Podcasts about bhags

How do you run an offsite that actually changes performance — not just conversations? In this episode, Travis Timmons and Kelly Allan share with Andrew Stotz what happened during the Fitness Matters off-site. They discuss how a Deming-inspired approach helped their team tackle a critical business aim, align around system improvement, and turn employee engagement into measurable competitive advantage. TRANSCRIPT 0:00:02.5 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we dive deeper into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussion with Travis Timmons, who is the founder and owner of Fitness Matters, an Ohio based practice specializing in the integration of physical therapy and personalized wellness. For 13 years, he's built his business on Dr. Deming's teaching. His hope is simple. The more companies that bring joy to work through Deming's principles, the more likely his kids will one day work at one of those companies. And we also have a special guest, Kelly Allan, who is a long term practitioner of the teachings of Dr. Deming. And he's also been instrumental in bringing the teachings of Dr. Deming to Travis and Fitness Matters, and particularly to this offsite. So the topic for today is how a Deming style offsite can strengthen your company's competitive advantage. Travis, take it away.   0:01:01.4 Travis Timmons: Hey Andrew, thanks again for having us and super excited to share with Kelly and your audience how our offsite went a couple of weeks ago. The short answer, kind of the upfront, is it was amazing. We had fun, number one, which is always important, but engagement from the team was through the roof. For four and a half hours straight. We worked on the work together and had Kelly there to make sure we were appropriately following Dr. Deming's teachings. Had Kelly there to facilitate and a couple of fun things we did. One was the red bead experiment, which I'm sure we'll talk about as we go through the conversation here. The short answer is I know in the last podcast we talked about the preparation that Kelly worked with myself and our leadership team on in preparing for a Deming focused and led offsite. We did that and it was just amazing. What were your thoughts, Kelly?   0:02:06.4 Andrew Stotz: I'm curious, Kelly, as an outsider helping them, observing, what are your observations of how it went?   0:02:14.2 Kelly Allan: I think there was just incredible energy and interest in figuring out some of the challenges ahead for the company. People came in well prepared and it showed. The interactions in the breakout groups, interactions in the full groups. Often when you're in a full group of 60, 70 people, folks are often, especially new folks, and the company's been growing and adding new people, new folks are often somewhat hesitant to speak up. But the culture of the people in that room, the culture of the organization is bring it on, let's have a conversation, let's hear what people have to say. Let's share theories, let's get down and debate and wrestle with some of these things that are not easy. There's no low hanging fruit here. It's complex stuff in a complex and highly competitive industry.   0:03:28.9 Travis Timmons: Some of the feedback we received, I think I shared last time, Andrew. As Kelly said, we've hired several new team members and they've all shared with me just a breath of fresh air from where they came from before. The power of this offsite with it being focused on some of the core teachings of Dr. Deming allowed them to see how is this different? They know they like it, they know the culture is different. They know they can provide care the way they want to. They know they can have a voice, have an impact on the system. But they didn't really know why they just liked it. Having a Deming focused offsite to explain a little bit, you can't fully explain Dr. Deming in four and a half hours, but we covered quite a bit. Make the system visible, operational definitions. What are a couple other ones with the red bead, Kelly? We did some tampering.   0:04:28.8 Kelly Allan: Making sure that we're not being confused by visible numbers alone. That what's important is how we work on the system so that we're not doing special efforts all the time to get great results. It's built into how we do things.   0:04:43.8 Travis Timmons: To Kelly's point, part of why our team, for four and a half hours we had over 50 people all in, sharing thoughts without hesitation because one of the things we talk about in the very beginning of the meeting, one of Dr. Deming's core philosophies, if that's the right way to put it, Kelly, correct me if I'm off base here, but 96% of issues within an organization are system issues, not people issues. When you put that out there, we're here to talk about the system and improve it and make it visible. We're talking about problems with systems and processes, not people. Then the gloves are off and let's dive in and we're gonna say whatever's on our mind and there's no drama, there's no feeling of any backstabbing or throwing under the bus. We just get to work on making the system work better for everybody. That's where it's fun and fast.   0:05:41.9 Andrew Stotz: What I'm hearing is that Dr. Deming, my favorite quote is "people are entitled to joy in work." And part of the key to joy in work is contributing. People want to contribute in life. I love that word because I think everybody wants to feel like they're contributing to a mission, to an aim, to a goal, to a team. And one of the biggest problems we have these days is siloing off people and getting them focused on this little area and missing the whole bigger picture. And so to some extent, you've proven through what you've done that people really do want to contribute. Throughout this discussion, what we're gonna be talking about is this concept of Deming style offsite. And I'm gonna push back at times to try to make sure that we're clear on what's a Deming style offsite. Because it's not to say that Dr. Deming said this is how you do an offsite. But what we're talking about is your interpretations of how do we apply this thinking to this particular meeting style and offsite and ensure that we're true to that.   0:06:56.6 Andrew Stotz: One of the first questions I would discuss is just the idea that maybe you just had a really open, caring environment. And so is that Deming or was that just that? Or maybe you did a lot of prep. You guys have done a tremendous amount of prep. That's what I was impressed about in our prior discussions. Maybe you prepped, maybe you focused on the one thing. Those types of things is what could go through people's minds. Why is it that you're calling this a Deming styled offsite?   0:07:34.9 Kelly Allan: Well, I think in part it starts with Deming's teachings and continued Deming's teachings. I think it might be useful to start with the aim, to have Travis talk about the time that he spent researching and thinking and what's going on in the industry. And even though we can talk later about their industry leading statistics and data and recognition etc, it's off the charts. It starts with the aim. And Dr. Deming said let's be focused on the aim. And so there are a couple, Travis, you wanna just talk about the content aim and then we can talk about even a more cultural Deming cultural aim.   0:08:21.1 Travis Timmons: That was one of my early learnings years ago, Andrew, was the difference of an aim versus a goal. And so from the perspective of this offsite through the Dr. Deming lens, our aim as an organization is to maintain one to one care because we believe that results in optimal outcomes. And it's very rare in our industry to have one to one care. Part of how we do that is we have to be industry leading in everything we do. And the thing that we are industry leading in, but I feel it was the one thing that we could improve upon was our arrival rate. Patients get better if they show up, team members are happy, they don't want holes on their schedules. Referring physicians are happy. Everybody wins. So that aim of a higher arrival rate was our aim of this offsite and conversation.   0:09:17.6 Andrew Stotz: Can you back up just for a second and define arrival rate for those that didn't listen to prior discussions on it?   0:09:23.9 Travis Timmons: Sure. Arrival rate is a visit we have on the calendar. Do they show up or do they cancel? And part of what we worked on and a little bit of an aside here is operational definition of what's a cancellation on our schedule to make sure we're measuring what we want to measure. A funny aside, competitors, we hired several new team members came from other organizations and they tout an arrival rate that is high, like 92% arrival rate. Right.   0:09:55.9 Travis Timmons: And I asked them in the meeting and Kelly will remember this, I said, I know your institutions claim a 90 plus percent arrival rate. Did you have a 92% arrival rate? And they said, absolutely not. But they had people on their team, for example, the front desk might have been bonused based on arrival rate. So how they would take visits off of the calendar would not negatively impact arrival rate. So we talked a lot about operational definition and our aim is to study what we want to study, not to tamper or. Kelly, you share your favorite saying. There's only three ways to get better numbers, and those are   0:10:39.6 Kelly Allan: Manipulate the numbers which you were referring to from another company. Manipulate the system that gives you the numbers. So that also kind of fits with, well, we're not gonna call that a late arrival or a late cancel or a non arrival. We're gonna call that something else so we can manipulate the numbers. And then the third way, which was Deming's way, which is how do we figure out how to improve the system so that late arrivals go down. So that they're a natural part of what we do when people show up, the patients show up when they need to.   0:11:14.6 Travis Timmons: Yeah. And I think that's one of the things to your point earlier, Andrew, is was it just a happy go lucky meeting because Travis and Kelly have great personalities. Well, we know that's not true.   0:11:26.9 Kelly Allan: Speak for yourself.   0:11:29.3 Travis Timmons: But no, I think anymore people know when they're working on something meaningful that's gonna have an impact on their lives or where you're just there to drink coffee and have snacks. People don't suffer fools, right? They want to be there. To have a team of 50 plus people leaning in for almost five hours doesn't happen just because it's a fun environment. To your point, it's the right question to ask. I appreciate you asking that. It comes down to they understand that we're a Deming organization. They understand that what we're talking about is gonna be implemented in a Deming way. We'll talk about that more as we go on, but that, to Kelly's point, was starting with the aim. Our aim is improving arrival rate. How do we do that? That's where the Deming offsite comes into play. Kelly and I and our leadership team worked on, okay, how do we best convey this problem and this aim to our entire team rather than just five or six leadership people working with Kelly and just coming up with our own ideas and then spitting it out to the team at a monthly meeting?   0:12:47.8 Travis Timmons: The power of them owning and seeing the problem and then working on system improvement is the power of that is unmeasurable, as Dr. Deming would say.   0:13:03.1 Kelly Allan: Yeah. I think we talked about the aim to be able to continue to do the one-on-one care with patients because most companies are doing two patients, one physical therapist, three patients. Locally here in Columbus, Ohio, where Travis and I are at, we sometimes hear about classes of five patients with one physical therapist. Physicians and insurance companies, these people are not getting better. Right? These people are... Or if they get discharged, 'cause that's a way to get a better number. "Oh, we got them out." But they come back because they're not really healed. They don't really know how to take care of themselves the way they do when they come out of Fitness Matters. One of those overarching aims has to do with building the culture even further so everybody understands the why behind the what. We could say the what is how do we increase those arrival rates, and then the meeting was about the how we're gonna figure that out, how to do that. But the overarching piece had to do with the why. Why does this matter?   