug is taking loads...Matt has sympathy for dogs...Doug doesn't have a vagina...Dog limits...Whipped cream up your nose...Stuttering is no laughing matter...Doug throws a curveball...

This episode presents work from the later incarnation of 'The Credibility Gap', which features Harry Shearer, Michael McKean & David L. Lander from 1973-79. https://taylorjessen.blogspot.com/2014/04/the-credibility-gap-great-gift-idea_4.html There are portions of the show 'Ricky Jay & His 52 Assistants' (a show about sleight of hand magic) that lends itself nicely to the aural experience..I hope you'll agree! https://archive.org/details/ricky_jay_and_his_52_assisstants_rf My favourite performance of Angine De Poitrine: https://www.youtube.com/watch?v=rzdZsoRKbto&list=RDrzdZsoRKbto&start_radio=1

"Hello and welcome, listener. I'm a conversational AI designed to make spaces more intelligent and responsive.”How would you feel if you were welcomed to a space or directed by AI? Can it contribute to your experience? In this episode of Connect, we're joined by Arturo Falck, founder and CEO of Whoo.AI, to discuss just that. From apartment buildings to subway systems, we explore how conversational AI is transforming physical spaces and making the world easier to navigate.But we aren't just joined by Arturo. We also have an extra special guest – Aiden, Whoo.AI's voice-first assistant. Hearing directly from Aiden, we experience exactly how AI can assist our everyday lives and transform ordinary spaces into more efficient, smarter environments.We also dive into Arturo's experience as a start-up founder. We explore the importance of not falling in love with your technology, being willing to pivot to meet the market, and making sure that you're solving real problems.Tune in to learn how AI is redefining how we interact with the world, how start-ups can evolve to fit market needs, and why, even as technology continues to advance, human relationships remain foundational. For more information about Axis Communications, visit us at www.axis.comFollow us on social media at Axis Communications - Home | FacebookAxis Communications: My Company | LinkedInAxis North America (@Axis_NA) / TwitterAxis Communications USA - YouTube

Steiny & Guru start with the Morning Crossover before getingt into what is bugging Steiny early. Then, we wonder why the Warriors assistant coaches are moving on when the head coach is returning. Plus, Marci Wiser of Live 105 stops by!

Hello friends, I am writing to inform you all that this is the last show of the week! That means the weekend is swiftly approaching! Get outside and have a day! Feel that sun shine down on you! YOU DESERVE IT! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Hello friends, I am writing to inform you all that this is the last show of the week! That means the weekend is swiftly approaching! Get outside and have a day! Feel that sun shine down on you! YOU DESERVE IT! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Please join us for “Applied Self-Reg for Education Assistants: A New Book by Susan Hopkins and Kristin Wiens.”Susan Hopkins is Executive Director of The MEHRIT Centre, Dr. Stuart Shanker's organization and the home of the Self-Reg framework. An international leader in Self-Reg, she co-creates online courses with Dr. Shanker that have reached thousands of educators worldwide. With more than 25 years of experience across Canada and internationally, Susan works across early childhood, K–12, and the systems that support children and youth. She has led in school administration, inclusion, and the early years, and has delivered hundreds of presentations to educators, leaders, and communities. Her work brings brain-body science and co-regulation to life in real-world contexts. Susan is co-author of Restoring Resilience (2025), Self-Reg Schools (2019), and Applied Self-Reg for Educational Assistants (2026). Known for her engaging storytelling and practical insight, she helps educators and leaders reframe behaviour and create the conditions for well-being, connection, and learning.Kristin Wiens is an educator and illustrator whose work focuses on Self-Reg and relational approaches to supporting all students. With a background as an Education Assistant, she developed an EA training program that she has taught for over a decade. She also co-created the Mehrit Centre online course Self-Reg for EAs with Susan Hopkins, based on the book they co-authored. Her writing and illustrations support educators in shifting from compliance-based approaches toward a regulation-focused lens grounded in stress awareness, connection, and compassion. She lives on Vancouver Island, British Columbia, Canada.Support the show

Joel Muddamalle is a theologian who thinks harder about spiritual warfare than almost anyone in the church today. In this conversation: how sin got a mass-marketing strategy, why your devices are a primary battleground, why the best answer to political division might be subversion, and how to keep your best people long-term.

