Podcasts about assume

Eric Balchunas is a senior ETF analyst at Bloomberg, where he has more than a decade of experience working with ETF data, designing new functions, and writing ETF research for the Bloomberg terminal. He also writes articles, feature stories, and blog posts on ETFs for Bloomberg.com and appears each week on Bloomberg TV and Radio to discuss ETFs. These podcasts, posted here, are now all on a slight delay and are taken from my near-daily blog, Fringe Finance. As of right now I have no sponsors, so the best way to show support is just to listen/read or subscribe to my blog: http://quoththeraven.substack.com  You can also still contribute a one time or recurring donation to the podcast via Patreon: https://www.patreon.com/QTRResearch All podcast content is subject to this disclaimer, which you should read slowly, multiple times. Thank you all for your continued support over the years. I stand on the shoulders of the people who listen to and/or enjoy my content and I never lose sight of that. QTR's Disclaimer: Please read my full legal disclaimer on my About page here. This post represents my opinions only. In addition, please understand I am an idiot and often get things wrong and lose money. I may own or transact in any names mentioned in this piece at any time without warning. Contributor posts and aggregated posts have been hand selected by me, have not been fact checked and are the opinions of their authors. They are either submitted to QTR by their author, reprinted under a Creative Commons license with my best effort to uphold what the license asks, or with the permission of the author. This is not a recommendation to buy or sell any stocks or securities, just my opinions. I often lose money on positions I trade/invest in. I may add any name mentioned in this article and sell any name mentioned in this piece at any time, without further warning. None of this is a solicitation to buy or sell securities. I may or may not own names I write about and are watching. Sometimes I'm bullish without owning things, sometimes I'm bearish and do own things. Just assume my positions could be exactly the opposite of what you think they are just in case. If I'm long I could quickly be short and vice versa. I won't update my positions. All positions can change immediately as soon as I publish this, with or without notice and at any point I can be long, short or neutral on any position. You are on your own. Do not make decisions based on my blog or what my guests say. Nothing is fact checked. I exist on the fringe. Assume any and all numbers in this piece are wrong and make sure you check them yourself. The publisher does not guarantee the accuracy or completeness of the information provided in this page. These are not the opinions of any of my employers, partners, or associates. I did my best to be honest about my disclosures but can't guarantee I am right; I write these posts after a couple beers sometimes. I edit after my posts are published because I'm impatient and lazy, so if you see a typo, check back in a half hour. Also, I just straight up get shit wrong a lot. I mention it twice because it's that important.

Re-airing in honor of the International Week of Play Therapy. In this special episode Lisa is joined by Amit Chintan Ramlall and his father, Dr. Kumar Ramlall, for a powerful conversation about autism, identity, and the transformative impact of assuming competence. Amit shares his lived experience of navigating Autism Spectrum Disorder and how embracing his strengths—rather than being defined by limitations—opened pathways to purpose, contribution, and connection. Together, they explore common misconceptions about autism, the importance of meeting clients where they are, and how curiosity and humility create space for genuine therapeutic relationship. This episode invites therapists to reconsider assumptions about neuroplasticity, sensory experiences, and communication, while offering a profound reminder of the untapped potential that exists within every individual. Assume competence—there's always more to uncover. Language note: While many Autistic individuals prefer identity-first language, Amit prefers person-first language, which is honored throughout this conversation. ***For a transcript of this episode, please visit our website at synergeticplaytherapy.com. Original Air Date: April 2, 2024 Podcast Resources:  Synergetic Play Therapy Institute Synergetic Play Therapy Learning Website FREE Resources to support you on your play therapy journey  Aggression in Play Therapy: A Neurobiological Approach to Integrating Intensity * If you enjoy this podcast, please give us a five-star rating and review on Apple Podcast, subscribe wherever you listen to podcasts, and invite your friends/fellow colleagues to join us.

BIO: Athena Brownson is a Denver realtor, investor, developer, and former professional skier whose resilience through chronic illness fuels her refined, strategic, and client-focused approach to real estate.STORY: Athena lost $130,000 in her first development project when a builder she considered a friend vanished with the upfront funds. Her trust and incomplete due diligence led to a total loss, teaching her that personal relationships can create dangerous blind spots in business.LEARNING: Due diligence is non-negotiable. Trust is a liability. “A simple conversation with someone that we know, like, and trust is invaluable, because they can point out to us the blind spots that we may have missed in our excitement.”Athena Brownson Guest profileAthena Brownson is a Denver realtor, investor, developer, and former professional skier whose resilience through chronic illness fuels her refined, strategic, and client-focused approach to real estate.Worst investment everAthena Brownson entered her first development project with confidence and a seemingly dream team. With a 45-year veteran developer—her father—by her side, she felt prepared. She had saved diligently, owned the land, and chose a builder she'd known for three years, a dear friend's business partner.After multiple interviews where her father asked all the right questions, they felt secure. They signed a contract and paid $130,000 upfront for site clearing, asbestos abatement, and foundation work.Initial excitement turned to unease as progress was glacial. A blue fence went up, and some abatement started, but then communication stopped. Phone lines went dead. Subcontractors began calling Athena directly, asking why they hadn't been paid.The devastating truth emerged: the builder had vanished with the funds. Athena later discovered she was one of eight victims of the same scam. Despite her real estate expertise and her father's decades of experience, they had been outmaneuvered by a trusted contact.Lessons learnedDue diligence is non-negotiable: Trust is not a replacement for verification. Athena's key takeaway was the need for exhaustive due diligence: calling not just a few references, but a comprehensive list of past and current clients to hear the unfiltered story of their experiences.Friendship clouds judgment: A personal connection created a dangerous blind spot. It made her and her experienced team less likely to probe aggressively or assume the worst, a bias scammers often exploit.Assume the worst, hope for the best: The mindset must shift from “I trust you until you prove me wrong” to “Show me consistent, verifiable proof that you are trustworthy.” In business, healthy skepticism is a necessary form of self-defense.Measure twice, cut once: This adage applies to money and contracts. Double and triple-check every detail, every claim, and every line item before funds change hands.Andrew's takeawaysMoney is life energy: Andrew referenced the classic book Your Money or Your Life, emphasizing that money represents hours of your life traded for it. Guarding it fiercely is an act of...

What if “assuming best intent” is actually costing you more than it gives? In this solo episode of The Greatness Machine, Darius Mirshahzadeh challenges one of his longest held beliefs and shares a hard earned shift in perspective: stop assuming best intent and start assuming true intent. Drawing on personal experiences, maturity, and Aristotle's three types of friendships, utility, pleasure, and virtue, Darius unpacks how mislabeling relationships leads to disappointment, burnout, and misplaced loyalty. This episode is a powerful reflection on discernment, boundaries, and energy management, and a reminder that every relationship comes with a real cost. Learn how greater awareness creates better choices, stronger boundaries, and more intentional relationships, both in life and business. Episode 338: https://podcasts.apple.com/us/podcast/338-loyalty-is-a-gift/id1555334180?i=1000696743757 3 Types of Friendship: https://philosophybreak.com/articles/aristotle-on-the-3-types-of-friendship-and-how-they-enrich-life/ In this episode, Darius will discuss: (00:00) Assuming True Intent Over Best Intent (02:58) Understanding Loyalty and Its Costs (06:13) Types of Friendships According to Aristotle (09:07) Assessing Relationships: Utility, Pleasure, and Virtue (12:14) The Importance of Awareness in Relationships (15:09) Evaluating the True Expense of Relationships Connect with Darius: Website: https://therealdarius.com/ Linkedin: https://www.linkedin.com/in/dariusmirshahzadeh/ Instagram: https://www.instagram.com/imthedarius/ YouTube: https://www.youtube.com/@Thegreatnessmachine  Book: The Core Value Equation https://www.amazon.com/Core-Value-Equation-Framework-Limitless/dp/1544506708 Write a review for The Greatness Machine using this link: https://ratethispodcast.com/spreadinggreatness.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Our Top 10 for today: #SafeToAssume

LISTEN and SUBSCRIBE on:Apple Podcasts: https://podcasts.apple.com/us/podcast/watchdog-on-wall-street-with-chris-markowski/id570687608 Spotify: https://open.spotify.com/show/2PtgPvJvqc2gkpGIkNMR5i WATCH and SUBSCRIBE on:https://www.youtube.com/@WatchdogOnWallstreet/featured  The nonstop push to fact-check every Trump speech has reached a breaking point. False claims about polling numbers. The John Deere story morphing from a distribution center into a manufacturing plant. Tariff threats that never changed company plans. Math that simply doesn't work—like lowering prices by “1000%.” None of it matters, because it all gets dismissed as “Trump being Trump,” just as past misstatements from Biden and Obama were routinely waved off. There's no accountability, no correction cycle, and no consequence for being wrong. At this stage, trying to keep up with every false or misleading claim isn't journalism—it's futility. Assume a large percentage is nonsense and move on.

Jason talks about last night's town hall where Rep. Ilhan Omar was speaking when a man rushed her and squirted a liquid from a syringe on her while yelling at her. Why are so many - including the President - saying it was staged?!

**Discussion begins at 5:50**On April 14, 1865, John Wilkes Booth assassinated President Abraham Lincoln.  Over the next 12 days he traveled 73 miles through the forests and swamps heading toward Virginia.  On April 26, the government said Booth was dead after being shot in a burning barn by a Union soldier and buried without much fanfare. Case closed… right?  Not so fast.  This week, we're diving into the conspiracy theories that claim America's most infamous assassin didn't die in 1865 at all.  From questionable body identifications and missing diary pages to secret government cover-ups and alleged sightings years later, Booth's death has been debated for over a century.  Did Booth really perish at Garrett's Farm, or did he pull off the original true-crime vanishing act?  We're breaking down the facts, the rumors, and the wild theories.  Get ready foil-heads, because history may be lying to us again.Send us a textSupport the showTheme song by INDA

The first weeks back at school can make or break your child’s year — but what most parents miss is that the relationship you build with their teacher is the secret lever that shifts everything. In this episode, Justin and Kylie unpack the surprising stats behind teacher burnout, why parent behaviour matters more than we think, and three game-changing ways to build a relationship with teachers that actually helps your child succeed — even if you’ve had rough years before. KEY POINTS: The hidden stress teachers face — and why it impacts your child Why yelling, demanding, and “fix my kid” approaches backfire The Parent Advantage: how small acts of service earn trust fast Gratitude as rocket fuel for teacher morale (done without bribery!) Don’t believe everything your child says — context matters How to assume positive intent and extend grace in tough moments QUOTE OF THE EPISODE: “Teachers are usually on your child’s side. They want to see your child succeed and win.” RESOURCES MENTIONED: Happy Families Schools Parent/Teacher Support Workshops ACTION STEPS FOR PARENTS: Volunteer for something — reading, excursions, laminating, anything. Send gratitude early — a note, tiny gift, or simple “I see you.” Acknowledge wins — when your child shares something positive, pass it on. Hold stories lightly — get context before reacting. Assume positive intent — teachers want your child to do well. See omnystudio.com/listener for privacy information.

Someone is going to say something this year.They'll forget. Misread. Interrupt. Post. Assume. And when it happens, you'll feel it—tight chest, sharp tone, replaying the moment long after it passed. In this episode, Ryan challenges you to decide now how you'll respond later when offense shows up... because it will. From being a bitter you, a guarded you, or a revengeful you, to choosing a forgiving you, this conversation explores why forgiveness isn't about excusing behavior. It's about freeing yourself. If you've ever felt anxious, distant, or weighed down by unresolved hurt, this episode will help you rethink what carrying offense is really costing you.

 35 Let your loins be girt, and lamps burning in your hands.Sint lumbi vestri praecincti, et lucernae ardentes in manibus vestris, 36 And you yourselves like to men who wait for their lord, when he shall return from the wedding; that when he cometh and knocketh, they may open to him immediately.et vos similes hominibus exspectantibus dominum suum quando revertatur a nuptiis : ut, cum venerit et pulsaverit, confestim aperiant ei. 37 Blessed are those servants, whom the Lord when he cometh, shall find watching. Amen I say to you, that he will gird himself, and make them sit down to meat, and passing will minister unto them.Beati servi illi quos, cum venerit dominus, invenerit vigilantes : amen dico vobis, quod praecinget se, et faciet illos discumbere, et transiens ministrabit illis. 38 And if he shall come in the second watch, or come in the third watch, and find them so, blessed are those servants.Et si venerit in secunda vigilia, et si in tertia vigilia venerit, et ita invenerit, beati sunt servi illi. 39 But this know ye, that if the householder did know at what hour the thief would come, he would surely watch, and would not suffer his house to be broken open.Hoc autem scitote, quoniam si sciret paterfamilias, qua hora fur veniret, vigilaret utique, et non sineret perfodi domum suam. 40 Be you then also ready: for at what hour you think not, the Son of man will come.Et vos estote parati : quia qua hora non putatis, Filius hominis veniet.St Raymond, eminent minister of the sacrament of Penance, was a priest of the Order of St Dominic, celebrated for his virtues, his miracles and his writings on Canon Law. He died A.D. 1275.Here are some concrete ways we can be more like him today:St. Raymond was a master of canon law, but he didn't use knowledge to dominate others. He used it to clarify, protect, and heal.Seek truth seriously (study, listen, think deeply).Speak truth with charity, not harshness.Use knowledge to serve people, especially when they're confused or vulnerable.Ask yourself: Does my understanding help others find peace and justice?As a confessor and advisor, Raymond emphasized compassion—especially for sinners trying to return to God.Be patient with people's struggles.Make forgiveness easier, not harder.Assume good will before judging motives.He reminds us that law and rules exist for the salvation of souls, not the other way around.Despite his brilliance, Raymond lived simply and accepted responsibilities only when needed.Do the work in front of you well, even if it's unnoticed.Avoid chasing recognition.Say yes to service when it's asked of you in love and obedience.Holiness for him wasn't dramatic—it was steady.St. Raymond advised kings and helped confront moral failures at the highest levels of power.Be willing to speak up when something is wrong.Do so respectfully, without pride or anger.Stand with those harmed by injustice.Truth without courage stays silent; courage without humility becomes harsh. He held both.His effectiveness flowed from a deep spiritual life.Make space for prayer, even when busy.Let prayer shape how you think and act.Ask God for wisdom more than success.1. Love truth, and handle it carefully2. Put mercy at the center3. Serve quietly and faithfully4. Courageously seek justice5. Stay grounded in prayer

Matt Harmon and Scott Pianowski recap a wild Divisional Round weekend in the NFL and provide their biggest fantasy takeaways and implications for each game. The two break down each of the four games and look ahead to the teams that face questions in the offseason and the four teams that are headed to championship Sunday.(2:00) - Bills fire Sean McDermott(11:30) - Broncos 33, Bills 30(22:50) - Seahawks 41, 49ers 6(31:15)- Patriots 28, Texans 16(46:05) - Rams 20, Bears 17 Subscribe to the Yahoo Fantasy Forecast on your favorite podcast app:

Leila Rahimi, Marshall Harris and Mark Grote opened up the phone lines to take calls from Score listeners who shared their thoughts on the Bears' 20-17 loss to the Rams in overtime Sunday in the divisional round.