0:14:16.9 Kelly Allan: How do we see...If we see the organization as a system and we use a fishbone chart as a way to visualize some of that, everybody can see handoffs. Everybody can see how different parts of the system, of that patient journey, that patient story, intersect and how what happens upstream affects downstream and how the feedback loop from the discharge point of a physical therapist discharging the patient, how that can wrap back into the understanding of the customer care coordinators and how they can work with that at the very beginning of that relationship with the patient. It's all a part of a system, all a part of continuous flow. We wanted to make sure that everybody, especially the new people, really had a visual, a view of the organization as a system and how they interact. Part of those weeks of planning, it wasn't every day all day long. You start with some ideas, you refine them, you get some research, you refine them, you refine further. Travis spent a lot of time on that. Part of that value is time for reflection, time to have the others on the leadership team weigh in, give their points of view so that we're really seeing this from a fishbone perspective as well.   0:15:44.5 Kelly Allan: So now we can go into that meeting with everybody, and their homework was in part the fishbone with some instructions on how to do that and some examples of how to do that. And that was pre-work. So people came into the meeting already successful. They had already figured some things out. This just gave launch, just gave liftoff to the energy. They'd done this work, to your point, Andrew, they're making a difference, and it just fed on itself. The output was stunning.   0:16:21.0 Andrew Stotz: Travis, I'm gonna write your company aim as I heard it from you, and that is, or from both of you, is maintain one-to-one care. It's best, it's rare, it works. And the off-site aim was different from the company aim. It was the number one thing that we can do to improve that company aim is improve our arrival rates. Correct?   0:16:51.4 Travis Timmons: 100% correct. And you talk, I think you used the term silos earlier, Andrew. Part of the aha moments and making the system visible and working on this and building culture and teamwork, when everybody sees the complexity within your organization and understands that, there's a lot more willingness to support, like, "Hey, we need to change this process at the front desk," even though it may not be optimal for the physical therapist, as long as it achieves our overarching aim and improves joy in work for the front or less friction for a client coming in. Now the team starts to see and understand, all right, that's a system win rather than silos or turf wars. The amount of energy that is spent on that in organizations is... I couldn't do it.   0:17:52.9 Andrew Stotz: Another thing I think that would be difficult for many people with an off-site is you just had one aim. If we were doing prep in the companies that I know and I own and others, we're gonna list out 17 things we want to talk about in that four-and-a-half-hour off-site. From your perspective, why is it so important to get this one focus, one aim? And then I want you also to tell us more about how it went. We've set it up now, so just one last thing on the setup is this idea of focusing on one thing when you've got 17 different problems in our company and we got everybody together and you're telling me just one thing.   0:18:40.5 Travis Timmons: Well, and Kelly can chime in here because he was instrumental in getting us from pre-work to meeting day. But part of it, that's why it's two-and-a-half, three months of work leading up to this. We had the aim of arrival rate. All right, what are we gonna do? A lot of different ways we could have tackled that. We landed on fishbone and making the entire system visible. And that turned out to be the right move. I think Kelly can correct me if I'm wrong.   0:19:15.0 Kelly Allan: I would agree.   0:19:16.0 Travis Timmons: So we started with the aim and it's like, okay, how do we get 50 people to work on this together? Dr. Deming says make the system visible. And so we chose to do that via a couple different breakouts of a fishbone. And to your point, Andrew, when we did that, now there's understanding of complexity and then where are the biggest opportunities? Because we have seven things we're working on to achieve that aim. There's gonna be three or four large PDSAs. We're doing a software upgrade, which in and of itself... And a funny aside, so our organization's been doing the Deming approach for 13 years. Right, Kelly? We announced that we're changing softwares at this meeting. Right.   0:20:13.7 Travis Timmons: Everybody was like, "Okay, let's do it."   0:20:17.4 Kelly Allan: Unheard of. I see a lot of companies, that's usually panic time.   0:20:23.5 Travis Timmons: And it was announced at the beginning of the meeting. Any questions? "Nope, sounds like the right move for our aim."   0:20:32.3 Kelly Allan: Well, Travis, you provided the why behind the what. The what was that we have to change the software. You provided the rationale from all points of view, including from internal people who deal with the software to making it even less friction for customers and for physicians and for insurance companies, etc. People understood the why behind that what, and now they're ready to work on the how.   0:21:06.4 Travis Timmons: And I would even argue, because I agree with that, and because we've done Dr. Deming and have had success and accomplished so many things that people don't believe we've been able to accomplish as an independent organization, having lenses to look through and "by what method?" That's one of my favorite Kelly Allan-isms. By what method?   0:21:33.5 Kelly Allan: That's a quote from Dr. Deming.   0:21:36.0 Travis Timmons: Oh, okay. We're good.   0:21:38.9 Andrew Stotz: We stand on the shoulders of giants.   0:21:41.6 Travis Timmons: Yeah. There's a high level of trust in our organization that we can implement change. I think that...   0:21:51.3 Kelly Allan: I agree.   0:21:51.8 Travis Timmons: I don't want to undersell that in terms of how powerful that is that I announce we're changing our entire operating software in a few months and the entire team was... And we told them why, to Kelly's point. But to make that announcement and then just have everybody say, "Okay. Cool." I think that's crazy to me. I believe it because of everything else I've seen happen over 13 years. But to have a way, by what method, using Dr. Deming's principles, PDSAs, operational definitions, system view, we're gonna diagram it. Everybody left there confident that, "All right, we can do this and we're gonna do it." Anyway, what would you add to that, Kelly?   0:22:40.9 Kelly Allan: Yeah. I would say that fulfilling the promises that have been made at previous offsites just builds the credibility that this leadership team gets it, understands it, and is interested in engaging people and making things happen and getting things done in a way that doesn't disenfranchise people, it doesn't beat up on people, it doesn't cause harm, but people work together because they wanna figure it out. It's fun to figure it out. Yeah.   0:23:17.5 Kelly Allan: It can be at times a little too much fun, a little too exhausting to figure it out. But we're born wanting to make a difference and people can come to work there and know that they have a voice, they're heard.   0:23:33.1 Travis Timmons: And I think that's our superpower that I've learned from Dr. Deming is if I'm the only one figuring stuff out, we're in trouble. We're in trouble. So the team knows that we're gonna bring stuff, we're gonna talk about it, and we're gonna solve problems collectively through the Dr. Deming philosophy. That's something that just popped in my brain, Andrew, because it was such a non-event. But in most instances, that would have been the entire meeting would have been about that, the side conversations, people coming up to me...   0:24:15.0 Kelly Allan: And Travis, there would have been a lot of discussions at a non-Deming company about, "How do we get buy-in?"   0:24:22.4 Travis Timmons: Right.   0:24:22.8 Kelly Allan: "How do we manipulate people into saying this is okay?" We didn't have any...We didn't spend a minute on that.   0:24:30.5 Travis Timmons: Not one person asked me about the software the entire evening at dinner. It was just like, "We're gonna do it." It just struck me because it was a non-event in the meeting, but I think that would have been rare had we not had our history of Dr. Deming's approach and how we presented it in the meeting.   0:24:52.9 Andrew Stotz: Kelly, you said something that made me think of a book that I read in the past by Richard Feynman called The Pleasure of Finding Things Out. Great scientist. You talked about contribution and the desire for contribution and you talked about how people were figuring things out. And that's fun, that's exciting. That's what people want to get out of their management team and out of their employees. In some ways, I feel like you're talking about recess, a playground. Put all that stuff aside, let's go out and let's build this thing. All the joy that we did have when we were young. Think about, "Let's make a sandcastle! Yeah, you do that, I'll do this." That excitement...   0:25:45.0 Kelly Allan: That's what it was in the room that day. Different breakout groups working on different parts of the fishbone and then bringing them together and debriefing around it. It was very exciting. The energy was high. Andrew, you mentioned something, I think in part you were channeling Dr. Deming there because he also pointed out about how we're born wanting to make a difference, to make a contribution. Then we go to school and that gets beaten out of us with grades and command-and-control teaching, et cetera, et cetera. But to your earlier question about what makes this unique, special in regard to Deming, Travis mentioned the complexity. And so we go right back to the core of Deming: understanding variation and special cause, common cause, the important few things versus the trivial many, and how do you sort through those? That makes it very Deming. It makes it very Deming. The other thing that you won't see, and I've been in a lot of them through the years, in most offsites is those conversations about the why. It's usually, "Competitor's doing this," or, "We gotta make more money," or whatever.   0:27:01.0 Kelly Allan: No, the why for Fitness Matters is to achieve those aims. Right.   0:27:07.1 Andrew Stotz: Some of the things that you mentioned: have an aim, what makes this a Deming style, have an aim, think system, not individual focus, understand variation and how that can help you think system, not individual focus. You talked about pre-work, taking it seriously, and I would say that kind of responsibility for your employees and the environment. I was blown away with the amount of pre-work that we talked about previously. You talked about some tools like fishbone as an example. You've talked about the why. Travis, why don't you give us a very high level... We arrived at this time, this was then, we did this first, then we did that, then that. So we can just understand the structure of this meeting a little bit.   0:27:59.5 Travis Timmons: Sure. We've been big on operational definitions. So the operational definition of start time is Travis will start talking at 12:30 to start the meeting. Learned that one over the years. And I...   0:28:18.2 Travis Timmons: It was at a new location, so we had a couple people go to the wrong place. We put the map inside of the homework, swim upstream, try to make this as easy as possible. But to answer your question, we had an operational definition of the meeting starts at 12:30, and that means the meeting begins at 12:30. Operational definition, we had name tags. From an efficiency standpoint, we had six tables when we were going to do breakouts. People picked up their name tags, it had number one through six on it, so they know what table they would be going to at breakouts. We did a quick intro of every team member and what location they work at because we have had a lot of growth. Put names with faces, introduced Kelly so that everybody knew who he was. There's probably 11 people that didn't know who he was in person introduction and how that was going to be diving more into Dr. Deming. I made it very clear up front that this meeting, we're going to celebrate wins from 2025, but I made it very clear we're going to go through those quickly, not because they weren't huge wins, but because we had a lot of work to do to make sure we stay on that growth and excellence trajectory.   