In this episode, Ash Fortis, owner of XO Hair Lab and Director of Education at Sharkfin Shears, breaks down what it actually takes to build and retain a strong salon team. From recruitment and assistant training to leadership, communication, boundaries, and retention, Ash shares how structure, support, and clear expectations create a salon culture where people can grow and stay.

This one might hit a nerve… but we're saying it anyway.Assistants are SLOW in the beginning.That's normal. That's expected. That's part of the process.But here's where things start to go sideways…They stay slow—and you start getting frustrated—without ever giving them a clear target to work toward.In this episode, I'm breaking down the difference between normal beginner slowness and a full-blown training gap… and what you need to fix ASAP if you want your assistants to actually improve.We're talking about:Why “pick up the pace” is NOT real direction (and what to say instead)The exact moment you should start focusing on speed in your training programHow reps + timing + pressure = confidence (and faster assistants)The biggest mistake salon owners make when it comes to assistant growthMy simple system to build speed without sacrificing skillBecause here's the truth…Speed is a skill. And skills are built with reps and clear expectations.If you don't have timing standards, structure, or urgency built into your training… you don't have a “slow assistant” problem—You have a system problem.And we're fixing that today.Grab the tools I mentioned:Timing Goals Sheet: https://canva.link/32anwhjqghy3u3vUltimate Assistant Guide: https://lg-education.mykajabi.com/ultimateassistantguideGot something you want me to cover on the podcast? Send it my way... I'm all ears.Have Something You Want to Hear on the Podcast

Watch the YouTube version of this episode HEREAI is rapidly reshaping the legal industry but where does it actually help lawyers, and where does it fall apart? In this episode of Maximum Lawyer Live, Tyson Mutrux breaks down a thought-provoking article shared by Alex Su about how lawyers are using AI tools like Claude and ChatGPT in real legal practice.Tyson walks through real examples of where AI excels like client communication, summarizing information, and reviewing documents and where it still struggles, including due diligence, negotiation strategy, and complex legal drafting. He also highlights a critical shift many lawyers are missing: moving from chat-based AI usage to process-driven automation inside firm workflows.If you're a lawyer experimenting with AI or trying to integrate it into your firm more effectively, this episode offers practical insights, cautionary examples, and a smarter way to think about AI implementation.Timestamps 01:30 – The two stories that show AI's strengths and failures03:40 – Comparing AI tools: Claude vs ChatGPT05:00 – Using AI for client communications and simplifying legal language07:15 – AI for reminders, prioritization, and managing overwhelming inboxes19:00 – When AI drafting goes wrong in complex agreements22:00 – The danger of generic AI answers in legal research35:30 – Legal nuance AI often misses (release language example)39:30 – The biggest takeaway: build process-driven AI workflows 42:30 – Practical automation example: AI pulling weather data for casesTune in to today's episode and checkout the full show notes here. Resources:Join the Guild MembershipSubscribe to the Maximum Lawyer Youtube ChannelFollow us on InstagramJoin the Facebook GroupFollow the Facebook PageFollow us on LinkedIn

Finally, the moment we've all been waiting for: three of Anna Wintour's former assistants—Sache Taylor (Director of Special Events), Sammi Tapper (Director of Operations and Content Strategy), and Marley Marius (Senior Features Editor), or “Anna's Angels,” as Chloe likes to call them—join The Run-Through to discuss what The Devil Wears Prada got right (and wrong).They break down the real day-to-day of the job, from managing the infamous “take-home book” to why they actually had to run in the office, and whether assistants ever actually got to wear pieces from the Vogue closet. One of the funniest revelations: learning to decode Anna Wintour's notoriously difficult handwriting. Marley admits she became fluent in it, while Sammi reveals that even Anna sometimes struggles to read it herself.Also in this episode, Chloe tells Chioma all about her week—catching the newest Broadway revival of Cats, titled Jellicle Ball, and attending Saturday Night Live to see Jack Black alongside her mom, Candice Bergen, on stage. Chioma joins in on The Devil Wears Prada fun, sharing what she wore to her interview with Anna and advising anyone aspiring to work at Vogue not to make the mistake of wearing black.The Run-Through with Vogue is your go-to podcast where fashion meets culture. Hosted by Chloe Malle, Head of Editorial Content, Vogue U.S.; Chioma Nnadi, Head of British Vogue; and Nicole Phelps, Director of Vogue Runway, each episode features the latest fashion news and exclusive designer and celebrity interviews. Learn about your ad choices: dovetail.prx.org/ad-choices