There is a moment in almost every genealogy project when temptation shows up. It does not usually sound reckless. It sounds reasonable. It sounds efficient. It often arrives as one simple sentence, "This must be the same person." That sentence has damaged more family trees than missing records ever could, because it pushes the story forward without proof, and it does it in a way that feels productive. Assumptions feel helpful because they fill the quiet places. When the paper trail goes thin, your mind wants to keep moving. You want to connect the last solid record to the next solid record, and you want the line between them to be clean. The trouble is that assumptions do not age well. They harden into "facts" through repetition, and once other conclusions are built on top of them, the mistake becomes difficult to remove without rebuilding the whole section of the tree... Podcast Notes: https://ancestralfindings.com/temptation-to-assume-genealogy/ Ancestral Findings Podcast: https://ancestralfindings.com/podcast This Week's Free Genealogy Lookups: https://ancestralfindings.com/lookups Genealogy Giveaway: https://ancestralfindings.com/giveaway Genealogy eBooks: https://ancestralfindings.com/ebooks Follow Along: https://www.facebook.com/AncestralFindings https://www.instagram.com/ancestralfindings https://www.youtube.com/ancestralfindings Support Ancestral Findings: https://ancestralfindings.com/support https://ancestralfindings.com/paypal  #Genealogy #AncestralFindings #GenealogyClips

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Dr. Don and Professor Ben talk about the risks from leaving a half a cut banana at room temperature for 24 hours. Dr. Don - risky ☣️ Professor Ben - risky ☣️ 14: Budnik's Banana — Risky or Not? Justin Ekins on X: "@bugcounter @benjaminchapman My parents routinely leave half-eaten bananas in the bowl for later consumption. Is this risky? Assume 24 hours between splitting and eating the second half. https://t.co/76VwOdFD39" / X Banana peel: a possible source of infection in the treatment of nipple fissures - PubMed

Crushed by life's boulders—trauma, overwhelm, or self-doubt as an autistic/AuDHD/ADHD young adult?

In this episode, Samantha and Nick examine a wrongful death lawsuit stemming from a non-transport decision—a case that highlights how quickly routine calls can turn into high-stakes legal events. The discussion centers on the death of a 26-year-old man with type 1 diabetes and a seizure disorder who requested transport, was left at home, and was later found deceased. Using the language of the actual court complaint, the episode explores the legal concept of public trust in EMS and what happens when that trust is alleged to be broken.From a leadership and risk-management perspective, the episode dissects the duty to assess, document, and transport—or properly refuse. The hosts examine how documentation choices (“canceled – no patient found”), failure to contact medical control, and leaving a high-risk patient alone can dramatically shift the legal narrative. Particular attention is given to supervisory actions after the call, including how complaint handling, recorded phone conversations, and well-intentioned but poorly worded statements can unintentionally strengthen a plaintiff's case.The conversation also breaks down the legal mechanics of the lawsuit itself, including wrongful death, survivorship, and loss of consortium claims, as well as why a seemingly multimillion-dollar case may settle for far less. Throughout the episode, the emphasis remains on defensible decision-making, understanding administrative and civil liability exposure, and how EMS professionals can protect both patients and their licenses by aligning clinical judgment with documentation and protocol.Key takeawaysNon-transport decisions carry legal weight: Refusing or discouraging transport in high-risk patients invites scrutiny.Documentation is your primary defense: “Canceled – no patient found” is nearly indefensible when patient contact occurred.Duty to assess does not end at the door: Seizure risk, diabetes, and being left alone matter legally and clinically.Medical control can help: Early physician involvement can shift responsibility and improve outcomes.Supervisors must handle complaints carefully: Poorly phrased responses can become admissions of fault.Assume you are being recorded: Phone calls, body cams, and bystanders can all end up in evidence.Do the right thing and write it down: Defensible care starts with sound clinical judgment and ends with accurate documentation.

Lawrence Lepard is a professional investment manager who has been a long time advocate for a return to sound money. He manages funds which focus on companies involved with gold and silver mining and Bitcoin. He is an active contributor to the "sound money" discussion on X, using the handle: @LawrenceLepard, and he recently published his first book: THE BIG PRINT: What Happened to America and How Sound Money Will Fix It. These podcasts, posted here, are now all on a slight delay and are taken from my near-daily blog, Fringe Finance. As of right now I have no sponsors, so the best way to show support is just to listen/read or subscribe to my blog: http://quoththeraven.substack.com  You can also still contribute a one time or recurring donation to the podcast via Patreon: https://www.patreon.com/QTRResearch All podcast content is subject to this disclaimer, which you should read slowly, multiple times. Thank you all for your continued support over the years. I stand on the shoulders of the people who listen to and/or enjoy my content and I never lose sight of that. QTR's Disclaimer: Please read my full legal disclaimer on my About page here. This post represents my opinions only. In addition, please understand I am an idiot and often get things wrong and lose money. I may own or transact in any names mentioned in this piece at any time without warning. Contributor posts and aggregated posts have been hand selected by me, have not been fact checked and are the opinions of their authors. They are either submitted to QTR by their author, reprinted under a Creative Commons license with my best effort to uphold what the license asks, or with the permission of the author. This is not a recommendation to buy or sell any stocks or securities, just my opinions. I often lose money on positions I trade/invest in. I may add any name mentioned in this article and sell any name mentioned in this piece at any time, without further warning. None of this is a solicitation to buy or sell securities. I may or may not own names I write about and are watching. Sometimes I'm bullish without owning things, sometimes I'm bearish and do own things. Just assume my positions could be exactly the opposite of what you think they are just in case. If I'm long I could quickly be short and vice versa. I won't update my positions. All positions can change immediately as soon as I publish this, with or without notice and at any point I can be long, short or neutral on any position. You are on your own. Do not make decisions based on my blog or what my guests say. Nothing is fact checked. I exist on the fringe. Assume any and all numbers in this piece are wrong and make sure you check them yourself. The publisher does not guarantee the accuracy or completeness of the information provided in this page. These are not the opinions of any of my employers, partners, or associates. I did my best to be honest about my disclosures but can't guarantee I am right; I write these posts after a couple beers sometimes. I edit after my posts are published because I'm impatient and lazy, so if you see a typo, check back in a half hour. Also, I just straight up get shit wrong a lot. I mention it twice because it's that important.

In this episode of One Sharp Sword, Dr. Wayne Pernell sits down with Tariq Malik, the “Reluctant CPA” whose career path spans engineering, chartered accountancy, international finance, and now fractional CFO leadership. Tariq shares his journey from Pakistan to England, Canada, the Middle East, and the U.S.—and the lessons learned while helping organizations navigate financial strategy, succession planning, and sustainable growth. Tariq reveals why most business owners underestimate what they don't know, the dangers of being too owner-dependent, and why bringing in outside expertise (from CFO services to leadership coaching) is essential for scaling. This conversation offers a blend of global perspective, business acumen, and meaningful leadership insight.

One of the fastest ways intimacy erodes in marriage is through assumption.We assume our spouse knows what we need.We assume they understand how we feel.We assume love means they should just “get it.”But marriage doesn't work on mind-reading as we have talked about before, it works on communication.When we assume things, we stop asking questions. And when we stop asking questions, we stop truly knowing our spouse. Over time, those assumptions turn into unmet expectations, and unmet expectations almost always lead to frustration, resentment, or emotional distance.Dr. John Gottman, one of the leading marriage researchers, talks about “bids for connection” the small moments where one spouse reaches out for attention, affection, or understanding. When those bids are ignored, often because of assumptions, couples slowly drift apart. Assumptions also damage sexual intimacy. When one spouse assumes rejection, disinterest, or “now's not a good time,” desire goes unspoken. Silence replaces vulnerability. And eventually, intimacy feels awkward or distant, not because love is gone, but because communication is.In this episode, Nick and Amy talk about how making assumptions or assuming things in marriage can crate a lot of disconnect and conflict.Healthy marriages don't assume. They ask.They clarify.They check in.They choose conversation over silence.Because love isn't proven by how well you guess, it's proven by how well you listen.If you haven't already, go check out the Ultimate Intimacy App in the app stores, or at ultimateintimacy.com to find "Ultimate Intimacy" in your marriage. It's FREE to download and so much fun! Find out why close to 1M people have downloaded the app and give it such high ratings and reviews!Check out the new UandI App we just released after a year in development.WANT AMAZING PRODUCTS TO SPICE THINGS UP? YES PLEASE... CLICK HEREFollow us on Instagram @ultimateintimacyapp for app updates, polls, giveaways, daily marriage quotes and more.If you have any feedback, comments or topics you would like to hear on future episodes, reach out to us at amy@ultimateintimacy.com and let us know! We greatly appreciate your feedback and please leave us a review.*This episode was recorded and published a few years ago and we released it again.Enjoy the podcast or have some feedback for us? Shoot us a message!

Send us a textI loved recording a no-fluff episode of The Return With @Richard Donnell at Zoopla(Source of the best insights in the industry.)The headline?→ Stop investing like it's 2021.→ Start investing like it's 2026.We covered what 2025 changes mean for 2026 investors.Then discussed 2026 ‘must-dos', including:Re-underwrite your portfolio.Assume “normal” rent growth (2-3%).Stress test higher compliance and running costs.Face the London maths.If you want income, be honest.London can work - but mainly as value-add, or very long term.Go where the spread works.Follow yield, not headlines.(We discussed regional cities like Glasgow, Derby.)Decide your stance early.Buy / Build / Upgrade / Sell.Commit to scaling or shrinking.Act like an operator.Sell liability-heavy stock early.Buy only where pricing reflects the cost of capital.This episode is in association with (and thanks to) Lloyds.In association with:https://www.lloydsbank.com/business/industry-expertise/real-estate.html?utm_source=The+Return&utm_medium=podcast+partnership&utm_campaign=sponsored+episodeGuest LinkedIn: https://www.linkedin.com/in/richard-donnell/Host LinkedIn: https://www.linkedin.com/in/annaclareharper/