0:29:38.2 Travis Timmons: So we went through all of our wins for 2025. We reviewed our BHAGs, and then we got into the aim. In 30 minutes, we introduced everybody, we went over our wins for 2025, we reviewed our BHAGs, one of which is to be the best, leverage technology better than any physical therapy practice in the country was one of our BHAGs. Then I dovetailed that into, and we're switching softwares in a few months. Any questions? No. We go right into, here's what we're going to be working on today, referenced they're going to be using their homework, so they brought their homework booklets with them. We had PowerPoint slides so they knew what the directions were for the first breakout group. Kelly and I got there early and some of the leadership team got there early. We had the table set. We had the, I call it newsprint, up on tripods ready to go. You want to be prepared. They hit their tables because of the name tag. We had leaders assigned for each table.   0:30:50.1 Kelly Allan: And they were trained in advance. Yeah. Facilitators. Yeah.   0:30:53.5 Travis Timmons: We had leadership.   0:30:54.7 Andrew Stotz: So there was an intro period and then you said, "This is our aim and now go to your tables," or how did that... What were you telling them to do at the tables?   0:31:06.0 Travis Timmons: We told them the aim, reviewed the aim. To your point earlier, Andrew, overarching aim is maintaining our one-to-one care model.   0:31:14.0 Andrew Stotz: Yep.   0:31:14.7 Travis Timmons: Our aim of the meeting is how do we improve our arrival rate as an organization to greater than 85%? One of the ways we're going to accomplish that is making the entire system visible. We're going to go to our tables and we're going to work on... We had the fishbones drawn at each table, but we wanted them to fill in the fishbone as groups from their homework because everybody brought different ideas to the table. We wanted some conversation around that.   0:31:44.2 Andrew Stotz: That was a general fishbone. I think I remember later you talked about then breaking it down into separate fishbones, but that was just a general one to review what they'd done.   0:31:54.8 Travis Timmons: General one, work on the work together. To Kelly's point earlier, just the energy around working on ideas or, "Hey, I hadn't thought about that," or, "I didn't even know we did that in our system." Right.   0:32:07.0 Travis Timmons: Just understanding the complexity and really just getting the juices flowing on, here's what we're going to be working on because the next layer is going to be diving deeper into each one of those.   0:32:18.5 Andrew Stotz: How long was that period of going through the first fishbone and looking at their homework, discussing it together? How long did that last?   0:32:27.7 Travis Timmons: That one was a half hour because they'd already done the pre-work, so we assumed most of it was already going to be done. It was just kind of...   0:32:38.4 Andrew Stotz: Did you have them present any of that or that's just, "Go through that and that'll prep you for the next thing"?   0:32:46.0 Travis Timmons: We had them spend 25 minutes on that and then we saved room for five minutes for them to have kind of sharings or learnings or ahas. What did this experience teach you? Do you have anything to share?   0:33:01.9 Andrew Stotz: They're doing that within their group or they're doing that...   0:33:05.1 Travis Timmons: We went table by table and had them share with the entire team. Table by table, we had the team lead or anybody at the table, "Hey, what'd you think? What'd you learn?"   0:33:14.3 Andrew Stotz: Someone may say, "I didn't even realize that this impacts that and I just realized that now after seeing it." Okay.   0:33:24.0 Travis Timmons: Yeah. What are some of the things you heard, Kelly? I heard, "Oh, this is complex."   0:33:29.8 Kelly Allan: I also heard things like, "Well, I know how to handle this, but I need to define a process so that if I'm out, someone else can do it." Right? It's those kinds of little aha moments. Others were just, "Oh, is there a way for us to systematize that even further?" Again, it was that thinking about the system coming out in their comments. I think another part of the appreciation was really recognizing that a lot of people have to win. Deming talked about win-win being very stable and win-lose is not. They wanted to make sure the patients and the clients win, the physicians win, that the insurance companies are getting what they need, that the PTs and the Pilates people and the MAT people, etc., and the customer care coordinators are also having joy in their work. Because when you have a joyful staff, customers, clients really appreciate that. They just know there's something different. There's something different.   0:34:42.0 Andrew Stotz: And one question is, did you have any drift at that point where people started talking about other things that were unrelated but were key problems they're facing, or was setting your aim and doing the pre-work really kept them on track?   0:34:56.8 Kelly Allan: Great question. Yeah.   0:34:58.5 Travis Timmons: They were focused. They were focused the entire meeting. One of the things I learned it from Kelly or Ray, or maybe you taught Ray, I don't know, but we have a piece of paper we put up at every off-site, Andrew, we call it the parking lot. So that if somebody does have an idea that's outside of what we're there to tackle, we just have them go up and write it down so that they're heard, and it could be important, for sure, but we're not working on that today. We gotta stay laser-focused on what we're here for. So we have a parking lot, which has been super powerful, but nobody went to the parking lot the first half of the day at all.   0:35:39.2 Andrew Stotz: That's good. That's better than the woodshed. Excellent.   0:35:43.5 Travis Timmons: Speaking of the woodshed, this is one of my... I think this is one of the critical learnings, one of the many critical learnings I've had with Dr. Deming and the approach to leadership's responsibility. For me as the owner, at the end of the day, the buck stops with me, is to create joy in work, to create engaged teams where they can do fulfilling work. So you talked about the woodshed. It reminds me another one of my favorite quotes. A lot of owners or leaders talk about, "We have a lot of dead wood around here. Have a lot of dead wood on our team." The first Deming off-site I went to, Kelly said, "Well, there's only two ways that could have happened. Either one, you hired dead wood, and if you did, that's on you with your hiring process. Or number two, you hired live wood and you killed it. Either way, it's on the owner and leadership."   0:36:52.4 Kelly Allan: And I stole that from Peter Scholtes.   0:36:55.5 Andrew Stotz: Okay, got it.   0:36:57.0 Travis Timmons: But that struck me in terms of, okay, responsibility's on Travis to ensure we don't have that. Can't point fingers anywhere else. It's not people coming in with bad attitudes. So anyway.   0:37:15.8 Andrew Stotz: Okay, excellent. So now you've had the general fishbone discussion, you've had people present what were their key learnings from it. What happened next?   0:37:26.6 Travis Timmons: Just some quick aha's, anything from the homework, stuff like that. And then from there we did a couple-minute break and then we went right into the...   0:37:37.9 Andrew Stotz: It sounds like a HIIT, like a high-intensity interval training here. We did a couple-minute break.   0:37:44.6 Travis Timmons: We had work to do, man. People were there to get work done and get on to dinner. We had snacks and water in there they could grab real quick. Restrooms were close. And then agenda, we've gotta stay... And the team understands we have to do what we're doing, we have to be excellent in all categories. So the next thing we did, we came back together as a team, the entire team, and Kelly did the red bead experiment in preparation for the next breakout. Super powerful. For those that have seen the red bead experiment and how Dr. Deming used that to show how the willing worker shows up wanting to get all white beads, right? And the white bead, it's the white bead company, but there's red beads intermixed. No matter how hard they try, or Kelly offered a hundred-dollar bonus to somebody if they would just only bring out white beads the next time they put their paddle in, and it just had that visceral, in-the-moment realization that people show up wanting to do a good job. And issues, so the red beads were what we called cancellations impacting our arrival rate. Therapists want their patients to show up. Front desk wants, the client care coordinators want their patients to show up. Physicians want their patients to show up. So what do we need to do? It can't be bonus them if they show up or just try harder. What's not working? So that was a great...   0:39:23.4 Andrew Stotz: Why don't we go to that for a second. We're gonna have Kelly, maybe you can tell us a little bit about what you observed from that, and then we'll continue on with the rest of the structure.   0:39:36.2 Kelly Allan: Well, the way we set up the red bead experiment was very much focused on the real challenges and real issues that everybody at Fitness Matters faces in terms of this topic of increasing the arrival rate and how complex that is. I think the red bead experiment demonstrates for not only the people who are the willing workers and the people who are the inspectors and the person who is the scribe who keeps the spreadsheet, they realize that the numbers alone are not telling us what's going on. They realize that unless there's a system improvement, process improvement, and people working together to make those happen, you can bribe people, you can incent people, you can threaten people, you can send them home, you can give them a performance appraisal, you can do every kind of command-and-control management, but you haven't improved the system in which people work. There's still red beads. There's still red beads. We have to reduce the friction, we have to change the paddle. We have to figure out how it is we can help make it possible and easier for clients to want to show up so that they can get healthy and so that they can really appreciate what happens when they don't show up, how they are a part of the system. Once they become a patient, they're a part of the system of Fitness Matters.   0:41:18.3 Andrew Stotz: I'm just curious if there was also anything different. You've done the red bead experiment a lot of times with a lot of different types of companies. Were there any observations you had of the way they interpreted that that was either the same or different? What were some of your observations there?   0:41:37.7 Kelly Allan: Well, we planned it so that Travis and his leadership team could really do more of the debriefing so that they would have the context for the people in the audience as well as for the people on the stage, versus just a more generic, which is still powerful, to talk about how the system's in control and is this a common cause system or a special cause, what's really going on. Travis and his folks were able to then bring that context to the red beads, which I think made it especially powerful for this audience, for this group.   0:42:16.2 Andrew Stotz: Excellent. Travis, why don't you continue?   