In this episode of REACH, we're joined by Julia Menez, founder of GeoBreeze Travel and host of the GeoBreeze Travel Podcast. Julia is a travel strategist and points expert who has built a loyal following by helping professionals maximize credit card points, airline miles, and loyalty programs to unlock elevated travel experiences. For Executive Assistants and Personal Assistants, travel planning is a critical part of the role. Julia shares how assistants can take a more strategic approach to booking travel, using points and rewards programs to maximize budgets, unlock upgrades, and create seamless, high-quality experiences for their executives. Whether you're managing frequent business travel or looking to level up your approach to planning, this conversation offers practical insights on how to turn travel logistics into a true value-add. You can learn more about her offerings at: https://geobreezetravel.com/

Welcome back to Truth, Lies & Work, the award-winning workplace podcast where behavioural science meets workplace culture. In this episode of This Week in Work, we tackle the overwhelm of 2026, explore a "hallucination-free" AI tool, and investigate if women are being set up for failure in leadership.

The 2026 Ohio State Buckeyes have a unique distinction - both their offensive coordinator and defensive coordinator are former NFL head coaches. So what made Arthur Smith and Matt Patricia attractive targets when Ryan Day was looking to fill out his coaching staff? In this episode of the Buckeyes TomOrrow Morning podcast, you'll hear the answer to that and much more directly from Ryan Day himself.