Tiff and Monica talk about the fundamental elements to include when onboarding a new team member, and some of them might surprise you. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:01) Hello, Dental A Team listeners. Welcome back. I am just so happy to have all of you. know there are so many people out there that support the Dental A Team in so many amazing ways. And you guys being here downloading these podcasts and having that little, I know Apple allows the like auto download. I always love that. Cause when I'm on flights, I can just, you know, podcast. But you guys being here.   pushing those through for us, being here to just support who we are, what we do is so truly incredible, whether you're a client, a future client, or someone who's just here to listen and you're like, ⁓ you know, never gonna sign up, we don't really have a preference of how you get to us. We just love that you're here. We wanna deliver all of the most amazing information that we possibly can. You might notice we share a lot of information, a lot of tips and tricks, a lot of like, I don't know, feel like, Monica, I feel like they're like.   secrets, trade secrets, right? And people are like, gosh, I'll just listen to your podcast. I'm like, fantastic, do that, do that. When you're ready for someone like Monica, who I have here with us today, you guys, to be like, I'm gonna push you a little bit further. She's here, we're here, and we're ready to help you get to that next level. And as I said, you guys, this is a truly, truly exciting day for us. I have Monica back on the podcast with me today. I am so excited to have you here, Monica. I know.   Monica Gomez (00:57) ⁓ yeah.   The Dental A Team (01:20) Previously, I've kind of given a good spiel of who you are and how we found you. And we got to record a podcast, if you haven't listened to it yet, about this really hiring tips and strategies. But there's so much to learn about Monica, her coaching style and who she is in that episode. So if you haven't listened to it yet, go do that. And as an introduction today, Monica, welcome. I'm so excited to have you here. And I just I'm excited to pick your brain. love I love watching.   I feel like I get to watch the flow of how thoughts come to you and it's just really fun and I love our time together. Thank you for blocking out your morning and being here with me this morning and Monica, how are you? How was your weekend? How's life? How's Monica?   Monica Gomez (02:04) is great and I'm starting off my week with podcasting with you ⁓ and this is so fun. This is my second podcast and I'm so excited to be here. Our first one was really, there was a flow to it, right? It was a ⁓ great little conversation, valuable. We dropped lots of gems, you guys, so go listen to that podcast and I'm excited to be sharing this space again with you, Tish. Thank you for having me.   The Dental A Team (02:19) Yeah.   Thank you, thank you. I do love this and it actually makes me think this is like a little off topic here, but just for a smidgen of time. love the podcast space with you consultant ladies ⁓ on our team because I love that this is a space where I get to, I think I get to share how much I love you guys. Like how much admiration I have, how much I look up to you guys and get to like extract so much.   knowledge and input from you. And I think this is our space of like, truly having some connection time. And we have our one on ones, I mentioned that before, but those are so goal driven and work driven. It makes me think I love relationship and community. And I think that's something that humans are learning again, we're relearning that we need that. I think we lost that for a moment of time here recently and   in the years and we're coming back to that. You kind of don't know what you have until you lose it sometimes and we lost that space. And I think this is our space of true community. We do have our weekly meetings, we have our one-on-ones, we have our data-driven, work-driven time together, but the podcasting space is actually really special to me because I do get to, I get to get to like, want, we get to put you guys out there and I get to just spend this time with you.   And it makes me think you mentioned something on the last podcast that we had recorded together. You mentioned that intentional team time together and that like just clicked. As you're talking, like it clicked for me. This is our intentional time together and instilling that into, infusing that into the workplace. It's really special. And I want doctors and owners and leaders and anyone who's here, dental assistants, treatment coordinators, I don't care who you are. I want you to...   know from the bottom of my heart, this is a really special place and you don't need to go start a podcast unless you want to. But having that intentional time, like coffee time, like go in the break room and have coffee together and talk about your weekend. Like me getting to hear about Monica's family life and Charlie, her puppy, getting to know those pieces of you personally, it changes and it shifts our dynamic. So I wanted to highlight that because as you were speaking, I was like, my gosh, this is   Monica Gomez (04:42) Yeah.   The Dental A Team (04:55) something we haven't had yet because this is only our second podcast together, but that I know I do have with the other consultants and it just totally clicked for me because we just, think, mentioned that in the last one. So Monica, thank you for being here. Thank you for letting me say all that and for giving me this intentional time today.   Monica Gomez (05:12) Yeah, thanks, Tiff. Yeah, I think ⁓ this time together, we get to peek, a little peek behind the veil, right? And yeah, we do have a lot of connection time. It's structured time, right? But the value of unstructured time is just gold. is, ⁓ it builds trust, it builds ⁓ camaraderie, it builds affinity, it builds ⁓ an endearing, right? An endearing kind of sense of   The Dental A Team (05:20) Yeah.   Yeah.   Monica Gomez (05:42) of viewing the other person in a different light. So yeah, I think this is a powerful, like meaningful time. I agree with you. I agree with everything that you said. This is definitely a special magical space. Yeah.   The Dental A Team (05:51) Yeah.   Yeah, thank you.   Awesome. Well, thank you for being here. And again, if you didn't listen to the last podcast, I know this is the third or fourth time we're saying it. You should. This is kind of I think Monica actually helped me choose today's topics that she wanted to speak on. I think they actually naturally flow together. So I would maybe even listen to this one after the last one ⁓ or listen to this one. And then I don't care which order you do it in, but listen to both of them is my is my point here, because today we really we're going to talk about onboarding.   Monica Gomez (06:05) You   The Dental A Team (06:26) And you can onboard anyone, but I think maybe when we add in onboarding the right team member, because the last podcast we recorded was really how to hire the right team member and hiring with intentionality and meaning behind it. And the onboarding, Monica, I think has to flow off of that. If we're not continuously showing up as the person we wanted to hire, like we talked about in the last one.   If we show up in the interview space and we're like, this is who I want you to be, but then we're onboarding and we're like, meh, meh. We're like, this is boring person and we want somebody who's dynamic and fun and engaging and speaking to the patients, but we're like, not that person. I think it makes a huge difference. So Monica, as you've trained people, as you've onboarded, you've trained practices to do this, what are some key highlights that you like to infuse into the onboarding process?   Monica Gomez (07:15) Yeah, great topic. And I agree, this one goes hand in hand with our previous podcast. know, onboarding traditionally has been very much transactional, right? Here's your cubby, here's what you do, here's where you sit, here's how you answer the phones, right? We've got to move. Well, there's a part of it that has to be transactional because you have to learn, you know, what your job is and, you know, the daily to do's.   But I think if we lead with that, it's a mistake. ⁓ As I mentioned before, and we talked about how the workforce has changed, ⁓ and we're leading with connection and engagement and authenticity and all those components that make us unique, I think we, I really feel that we need to move.   from a transactional place to a transformational or transcendental. ⁓ It's gotta be more about behaviors, right? And how we wrap our arms around like this new person that's joining our little family, right? How would you like to be welcomed into a team that would make you feel welcome and received with open arms and warmth? That's how we have to welcome our new people.   The Dental A Team (08:17) Yeah.   Monica Gomez (08:36) You know, we've invested so much time and energy in interviewing our job post, our, you know, filtering our candidates, interviewing, that whole hiring process, offer letter, the whole nine yards. And then we just throw them in, sink or swim. We've got to add, we've got to be intentional and we've got to add more value to the onboarding piece because, you know, people sometimes are left thinking like, gosh,   The Dental A Team (08:54) Yeah.   Monica Gomez (09:05) this is not the place that I thought it was gonna be, right? Like make it the place that you post it on your job ad, right? Like create, you get to be the creator. You're the co-creator, right? This is your platform. Like what do you wanna create for your new people, right? And I think transaction.   It's always part of our industry and in the workforce, right? There is a transactional piece to working. ⁓ But again, that humanist, right? And so one great tip, I'll start with one tip and I'll turn it over to you, Tiff. ⁓ One great tip is have a welcome packet for your team, right? A t-shirt, their name tag, little, you know, if you picked up little sprinkles of who they are and what they like in the interview, like,   The Dental A Team (09:51) Mm.   Monica Gomez (10:02) put together a nice little welcome basket for them, a pen post-it, a nice little saying. I think that's, wow, I mean, that's super impactful on their first day, right? Like, welcome to the team and have everybody go around at Morning Huddle and just give a little shout out as, you know,   The Dental A Team (10:11) Yeah.   I love that. Yeah.   Monica Gomez (10:29) how valuable it is to have a new team member. I think that's super simple and important.   The Dental A Team (10:36) Yeah, I love that. think you hit on something really important there. It's really that feeling of being welcomed, coming into a new space is, I mean, we don't even like going to a party unless we know, a dinner party, unless we know everybody who's gonna be there, right? We're like, I only know two people. Like, is that enough? Right? I got a text from a friend the other day that was, know, or not the other day, it's been a bit, but for, you know, Halloween. And then she's like, I gotta go to this thing with my husband. And like, I don't know anybody. And I was like, okay, like this is, we're all coming into this dinner party not knowing.   anybody else, even if you've done working interviews, you still don't know them. So I love that really just toning in on the personal piece and the relationship, because if you can have a relationship with them, you can, you know, build that camaraderie just from the get go. I think they actually retain information and onboard quicker as well. So I love that. Yeah.   Monica Gomez (11:25) It's hard being an adult, you know? It's hard being an adult. And I think   in the practice, you know, just circling back to our topic on our previous podcast, fun is really important. We forget to have fun as adults, you know? And gosh, you know, think of it like you're in the sandbox again. See through young eyes, see through young eyes. Put those lenses on and just remember what it is to just play in the sandbox.   with your friends, right? And have like that pureness of intention and that pureness of heart and spirit. I think it's just easier when you can kind of connect to that space to welcome others in. And they'll say, I love that you're here. Welcome to the team. How can I make your week and your integration easier? I think that's a gem right there. That's...   The Dental A Team (11:54) Yeah. Yeah.   Mm-hmm.   Monica Gomez (12:21) super valuable for the person receiving and also for the person that's delivering.   The Dental A Team (12:26) I agree. I was thinking,   as you said, you said it's hard being an adult And I thought, yeah, I remember just being like, do you want to swing? Like, there's two, like, do you want to swing with me? Like, that's, we don't do that anymore. Yeah. It was easy. Now it's like, we go to, we're in the same Pilates class 10 times and I'm still like, do I talk to you? Do I not talk to you? And it's like, goodness gracious. So yeah, like just, do you want to swing? Like just, let's just have fun with it. I love that. ⁓   Monica Gomez (12:33) Yeah.   It's easier to fix ones.   The Dental A Team (12:51) And so Welcome Packet is beautiful. if you guys like put it together, it could even be like ⁓ a welcome note card. Like, hey, excited to have you. Like everybody, we write thank you cards to our patients or we write condolence cards or happy birthday or happy anniversary. Like, congrats on your wedding. We write these cards and I've seen them in multiple practices. So I know a lot of people do them. You pass them around to all the team members or the happy birthday for the team members, right? Everybody writes on the card and it's like this little message.   You could do it as simply as that. Like, hey, Monica's starting on Monday, guys. Like, it's Thursday. Let's wrap this up. Let's get this like welcome card together and a candy bar or a little ⁓ bouquet of flowers, like four carnations. Like, it doesn't have to be difficult. It doesn't have to be robust or like over the top. Just speak to who you are and who they are. I love that. And Monica, something you said was we were kind of prepping for this was you don't have to have it all together. And I loved that because we've saw many podcasts on   Monica Gomez (13:32) Yeah.   The Dental A Team (13:48) operations manual and it's fantastic. And I agree with an operations manual and practices come to us and they're like, Monica, we need an operations manual, help us build it. It's like, okay, yes. And it's super cool. Also, it's not a requirement. You can onboard, you can train, you can have them help you build the operations manual while you're training. Don't hold yourself back from onboarding someone successfully.   Monica Gomez (13:59) Yeah.   The Dental A Team (14:15) because you feel like things are missing and I love that you said that. Now, on that same aspect, a job description, super simple, to put together a job description of who they are, how they show up and what their targets are per position and then build off of that to say like, hey, in the first week, two weeks, 30 days and then kind of go from there. Now, implementally, how do you build the action out for...   for teams like that, because I'm an aggriance. I love an operations manual. I think it's great, but it's not end all be all. And just because we get through an operations manual and your consulting journey does not mean you're done. You're set for success and nothing's ever going to happen. I think there's a lot of, we could go on a tangent about operations manuals. We won't today. But how do you do that with your practices you're working with?   Monica Gomez (15:05) Yeah, I mean, I think people ⁓ absorb information and they learn differently. And I think it's really important that we hit on all three things. It's auditory, visual, and kinesthetic. The operations manual or the training manual is valuable, Because it's a resource that you can go to to reference and get a refresher. ⁓ But that shouldn't be your onboarding technique, right? That's like, OK, here you go. Here's the written. ⁓   The Dental A Team (15:30) Yeah.   Monica Gomez (15:34) proof or reference book of what you already learned, right? It is the outcome of your training. ⁓ I think, you know, onboarding can be simple and we make it complicated because everything has to be in writing nowadays and there's value to that. ⁓ But really your team, the biggest piece of ⁓ an employee staying within those 90 days is how we onboarded them.   The Dental A Team (15:48) Yeah.   Monica Gomez (16:03) Did we just give them manual or written instructions and say, okay, here it is, go do it? Or did we say, okay, this week, part of your onboarding is that you're gonna spend time with every single person in this practice in the various roles, including the doctor. You're gonna sit in and listen to the exams and the x-ray take and the hygienist. And you're really gonna understand all the makings of this practice.   it's important that we understand everyone's role and how we contribute to the entire team. So I always recommend that you hire someone and the first three days, break it up. Three, by the way, is a magical number for me. I love everything in series of threes. So three is easy to remember, three things versus five or even four, right? So three days in each role.   And have that person that's learning write down the most impact. What did you learn in these three days sitting with a hygienist? Or what do you want to know more about? This will spark their curiosity. Don't give them a script. Allow them to of grasp the topics and let their curiosity ⁓ be the lead. Take the lead on.   Here's what I want to know more about, or I don't really understand this, or gosh, I didn't know that, right? ⁓ And that goes for experienced employees or people that are new to the industry, right? That's my recommendation. Allow them to spend three days in every single role, like the journey of onboarding, right? Like, I think it's super valuable. And then... ⁓   The Dental A Team (17:32) Yeah.   Fisher.   Monica Gomez (17:51) Again, they could be kind of co-creating your manual with you because what they bring back, the knowledge that they bring back, chances are somebody else is going to have that same curiosity or those same questions, right? Yeah, I think that's a really simple tip. And those also that feedback could be part of your 30, 60, 90 day growth plans. And here's what you're really great at, right? I always like to look at   The Dental A Team (18:04) Yeah.   Monica Gomez (18:22) Think about the growth plan like a sandwich, right? Like there's the beginning, the middle, and the end. And so here's where you are, right? ⁓ Here's where, ⁓ actually, here's your role. Here's where you currently are, and here's where we would like for you to be. And like, what are the steps to get there, right? That should be part of your growth plan, your 30, 60, 90 day growth plan, along with the job description. Yeah, I think, you know,   using the job description like you mentioned as a tool, right, to guide people and also for us to understand like, what are they really great at? What are they really proud of, you know, in this job role? And what do they want to know more about? I think ⁓ I ⁓ one great way to kind of get familiar with someone's knowledge, experience and their desire to grow or learn more about is take the   The Dental A Team (19:03) Thank   Monica Gomez (19:20) the skills and ability portion of the job role and say, tell me three things that you're really great at, that you're really proud of, that you just are an expert in. And then three things that ⁓ you wanna know more about, not weak, right? Things that you don't, let's take that, negative verb out of it, just say three things that you're curious about or three things that you wanna sharpen your skills at. That tells you a lot about their qualifications. ⁓ And I'm really an advocate of ⁓   The Dental A Team (19:22) Mm-hmm.   Yeah. Yes.   Monica Gomez (19:49) eliminating the over-educating and over-matching. This exercise is a great way to kind of level set who your person is, like what's in their brain, right? Like, are you curious about? So I think that's part of like the co-creation of the onboarding and the collaboration, right? This is a partnership, we're in this together. What can I do to help you help me?   The Dental A Team (20:01) Yeah.   Yeah.   Monica Gomez (20:15) and stay. think it's intentional and it is ⁓ structured in a way that's unstructured.   The Dental A Team (20:28) Yeah, for sure. And I think that what you're saying there that co-creation also makes me think of ⁓ like collaborating and co-creating with the people who are going to be doing the training. So if you're not the one who's going to be, if you're an office manager and you're not training this person hands on 100 % of the time, then enlist the team members too. So if this person's job is   I don't know, front desk check-in and she or he has this laundry list of 20 different things that they've got to learn in the series of these 90 days or 30 days or however long you parcel that out for who's helping with those things and allow them to co-create too. And I think what you're saying, the three days, it's like, great, you're learning to answer the phones and confirm appointments. That's what you're doing for three days. You're answering the phone. So you're answering the phones and you're delivering that   patient to whomever, right? You're transferring that patient to whomever they need and you're doing confirmation calls for three days. And then stack on top of that, anything, something you said there, the co-collaborating and the kind of doing it together, but also then enlisting outside perspectives to see what flows together. Because a lot of times our job doesn't necessarily start to end flow in this perfect, beautiful space. Sometimes it's like,   well, I'm doing phones, but I'm doing emails, and I'm doing phones, but I'm checking patients out. And those are very like stark contrasting pieces. And so if we're like jumping them around or trying to do it in what a day might look like, that's very confusing. And it's overwhelming because your brain doesn't operate in that way. You can and you will and you will multitask and they will get it. But when you're learning, you've got to learn succinctly in a flow that makes sense. So you can't start with   Monica Gomez (22:02) and overwhelming.   The Dental A Team (22:17) checking a patient out if you also want them to be doing confirmation calls. Like you've got to find, like you said, your start, your middle and your end and making sure that those pieces flow together and having that outside perspective I think can definitely help. Something you mentioned was those like check-ins. So you're having those conversations with them. So that in itself right there, you guys, if you're not, I want you to pull these action items out too because that in itself, that's an action item. So make sure you've got job descriptions.   make sure you've got some semblance of flow on the pieces that they're responsible for, and then you're checking in with them. And I think frequent check-ins are really smart. We do them in our company with onboarding and we continue them kind of as long as we possibly can forevermore. We do these check-ins because I wanna know where they're at. don't, not necessarily like, did you do this thing? I wanna know like Monica, where are you at today? ⁓   Personally, who are you and where are you at today? Like are we still in alignment because that's the space I think Especially being new to a team. I'm not gonna say I'm not always gonna say hey, I Didn't get this or hey, I need help or hey I'm falling behind or I feel overwhelmed or this is a lot because I don't want to look like I can't do it But if my manager or my lead is like, hey check in how are things going? And I'm like, I think I'm getting it. I think I need more time on this   That's way better than being like, I'm overwhelmed. Like that feels better to me to be like, cool, there's space to have a conversation about this. I'm not complaining or feeling weak or looking as though I can't accomplish something. You are giving the space as a check-in to just be like, hey, tell me where you're at. Okay, great, take the space, take the time, go learn it. Or if I need to show you again, I can.   Monica Gomez (24:06) Yeah, I love that. I love everything that you said. think, ⁓ you know, words create our story, right? And so if we're asking, like, how's it going? ⁓ Are you struggling with anything? ⁓ Our minds automatically go to that negative place, right? So you get to be the creator of the script.   Right. And so if we're saying, Hey, by the way, I heard you answering the phone start, like, listen for the good stuff, right? The good behaviors. Gosh, you were amazing. Greeting that patient. my gosh. I am so proud of you. You are totally getting this and you know, how's everything else going? Right. If you start with that excitement and something positive, that person's already in that positive mindset and it's all about mindset. Right. And if we're concerned that they're not getting it, they're not going to get it.   assume that they are, assume that they are getting it. So gosh, you are, I know you're doing amazing. Tell me all the good stuff. Start.   The Dental A Team (25:08) Yeah, assume good intent, right? Always. We see that constantly. Assume   good intent. I think, Monica, you saying this right here makes me think.   Relationships are relationships, I say that all the time. They just look a little bit different. Like my relationship with Erin is a little bit different than my relationship with you, but my communication skills are gonna be super, they're gonna be the same with the right words, right? So I'm not gonna, communication is communication. And so what we do is we say, okay, this is how you sell a treatment plan. This is how you project to your patients to get them to schedule. And you always start with a positive. You don't ask for a review by saying,   how did everything go today? You say like, oh my gosh, that seemed, you how amazing was your appointment today? Like you're infusing these words in there to get the mindset, but then we don't copy and paste that always into everything that we do. And I think how you show up for anything is how you show up for everything. So show up for your team the same as you're expecting your team to show up for your patients because that's going to translate. And if you're like, oh, it seemed like a,   Gosh, today was a chaotic day, how did you do? It's always chaos, we're in dentistry. Dentistry is chaotic, your days are gonna be crazy. Life is chaotic, you're right, it's always going to be crazy. So saying that, gosh, was, woo, that was a rough day. How are you feeling? Well, I'm feeling really overwhelmed and I'm feeling like I made a really bad decision coming here. I think you're spot on is my point there. So that was beautiful, thank you.   Monica Gomez (26:21) Yeah. And life is chaotic. Period, right? Life is chaotic.   Yeah. And, you know, I when employees share difficult, like a difficult day, you know, like, ⁓ I had a ⁓ client last week share that their new hire said, ⁓ gosh, maybe we shouldn't, you know, ⁓ schedule two crowns back to back because that was really hard. And, you know, my back was hurting. And so, ⁓ you know, the doctor was like, she's already complaining. I'm like, well, okay. Well, how did you respond? Right. Because   The Dental A Team (27:11) Yeah, yeah.   Monica Gomez (27:12) Because, I mean, she's delivering something that's important. She's sharing and she feels comfortable enough to say, hey, that was really hard. That's really what she's saying. That was really hard, right? And so, you know, again, one of my favorite sayings is, you know, get curious, not furious, right? Don't look at it with the negative lens. It's a great way for you to validate, like, how important it is to be seen, and valued, right?   The Dental A Team (27:41) I agree.   Monica Gomez (27:42) And she was opening up because she wanted to be seen, heard, and valued. Like she wanted to be seen. Gosh, I like did those two crowns back to back. My back is hurting me. Are you even valuing that I sat there in fact, right? Even though they could have swapped off with another assistant, but she, you know, she followed him. And so, you know, and my advice was like, you should number one acknowledge that she's sharing, right?   The Dental A Team (27:54) Yeah. Yeah. Yeah.   Monica Gomez (28:11) Thank you so much for sharing that. You're right, that was kind of hard. Let's talk about it as a team tomorrow. Let's find ways to alleviate that when this does happen, right? I mean, the patients wanted to start, like they're ready. Let's do it, right? But where were your other team members? Like, let's talk about this. And so seen, and valued. If you can make anyone new, ⁓ a new employee, an existing employee,   your legacy employees, if you can make them feel and create a space where everyone feels seen, heard, and valued, that's huge. That's like you, you will, your team will love you, your patients will love you because again, it's that invisible kind of energy that's flowing through your practice, right? That creates that great space for employees to wanna stay.   The Dental A Team (29:02) I agree. I totally agree. Thank you, Monica. I think this was ⁓ a really, this is just full of so many gems and ⁓ I love the actual pieces of job description, kind of the, I love your three days, spend three days on it and really just making sure you go through that job description. Look at the to-dos of that position.   Enlist the team to help you. Whoever's gonna be helping to train. I had people specific on my team that were like, these are the things you just, you're stellar at and it's gonna be easy for you to train these things. They trained those. So it doesn't have to be one person. It can be whatever you want it to look like. Just make sure it's built out. You have a plan. Preschedule check-ins. I always make sure we preschedule check-ins and you guys check in with yourself too. think Monica, you gave some really wonderful tips on really making sure that we're showing up the way that we should be.   or the way we want people to show up and really just gut checking and making sure that those things are there. And I loved this. Thank you, Monica. Thank you for your words of wisdom. Thank you for flowing off of it. This was perfect. This was divine. Thank you for helping set up this flow of podcasting today and for just bringing your insight and your wisdom and your years of experience of things that you've seen work and ideas. So thank you, Monica.   Monica Gomez (30:16) Thanks, thanks, Tiff. This is definitely a gem for me. I have so much to share and so much, I love sharing, I love brainstorming, I love sharing what works ⁓ and all the knowledge that we, all of us have, right? This is a beautiful space for us to, you know, share that. And this was so fun. Thanks for inviting me and everyone.   The Dental A Team (30:22) Yeah.   Monica Gomez (30:42) Go out and be fabulous and don't forget to have fun. Have fun.   The Dental A Team (30:47) Yes, I love that.   Thank you. Yes. Go be fabulous. That is like Trish's famous words. I love that she says that. always, I know it always makes it just like, yep, I will. Okay. No, questions. So I love it. Go be fabulous. I agree. Drop us a five star review. Let us know what you thought about this. Let us know what onboarding tips you guys have. Hello@TheDentalATeam.com is an easy place to find us and.   Monica Gomez (30:53) So these are the things.   The Dental A Team (31:10) get recommendations or share your tips and tricks. We really do love that. And also we're on Instagram and Facebook, all of those places. So watch us there. Watch out for us there. Thursdays, once a third Thursday, we have webinars. You guys, we're everywhere. So if you're only following the podcast, check us out. Hello@TheDentalATeam.com, TheDentalATeam.com. We've got all of it listed there as well. Go find us, follow us and listen for more amazing tips from Monica and the rest of the consulting team. Thank you guys and go be fabulous.   Monica Gomez (31:39) you  