0:42:22.0 Travis Timmons: As Kelly shared, the leadership team debriefed after the red beads of the learnings and how that might be. The red beads were the cancellations that we currently have. Then we introduced, "Okay, now what we're gonna do is go do a deeper dive into the fishbones." There's five primary parts of our system, five bones. Each bone we're now gonna break out and work on the granular details. We did a fishbone for each of the larger bones.   0:43:01.8 Kelly Allan: Why don't you give a couple examples of the bones if you have it handy?   0:43:07.3 Travis Timmons: First bone is what we call initial contact. The first time a client has an interaction with Fitness Matters. Could be website, could be a physician referral, could be a neighbor talking to them, could be driving by. Initial contact, that's bone number one. How does that entire process work at Fitness Matters? Where's the friction point? Are there people that we don't even get into our door efficiently? They're not coming in set up for success, for example. Next bone would be setting them up for the evaluation. Third bone is evaluation day. Fourth bone is every subsequent visit up until discharge. And the fifth and final bone is discharge to ongoing wellness and how do we continue to stay connected? Those are the five bones as you flow through as a client at Fitness Matters, and the five major gates, if you will, is how we looked at it.   0:44:07.8 Kelly Allan: Every one of those is filled with complexity. There are a lot of little details to reduce the friction for the clients and for the system, for the patients in the system. I think that was an aha moment for people as well because a lot of them are in the quadrant four of unconscious competence. They've been doing this job well for a long time and they tend to forget the complexity. We have to identify the complexity so we can work on it and make it less complex, more streamlined, and so new people coming in can appreciate why Fitness Matters makes informed, thoughtful decisions about how they do things. It didn't just happen. These have been thoughtful things that have been worked on for years, but they can still be improved further and we can document them and make them more visible. When people saw all those little bones coming off the main bones, it's like, "Wow, there's a lot of little things that happen and we can impact almost all of those."   0:45:18.1 Travis Timmons: In some of the work we've already done on the bones to already have industry-leading arrival rate, but I think we can do better. We're one of the few, maybe one of the few medical appointments people have in their lives, not just physical therapy, but in general, that you go to do a medical appointment, do you know what it's gonna cost you out of pocket before you show up? Generally, you don't. We've swam upstream to make that visible to clients, so they already are coming in knowing what the cost is gonna be and are we providing that value? Just an example of, okay, can we swim further upstream with that and make it easier to pay and make it visible on their insurance deductible and all of that?   0:46:05.9 Kelly Allan: Well, and also, Travis, I think... I was just gonna say in terms of how many times have people been to a doctor's office, they've had to fill out a whole bunch of forms either online or in the office and then nobody ever looks at it. Something that Fitness Matters has been a leader on for a long time, which is how many of these questions are really required? How are we really gonna use that information? Let's not have seven pages. Can we get it down to four? Can we get it down to three? And increase... Because remember Deming's teachings are quality goes up as costs go down. Quality goes up as we have to commit less time. Quality goes up as joy in work goes up. Right? So that's that Deming structure of, no, quality does not have to cost more. In fact, Deming said if you're doing it this way, quality will cost less. And that's in part how Fitness Matters can compete against these big, big companies and win. I think, Travis, you've gotta share some of the statistics about what makes Fitness Matters an industry leader. What kinds of things are measured that you and others look at in the industry?   0:47:17.8 Travis Timmons: One of the big things in the physical therapy industry, Andrew, is what they call outcomes. They're measurable questionnaire by body part that you have a patient fill out at evaluation day and at discharge day, and it gives you a percentage of... In our industry, they call it functional ability. Are you 100% able with your shoulder or do you have a 60% disability with your shoulder? For example, across all body parts, we're 30 to 40% above national average on our outcomes. Not even close. Because of the efficiency, our patients show up. Again, the one-to-one care model is why it's our true north, and everything we do has to support that because of those industry-leading outcomes. Our no-show rate is one of the other things we define. Again, something we're working to improve upon, but we're already nation-leading. Our definition of a no-show is 24 hours notice up into a no-show. Most companies in our industry only call it a no-show if the patient just doesn't show up. With our definition of 24 hours notice or less, we're at 4% to 5%. National average of true no-shows, just not showing up, is 15%.   0:48:45.8 Andrew Stotz: Yeah, I can imagine even probably higher than that, but 15, yeah.   0:48:49.7 Travis Timmons: 15 to 20% depending on the research. Just two examples there. The Deming approach to system thinking, team engagement, getting rid of silos, operational definitions. To Kelly's point, we worked years ago on that initial client intake. I used an example several years ago around the time we were working on that project. My one son, got him an Apple iPad for Christmas. Other son got an Xbox 360. One product we got out of the box and turned it on, it was fully charged and ready to go in about 37 seconds. The other product took all kinds of unpacking, had to plug it in, and as soon as it came up, it said software upgrade required, and it proceeded to spend the entire day of Christmas downloading the update. We just use that as an example of how hard is this? We want that same experience for our clients. How do we make it an unbelievable healthcare experience for our clients?   0:50:10.1 Kelly Allan: Well, and Travis is being way too modest here, so I have to jump in. I don't know if I have the numbers exactly right, but Travis will correct me. Let's say you have an injury or you're recovering from surgery or whatever it happens to be, and the industry average is it's going to take 17 visits with a physical therapist for you to be at some level of functionality. At Fitness Matters, it might be 13 visits. Travis, is that too high?   0:50:42.3 Travis Timmons: 10.   0:50:43.1 Kelly Allan: 10 visits. 10 visits. So cut it in half. They're getting better in half the time. That's Deming.   0:50:52.9 Travis Timmons: Yeah.   0:50:53.3 Kelly Allan: Quality goes up, costs go down. Which is why Travis then can... Insurance companies also love them, right? It's like, wow, these people are getting better and they don't circle back just because they were... Operational definition is they're well. Discharged by somebody else, oh yeah, they had their 17, 18 visits, 19 visits, they're well. No, they're not. They come back or they go somewhere else and they're claiming insurance again. Fitness Matters, they learn how to stay well.   0:51:22.4 Travis Timmons: And that brings in another important thing that we've learned over the years, Andrew, with the Deming approach. Our data is industry leading, and we've worked hard at that. And we've got a great team that works within the construct that we've created through Deming. To get back to the unknown or unknowable quote that Dr. Deming would use, our marketing costs are low because patients go back to their physicians and say, "Hey, this is the best PT experience I've ever had." And after they hear that four or five times with us and they get complaints when they send them elsewhere, all of a sudden we start getting referrals from these doctors we've not even heard of before.   0:52:07.6 Kelly Allan: Yeah. Yep.   0:52:08.9 Travis Timmons: How do you measure that? What amount of marketing dollars would have to be spent to get in front of... Like, we doubled the number of physicians that referred to us in the last year.   0:52:23.6 Kelly Allan: Yes. That's a double, Andrew. Unheard of.   0:52:27.5 Andrew Stotz: Yeah.   0:52:28.1 Kelly Allan: Unheard of.   0:52:28.5 Andrew Stotz: Incredible. So you got amazing outcomes. Let's now wrap up about where did you get to at the end of this? What did you personally and the management team end up with?   0:52:45.9 Travis Timmons: So we had some do-outs. Our closing PowerPoint slide was within two weeks we would report back with one to two updated operational definitions and probably three PDSAs that we were going to tackle. That was kind of our promise back to the team, that we would look at all the work. We have paper everywhere. People got to vote. We had a one-page paper on potential PDSAs, and we gave them little stickers to vote on where they think we should put our time and energy and resources. Our takeaway, our product, if you will, three PDSAs. One that has two under it is the new software. We're gonna start doing online scheduling, automated waitlists. I won't get into all the details, but PDSA one has software change. PDSA two, there was a lot of feedback on, "Hey, it would be great if we had kind of a scripted conversation point for the client care coordinators for these four scenarios: first phone call, first in-visit, how we take payment and make their benefits visible to them, how do we take a phone call and handle a cancellation when they do happen to ensure that it's a positive experience."   0:54:12.4 Travis Timmons: And then how do we handle kind of a no-show? Another PDSA is we're gonna have those client care coordinators create their first version of what they think the best script would be, 'cause they're the ones that do it all day. Why would I try to come up with that? And then have them send it to us and do some feedback there. Then we updated our operational definition of canceled visits so that there was clarity across the system to make sure we're measuring what we want to measure, which is how many people show up to their visits each day. We reported that back to the team last Friday, actually, to make sure we hit the deadline we promised to them. And then we let them know we're also gonna be working on kind of a third or fourth PDSA—I kind of lost track there of how we're counting it under the software—but training the entire team on what does it mean to have client engagement and what is our operational definition of client connection and client engagement. So they know we're gonna be doing that on a location-by-location basis at the March monthly meeting.   0:55:26.4 Travis Timmons: That was our takeaway. A lot of product to come away with, and they're gonna have all of the context from the team off-site to understand what we're getting ready to tackle, especially with the software change.   0:55:40.1 Andrew Stotz: My first reaction to that is, oh, those seem like kind of things that you could have figured out some other way, or there's not that many things, or there wasn't some stunning breakthrough. Explain why you're happy with what you got versus you prepared, you did a lot of work, you got those things. Some of it may be that, hey, we need to go through a process. I may have known some of those conclusions, but if we don't have a process of going through that, first we have the risk of maybe I'm wrong in what I think. And the second thing we have is that we have the risk that it's just a business run by dictate rather than getting real buy-in. I'm just curious if you could explain a little bit about that.   0:56:30.7 Kelly Allan: You said the bad word. You said the B-word.   0:56:34.5 Andrew Stotz: Buy-in.   0:56:35.4 Travis Timmons: Understanding, Andrew. Not buy-in.   0:56:38.4 Andrew Stotz: We're looking for buy-in. No. Okay.   0:56:40.8 Kelly Allan: We change it. How do we get... The conversation changes when you say, "How do we get understanding?" Now it's about the why behind the what that leads to the how, versus buy-in, which means, "How are we gonna sell this to somebody?" Sorry, Travis, I couldn't resist.   