Three months into 2026 and the Dental A-Team is already clocking how different patient flow is this year. Kiera talks about optimizing your practice for that unique 2026 patient. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera. And today I hope you're just having the best day. I hope that you're realizing things are so good. Things are amazing. I hope that you are just like on cloud nine. And today I'm really excited because this is a topic that I was like just so jazzed about. Cause I realize our patient flow is something that is different for 2026. Like we have it different. It looks different. And I...   I'm just really excited. So if you're new to the Dental A Team podcast, welcome. I'm super excited to be here with you. I hope that you are just jazzed. And I think that, like I said, this is going to be something that is going to be very fun for you. And I hope that you take it on. I hope that you look at it. I hope that you just get excited to like, Hey, amazing. We're going to be able to like fix our 2026 patient flow. So when I look at this, like 2026 is   very, very, very different than what it was even like when I started the company back in 2016. I think patients in 2026, they're not more difficult. They're just super aware of their time. It's not just enough to be good at clinical excellence. You know how to be really easy to do business with. And if patients feel like energy's off or the vibe's not there, they're going to possibly just leave without saying anything. And so I just wanted to come on today   talk to you about some things that I'm seeing in 2026, things that we're seeing with amazing practices that are doing really, really well to help you all, like let's optimize our patient experience, which I know I've talked so many years about patient experience, but I thought like the patient is different today in 2026, they're more used to everything being online. And I think let's not be foolish. We still sometimes have older patients and we need to make sure that we're not adapting everything and changing, but the new generation of patients are definitely a different breed.   than what we had before, which every generation is different. So looking for this, I just want you guys to really like get excited. Welcome to the podcast. I'm Kiera Dent and our job is to help you guys have thriving practices, possibly impacting the world of dentistry and to truly just like make it to where you guys feel like you get tactical practical tips on the podcast. I love hanging out with you. I wanna remind you, you're doing better than you think you are. And if this podcast has inspired you, touch your life in any way.   please be sure to leave us a review. Those five stars keep us top of mind for everybody. And also pop us in Facebook groups, us, tag us on Instagram. We will comment, we will respond to you and we always appreciate it because that is your subtle way of being able to help us infiltrate the world of dentistry in the greatest way possible. So with that, I just want you guys to know that like, ⁓ this patient experience flow is going to help everything improve. And it's for our production, our case acceptance, our team energy, patient loyalty, all of that. So.   Getting this patient flow, I believe is so important. So I think like really, really, really working on the first 15 minutes of our patient experience because patients are gonna decide about your practice immediately and they're gonna look at Google reviews, they're gonna look at your social media presence and then it's gonna be on how they make the phone call. So what's gonna happen for it? Like how can we optimize this? And I think one thing is how is your like...   hello on the phone. So ⁓ even if we need to record it, listen back to it. I put a mirror always with my front office team members. I want them sitting up straight. I want them smiling really, really big, like almost a cheesy grin. People can feel that energy through it. And then I look at like, how can I make it the easiest, smoothest check-in for them to where when they get to my practice, after I won them over the phone, when they come into the office, they feel different. So how can I make sure my check-in is very fast and personable? How can I make sure there's like minimal paperwork that's like   just annoying, iPads that don't work. My team is prep, so when they come and get the patient from the waiting room, they are concierge luxury without the like high price tag of that. Like I just want people when they come into the practice, I feel like people care a lot more about how they feel. They care about the experience of it. I mean, you guys have TikTokers, YouTubers, Instagram people, like that's the world we live in and they are walking everywhere around you. And so...   we make sure that they're going to want to showcase our practice and feel that way on time, getting seated on time. These are big things. feel like time is people's greatest commodity and feeling like they're important is the second. So when we look at it, I think that as I look at my processes, what can we do to speed up our check-in? What can we do to like make our paperwork that is clunky? Could we review? And I'm not saying like have anything where you're not legal. Like, of course we need to keep our standards there and we want to get our health histories, but   Like for me, when I send new patient paperwork, I ask them to send it back to me 48 hours before their appointment to make sure my team can be prepared. Just think of how nice it is for the patient. Like that's how they confirm their appointments. Totally ripped this off of IVF clinics. They're charging me 25 grand plus. And for me to even schedule my first appointment, my paperwork had to be submitted 48 hours before. Like I could not do it, couldn't schedule. And they just set the tone with me. Like this is how they operate. It was fine. I wasn't annoyed by it. Like, great. I got it right back to them.   And then when I got there, they knew all of my history. They took me right back on time. I just felt like it was such a different experience versus someone who's like having me fill out paperwork in the waiting room. I've gone to others. I went to a psychiatrist the other day and I was like, fill out the paperwork in the waiting room. It's just versus the IVF clinic where it's all online, it's seamless, it's very easy. It's not clunky. They text it right to my phone. I can fill it in. I don't have to print things out. I just think, how can you make it to where when they walk in,   It's the feeling and experience you want them to have. And I also think for a lot of practices, identifying what feelings do we want our patients to have. If you need help, go look at your Google reviews, have ChatGPT help you and say like, are the top five feelings that our patients feel when they come in here? And then look to see, is that what I want them to feel? And if it's not, change it up. Like how I feel when I walk into a spa versus when I walk into a dental office versus when I walk into an amusement park, there are very different feels that they want me to feel. And each of them needs to curate it. So for yourself, how can I do that?   