Teresa Leal Coelho admite situação "grave" mas garante que a Comissão Nacional de Eleições apelou ao TC para encurtar prazos. E acusa candidatos excluídos de se tentarem manter nos boletins.See omnystudio.com/listener for privacy information.

Ray White speaks to Dr Charles Sinkala, international relations expert on Somalia being recognised by Isreal ahead of them taking the Presidency of the UN Security Council. 702 Breakfast with Bongani Bingwa is broadcast on 702, a Johannesburg based talk radio station. Bongani makes sense of the news, interviews the key newsmakers of the day, and holds those in power to account on your behalf. The team bring you all you need to know to start your day Thank you for listening to a podcast from 702 Breakfast with Bongani Bingwa Listen live on Primedia+ weekdays from 06:00 and 09:00 (SA Time) to Breakfast with Bongani Bingwa broadcast on 702: https://buff.ly/gk3y0Kj For more from the show go to https://buff.ly/36edSLV or find all the catch-up podcasts here https://buff.ly/zEcM35T Subscribe to the 702 Daily and Weekly Newsletters https://buff.ly/v5mfetc Follow us on social media: 702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/Radio702 702 on YouTube: https://www.youtube.com/@radio702 See omnystudio.com/listener for privacy information.

December 25, 2025

Challenge your biases + stereotypes. Focus on first-hand experiences. Focus on individual humanity, not their group membership. Assume good intentions. Be intentional with expanding your interactions with other cultures. Learn to engage with context not the connotation.Read Perth Skeptics collection of street epistemology resources.Read Berkeley's "Bridging Differences Playbook" Visit the Street Epistemology Website.Read the Wikipedia on Street Epistemology.SUPPORT JULIE (and the show!)DONATE to the Palestinian Children's Relief Fund AND THE Sudan Relief FundGET AN OCCASIONAL PERSONAL EMAIL FROM ME: www.makeyourdamnbedpodcast.comTUNE IN ON INSTAGRAM AND YOUTUBESUBSCRIBE FOR BONUS CONTENT ON PATREON.The opinions expressed by Julie Merica and Make Your Damn Bed Podcast are intended for entertainment purposes only. Make Your Damn Bed podcast is not intended or implied to be a substitute for professional medical advice, diagnosis or treatment. ISupport this show http://supporter.acast.com/make-your-damn-bed. Hosted on Acast. See acast.com/privacy for more information.

Assume you're going to get f***ed so you can prepare for the f***ery. Words to live and die by. Join Josef, Craig, and Paul one last time as they sit down to review the finale, where long-brewing tensions come to a head, plans are put to the test and The Mighty Nein once again find themselves at the centre of something far bigger than they ever intended.Did you enjoy the finale? What would you rate the series as a whole? How are you feeling heading into the next chapter for the Mighty Nein? Let us know in the comments.Link to check out Craig's fantasy novel The Rebel of Time:https://linktr.ee/craigandrewmooney--Welcome to With Mates! If you want to hear four friends talking about the latest film, TV and games then you've come to the right place. I know we can't believe no one's thought of doing this either...Be sure to like, share and subscribe to get the latest updates and videos. Think we've all got faces for radio? Then LISTEN to our episodes instead wherever you get your podcasts. https://linktr.ee/withmatesFOLLOW US EVERYWHERE:@WithMatesPod FOLLOW YOUR NEW MATES:Andrew: @AndalfTheGrayCraig: @CraigAndrewMooneyJosef: @JosefBoonPaul: @StirratStory

O choque com Vasco Gonçalves. O diálogo com Costa Gomes sobre a chantagem. O documento do Grupo dos 9 que assinou sem ler. O corte com Otelo. Os bastidores do 25 de novembro, o papel de Cunhal e a guerra aos falcões que queriam uma ditadura. Os dramáticos três minutos de atraso a negociar uma rendição que mataram três militares. E vários ajustes de contas com Eanes, que acusa: de abuso de poder em detenções; de não corrigir o seu papel no 25 de novembro; e de se rodear de corruptos para sobressair como honesto.See omnystudio.com/listener for privacy information.