0:57:02.8 Travis Timmons: No, it's 100% true. And to answer your question, Andrew, my first answer and probably the most powerful answer we already talked about earlier, but it's very important to reiterate and maybe close with, is because of our approach and the time and investment we spent preparing for the meeting, doing the meeting, the fact that there was zero concern or stress around us switching our software system. The amount of engagement that there's gonna be, 'cause there's gonna be work to be done by all team members in preparation for that software change. I am confident I'm not gonna have to do any motivational speeches leading up to that. I'm not gonna have to bribe people. They want this to work because they understand why we're doing it, they understand the value it's gonna provide, and they understand, now that they have deep understanding of our system, they understand why we need to do this to continue to excel.   0:58:13.9 Travis Timmons: I don't know what that's worth. That's unmeasurable. But I know had I just announced this and not had any process, not a Deming approach, just, "Hey, guys, Travis thinks we need to do a new software and we're gonna change how you document, how you schedule," I feel fairly confident how well that would've gone. That would be my answer, Andrew, is the power of being able to present that to a team. They're already asking me questions about, "Have you thought about this in our system?" We have a shared Word document across the team. What questions are coming up in your system thinking? "How are we gonna message this to all of our clients so that they know they're gonna get new emails for their home program?" Great question. I had not thought of that. That is unmeasurable, but I know we're gonna be successful when we switch softwares because of our approach via Deming. What would you add to that, Kelly?   0:59:14.7 Kelly Allan: I think that's the essential nature of what happens. When you set out with a clear, healthy, thoughtful aim, you have conversations around that with your leadership team and what they can do then to filter that and start to talk about that with their teams at their locations, and then you have time to reflect and continually improve that, you're really creating a racehorse. Most off-sites, and Andrew, you've been to these, I know, they start... It's the 17 things. I thought of this when you mentioned it earlier. We start out, we have a racetrack and we want to have a racehorse. But by the time most companies get to their off-site, they've put so much stuff on that horse that it's now a pack mule. It will eventually make it around the track, but if you're competing with Travis, his racehorse, that team's racehorse has been around that track past you many, many times. You may get there, but they're already onto another track by the time you get to the finish line. You're finished.   1:00:36.7 Andrew Stotz: Yeah. You may even be releasing kittens and he's got a horse.   1:00:42.0 Travis Timmons: Kelly brings up another great point there. The other thing that gives our team confidence, because of our system view, 96% of issues are due to systems and processes, not people, the Fitness Matters team is confident that there's gonna be hiccups with a software change. They're confident they're gonna be able to talk about it in a system view quickly, and they're confident we're gonna implement change to rectify that. That goes into one of the reasons why I got zero shocked looks or zero sidebar conversations the entire day. The only feedback I've gotten is, "Hey, we're excited about it. We think we need to do this. And have you considered this as part of our system change?" I don't know what else as a business you could want.   1:01:40.4 Andrew Stotz: Kelly, I was thinking about a good wrap-up from you is to help the listener and the viewer think about how can they apply this into their business. Let's step back a little bit from Travis and think about the work you do and give us some hope, give us some guidance about, can we do this? How?   1:02:04.6 Kelly Allan: Yeah. Several things come to mind. One is that when you first start to learn about the Deming lens, the System of Profound Knowledge, his approach, it seems, it's different. It is different and it can seem to be, oh my gosh, that's so different. We'll never be able to do that. But the point is, the Deming Institute offers a two-day seminar workshop and they can learn not to be incredibly proficient or masterful in two days of how to go back and do Deming, but they know how to get started and they do get started. And then it just becomes part of, again, the Deming magic is as you start to work on these things, your costs go down, your quality goes up, and sometimes you can raise your prices because of the quality and sometimes you just are more competitive at the existing price, but you're taking work and rework and waste out of the system through the Deming approach, which allows you the time. That's the big constraint in most companies. I don't have time to work on improvement. I gotta fix this.   1:03:29.9 Andrew Stotz: Yeah. Right.   1:03:30.9 Kelly Allan: So that's a fix that's gonna fail. That's a fix that's gonna fail. So I think the message is you just want to read The New Economics. If you get the third edition, start with the new chapter. It's like 40 pages and it sums up a whole lot of what we've been talking about. Then there's DemingNext videos through the Deming Institute. You can get your feet wet there. You can then, if you want, attend a seminar or read more things or reach out and have conversations with people. But you just have to try it so that you can see that the payback is there, that the joy in work is there. And in a war for talent, they wanna work for Deming. People wanna work for Deming-based companies because they're not about manipulating people. They're about joy in work. They're about reducing the friction. So you just gotta get started and don't be just because it's so different doesn't mean you can't learn it quickly. You can.   1:04:36.7 Andrew Stotz: Yep. And Travis is a great example of that. In our prior episodes, he talked about the journey, about the pain and all that. I think that's exciting. I'm gonna wrap it up. I just have to laugh because I've been out of the corporate world for a while, just doing my own thing. But I was thinking, you mentioned about buy-in and then you said it means you're selling something. And I thought that's funny. I remember my father used to say, he used to get so annoyed because he'd say, "Yeah, let's talk around this," which was a common thing back in those days. But then I was also thinking another thing that we were saying was onboard. Let's get people onboard with this. What if you're onboard? It pretty much means you're drowning. And I just thought about those types of things that when we talk about fear and work or fear in what we're trying to remove fear and stuff, part of it is the way we speak and the way we communicate.   1:05:41.1 Andrew Stotz: Travis, I feel like I want to leave you with the last word. So why don't you bring us home?   1:05:48.0 Travis Timmons: Yeah, I think I would follow on what Kelly said is I would just the amount of joy, the amount of stress this took off of me as a business owner and as a parent thinking about things differently. And the first time you start learning about Deming's teachings and the System of Profound Knowledge, it seems a little off. Seems a little like this just doesn't seem possible. I've had several people I've talked to about that. It just doesn't work that way. To Kelly's point, I would encourage just try a couple things, whether it be do you have clear operational definitions? Have you done a PDSA? Do you know how to do a PDSA? But the two-day seminars is where you kind of do the deep dive into like, oh, okay, I need to think about things differently. So anyone struggling with a business trying the latest and greatest book that's been out or the latest and greatest compensation model to create ownership thinking within your organization or whatever the buzzwords are, this is a long-term path to clarity and to just an understanding of how you can make your organization a place that has a positive impact on the lives of your employees and your clients.   1:07:17.7 Travis Timmons: And man, if you get that right, everything else follows. Sales, profit, all the stuff that a lot of metrics look at. If you get the point of your job is to have a positive place for your team to work and how do you do that? Deming is the way to do that. Everything else follows after that, in my opinion.   1:07:38.6 Andrew Stotz: And on that note, Travis and Kelly, on behalf of everyone at the Deming Institute, I want to thank you again for this discussion. For listeners, remember, as Kelly and Travis have both said, go to deming.org, go to DemingNEXT. There's resources there so you can continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming. I constantly repeat it because I love it, and that is: "People are entitled to joy in work."

In this episode of Behind The Numbers With Dave Bookbinder, Dave is joined by advisor and author Kris Kluver for a conversation on why leadership - not structures, not strategies, not spreadsheets - is the real driver of long-term value creation and generational wealth preservation. They dig into the coming great wealth transfer and the uncomfortable reality that roughly 70% of family fortunes fail to survive the second generation. Kris explains how breakdowns in communication, culture, and leadership - not financial planning - are usually to blame. Dave and Kris explore how families and organizations can prepare next-generation leaders, set audacious goals (BHAGs and 100x thinking), and build accountability systems that actually work. The discussion also touches on disruptive leadership, EOS-style scorecards, and why protecting and developing human capital is even more critical in an AI-driven world. Key takeaways include the importance of clear narratives of success, simplified metrics that drive accountability, intentional leadership development, and the willingness to embrace discomfort in pursuit of meaningful growth. The message is clear: leadership is not a soft skill - it's the most valuable asset an organization has. About Our Guest: Kris Kluver is a highly experienced operator, investor, and advisor who has worked with over 100 CEOs and helped organizations achieve billions in valuation. He has over three decades of experience across diverse industries, from publicly traded companies to high growth startups. Kluver has studied entrepreneurial strategy at Harvard Business School, is a certified exit advisor, a fellow at York University in the UK, and author of two bestselling books. About the Host: Dave Bookbinder is known as an expert in business valuation and he is the person that business owners and entrepreneurs reach out to when they need to know what their most important assets are worth. Known as a collaborative adviser, Dave has served thousands of client companies of all sizes and industries.    Dave is the author of two #1 best-selling books about the impact of human capital (PEOPLE!) on the valuation of a business enterprise called The NEW ROI: Return On Individuals & The NEW ROI: Going Behind The Numbers.    He's on a mission to change the conversation about how the accounting world recognizes the value of people's contributions to a business enterprise, and to quantify what every CEO on the planet claims: “Our people are this company's most valuable asset.” Dave's book, A Valuation Toolbox for Business Owners and Their Advisors: Things Every Business Owner Should Know, was recognized as a top new release in Business and Valuation and is designed to provide practical insights and tools to help understand what really drives business value, how to prepare for an exit, and just make better decisions. He's also the host of the highly rated Behind The Numbers With Dave Bookbinder business podcast which is enjoyed in more than 100 countries.  