Some practices actually have curated scents. So when you go into the practice, all of their practices smell the same. Some people have coffee bars. ⁓ I just think it's, what do want? Do want them to feel like high end luxury? Do you want them to feel like we are your family practice in the neighborhood? All of it's gonna go into effect on your decor, on your paperwork, on your experience, on how we answer the phone. So really making sure that that's dialed in and that's very solid is going to help a lot. The next thing is going to be...   Well, and a way to like, just put a nice pretty bow on that is ask yourself, like, where do patients slow down when they, when they come to our practice or when they're trying to schedule, that's going to help you figure out where can we maybe optimize that? Is it through phones? Like we could use a phone center. Where is it that patients slow down when they're trying to get here? Are they trying to arrive? And then where as we, as a team, are we slowing down? What's taking us the longest? That's going to help you like, just really optimize this patient experience. The next thing is going to be on like clinical momentum. You guys have heard us talk.   heavy about block scheduling. And I don't just do this for production. I do this for ease and flow of a practice. Like we tell people all the time, a great day for you is a great day for a patient. And they might want the 10 o'clock, but what they really wants to get in and out on time and they want our doctor to do the best work. So we just guide them to the schedule and say like, perfect. So Dr. Mike does crowns at 10 a.m. on Mondays and 2 p.m. on Fridays. Like whatever time you want it to be, but we guide them.   So our schedule is there. I'm not kidding because what this does is doctors are not bouncing between room to room. Hygienic is not waiting on a super long exams. Assistants are trying to like get from room to room and then we're out of materials or we're out of equipment that we can't use because we didn't schedule appropriate. We only have one thing for implants. We've got two implants next door to each other. Patients feel that you might feel like you are a duck on water smooth and you're paddling like crazy underneath, but patients can feel when it's tension and chaotic. So how can we put into place block scheduling?   How can we like utilize assisted hygiene, use our hygienist to help numb our patients? What can we do for exams? Like we are big on hygienists, all have the exact same exams. So when doctors walk in, we just tell them the same thing. We have the same handoffs. We use route slips, different things. We make sure we've got like, when's our doctor the most optimal at different times? So we build a schedule that's like our doctor's most optimal working time. We build SRPs when we're doing new patients. Like it's, how do we get a good flow and rhythm in the practice?   because patients feel that it feels like, wow, I've said it before on the podcast, I'll say it again, people feel perfection. And so how can we make them feel that the practices in sync, that we're flowing, that we're vibing, that we're jiving. And when we found out, a lot of times hygienists are complaining when we work with them and rightfully so, that doctors are taking forever to get to exams. So what we do is we streamline the hygiene appointment, we streamline the hygiene exam. So when doctor comes in, we actually role play these handoffs really clearly.   And then we have it set on the handoff with the doctor and also with the front office team. So that way everybody's getting the information as soon as you get in. We make it very easy for the doctor to connect to the patient, very easy for the hygienist and the patient to be very clear on next steps, and then very clear for the front office of what we're going to need to take for that patient. You better believe it's amazing when we get this dialed in, patients literally walk up to the front desk and they say, hey, Dr. Mike wants to see me back in two weeks for a crowd for an hour and a half. I need to get that scheduled. And you just sit back and like.   this just happen? The answer is yes. And a patient feels so good because they're clear on treatment. They're clear on where they need to go. I think a lot of times when we're looking at treatment and exam times and that people think it's quantity over quality. When it's like you can have a three minute exam and that patient can feel so seen, loved and heard. If we're clear, we're to sync and like everybody's working in a system and a process, they feel it. And doctors are more focused, hygiene's more on time and the team stress drops.   This is what happens. Like we're not adding extra. We're just doing it in a different flow. And so I would just say like, you can look at yesterday and figure out where was it most chaotic. Look back at the last couple of weeks. Where did we get into those traffic jams and what could we do to change this? Could we change up our hygiene exams? So that way every time doctor walks in hygienist, you're all different shades. So we need to like make sure that doctor, when he comes into hygiene room, one, two, three, four, or she, each doctor, that it's at least something similar and consistent because hygienist just like you.   like doctors need to give you the same type of exam, doctors need the same type of handoff no matter which hygienist they're working with. So look at that to see where can we figure that out? Where can we make our clinical momentum even easier with block scheduling, with hygiene exam consistency, with correct handoffs? Patients feel that and they love that. And then the next piece is like, this is tricky of like, what's gonna cause a patient? Like, okay, we figured out how to make it speedy when they come in.   We figured out how to make it more flowing throughout their appointment. Now what's going to happen at the end of our appointment that they're going to remember. And what I found is people don't like to wait. People don't like a lot of follow-ups. People like to have it very like tied with a bow and people want to move on with their life. say every time when people are in the office or thinking about dentistry outside, good luck. It's a free for all. So I think when you look at it, what's going to turn a patient off will be   waiting a long time to get out the building, like they're done, get me out. So how can we streamline our checkout? I sometimes call it like the HOV lane, like that's just fluoride payments. Sometimes we can even put that in the back versus we need to schedule you for a treatment plan and like go through more in depth. So can we have speedy checkouts for easier patients? Easy way to do it. What about like our treatment plan, making sure that handoff is really clear and then our treatment coordinators are super, super, super thorough and it's like, perfect, we schedule you.   