Running in the dark is a necessary evil for many runners this time of year. Please go out of your way to be safe, making every effort to be seen by drivers while you're running. Check out the full blog post for today's episode at http://DizRuns.com/1326. Love the show? Check out the support page for ways you can help keep the Diz Runs Radio going strong! http://dizruns.com/support Become a Patron of the Show! Visit http://Patreon.com/DizRuns to find out how. Get Your Diz Runs Radio Swag! http://dizruns.com/magnet Subscribe to the Diz Runs Radio Find Me on an Apple Device http://dizruns.com/itunes Find Me on an Android http://dizruns.com/stitcher Find Me on SoundCloud http://dizruns.com/soundcloud Please Take the Diz Runs Radio Listener Survey http://dizruns.com/survey Win a Free 16-Week Training Plan Enter at http://dizruns.com/giveaway Join The Tribe If you'd like to stay up to date with everything going on in the Diz Runs world, become a member of the tribe! The tribe gets a weekly email where I share running tips and stories about running and/or things going on in my life. To get the emails, just sign up at http://dizruns.com/join-the-tribe The tribe also has an open group on Facebook, where tribe members can join each other to talk about running, life, and anything in between. Check out the group and join the tribe at https://www.facebook.com/groups/thedizrunstribe/

This podcast is brought to you by Outcomes Rocket, your exclusive healthcare marketing agency. Learn how to accelerate your growth by going to⁠ outcomesrocket.com AI security is no longer optional; it's the foundation that determines whether innovation in healthcare will thrive or fail. In this episode, Steve Wilson, Chief AI & Product Officer for Exabeam and author, discusses the hidden vulnerabilities inside modern AI systems, why traditional software assumptions break down, and how healthcare must rethink safety, trust, and security from the ground up. He explains the risks of prompt injection and indirect prompt injection, highlights the fragile nature of AI “intuition,” and compares securing AI to training unpredictable employees rather than testing deterministic code. Steve also explores issues such as supply chain integrity, output filtering, trust boundaries, and the growing need for continuous evaluation rather than one-time testing. Finally, he shares stories from his early career at Sun Microsystems, Java's early days, startup lessons from the 90s, and how modern AI agents are reshaping cybersecurity operations. Tune in and learn how today's most advanced AI systems can be both powerful and dangerously gullible, and what it takes to secure them! Resources Connect with and follow Steve Wilson on LinkedIn. Follow Exabeam on LinkedIn and visit their website! Buy Steve Wilson's book The Developer's Playbook for Large Language Model Security here.

The Role of NATO and Nuclear Proliferation: Colleague Elbridge Colby asserts the US must prioritize Asia, urging European allies to assume responsibility for NATO's defense, noting that while friendly nuclear proliferation is not a panacea, integrated allied nuclear forces in Australia or Japan could bolster deterrence if the conventional military balance becomes unfavorable. 1900 BOXER REBELLION

How much are you missing out on from making assumptions? Learn how to stop reading into things that are never actually said. #ThePitch #INICIVOX #VirtualMentorship

I sat down with long time political strategist Steve Schmidt to discuss this political moment, what Democrats need to do to meet this moment, and if they meet the moment and take back the House or the Senate, what they must do once they're back in power. Fascinating chat. Have a listen. Hosted on Acast. See acast.com/privacy for more information.

We're living in parallel realities with different "facts." Wikipedia founder Jimmy Wales breaks down how trust eroded — and how we might restore it.Full show notes and resources can be found here: jordanharbinger.com/1251What We Discuss with Jimmy Wales:Wikipedia succeeded where its predecessor failed because it prioritized making contribution enjoyable. Nobody truly works for free — people need intrinsic rewards like connecting with fellow enthusiasts, intellectual satisfaction, and the joy of building something meaningful together.The global crisis of trust stems from people living in parallel realities with different "facts." Productive discourse becomes impossible when opposing sides can't agree on basic data — like immigration numbers — before debating policy solutions."Assume good faith" isn't just a Wikipedia policy — it's a life-changing mindset. Most people making mistakes aren't malicious; they need guidance. Approaching others with initial trust creates positive cycles, whether parenting teenagers or managing remote teams.Trust isn't built through perfection — it's built through transparency, especially when you have something to hide. Organizations that acknowledge mistakes, explain their processes, and openly work to improve earn more lasting credibility than those claiming flawlessness.Want to make a meaningful impact? Just start. The next five years will pass regardless of what you do — so test your ideas early, embrace potential failure as learning, and remember that trying something that doesn't work still beats endlessly planning something you never attempt.And much more...And if you're still game to support us, please leave a review here — even one sentence helps! Sign up for Six-Minute Networking — our free networking and relationship development mini course — at jordanharbinger.com/course!Subscribe to our once-a-week Wee Bit Wiser newsletter today and start filling your Wednesdays with wisdom!Do you even Reddit, bro? Join us at r/JordanHarbinger!This Episode Is Brought To You By Our Fine Sponsors:HexClad: 10% off: hexclad.com/jordanKa'Chava: 15% off: kachava.com, code JORDANMasterClass: Get 15% off a yearly membershipProgressive Insurance: Free online quote: progressive.comQuiltmind: Email jordanaudience@quiltmind.com to get started or visit quiltmind.com for more infoSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

It's a great question, but we also talk about flapper dancing, a lot, in this hour. And then, the conspiracy that The Truman Show is the prequel to Bruce Almighty. It's deep web stuff, obviously.