How do you design a team off-site that actually improves your organization? In this episode, Travis Timmons breaks down the mechanics of a Deming-styled off-site team meeting—from starting months early and setting a clear aim to using pre-work, fishbone diagrams, and PDSAs to drive real change. If you want a real-world example of how Deming leaders create focus, collaboration, and joy in work, this conversation is a practical place to start. TRANSCRIPT 0:00:02.3 Andrew Stotz: My name is Andrew Stotz and I'll be your host as we dive deeper into the teachings of Dr. W. Edwards Deming. Today I'm continuing my discussions with Travis Timmons, who is the founder and owner of Fitness Matters, an Ohio-based practice specializing in the integration of physical therapy and personalized wellness. For 13 years, he's built his business on Dr. Deming's teachings. His hope is simple; the more companies that bring joy to work through Deming's principles, the more likely his kids will one day work at one of those darn companies. Travis, how are you doing?   0:00:35.2 Travis Timmons: Hey, Andrew. Doing well, how are you?   0:00:37.1 Andrew Stotz: I'm really excited. We were just talking about the structure of today's discussion, and the topic for today is the mechanics of a Deming-styled offsite, which I... In today's session, we're going to be talking about the importance of starting early, setting an aim, figuring out and developing an agenda. Also homework, huh?   0:01:05.1 Travis Timmons: Right.   0:01:05.4 Andrew Stotz: Pre-work for attendees. I thought that's interesting as we were going through it. And then you talk about your activities, your outcomes and all of that. So why don't you get into it and walk us through the mechanics of a Deming-styled offsite. And by the way, one last thing. When we say Deming-styled, well, you're certainly getting a lot of support from a true Deming advocate, Kelly Allen, and your understanding of the teachings of Dr. Deming. And so you're doing your best to apply those things in this. Is it a perfect Deming offsite? Well, that's why we say Deming-styled offsite. Maybe the listener or the viewer would add in or subtract some things, but at least we've got the general structures. So why don't you take it away, Travis?   0:01:47.3 Travis Timmons: Yeah, no, happy to, Andrew. So yeah, we have our team offsite. It'll actually be 10 days from now. So from a big picture standpoint, one of the things I've learned is systems, process, organization, and none of that happens quickly. So every time we do an annual team offsite, it's about a three-month work-ahead process for myself and the leadership team. So we start a good three months before the meeting date just to start percolating on what do we need to talk about at this meeting? What's the aim? What do we want the outcome to be? And that doesn't happen with a week of preparation. So we've had to spend some time looking at our KPIs, where do we have an opportunity to have a positive impact on our system? So we have to study our current system, see where there might be opportunities for improvement, understand how do we want the team to engage with that. And for this year's offsite, our big aim... We have two aims for the offsite. One is to make the system visible. Everybody on the team. I've had some learnings through some newer leaders on our team that have been through the DemingNEXT and they've been on our team for a few years.   0:03:04.1 Travis Timmons: But they until going through the DemingNEXT, they didn't fully understand what system view meant. And that kind of hit me over the head like a ton of bricks. It's like, well, maybe that would be a good thing to spend part of our offsite making sure the entire team can visualize and see our organization as a system. And then the second aim from a mechanics, from a KPI standpoint, if you will, is we want to improve arrival rate for our visits. So basically, how many scheduled appointments show up is what we call arrival rate. To have a better impact on patient outcomes, joy in work for our team members, joy in the referral sources that send to us. So yeah, it was about a three-month process.   0:03:49.3 Andrew Stotz: And if I... Just curious, sometimes when I've done offsites or I've attended offsites, it's more general. Here you have a very specific thing, improve arrival rates. Why is it so specific and how do you come to that decision that this isn't going to be just an open discussion about things in our company?   0:04:14.4 Travis Timmons: Yeah. That's a great question. Some years they are a little more general. Like last year we spent quite a bit of time setting a new round of BHAGs, Big Hairy Audacious Goals. This year, looking at KPIs, looking at where the opportunities were to improve, where there were the most breakdowns and frustrations happening in our system that we were hearing consistently across our team. It's like, what's the one thing we can have an impact on that will, if we improve that, everything else will get better. And that was arrival rate. So then we started looking at, all right, how do we dissect that? How do we make it visible to the team so the entire team can work on it together? So that's how we came to that. And it's like, all right, this is a consistent issue. So if you do the control chart, it's like I can almost set my watch to what's arrival rate going to be every week. And until we change something in our system, that's going to be what's going to continue to happen and we need to have an impact on that this year. So that's how we came down to it. It's the one thing we can do that'll have the most impact positively across the entire organization.   0:05:23.1 Andrew Stotz: I often talk about a big company in Thailand that was a Deming-focused company for many, many years, and then a new CEO came in and he made it a different focus company. And the company struggled for years. Whether it's from that or not is a secondary item. But two weeks ago I was giving a lecture and a guy from that company, who is an older guy, was at the lecture. And afterwards we were talking and I said, "What's the difference between the prior guy and the new guy?" He said, "The prior guy set the direction and we all knew it. The new guy kind of has us set it or we go in a lot of different directions. It's not as clear." And so what I was thinking when you were talking about improve arrival rates, I was thinking, yeah, that's leadership. You've identified what you believe is the most critical element at this stage of the business right now, and there's a lot of knock-on effects of fixing that. Whereas if you went into that room and you say, "What's the biggest problem we have right now?"   0:06:35.6 Travis Timmons: Right.   0:06:36.3 Andrew Stotz: Yeah, you're going to get a long list, but as a leader you have to set the direction.   0:06:41.1 Travis Timmons: Yeah. Yeah, and with the leadership team as well. And yeah, where do we... The KPIs and the system, if you study it and look at the outputs through the Deming lenses, it becomes... It's not easy. You got to spend the work and have the tools in place and the discipline to track it all consistently so that you know what your true arrival rate is. I can get in... It's a whole probably different conversation, but tampering and all that kind of stuff. So we know what our data is because of how we've made very clear definitions on our arrival rate and how we don't tamper to get better numbers. But yeah, it's exciting. The team, as crazy as this might sound, we've done these for many years now, over a decade, and the team looks forward to them. And part of that is because we spend the time. I take this very seriously. If I'm going to ask people to come to a meeting for five hours, it better be good. And we better bring... We better have something we can work on as a team to come out of it. And if we don't, that's nobody's fault but mine. So that ownership of the system I take very seriously.   0:07:58.1 Andrew Stotz: A great song, by the way, by Led Zeppelin, Nobody's Fault But Mine. But I would also say that's why I think it's fascinating to continue to go through the structure that you've got, because I think it can guide all of us. So we've learned about starting three months early. I was also thinking about my Crock-Pot. I like to cook slow-cooking food and I put all these different tastes of an onion and a piece of meat, which doesn't really have taste in some ways. And I put them all in a pot and it's eight hours. And if I interrupt it at one hour, there's just, there's not much value there. It needs time to extract the tastes and also bring those tastes into each other until you end up at the end of eight hours. Like, whoa, that's amazing. So...   0:08:51.4 Travis Timmons: Right. Right. Yeah, as you're pointing to, that's kind of how the agenda evolves. So we have an aim of system visibility and arrival rate. Well, how do we put an agenda around that together? So myself, the leadership team, Kelly, we've been working back and forth quite a bit, several iterations of that. So that's part of why you need that three months. You work on it. That sounds great in your head. You put it on some PowerPoint slides and then you share it with folks and they're like, "I don't know really what you're trying to say there, Travis." So there's...   0:09:25.0 Andrew Stotz: It seems like an onion and a carrot.   0:09:27.0 Travis Timmons: Right. Right.   0:09:27.3 Andrew Stotz: But I don't get the taste of it.   0:09:29.6 Travis Timmons: Yeah, so it's just working through those iterations. So miniature, little PDSAs, if you will, of the agenda. But yeah, once we get it to a point where we feel like, okay, we know what we want to work on, then the next big thing becomes how do we get the team involved ahead of the meeting? Because if you... I found very clearly over the years, if the team's not understanding what they're going to be working on coming into the meeting, that you've lost so much opportunity to learn from the entire organization. Because that's where the real learning happens when we do these is stuff that's happening that I don't have visibility of or little workarounds or somebody has a great idea, but maybe didn't feel like it was the right place to bring it up. So just have another opportunity for people to feel very comfortable sharing what breakdowns are happening. But we have homework, right? So that's one of the other big pieces of, if we're going to work on the system, we better know what we're working on that day. And if I don't tell anybody what we're working on until the day of the meeting, we could spend two hours just defining a fishbone chart, which we can talk about later perhaps.   0:11:15.7 Travis Timmons: But the point of the homework is we spend a lot of time, hours preparing the homework booklet that we give to the team about two-and-a-half weeks before the meeting. And it informs them, here's where we're going to be diving deep. We need you to come with the ideas and questions and thoughts already in your head so that we can all just dive in aggressively. Because it's so powerful when they're just bringing the ideas, referencing their homework. You can get so much more done in five hours than if we weren't doing that. So that homework becomes critical and has to match the agenda. If it's disjointed, then you've already lost some trust with your team because they're like, "You had me do all that homework and then we just didn't talk about any of it at the offsite. Like, what are we doing here." So it all has to tie together from a system view, as Dr. Deming would want, hopefully.   0:11:43.5 Andrew Stotz: Yeah. And I don't know, for the listeners and the viewers out there, you probably feel the same way I do, which is kind of like, "Oh, gosh, I should have done more preparing for that last offsite." And also feeling that excitement like, "Oh my gosh, I can unleash a lot from my leadership team, from the company employees through this pre-work and all of a sudden all the mess I have sometimes in offsites of, I don't understand what you're saying by this and what do you mean by that? It could be this." And all of that's gone. And so it makes me... I'm literally thinking about my next offsite and thinking, okay, how am I going to incorporate what you're teaching? So keep going. [laughter]   0:12:26.5 Travis Timmons: Yeah. Yeah, no, it's... And I've learned from some of the best over the years, so it's... I've been very fortunate to learn some of these tools. But yeah, from the homework perspective, it'll accomplish one of our other aims, which is always an aim, but more pointed in this meeting is they start to see the entire system and the complexity that's within it and just start appreciating. "All right, here's everything that has to happen." And, man, we're doing a lot of things really well. And they understand at a deeper level, every piece on our team is critical. There's no silos, no one piece of the equation is more important than the other. If any piece of the equation doesn't happen well, then we're not successful. So that's what with the homework, it just starts making sure from a cultural standpoint and an understanding from the Deming lens, we're all on this together. We have to work on the work together. And the system visibility helps with that, with the homework. And the engagement is so high.   0:13:32.3 Andrew Stotz: Yeah, I'm sure. And that's part of what makes it exciting when I was listening you talk. And I think we're going to need to do a little pre-work on the concept of fishbone, because there are some people that are listening or viewing that may have never even heard of fishbone and fishbone analysis and all that. So maybe as we move into this next part, make sure that you do that pre-work so that we all can figure out exactly what it means, fishbone. And I think you may even have some diagram of that you can share.   