We go through your questions, we present clean financials and we make it very easy for scheduling, very easy for financials, very easy for patients to get the treatment done that they want without a lot of headache. I coach a practice of five locations. We do multi, multi, multi millions. I will tell you those treatment coordinators are top, top, top notch. I work with them constantly two times a month and we have this dialed down to where it is so smooth and we close patients and we have been reviewing, we've been doing this for almost six years. And I just want you to know that type of like reps on your checkout process,   A patient experiences like bookends, the beginning and the end or what they're going to remember the middle. It can sometimes make or break, but usually it's the beginning and the end. So what can we do to make it where it's like an amazing, like I left you with a huge warm hug. You felt so loved, so valued, so appreciated, and I send you on your way, but I'm very efficient with that too. It's not taking me like 30 minutes to get there, but I want to make sure you're thorough. So that's going to be, I think convenience is no longer impressive. It's expected. And I think when we realized that like,   We used to think we're going above and beyond when we make it convenient and we have online scheduling and online bill pay. It's expected now. So I think when you ask yourself like, at the end of our appointment, is it easy for our patients to move through? Do they feel like they left our practice with like a warm hug? Is there anything that we could do to make it more convenient for patients that they might be expecting? If you're not taking online payments, online scheduling, you need to update that. Like that's, it's no longer an option anymore. We're not taking checks anymore. We need to have online payments for patient.   And so I think it's a, we're not just competing with other dental practices. We're competing with every other experience. So we're competing with Chick-fil-A, we're competing with Target. We're competing with Amazon. We're competing with anything that people are using day in and day out. Like I love working with Amazon. If I ever have an issue, I just message them and I get my refund and I don't have to worry about it. Like that's great. I'm going to shop with them a lot more versus hotels.com is super annoying to me. And anytime I have an issue, it's never fixed. It's never done. Now back.   prior to 2020, they were amazing. Now they're just junk and I don't want to work with them. Not because they're not great, but because they're just not easy to work with. Airbnb, VRBOs, like airline places. Everyone wants to make it as easy as possible. People get very frustrated. And I don't think we have a culture as rigid or as willing to like, I don't know, like almost plow through the noise like we used to. They want it to be decisions are easy. I felt loved.   I felt welcomed. I felt cared for. I felt like I got the best dental experience ever and I'm going to go on my way. So I think it could be a really great benefit for maybe you guys have a secret shopper, have a family member come through and give feedback on it. Maybe one of you goes through like call and make an appointment. How hard was that? How easy was that? And don't be nice because we're friends. Like we're genuinely wanting to give feedback so we can be the best practice. And how was my appointment? How was me sitting in the chair? How was checkout? How was follow up?   where could we make those just a little bit easier and make it to where we can still be so personable and really connected to our patient, but very efficient and convenient as well. So I think as a quick recap, looking through this of how do I make my bookends? Like what's my like first impression and arrival experience? Then what's our middle, like the clinical momentum and the experience and our handoffs. And then the end is how can I like minimize the lack of convenience, the inconvenience, the taking a long time? we...   separate our patients out and have a different exiting flow? Can we make it to where it's just a simpler process? Can we schedule it in the back more? Thinking of all these areas because it's not about moving faster, it's about being more intentional and making patients just feel like almost like this invisible thread where it was like seamless to go to the dentist and it was fun and it was enjoyable and whatever you want them to feel, helping patients have that. And so when people feel comfortable, when they feel wanted, when they feel seen, when they feel heard,   They actually say yes to treatment more. it's a double win. Not only are they going to like, leave you great star reviews, but they're also going to want to say yes to treatment because they like you. People say yes to people that they like. People say yes to experiences. People want to come back when they enjoy being there. And you have an opportunity because most people don't like the dentist. So even just doing a smidge of this is going to make you stand out. But I really think like, look at your 2026 experience. Look to see where are we maybe not serving the clientele as we had.   Be careful because you can accidentally get outdated very quickly if you're not willing to adapt, but make sure you're adapting to your culture, your experience that you want. Really have that as a clear core value, vision statement, mission statement. Here's how we want patients to feel when they come in. With Dental A Team, we want you to feel like it's easy. We want you to feel like you're loved. We want to make sure it's fun for you. We want to make sure that like, you know, that we're always going to do the right thing. That's Dental A Team. Like I'm not here to create like one off raving fans. I want you to be lifetime.   I want you to like love it. I want you to feel like we just got a review the other day and they said you're one of the greatest parts of our entire team and we're such a value to have you on our team. That's what Dental A Team is. It's because we make it easy. We make it fun. make it where it's like there's like we're your little fairy godmothers. We know where to take you. We know how to drive you. That's what I want in our core values like fun, ease, ownership, do the right thing. Those are all part of it. Grit. You figure it out. That's our culture.   and that's what I people to feel when they work with us. So if we can help you optimize your patient experience, optimize your practice, just be a, sometimes even having an outside, like literally I was paid a ton to go into an office and just fix their exit flow. That was their number one pain point that they didn't know they had. I watched it and I saw it, we fixed it. Case acceptance radically went up, patient experience radically went up, reviews radically went up. Small, simple things because you don't know what you don't know. You also can't see because you live there. So.   I'd love to help you out. team would love to help you reach out. Hello@TheDentalATeam.com. Go to our website, TheDentalATeam.com book a call. I'd love to work with you. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.  

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