Onboarding a new team member has turned into a very transactional process. In this episode, Tiff and Monica discuss how to add authenticity, connection, and engagement to the mix. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:01) Hello, Dental A Team listeners. Welcome back. I am just so happy to have all of you. know there are so many people out there that support the Dental A Team in so many amazing ways. And you guys being here downloading these podcasts and having that little, I know Apple allows the like auto download. I always love that. Cause when I'm on flights, I can just, you know, podcast. But you guys being here.   pushing those through for us, being here to just support who we are, what we do is so truly incredible, whether you're a client, a future client, or someone who's just here to listen and you're like, ⁓ you know, never gonna sign up, we don't really have a preference of how you get to us. We just love that you're here. We wanna deliver all of the most amazing information that we possibly can. You might notice we share a lot of information, a lot of tips and tricks, a lot of like, I don't know, feel like, Monica, I feel like they're like.   secrets, trade secrets, right? And people are like, gosh, I'll just listen to your podcast. I'm like, fantastic, do that, do that. When you're ready for someone like Monica, who I have here with us today, you guys, to be like, I'm gonna push you a little bit further. She's here, we're here, and we're ready to help you get to that next level. And as I said, you guys, this is a truly, truly exciting day for us. I have Monica back on the podcast with me today. I am so excited to have you here, Monica. I know.   Monica Gomez (00:57) ⁓ yeah.   The Dental A Team (01:20) Previously, I've kind of given a good spiel of who you are and how we found you. And we got to record a podcast, if you haven't listened to it yet, about this really hiring tips and strategies. But there's so much to learn about Monica, her coaching style and who she is in that episode. So if you haven't listened to it yet, go do that. And as an introduction today, Monica, welcome. I'm so excited to have you here. And I just I'm excited to pick your brain. love I love watching.   I feel like I get to watch the flow of how thoughts come to you and it's just really fun and I love our time together. Thank you for blocking out your morning and being here with me this morning and Monica, how are you? How was your weekend? How's life? How's Monica?   Monica Gomez (02:05) ⁓ Life is great and I'm starting off my week with podcasting with you ⁓ and this is so fun. This is my second podcast and I'm so excited to be here. Our first one was really, there was a flow to it, right? It was a ⁓ great little conversation, valuable. We dropped lots of gems, you guys, so go listen to that podcast and I'm excited to be sharing this space again with you, Tish. Thank you for having me.   The Dental A Team (02:21) Yeah.   Thank you, thank you. I do love this and it actually makes me think this is like a little off topic here, but just for a smidgen of time. love the podcast space with you consultant ladies ⁓ on our team because I love that this is a space where I get to, I think I get to share how much I love you guys. Like how much admiration I have, how much I look up to you guys and get to like extract so much.   knowledge and input from you. And I think this is our space of like, truly having some connection time. And we have our one on ones, I mentioned that before, but those are so goal driven and work driven. It makes me think I love relationship and community. And I think that's something that humans are learning again, we're relearning that we need that. I think we lost that for a moment of time here recently and   in the years and we're coming back to that. You kind of don't know what you have until you lose it sometimes and we lost that space. And I think this is our space of true community. We do have our weekly meetings, we have our one-on-ones, we have our data-driven, work-driven time together, but the podcasting space is actually really special to me because I do get to, I get to get to like, want, we get to put you guys out there and I get to just spend this time with you.   And it makes me think you mentioned something on the last podcast that we had recorded together. You mentioned that intentional team time together and that like just clicked. As you're talking, like it clicked for me. This is our intentional time together and instilling that into, infusing that into the workplace. It's really special. And I want doctors and owners and leaders and anyone who's here, dental assistants, treatment coordinators, I don't care who you are. I want you to...   know from the bottom of my heart, this is a really special place and you don't need to go start a podcast unless you want to. But having that intentional time, like coffee time, like go in the break room and have coffee together and talk about your weekend. Like me getting to hear about Monica's family life and Charlie, her puppy, getting to know those pieces of you personally, it changes and it shifts our dynamic. So I wanted to highlight that because as you were speaking, I was like, my gosh, this is   Monica Gomez (04:44) Yeah.   The Dental A Team (04:57) something we haven't had yet because this is only our second podcast together, but that I know I do have with the other consultants and it just totally clicked for me because we just, think, mentioned that in the last one. So Monica, thank you for being here. Thank you for letting me say all that and for giving me this intentional time today.   Monica Gomez (05:15) Yeah, thanks, Tiff. Yeah, I think ⁓ this time together, we get to peek, a little peek behind the veil, right? And yeah, we do have a lot of connection time. It's structured time, right? But the value of unstructured time is just gold. is, ⁓ it builds trust, it builds ⁓ camaraderie, it builds affinity, it builds ⁓ an endearing, right? An endearing kind of sense of   The Dental A Team (05:23) Yeah.   Yeah.   Monica Gomez (05:44) of viewing the other person in a different light. So yeah, I think this is a powerful, like meaningful time. I agree with you. I agree with everything that you said. This is definitely a special magical space. Yeah.   The Dental A Team (05:53) Yeah.   Yeah, thank you.   Awesome. Well, thank you for being here. And again, if you didn't listen to the last podcast, I know this is the third or fourth time we're saying it. You should. This is kind of I think Monica actually helped me choose today's topics that she wanted to speak on. I think they actually naturally flow together. So I would maybe even listen to this one after the last one or listen to this one. And then I don't care which order you do it in, but listen to both of them is my is my point here, because today we really we're going to talk about onboarding.   Monica Gomez (06:07) You   The Dental A Team (06:28) And you can onboard anyone, but I think maybe when we add in onboarding the right team member, because the last podcast we recorded was really how to hire the right team member and hiring with intentionality and meaning behind it. And the onboarding, Monica, I think has to flow off of that. If we're not continuously showing up as the person we wanted to hire, like we talked about in the last one.   If we show up in the interview space and we're like, this is who I want you to be, but then we're onboarding and we're like, meh, meh. We're like, this is boring person and we want somebody who's dynamic and fun and engaging and speaking to the patients, but we're like, not that person. I think it makes a huge difference. So Monica, as you've trained people, as you've onboarded, you've trained practices to do this, what are some key highlights that you like to infuse into the onboarding process?   Monica Gomez (07:16) Yeah, great topic. And I agree, this one goes hand in hand with our previous podcast. know, onboarding traditionally has been very much transactional, right? Here's your cubby, here's what you do, here's where you sit, here's how you answer the phones, right? We've got to move. Well, there's a part of it that has to be transactional because you have to learn, you know, what your job is and, you know, the daily to do's.   But I think if we lead with that, it's a mistake. ⁓ As I mentioned before, and we talked about how the workforce has changed, ⁓ and we're leading with connection and engagement and authenticity and all those components that make us unique, I think we, I really feel that we need to move.   from a transactional place to a transformational or transcendental. ⁓ It's gotta be more about behaviors, right? And how we wrap our arms around like this new person that's joining our little family, right? How would you like to be welcomed into a team that would make you feel welcome and received with open arms and warmth? That's how we have to welcome our new people.   The Dental A Team (08:19) Yeah.   Monica Gomez (08:37) You know, we've invested so much time and energy in interviewing our job post, our, you know, filtering our candidates, interviewing, that whole hiring process, offer letter, the whole nine yards. And then we just throw them in, sink or swim. We've got to add, we've got to be intentional and we've got to add more value to the onboarding piece because, you know, people sometimes are left thinking like, gosh,   The Dental A Team (08:55) Yeah.   Monica Gomez (09:06) this is not the place that I thought it was gonna be, right? Like make it the place that you post it on your job ad, right? Like create, you get to be the creator. You're the co-creator, right? This is your platform. Like what do you wanna create for your new people, right? And I think transaction.   It's always part of our industry and in the workforce, right? There is a transactional piece to working. ⁓ But again, that humanist, right? And so one great tip, I'll start with one tip and I'll turn it over to you, Tiff. ⁓ One great tip is have a welcome packet for your team, right? A t-shirt, their name tag, little, you know, if you picked up little sprinkles of who they are and what they like in the interview, like,   The Dental A Team (09:53) Mm.   Monica Gomez (10:04) put together a nice little welcome basket for them, a pen post-it, a nice little saying. I think that's, wow, I mean, that's super impactful on their first day, right? Like, welcome to the team and have everybody go around at Morning Huddle and just give a little shout out as, you know,   The Dental A Team (10:12) Yeah.   I love that. Yeah.   Monica Gomez (10:31) how valuable it is to have a new team member. I think that's super simple and important.   The Dental A Team (10:37) Yeah, I love that. think you hit on something really important there. It's really that feeling of being welcomed, coming into a new space is, I mean, we don't even like going to a party unless we know, a dinner party, unless we know everybody who's gonna be there, right? We're like, I only know two people. Like, is that enough? Right? I got a text from a friend the other day that was, know, or not the other day, it's been a bit, but for, you know, Halloween. And then she's like, I gotta go to this thing with my husband. And like, I don't know anybody. And I was like, okay, like this is, we're all coming into this dinner party not knowing.   anybody else, even if you've done working interviews, you still don't know them. So I love that really just toning in on the personal piece and the relationship, because if you can have a relationship with them, you can, you know, build that camaraderie just from the get go. I think they actually retain information and onboard quicker as well. So I love that. Yeah.   Monica Gomez (11:26) It's hard being an adult, you know? It's hard being an adult. And I think   in the practice, you know, just circling back to our topic on our previous podcast, fun is really important. We forget to have fun as adults, you know? And gosh, you know, think of it like you're in the sandbox again. See through young eyes, see through young eyes. Put those lenses on and just remember what it is to just play in the sandbox.   with your friends, right? And have like that pureness of intention and that pureness of heart and spirit. I think it's just easier when you can kind of connect to that space to welcome others in. And they'll say, I love that you're here. Welcome to the team. How can I make your week and your integration easier? I think that's a gem right there. That's...   The Dental A Team (11:56) Yeah. Yeah.   Mm-hmm.   Monica Gomez (12:23) super valuable for the person receiving and also for the person that's delivering.   The Dental A Team (12:28) I agree. I was thinking,   as you said, you said it's hard being an adult And I thought, yeah, I remember just being like, do you want to swing? Like, there's two, like, do you want to swing with me? Like, that's, we don't do that anymore. Yeah. It was easy. Now it's like, we go to, we're in the same Pilates class 10 times and I'm still like, do I talk to you? Do I not talk to you? And it's like, goodness gracious. So yeah, like just, do you want to swing? Like just, let's just have fun with it. I love that. ⁓   Monica Gomez (12:34) Yeah.   It's easier to fix ones.   The Dental A Team (12:53) And so Welcome Packet is beautiful. if you guys like put it together, it could even be like ⁓ a welcome note card. Like, hey, excited to have you. Like everybody, we write thank you cards to our patients or we write condolence cards or happy birthday or happy anniversary. Like, congrats on your wedding. We write these cards and I've seen them in multiple practices. So I know a lot of people do them. You pass them around to all the team members or the happy birthday for the team members, right? Everybody writes on the card and it's like this little message.   You could do it as simply as that. Like, hey, Monica's starting on Monday, guys. Like, it's Thursday. Let's wrap this up. Let's get this like welcome card together and a candy bar or a little ⁓ bouquet of flowers, like four carnations. Like, it doesn't have to be difficult. It doesn't have to be robust or like over the top. Just speak to who you are and who they are. I love that. And Monica, something you said was we were kind of prepping for this was you don't have to have it all together. And I loved that because we've saw many podcasts on   Monica Gomez (13:33) Yeah.   The Dental A Team (13:49) operations manual and it's fantastic. And I agree with an operations manual and practices come to us and they're like, Monica, we need an operations manual, help us build it. It's like, okay, yes. And it's super cool. Also, it's not a requirement. You can onboard, you can train, you can have them help you build the operations manual while you're training. Don't hold yourself back from onboarding someone successfully.   Monica Gomez (14:01) Yeah.   The Dental A Team (14:17) because you feel like things are missing and I love that you said that. Now, on that same aspect, a job description, super simple, to put together a job description of who they are, how they show up and what their targets are per position and then build off of that to say like, hey, in the first week, two weeks, 30 days and then kind of go from there. Now, implementally, how do you build the action out for...   for teams like that, because I'm an aggriance. I love an operations manual. I think it's great, but it's not end all be all. And just because we get through an operations manual and your consulting journey does not mean you're done. You're set for success and nothing's ever going to happen. I think there's a lot of, we could go on a tangent about operations manuals. We won't today. But how do you do that with your practices you're working with?   Monica Gomez (15:06) Yeah, I mean, I think people ⁓ absorb information and they learn differently. And I think it's really important that we hit on all three things. It's auditory, visual, and kinesthetic. The operations manual or the training manual is valuable, Because it's a resource that you can go to to reference and get a refresher. ⁓ But that shouldn't be your onboarding technique, right? That's like, OK, here you go. Here's the written. ⁓   The Dental A Team (15:31) Yeah.   Monica Gomez (15:35) proof or reference book of what you already learned, right? It is the outcome of your training. ⁓ I think, you know, onboarding can be simple and we make it complicated because everything has to be in writing nowadays and there's value to that. ⁓ But really your team, the biggest piece of ⁓ an employee staying within those 90 days is how we onboarded them.   The Dental A Team (15:49) Yeah.   Monica Gomez (16:04) Did we just give them manual or written instructions and say, okay, here it is, go do it? Or did we say, okay, this week, part of your onboarding is that you're gonna spend time with every single person in this practice in the various roles, including the doctor. You're gonna sit in and listen to the exams and the x-ray take and the hygienist. And you're really gonna understand all the makings of this practice.   it's important that we understand everyone's role and how we contribute to the entire team. So I always recommend that you hire someone and the first three days, break it up. Three, by the way, is a magical number for me. I love everything in series of threes. So three is easy to remember, three things versus five or even four, right? So three days in each role.   And have that person that's learning write down the most impact. What did you learn in these three days sitting with a hygienist? Or what do you want to know more about? This will spark their curiosity. Don't give them a script. Allow them to of grasp the topics and let their curiosity ⁓ be the lead. Take the lead on.   Here's what I want to know more about, or I don't really understand this, or gosh, I didn't know that, right? ⁓ And that goes for experienced employees or people that are new to the industry, right? That's my recommendation. Allow them to spend three days in every single role, like the journey of onboarding, right? Like, I think it's super valuable. And then... ⁓   The Dental A Team (17:33) Yeah.   Fisher.   Monica Gomez (17:53) Again, they could be kind of co-creating your manual with you because what they bring back, the knowledge that they bring back, chances are somebody else is going to have that same curiosity or those same questions, right? Yeah, I think that's a really simple tip. And those also that feedback could be part of your 30, 60, 90 day growth plans. And here's what you're really great at, right? I always like to look at   The Dental A Team (18:05) Yeah.   Monica Gomez (18:23) Think about the growth plan like a sandwich, right? Like there's the beginning, the middle, and the end. And so here's where you are, right? ⁓ Here's where, ⁓ actually, here's your role. Here's where you currently are, and here's where we would like for you to be. And like, what are the steps to get there, right? That should be part of your growth plan, your 30, 60, 90 day growth plan, along with the job description. Yeah, I think, you know,   using the job description like you mentioned as a tool, right, to guide people and also for us to understand like, what are they really great at? What are they really proud of, you know, in this job role? And what do they want to know more about? I think ⁓ I ⁓ one great way to kind of get familiar with someone's knowledge, experience and their desire to grow or learn more about is take the   The Dental A Team (19:04) Thank   Monica Gomez (19:21) the skills and ability portion of the job role and say, tell me three things that you're really great at, that you're really proud of, that you just are an expert in. And then three things that ⁓ you wanna know more about, not weak, right? Things that you don't, let's take that, negative verb out of it, just say three things that you're curious about or three things that you wanna sharpen your skills at. That tells you a lot about their qualifications. ⁓ And I'm really an advocate of ⁓   The Dental A Team (19:24) Mm-hmm.   Yeah. Yes.   Monica Gomez (19:51) eliminating the over-educating and over-matching. This exercise is a great way to kind of level set who your person is, like what's in their brain, right? Like, are you curious about? So I think that's part of like the co-creation of the onboarding and the collaboration, right? This is a partnership, we're in this together. What can I do to help you help me?   The Dental A Team (20:02) Yeah.   Yeah.   Monica Gomez (20:16) and stay. think it's intentional and it is ⁓ structured in a way that's unstructured.   The Dental A Team (20:29) Yeah, for sure. And I think that what you're saying there that co-creation also makes me think of ⁓ like collaborating and co-creating with the people who are going to be doing the training. So if you're not the one who's going to be, if you're an office manager and you're not training this person hands on 100 % of the time, then enlist the team members too. So if this person's job is   I don't know, front desk check-in and she or he has this laundry list of 20 different things that they've got to learn in the series of these 90 days or 30 days or however long you parcel that out for who's helping with those things and allow them to co-create too. And I think what you're saying, the three days, it's like, great, you're learning to answer the phones and confirm appointments. That's what you're doing for three days. You're answering the phone. So you're answering the phones and you're delivering that   patient to whomever, right? You're transferring that patient to whomever they need and you're doing confirmation calls for three days. And then stack on top of that, anything, something you said there, the co-collaborating and the kind of doing it together, but also then enlisting outside perspectives to see what flows together. Because a lot of times our job doesn't necessarily start to end flow in this perfect, beautiful space. Sometimes it's like,   well, I'm doing phones, but I'm doing emails, and I'm doing phones, but I'm checking patients out. And those are very like stark contrasting pieces. And so if we're like jumping them around or trying to do it in what a day might look like, that's very confusing. And it's overwhelming because your brain doesn't operate in that way. You can and you will and you will multitask and they will get it. But when you're learning, you've got to learn succinctly in a flow that makes sense. So you can't start with   Monica Gomez (22:03) and overwhelming.   The Dental A Team (22:18) checking a patient out if you also want them to be doing confirmation calls. Like you've got to find, like you said, your start, your middle and your end and making sure that those pieces flow together and having that outside perspective I think can definitely help. Something you mentioned was those like check-ins. So you're having those conversations with them. So that in itself right there, you guys, if you're not, I want you to pull these action items out too because that in itself, that's an action item. So make sure you've got job descriptions.   make sure you've got some semblance of flow on the pieces that they're responsible for, and then you're checking in with them. And I think frequent check-ins are really smart. We do them in our company with onboarding and we continue them kind of as long as we possibly can forevermore. We do these check-ins because I wanna know where they're at. don't, not necessarily like, did you do this thing? I wanna know like Monica, where are you at today? ⁓   Personally, who are you and where are you at today? Like are we still in alignment because that's the space I think Especially being new to a team. I'm not gonna say I'm not always gonna say hey, I Didn't get this or hey, I need help or hey I'm falling behind or I feel overwhelmed or this is a lot because I don't want to look like I can't do it But if my manager or my lead is like, hey check in how are things going? And I'm like, I think I'm getting it. I think I need more time on this   That's way better than being like, I'm overwhelmed. Like that feels better to me to be like, cool, there's space to have a conversation about this. I'm not complaining or feeling weak or looking as though I can't accomplish something. You are giving the space as a check-in to just be like, hey, tell me where you're at. Okay, great, take the space, take the time, go learn it. Or if I need to show you again, I can.   Monica Gomez (24:08) Yeah, I love that. I love everything that you said. think, ⁓ you know, words create our story, right? And so if we're asking, like, how's it going? ⁓ Are you struggling with anything? ⁓ Our minds automatically go to that negative place, right? So you get to be the creator of the script.   Right. And so if we're saying, Hey, by the way, I heard you answering the phone start, like, listen for the good stuff, right? The good behaviors. Gosh, you were amazing. Greeting that patient. my gosh. I am so proud of you. You are totally getting this and you know, how's everything else going? Right. If you start with that excitement and something positive, that person's already in that positive mindset and it's all about mindset. Right. And if we're concerned that they're not getting it, they're not going to get it.   assume that they are, assume that they are getting it. So gosh, you are, I know you're doing amazing. Tell me all the good stuff. Start.   The Dental A Team (25:10) Yeah, assume good intent, right? Always. We see that constantly. Assume   good intent. I think, Monica, you saying this right here makes me think.   Relationships are relationships, I say that all the time. They just look a little bit different. Like my relationship with Erin is a little bit different than my relationship with you, but my communication skills are gonna be super, they're gonna be the same with the right words, right? So I'm not gonna, communication is communication. And so what we do is we say, okay, this is how you sell a treatment plan. This is how you project to your patients to get them to schedule. And you always start with a positive. You don't ask for a review by saying,   how did everything go today? You say like, oh my gosh, that seemed, you how amazing was your appointment today? Like you're infusing these words in there to get the mindset, but then we don't copy and paste that always into everything that we do. And I think how you show up for anything is how you show up for everything. So show up for your team the same as you're expecting your team to show up for your patients because that's going to translate. And if you're like, oh, it seemed like a,   Gosh, today was a chaotic day, how did you do? It's always chaos, we're in dentistry. Dentistry is chaotic, your days are gonna be crazy. Life is chaotic, you're right, it's always going to be crazy. So saying that, gosh, was, woo, that was a rough day. How are you feeling? Well, I'm feeling really overwhelmed and I'm feeling like I made a really bad decision coming here. I think you're spot on is my point there. So that was beautiful, thank you.   Monica Gomez (26:22) Yeah. And life is chaotic. Period, right? Life is chaotic.   Yeah. And, you know, I when employees share difficult, like a difficult day, you know, like, ⁓ I had a ⁓ client last week share that their new hire said, ⁓ gosh, maybe we shouldn't, you know, ⁓ schedule two crowns back to back because that was really hard. And, you know, my back was hurting. And so, ⁓ you know, the doctor was like, she's already complaining. I'm like, well, okay. Well, how did you respond? Right. Because   The Dental A Team (27:13) Yeah, yeah.   Monica Gomez (27:14) Because, I mean, she's delivering something that's important. She's sharing and she feels comfortable enough to say, hey, that was really hard. That's really what she's saying. That was really hard, right? And so, you know, again, one of my favorite sayings is, you know, get curious, not furious, right? Don't look at it with the negative lens. It's a great way for you to validate, like, how important it is to be seen, and valued, right?   The Dental A Team (27:43) I agree.   Monica Gomez (27:43) And she was opening up because she wanted to be seen, heard, and valued. Like she wanted to be seen. Gosh, I like did those two crowns back to back. My back is hurting me. Are you even valuing that I sat there in fact, right? Even though they could have swapped off with another assistant, but she, you know, she followed him. And so, you know, and my advice was like, you should number one acknowledge that she's sharing, right?   The Dental A Team (27:55) Yeah. Yeah. Yeah.   Monica Gomez (28:12) Thank you so much for sharing that. You're right, that was kind of hard. Let's talk about it as a team tomorrow. Let's find ways to alleviate that when this does happen, right? I mean, the patients wanted to start, like they're ready. Let's do it, right? But where were your other team members? Like, let's talk about this. And so seen, and valued. If you can make anyone new, ⁓ a new employee, an existing employee,   your legacy employees, if you can make them feel and create a space where everyone feels seen, heard, and valued, that's huge. That's like you, you will, your team will love you, your patients will love you because again, it's that invisible kind of energy that's flowing through your practice, right? That creates that great space for employees to wanna stay.   The Dental A Team (29:03) I agree. I totally agree. Thank you, Monica. I think this was ⁓ a really, this is just full of so many gems and ⁓ I love the actual pieces of job description, kind of the, I love your three days, spend three days on it and really just making sure you go through that job description. Look at the to-dos of that position.   Enlist the team to help you. Whoever's gonna be helping to train. I had people specific on my team that were like, these are the things you just, you're stellar at and it's gonna be easy for you to train these things. They trained those. So it doesn't have to be one person. It can be whatever you want it to look like. Just make sure it's built out. You have a plan. Preschedule check-ins. I always make sure we preschedule check-ins and you guys check in with yourself too. think Monica, you gave some really wonderful tips on really making sure that we're showing up the way that we should be.   or the way we want people to show up and really just gut checking and making sure that those things are there. And I loved this. Thank you, Monica. Thank you for your words of wisdom. Thank you for flowing off of it. This was perfect. This was divine. Thank you for helping set up this flow of podcasting today and for just bringing your insight and your wisdom and your years of experience of things that you've seen work and ideas. So thank you, Monica.   Monica Gomez (30:17) Thanks, thanks, Tiff. This is definitely a gem for me. I have so much to share and so much, I love sharing, I love brainstorming, I love sharing what works ⁓ and all the knowledge that we, all of us have, right? This is a beautiful space for us to, you know, share that. And this was so fun. Thanks for inviting me and everyone.   The Dental A Team (30:24) Yeah.   Monica Gomez (30:44) Go out and be fabulous and don't forget to have fun. Have fun.   The Dental A Team (30:48) Yes, I love that.   Thank you. Yes. Go be fabulous. That is like Trish's famous words. I love that she says that. always, I know it always makes it just like, yep, I will. Okay. No, questions. So I love it. Go be fabulous. I agree. Drop us a five star review. Let us know what you thought about this. Let us know what onboarding tips you guys have. is an easy place to find us and.   Monica Gomez (30:55) So these are the things.   The Dental A Team (31:12) get recommendations or share your tips and tricks. We really do love that. And also we're on Instagram and Facebook, all of those places. So watch us there. Watch out for us there. Thursdays, once a third Thursday, we have webinars. You guys, we're everywhere. So if you're only following the podcast, check us out. Hello@TheDentalATeam.com, TheDentalATeam.com. We've got all of it listed there as well. Go find us, follow us and listen for more amazing tips from Monica and the rest of the consulting team. Thank you guys and go be fabulous.   Monica Gomez (31:40) you  