0:14:03.4 Travis Timmons: Yeah, I could pull up. If you'd like, I could pull one up to share here. So did that come through for you there?   0:14:12.9 Andrew Stotz: We see it now.   0:14:14.8 Travis Timmons: So this will be... This is part of the homework booklet that we created. So we filled in what we call the main bones. And this is just the patient journey from first contact with Fitness Matters all the way through to a successful discharge. So we have the main bones, I'll call it. If you envision this being, there'd be a fish head at the far right, and then the tail would be at the left. But we just want people to start working on, okay, how does somebody first hear about us at initial contact? Well, they'll write in underneath initial contact, could be website, Google search, could be physician referral, could be my neighbor. So we start penciling in what's all of the ways people first come in contact with Fitness Matters? So we have an understanding of what that looks like. And is it a good first impression? Do we knock that out of the park? And then it just goes through all the major... We look at it as five major bones from first contact to discharge. Second is that initial contact with us to them, scheduling the evaluation. So how many times have they had to call us and leave a voicemail, or can they schedule online, or can they stop in the clinic and schedule, or how did the script come to us, do we capture their insurance data correctly? It just goes how quickly a lot of researching...   0:15:37.0 Andrew Stotz: So many ways to drop the ball?   0:15:39.6 Travis Timmons: Yeah, a lot of research to show if you don't schedule that patient within the first 48 hours of initial contact, the likelihood of them scheduling just plummets.   0:15:49.3 Andrew Stotz: Yeah.   0:15:50.0 Travis Timmons: So a lot of things we have to consider in technology and systems, process, tracking. We have a whole system of how we track how many times we've reached out. We have templates created on how we text message versus voicemail, because some people don't listen to voicemails anymore. Anyway, I could spend an hour just on this fishbone. And then it goes to evaluation day. So when they show up in the clinic, do we have their benefits ready to explain to them? Is the therapist ready for them? Have they looked at their medical history? Do they understand how much they're going to pay? How do they pay? Is it easy to pay? And then the next bone is the plan of care. So all the visits they do, how good are we at scheduling them? How good is the therapist at predicting how many visits they'll need? Is it clear? Do they understand what they owe every visit? So there's not a great experience and then they get this big surprise bill at the end and just ruins everything, right? So we work very hard to be transparent. And then a successful discharge into home exercise and our wellness services.   0:16:52.5 Travis Timmons: So that's what we want everybody to spend some time on with homework. And then at the offsite, this isn't easy to make a patient happy and have a successful outcome. And I think a lot of times in organizations, people don't fully appreciate or see the entire system and understand why this part up here. So if we don't fill out their insurance demographic correctly at the front desk and we rush them back to the evaluation because the therapist is in a hurry, well, now all of those claims aren't going to get paid.   0:17:27.9 Andrew Stotz: Yeah.   0:17:29.1 Travis Timmons: And now we've had a bad outcome for the company. So anyway, that's the fishbone chart. It really helps you diagram at a big level. And then you can dive deep on each one of these bones and turn each of the bone into its own miniature fish, we'll call it, and really dive deeper and deeper, which we'll be doing at our offsite.   0:17:46.8 Andrew Stotz: Yeah. And for the listener out there, think of your own business, what's the chronology of from first contact to delivering this successful experience? Delivering that experience that you're trying to deliver in your business or your school, wherever you are. And this breaks it down into kind of the stages or the phases of that on kind of a chronological order. And that helps you to visualize. And that's part of what you've talked about is the idea of trying to, one of the big goals is visualizing. So that's a great visual of it. Maybe, I think you can probably stop sharing that now. And then also that's, I believe, activity, what I would call activity part one is working on that. Maybe talk a little bit about the mechanics of, now that we understand the fishbone and all of that, what are you asking them to do and then how are they using that?   0:18:51.2 Travis Timmons: Yeah, so the first breakout, we're going to have six tables where they'll use their homework to start filling that in. It's conversation, it's collaboration. It's like, "Oh, this person over here had that on their homework. I didn't even think about that." So that's the goal is that 10,000-foot view, here's the entire system.   0:19:09.6 Andrew Stotz: And are they doing that on a wall together or something like that? Or how is it happening?   0:19:13.4 Travis Timmons: Yeah, we're going to have big newsprint, so it'll be up and big newsprint so everybody can see what's going on. And at the end of the day, we have a very large fish that we're going to have posted and we're going to fill it in with the final product, if you will. That's the entire fishbone. So that's the aim of the first one, is the big picture. Some collaboration, some understanding of the entire system of Fitness Matters and what the complexity looks like. It also allows, one of the things we try to do with this offsite and really in culture in general, Dr. Deming talks about is driving out fear. So newer team members, especially when they start seeing, hey, let's just start talking about stuff, they really start to have a deeper understanding of our culture. And yeah, we do want to talk about stuff. We do want to talk about ways to improve. And then a follow on to that, we're going to do another breakout later in the day. And by table, each table is going to be assigned one of the main bones we just reviewed there.   0:20:20.4 Andrew Stotz: Right.   0:20:21.2 Travis Timmons: And they're going to turn that into a fish itself and do a really deep dive. And what are all the pieces and parts of initial contact? What are all the pieces and parts of eval? So on and so forth. And the aim of that piece is then with that deeper dive into the complexity, the aim is to come away with probably three PDSAs of where do we need to improve our system? Based on that work, we'll have three, maybe four really clear ideas on, okay, we're seeing this as a sticking point. The team's talked a lot about it. How do we improve that? So that's where the PDSAs come from.   [overlapping conversation]   0:20:58.5 Andrew Stotz: So how do you end up figuring out? I mean, everybody's going to talk about, "We need to fix this area, we need to fix this area," or something like that. How do you then... Is it a collaboration, a discussion, is it a voting to say these are the three PDSAs we're going to work on?   0:21:16.7 Travis Timmons: Yeah, so we want it to be collaborative. There's little... Everybody will have little sticker dots. And on one of the breaks, once all these fish charts are filled out, we're going to ask team members to go around and put a sticker by the one that they think would be the highest and best use of our time and resources. So that's kind of an internal, quick, on-the-fly voting just to see where the team's heads at. And they can also have an understanding of how this is hard to... It's hard to choose. We can't work on 20 things. So where do you guys think we need to put the effort? And then at the end of the day, at the very end of the day, I have to decide based on all the feedback from the team and what our resources and capabilities are, then we have to pick three or four. But it's super powerful to have the team involved in that.   0:22:08.4 Andrew Stotz: Yeah, and one of the things about that type of voting is that sometimes people are voting on things that they think they understand what they're voting on and then you find out, actually, maybe not. So one of the fun ones to do in that case is say, okay, if you have one of your ideas up there that wasn't voted for, it could be, and you think it should be, it could be, maybe they didn't understand how you described it or how it's up there. And anybody that wants to make a pitch for that, go ahead.   0:22:37.0 Travis Timmons: Right. I like that.   0:22:37.4 Andrew Stotz: And you'll get a couple zealots saying, "I really think that this one should be up there in a higher priority." And then after that and say, "Okay, anybody want to move one of their dots?" And then that's a fun way.   0:22:52.5 Travis Timmons: I might steal that one. I like that.   0:22:55.6 Andrew Stotz: That's a fun way to say, there's always a second chance, but you got to make your pitch and it's got to convince people to move their dots. So, yep.   0:23:03.4 Travis Timmons: Yeah. I like that. Yeah, so that's how we work on the PDSAs. And it just really at the end of our meeting, I feel like the work we will have done with the homework and the how the agenda is laid out, because we spend a lot of time on the agenda and making some... So we have a timetable on each part of the agenda because my experience has been if you don't plan then things are going to go sideways. Like if you don't have a time commitment to it. And it also gives you a hard break on like, "Okay, guys, there's a couple other things we have to tackle today. This is extremely helpful, but we got to move on to the next thing." But at the end of the meeting, I have the agenda structured in a way that I feel like, I hope I'm not wrong, we'll find out next Friday. I feel like we'll have enough data, enough of the voting, enough of the conversation where I'll be able to report back to the team on like, "Hey this kind of aligns with where I think we need to put our energy and resources. Here's the top three PDSAs we're going to do." And if there was something that had a ton of votes, but we're not going to do that. I also want to be able to share with them why. "Hey, I understand that's big, but we don't have the money to do that one this year," or something like that. Because you don't want to do all this work and then just pick totally something different. And then because then you've lost total trust in your team and that's not good.   0:24:35.6 Andrew Stotz: Yeah. And also, one of the things that I learned after working at investment banks over the years and teaching ethics in finance is that there's firewalls between different parts of an investment bank because they don't want the employees communicating because they're kind of doing conflicting businesses. And so a person working in one area, as I was working in research, is different from a person that's working in investment banking. I may be doing research on a company and saying, "This company is a sell." And that that guy may be doing investment banking and say, "I'm going to help this company raise capital." And we have different objectives. And and they're both legitimate activities that are happening. And we're serving different clients. I'm serving the fund manager who's considering investing. And that person's serving in the investment banking, the CEO of the company and the ownerships and the shareholders of the company. We're serving different clients, but the important thing is that we're not really supposed to know, and we generally didn't, throughout my career, know what the other was doing. But as you go up to the next level of management, they are on both sides of that wall.   0:25:49.0 Andrew Stotz: They must be able to understand what's happening on both sides for various reasons, but most importantly, they have to make decisions about the overall organization based upon a level of knowledge that maybe the people at the lower parts of the organization may be extremely excited and confident and happy about what they're doing, but they can't necessarily connect all those dots. So that's the reason why I would explain in your case that you may have to override something and say, "Look, I've listened, but I do think this is a higher priority because what you guys aren't seeing is how this connects to the implementation of the software."   