https://tradingnut.com/trader-nick/ - Nick's Links

Your business can't outgrow the identity you're stuck in.In this episode, Bernie Cesareo reveals the mindset and identity shifts that transformed his life, his confidence, and his STR businesses — from shrinking portfolios to scaling multiple companies with clarity and purpose.This episode breaks down the real reason most hosts stay stuck, how to think and act like a CEO, and the inner work required to grow a business that matches the life you want.Inside this episode:• The identity upgrade that changed Bernie's life• How self-image controls your STR results• Why talking about your vision attracts the right people• The shift from operator → leader → CEO• How Bernie built multiple businesses by delegating• Why gratitude, belief, and clarity fuel massive growth00:01:12 – Bernie's Big Mindset Shift: Stop Doing Everything Yourself00:04:07 – “Assume the Wish Fulfilled”: Rewriting Your Identity00:08:10 – Manifesting the Dream Jeep: Breaking 30 Years of Beliefs00:11:20 – Running Multiple STR Businesses Through Identity Upgrades00:14:36 – Lifestyle Freedom: Why Bernie Never Misses His Son's Games00:17:00 – The Elder-Care Village Vision: Thinking Bigger Than STR00:20:12 – From Player to Coach to CEO: Letting Go of Control00:24:18 – Correcting Systems, Not People: Real Leadership00:28:55 – How Speaking Your Vision Attracts the Right Opportunities00:33:42 – Gratitude, Belief, and the Identity That Builds Your FutureGet FREE Access to our Community and Weekly Trainings:https://group.strsecrets.com/

The Hardest Hire: How to Nail Your First Staff Clinician in a Cash PT Clinic In this episode, Doc Danny Matta explains why your first staff clinician is the hardest hire you'll ever make—and how to do it the right way. He breaks down why your business looks risky from a candidate's perspective, why most PTs are wired for security (not startups), and how to sell the future vision of your clinic instead of apologizing for your current "shitty little room." Quick Ask If this episode helps you think differently about hiring and leadership, share it with another clinic owner who's gearing up for their first hire—and tag @dannymattaPT so he can reshare it. Episode Summary Clair keeps you present: AI scribe Clair lets you focus 100% on patients instead of your EMR, improving rapport and outcomes. Time and outcomes: Better attention in the session = better engagement, better buy-in, and better clinical results. Danny's background: Staff PT, active duty military officer, cash practice founder, seller, and now CEO of PT Biz, helping 1,000+ clinicians build cash practices. The hardest hire: Your first staff clinician is the toughest hire you'll ever make. Why it's so hard: Your business looks risky—small sublease, no track record, limited capital, and no big benefits. PT personality problem: Most PTs are risk-averse, security-driven, and not naturally entrepreneurial. The failed first hire story: Danny flew in a phenomenal clinician and his fiancée to see their rough CrossFit sublease in Atlanta—she wasn't impressed, and they turned down the job. Vision vs. reality: Danny saw a future seven-figure clinic; they saw one small room in a sketchy area. Why candidates say no: From their side, it means relocating, taking on more risk, and joining an unproven business. What you're really selling: Not "what the clinic is today" but "where the clinic is going in 5–10 years" and their role in that story. First hire profile: The person who says yes is usually more comfortable with risk—and more likely to eventually start their own thing. Turnover isn't a failure: Early clinicians who leave often still move the business forward and become success stories you're proud of. Credibility boost: Having more than one clinician builds brand trust, shows the clinic is bigger than one personality, and validates the model. Leadership mistake: Danny used to think "that's what the money's for" (Mad Men style) instead of appreciating the risk people were taking on him. Respect the risk: Your first hire is betting on your vision—treat that with gratitude, not entitlement. Hardest growth cycle: The most brutal stage is going from solo to first clinician and toward standalone space—not later multi-location growth. Cash flow and stress: Hiring, ramping up schedules, and surviving turnover during this phase can feel like a gut punch. Lessons & Takeaways Your clinic looks risky to candidates: No benefits, no track record, small space, and uncertain schedule feel like red flags to security-driven PTs. Don't take "no" personally: Risk-averse people saying no to a risky offer is normal, not a reflection of your worth. Sell the vision, not the room: You must paint a clear picture of what the clinic will become and how they'll be part of it. First hires may not stay long-term: Risk-tolerant people who join early often go on to open their own practices—and that's okay. Early hires still matter: They help build the brand, establish a second schedule, and prove your model works beyond just you. Appreciation beats "that's what the money's for": You're not doing them a favor—they're taking a chance on your unproven business. Growth requires new skills: The owner you are at solo stage is not the same owner you must become with staff. Mindset & Motivation Respect the leap: That first clinician is making a bigger jump than you think—especially if they're moving states. Stay future-focused: Your job is to keep your eyes—and theirs—on where the clinic is going, not just today's rough edges. Expect churn: Some early hires will leave; it's part of the entrepreneurial cycle, not a personal betrayal. See the hard stage for what it is: The first growth cycle is supposed to feel heavy; it builds your capacity as a leader. Be proud of those who outgrow you: Former employees who go on to open clinics are part of your legacy, not your failure. Pro Tips for Clinic Owners Use an AI scribe: Implement Clair so you and future staff can stay fully present with patients and avoid note fatigue. Practice your "vision pitch": Be able to clearly explain where your clinic will be in 5–10 years and what "employee #1" means. Be honest about the tradeoffs: Don't oversell security—sell autonomy, growth, impact, and the excitement of building something. Show appreciation early and often: Make it clear you understand and value the risk they're taking by joining you. Plan for turnover: Assume that some early hires will leave and build systems that outlast any one person. Notable Quotes "The hardest hire you'll ever make is your first staff clinician." "To most candidates, your business looks risky. Small space, no track record, no benefits—that's their reality." "You're not selling them on what the business is today. You're selling them on what it's going to be in 5 or 10 years." "Your first hire is taking a risk on you. Respect that. Appreciate that. Don't act like they owe you." "The solo-to-first-clinician growth cycle is where most people quit. It's also where you grow the most." Action Items Write out a clear, compelling vision story of where your clinic will be in 5–10 years. Audit your current offer: pay, benefits, schedule, growth—what's truly attractive to a candidate? Practice your "employee #1" pitch out loud before your next interview. List three ways you can show more appreciation to current or future staff. Consider using Clair to reduce documentation friction before you bring on your first or next clinician. Programs Mentioned PT Biz Part-Time to Full-Time 5-Day Challenge (Free): Get ultra clear on how much money you need to replace, how many people you need to see, and the strategies to go from side hustle to full-time practice owner. Join here. Resources & Links PT Biz Website Free 5-Day PT Biz Challenge MeetClair AI — Free 7-day trial for PTs About the Host: Doc Danny Matta — physical therapist, entrepreneur, and founder of PT Biz and Athlete's Potential. He's helped over 1,000 clinicians start, grow, scale, and sometimes sell their cash practices, and is committed to helping PTs build businesses that create true time and financial freedom.

Kṛṣṇa says in the Bhagavad-gītā that we assume the qualities of those with whom we associate. And if one were to want to advance in a particular discipline, one quite naturally would search out a community, a society, a club, an organization where people were focused on that discipline, and one would take the association of those people. In a similar way, if one wants to advance spiritually, it's quite natural that one would gravitate towards a place where people were engaged in that practice. And it's natural because we want to do something. We want to be with others who are doing it. In describing the process of devotional service, one of the previous great teachers of bhakti says that as soon as one develops a sense of appreciation for devotional service, the next impulse is to find out where people are practicing it, so one can be there with them. That happened to me when I was in high school. I had an impulse to practice spiritual life. And then I got a magazine called Back to Godhead, and it had pictures in it of young people my age or a little older who were doing various kinds of services together: running a printing press, or some of them were serving out food (prasādam). Others were chanting in public. And I thought, "I'd like to be with those people, do what they do, find out what they're doing." So I gravitated. So it's one of the ways in which our teachers say that we're drawn to the association of devotees, as soon as we have a sense in our heart that I would like to be more engaged in service to God, and we look for people who are already engaged. Therefore, our founder started what he called a society, International Society, with a view to giving people everywhere an opportunity to associate with those who are sincerely trying to improve themselves spiritually. He recognized that it's a universal principle. It's not that it works in one culture, but not in another. It's not restricted to a particular culture, because it has to do with the living force, the soul and souls are equal everywhere. They may have different external circumstances, but internally, we're all the same, in that we're all parts of God and we're all conscious beings. Therefore, as he conceived it, the process of bhakti would work anywhere, in any country. ------------------------------------------------------------ To connect with His Grace Vaiśeṣika Dāsa, please visit https://www.fanthespark.com/next-steps/ask-vaisesika-dasa/ ------------------------------------------------------------ Add to your wisdom literature collection: https://iskconsv.com/book-store/ https://www.bbtacademic.com/books/ https://thefourquestionsbook.com/ ------------------------------------------------------------ Join us live on Facebook: https://www.facebook.com/FanTheSpark/ Podcasts: https://podcasts.apple.com/us/podcast/sound-bhakti/id1132423868 For the latest videos, subscribe https://www.youtube.com/@FanTheSpark For the latest in SoundCloud: https://soundcloud.com/fan-the-spark ------------------------------------------------------------ #spiritualawakening #soul #spiritualexperience #spiritualpurposeoflife #spiritualgrowthlessons #secretsofspirituality #vaisesikaprabhu #vaisesikadasa #vaisesikaprabhulectures #spirituality #bhaktiyoga #krishna #spiritualpurposeoflife #krishnaspirituality #spiritualusachannel #whybhaktiisimportant #whyspiritualityisimportant #vaisesika #spiritualconnection #thepowerofspiritualstudy #selfrealization #spirituallectures #spiritualstudy #spiritualquestions #spiritualquestionsanswered #trendingspiritualtopics #fanthespark #spiritualpowerofmeditation #spiritualteachersonyoutube #spiritualhabits #spiritualclarity #bhagavadgita #srimadbhagavatam #spiritualbeings #kttvg #keepthetranscendentalvibrationgoing #spiritualpurpose

In this episode of The People Dividend, host Mike Horne welcomes Stephanie Chung, a leadership strategist and author of Ally Leadership. Together, they explore what it truly means to lead inclusively, and why the most effective leaders today are those who prioritize empathy, curiosity, and cultural awareness. Stephanie shares powerful insights on how leaders can build high-performing, psychologically safe teams by embracing diversity, addressing privilege with intention, and leading with both head and heart. The conversation touches on generational differences, inclusive team cultures, and the leadership mindset shifts required in today's evolving workplace.   Key Takeaways:   Ally Leadership means leading people who are not like you, with empathy and understanding. Privilege isn't negative, it's a powerful tool to build trust when acknowledged and used wisely. Curiosity is the gateway to better leadership. Ask more. Assume less. The most effective leaders foster an environment where every team member can thrive. Small adjustments in attention and communication can unlock higher team performance.   Links:    Learn more about Mike Horne on Linkedin Email Mike at mike@mike-horne.com Learn More About Executive and Organization Development with Mike Horne Twitter: https://twitter.com/mikehorneauthor  Instagram: https://www.instagram.com/mikehorneauthor/,  LinkedIn Mike's Newsletter: https://www.linkedin.com/newsletters/6867258581922799617/,  Schedule a Discovery Call with Mike: https://calendly.com/mikehorne/15-minute-discovery-call-with-mike     Learn More about Stephanie Chung https://stephaniechung.com/about/  

Peter Schiff is an American stockbroker, financial commentator, and radio personality known for his bearish economic predictions, advocacy for free markets, and criticism of government debt. He is the CEO and Chief Global Strategist of Euro Pacific Capital, a financial commentator who frequently appears on news networks like Fox Business, and the author of several books on the economy. His work often focuses on the potential dangers of U.S. economic policies and has predicted economic downturns, most notably the 2008 financial crisis.  These podcasts, posted here, are now all on a slight delay and are taken from my near-daily blog, Fringe Finance. As of right now I have no sponsors, so the best way to show support is just to listen/read or subscribe to my blog: http://quoththeraven.substack.com  You can also still contribute a one time or recurring donation to the podcast via Patreon: https://www.patreon.com/QTRResearch All podcast content is subject to this disclaimer, which you should read slowly, multiple times. Thank you all for your continued support over the years. I stand on the shoulders of the people who listen to and/or enjoy my content and I never lose sight of that. QTR's Disclaimer: Please read my full legal disclaimer on my About page here. This post represents my opinions only. In addition, please understand I am an idiot and often get things wrong and lose money. I may own or transact in any names mentioned in this piece at any time without warning. Contributor posts and aggregated posts have been hand selected by me, have not been fact checked and are the opinions of their authors. They are either submitted to QTR by their author, reprinted under a Creative Commons license with my best effort to uphold what the license asks, or with the permission of the author. This is not a recommendation to buy or sell any stocks or securities, just my opinions. I often lose money on positions I trade/invest in. I may add any name mentioned in this article and sell any name mentioned in this piece at any time, without further warning. None of this is a solicitation to buy or sell securities. I may or may not own names I write about and are watching. Sometimes I'm bullish without owning things, sometimes I'm bearish and do own things. Just assume my positions could be exactly the opposite of what you think they are just in case. If I'm long I could quickly be short and vice versa. I won't update my positions. All positions can change immediately as soon as I publish this, with or without notice and at any point I can be long, short or neutral on any position. You are on your own. Do not make decisions based on my blog or what my guests say. Nothing is fact checked. I exist on the fringe. Assume any and all numbers in this piece are wrong and make sure you check them yourself. The publisher does not guarantee the accuracy or completeness of the information provided in this page. These are not the opinions of any of my employers, partners, or associates. I did my best to be honest about my disclosures but can't guarantee I am right; I write these posts after a couple beers sometimes. I edit after my posts are published because I'm impatient and lazy, so if you see a typo, check back in a half hour. Also, I just straight up get shit wrong a lot. I mention it twice because it's that important.  

My November 2025 interview with Phil Bak of BakStak: https://philbak.substack.com/p/podcast-becoming-quoth-the-raven These podcasts, posted here, are now all on a slight delay and are taken from my near-daily blog, Fringe Finance. As of right now I have no sponsors, so the best way to show support is just to listen/read or subscribe to my blog: http://quoththeraven.substack.com  You can also still contribute a one time or recurring donation to the podcast via Patreon: https://www.patreon.com/QTRResearch All podcast content is subject to this disclaimer, which you should read slowly, multiple times. Thank you all for your continued support over the years. I stand on the shoulders of the people who listen to and/or enjoy my content and I never lose sight of that. QTR's Disclaimer: Please read my full legal disclaimer on my About page here. This post represents my opinions only. In addition, please understand I am an idiot and often get things wrong and lose money. I may own or transact in any names mentioned in this piece at any time without warning. Contributor posts and aggregated posts have been hand selected by me, have not been fact checked and are the opinions of their authors. They are either submitted to QTR by their author, reprinted under a Creative Commons license with my best effort to uphold what the license asks, or with the permission of the author. This is not a recommendation to buy or sell any stocks or securities, just my opinions. I often lose money on positions I trade/invest in. I may add any name mentioned in this article and sell any name mentioned in this piece at any time, without further warning. None of this is a solicitation to buy or sell securities. I may or may not own names I write about and are watching. Sometimes I'm bullish without owning things, sometimes I'm bearish and do own things. Just assume my positions could be exactly the opposite of what you think they are just in case. If I'm long I could quickly be short and vice versa. I won't update my positions. All positions can change immediately as soon as I publish this, with or without notice and at any point I can be long, short or neutral on any position. You are on your own. Do not make decisions based on my blog or what my guests say. Nothing is fact checked. I exist on the fringe. Assume any and all numbers in this piece are wrong and make sure you check them yourself. The publisher does not guarantee the accuracy or completeness of the information provided in this page. These are not the opinions of any of my employers, partners, or associates. I did my best to be honest about my disclosures but can't guarantee I am right; I write these posts after a couple beers sometimes. I edit after my posts are published because I'm impatient and lazy, so if you see a typo, check back in a half hour. Also, I just straight up get shit wrong a lot. I mention it twice because it's that important.

In this episode, we use cybersecurity as a lens to expose a truth that every leader forgets: the biggest threats to your company are the ones you can't see—until they take you down.Scott's career mirrors the evolution of tech itself—from software stores in the '80s to early network integration, to building one of the original managed services models before “MSP” was even a phrase. His latest book, Visible Ops for Cybersecurity, reframes the discipline not as an IT function, but as a visibility function: if you can't see it, you can't secure it… and if you can't secure it, you can't scale it.We break down why ransomware is now franchised, why even the best companies get breached, why cyber insurance is becoming a false safety net, and why every founder—yes, even a team-of-one startup—needs a security-first mindset.This isn't fear-mongering. It's leadership.TL;DR* Assume breach. The #1 mistake founders make is believing they're “too small” to be a target.* Backups are not backups unless they're encrypted, immutable, and air-gapped.* Cyber insurance is not protection—44% of claims were denied in 2024.* Reinvention is mandatory. Tech evolves, threats evolve, your systems must evolve.* Visibility beats bravado. Most failures come from what leaders think is secure, not what actually is.Memorable lines* “Security by obscurity died the day ransomware became a franchise.”* “If the best cybersecurity companies get hacked, your only strategy is resilience.”* “Backups aren't safety—they're hope, unless they're air-gapped.”* “Reinvention isn't optional in tech—it's the price of staying alive.”* “Make the invisible visible, or the invisible will make the decision for you.”Key Ideas We Unpack1. Reinvention as a Survival SkillScott turned retail software into network integration, then into managed services, then into cybersecurity leadership.The pattern:Visibility → Competence → Reinvention.Most founders skip the first step and collapse at the third.2. The Modern Threat Landscape Is IndustrializedRansomware now has:* franchises* training* support hotlines* experts who “close the deal” when an amateur hacker gets stuckThis is organized crime with a customer-service department.3. Backups Are the New LifeboatsThreat actors sit inside systems for 60–365 days before triggering an attack.If your backups are not:* encrypted* immutable* air-gappedyou don't have backups—you have illusions.4. Cyber Insurance Is Becoming a Mirage44% of claims denied.Policies are unregulated.Exclusions keep growing.Insurance is no longer a plan—it's paperwork.5. The Startup Founder Version of CybersecurityIf you're a team of one, your mantra is simple:Be good to your future self.Design tools, workflows, and systems with a security-first mindset from day one.The cheapest hack is the one that never becomes possible.6. Visibility Is a Leadership HabitYou can't manage what you can't see.And almost everything that destroys a business—breaches, failures, slow decay, talent risk—starts in the invisible layer.GuestScott Aldridge — President & CEO of IP Services.Cybersecurity author, technologist, MSSP leader, and early pioneer of managed services.Linkedin: https://www.linkedin.com/in/scott-alldridge-1a976/Website: https://ipservices.com/Why This MattersMost founders underestimate risk because they overestimate visibility.If you want a business that survives the next decade, the job is simple:Design for resilience.Assume breach.Back up reality, not hope.Reinvent before the market forces you to.And make the invisible visible—before someone else does.Call to ActionIf this conversation lit something up for you, don't just let it fade. Come join me inside the Second Life Leader community on Skool. That's where I share the frameworks, field reports, and real stories of reinvention that don't make it into the podcast. You'll connect with other professionals who are actively rebuilding and leading with clarity. The link is in the show notes—step inside and start building your Second Life today.https://secondlifeleader.com This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.dougutberg.com

I have lots of thoughts to share today of things I think we should normalize.    Things that aren't considered normal in general in the world we live in and I'm going to argue my point of why I think they should be.   For us and for our families and for the people around us.   Because our goal is to always strive for fulfillment and joy and health and longevity and peace of mind and all of these ideas I'm going to present to you today support all of that.   I'm going to get heat for some of these and I love it because its against the grain and thinking for ourselves and being exceptional.      Things To Normalize Normalize saying no to cheap dopamine and yes to deep dopamine. Joy comes from doing what you're built to do. Action over distraction. Delay instant gratification for meaningful payoff. Bring your own food places when you don't like the options. Take ownership of your choices instead of settling for what's easy. Assume people will make mistakes and ask questions, double check things, and take notes. It's not negative. It's responsible. Normalize working hard, including on weekends, when you're pursuing something you believe in. Showing up when it counts matters. Especially at unconventional hours. Normalize not drinking until you throw up. Choose self mastery and presence instead of blackout culture. Clarity over blur. Presence over party. Normalize not having sex until you find someone you deeply respect or want to build a life with. Choose what matches your values instead of what culture expects. Normalize starting something brand new and taking big risks, even when people think it's strange. Launch even when you're scared. Normalize celebrating your wins as big as birthdays. If it mattered to you, it's worth celebrating. Normalize working out seven days a week with rest and stretch built in. Movement is medicine. Make it a daily non negotiable. Normalize questioning teachers, institutions, and systems when something doesn't make sense. Stand up for your kids and yourself with confidence and curiosity. Normalize using your calendar as your measure of wealth. Time matters more than money. Protect it. Normalize defining success for yourself. Choose your own values and live by them with confidence. Normalize being loud, opinionated, and real when something matters. Speak up. Be fiery. Be aligned. Normalize rest and recovery as essential parts of working hard. Rest is productive. Rest gives you your edge. Normalize letting your kids see you hustle, fail, pivot, and rise. Show the process, not perfection. Normalize doing things you're not good at yet. The climb has no peak. Let yourself be a beginner. Normalize saying "I don't know." Honesty and humility create real strength. Normalize choosing your inner circle intentionally. Your environment shapes your growth. Curate it well. Normalize early mornings, disciplined schedules, and foundational habits. Keep life simple and focused. Normalize embracing pain and discomfort as signs you're growing. Lean into growth rather than backing away from it. Normalize enjoying the process instead of obsessing over the outcome. Appreciate the now. Joy lives in the doing. Normalize aligning your body, mind, and spirit with your purpose. Success includes health, relationships, and inner peace. Normalize valuing your health as highly as you value your work. Health is foundational to everything else. Normalize being different, weird, or exceptional. Normal actions get normal results. Stand out proudly. Normalize prioritizing sleep, recovery, and emotional wellbeing. Rest deeply and intentionally. Normalize teaching your kids to build their own path. Encourage their independence and confidence. Normalize celebrating vulnerability, asking for help, and being transparent about your journey. Choose authenticity over perfection.   CHEERS to creating your own normal that makes your life more awesome!     

https://tradingnut.com/bernd-skorupinski/ - Bernd's Links

Beat Migs!! Taryn went chocolate tasting recently and bought some alcoholic chocolates! We also check in with the rockaholics and they have some very interesting things to say. Tune in because you won't want to miss this!