0:26:25.8 Travis Timmons: Right.   0:26:26.1 Andrew Stotz: "And you're not seeing it because you haven't been doing all of this stuff that I've been doing. And so I'm going to override that one and raise that one. But the other two, let's do those," type of thing.   0:26:36.2 Travis Timmons: Yeah. And that's kind of from a... Totally agree. And that's from a Deming, make the system visible. You also have to explain from a transparency standpoint, in my opinion, anyway, if you're going to go through all this work to your point, everybody doesn't fully understand what our budget is to spend on software next year, for example, and don't expect them to, but I need to know that. So just explaining to them why we're choosing the ones we're choosing, explaining that we can't boil the ocean, and then create the PDSA and we'll give them a promise that we'll report back within... Usually, I report back within a month at the end of the meeting, of the PDSAs build out, you know, what's the aim?   [overlapping conversation]   0:27:22.5 Andrew Stotz: That was my next question. How do you make sure that those PDSAs get done? Because I've left a lot of offsites. I've left them and thought, "Yep, that was interesting. Nothing's going to happen."   0:27:35.8 Travis Timmons: Yeah, no, that's where you start to lose trust from your team as well. It's like if, you know... So we revisit our meetings from last year. Like that'll be part of our recap. Okay, here's what we set out to do last year. So the beginning of the meeting is like, here's the things we talked about we wanted to do and here's what we did. Here's what we still have left to do. But yeah, with a deliverable like this, man, it would be a huge miss on my part if we didn't follow through with PDSAs.   0:28:05.5 Andrew Stotz: And are you managing those or you have one person in-charge of each one of those and then you work with them or what are the mechanics of that?   0:28:15.4 Travis Timmons: Yeah, I think the two larger ones, one of ours is going to include a software change. So that one will be in my wheelhouse for sure.   0:28:22.9 Andrew Stotz: Yeah.   0:28:24.0 Travis Timmons: But yeah, I could envision assigning a champion for two or three of the smaller ones and they won't really be small, they'll be company-wide. The software is a pretty heavy lift.   0:28:36.8 Andrew Stotz: It's interesting because now I can see you've talked about this driving out fear and sharing all information and all of that. And I think that now that I understand your process, I can see that when you get into the hard work of the PDSA, that's going to challenge assumptions, it's going to push the limits, it's going to be testing things that when you get there, everybody knows exactly why that's happening and where that came from. Maybe you can talk a little bit about this concept of one of your goals being driving out fear and using this event as one of the ways to do that.   0:29:17.0 Travis Timmons: Yeah, no, yeah, that's a big piece that I learned from Deming years ago is, people have a lot of fear. What's going on? We don't know. The transparency of this event in and of itself, my experience has been, like, "Oh, I guess we're just talking about everything here, huh?" Putting it out there just makes people comfortable knowing what's going on, what we're working on, what we're not doing as well as we could be and we're aware of it and where it's at in the priority stack. And then also, for five hours they're going to be seeing people speak up. And we call it, "Celebrate the Breakdowns." So from a Dr. Deming perspective, 96, some percent of issues within an organization are due to system issues, not people issues. So they'll start to see, like, hey, when you talk about systems and processes, you can really talk pretty intensely. Very hard to do if you're complaining about how people do things. Right? Because you're... So that system breakdown, we call it Celebrate the Breakdowns, just allows people to be more free and also understand, hey, everybody does show up wanting to do a good job.   0:30:30.7 Travis Timmons: And Travis probably assumes I show up wanting to do a good job. Let's talk about how to make this place better. So that drives out the fear just by making the system visible. And then with the PDSAs, I think it drives out fear from a standpoint of they know when we're going to make a change. This isn't just us shooting from the hip. It's a very organized, methodical, visible way that we know we need to change something. Here's how we're going to do it, and if we're wrong, we'll change it. So that's another way that the PDSA process, my experience has been it also drives out fears because they have a deep understanding of just seeing this entire process. They have confidence, like, "Okay, this isn't just flavor of the month. I'm just going to throw stuff at the wall and see what sticks. This is a big deal. We're going to work on it together. We're going to try it and if it's not going well, we'll try something different collaboratively."   0:31:29.5 Andrew Stotz: I want to wrap it up there and I think... Do you have anything final that you want to add to the process that we've talked about? Is there anything else that people need to know about as they're planning their offsite?   0:31:40.5 Travis Timmons: No, I think we covered quite a bit. I think the big takeaway is it's more work than I think I realized until I had exposure to Deming and some mentors in my life. And it's been a game changer on how much we can accomplish. So the time investment is worth it.   0:31:57.2 Andrew Stotz: And I think we're going to meet again later and talk, and I think we can get an update from you what went well, what do you need to improve, and guide us also as we think about our next offsite, which is pretty exciting.   0:32:11.5 Travis Timmons: Yeah, I look forward to sharing how it went. My hope is I'll report back on at least three PDSAs that we have ready to engage for 2026.   0:32:21.2 Andrew Stotz: I can't wait. Well, Travis, on behalf of everyone at the Deming Institute, I want to thank you again for this discussion. And for listeners, remember to go to deming.org to continue your journey. This is your host, Andrew Stotz, and I'll leave you with one of my favorite quotes from Dr. Deming, "People are entitled to joy in work."

Welcome to the Purple Patch Podcast! On this episode, IRONMAN Master Coach Matt Dixon introduces the Purple Patch Podcast, emphasizing the importance of challenging oneself to extend performance, happiness, and purpose in life. It features Will Turner, a senior coach at Purple Patch, who completed a remarkable feat of six and a half Ironmans in an eight-day race at altitude, covering 914 miles. Will discusses his journey, the mental and physical challenges, and the importance of adaptability, resilience, and sustained performance under pressure. He also shares insights on setting big, audacious goals (BHAGs) and the significance of belief and confidence in achieving them. If you have any questions about the Purple Patch program, feel free to reach out at info@purplepatchfitness.com. Purple Patch and Episode Resources Learn more about Will's Film: https://www.sierra914.com/  Check out our world-class coaching and training options: Learn more about Chris Soden & Strategic Fitting: https://strategicfitting.com/ Book a complementary needs assessment coaching call: https://calendly.com/coaches-purplepatch/offseason-assessment-call Tri Squad: https://www.purplepatchfitness.com/squad 1:1 Coaching: https://www.purplepatchfitness.com/11-coached Run Squad: https://www.purplepatchfitness/com/run-squad Strength Squad: https://www.purplepatchfitness.com/strength-1 Live & On-Demand Bike Sessions: https://www.purplepatchfitness.com/bike Explore our training options in detail: https://bit.ly/3XBo1Pi Live in San Francisco? Explore the Purple Patch Performance Center: https://center.purplepatchfitness.com Everything you need to know about our methodology: https://www.purplepatchfitness.com/our-methodology Amplify your approach to nutrition with Purple Patch + Fuelin https://www.fuelin.com/purplepatch Get access to our free training resources, insight-packed newsletter and more at purplepatchfitness.com  

In this Ask Me Anything episode, Ryan and Kipp dig into how men adapt when life throws setbacks their way. From injuries and burnout to financial risk and career pressure, they break down how to adjust without regret and keep moving forward. The conversation covers smart risk management, why momentum doesn't have to die after failure, and how boundaries protect your family, finances, and future. This AMA is a masterclass in resilience, decision-making, and staying productive through uncertainty. SHOW HIGHLIGHTS 00:00 - Holiday catch-up 03:49 - BHAGs, quarterly planning, and long-term vision 11:09 - Iron Council changes and system efficiency 18:54 - Injury, momentum, and recalibration 28:42 - Entrepreneurial risk and acceptable loss 38:48 - Masculinity, culture, and cycles of chaos 43:20 - Work overload, boundaries, and family protection 56:42 - Seasonal depression and staying in the game 01:02:28 - Balancing growth across life quadrants Battle Planners: Pick yours up today! Order Ryan's new book, The Masculinity Manifesto. For more information on the Iron Council brotherhood. Want maximum health, wealth, relationships, and abundance in your life? Sign up for our free course, 30 Days to Battle Ready

Can you build healthspan in your 50s, 60s and beyond? In our episode 239 conversation, Jeff Weiss says yes—and he's got the miles to prove it. After his first 10K at 48, Jeff progressed to marathons, ultramarathons, and Ironman triathlons, discovering how structured training within smart guardrails, and the right mindset can unlock cardiovascular fitness, strength, confidence, and cognitive resilience in midlife. We explore practical ways to get started (and keep going), how to balance discomfort vs. danger, and why setting "big, hairy, audacious goals" fuels transformation far beyond sport. Jeffrey Weiss is an entrepreneur, former C-suite leader with a multi-billion-dollar exit, endurance athlete, and author of Racing Against Time: On Ironman, Ultramarathons, and the Quest for Transformation in Midlife. Starting with a first 10K at 48, Jeff progressed to marathons, ultras, and Ironman Arizona, discovering that well-designed guardrails, progressive overload, and recovery can unlock performance and vitality long after 50. He now shares science-informed, experience-tested frameworks that help midlife adults build cardiovascular fitness, strength, and confidence—without heroics or burnout. Jeff speaks and writes about the mindset that sustains big goals (BHAGs), how to distinguish discomfort from danger, and why consistent training ripples into career resilience, cognitive sharpness, and everyday joy. Timeline: 00:30 — Why healthspan (not just lifespan) matters Framing fitness as a primary lever for aging youthfully. 04:26 — Discomfort vs. danger Learning to distinguish healthy challenge from true risk as we age. 07:23 — Mindset & motivation that stick Races, structure, coaching, and the post-workout "well-being effect." 10:03 — Cardio, strength, and bone health in midlife Cross-training (run/cycle/swim + lifting) to support VO₂, muscle, and bone density. 15:09 — Confidence, cognition & BHAGs How audacious goals translate to business grit and everyday resilience. 25:37 — Guardrails for beginners 50–70+ Start simple, find what you enjoy, build gradually, and use "conversational pace." 33:55 — Injuries & prevention Early warning signs, backing off, and proactive physio to stay in the game. 35:05 — One big takeaway If you care about healthspan, make fitness a non-negotiable habit.   Download your gifts: Mind and Memory Boosting Strategies Connect with Dr. Gillian Lockitch Download your gifts: Download Guide to Nature's Colourful Antioxidants. Email: askdrgill@gmail.com Subscribe to Growing Older Living Younger on your favorite podcast platform and leave a review to help others discover the show. Share this episode with friends 

In business and in sales, the future is changing faster than most can keep up. AI isn't just a buzzword anymore. It's transforming how deals are made and how teams operate. In this episode of the #DoorGrowShow, property management growth expert Jason Hull sits down with Steve Trang of ObjectionProof.ai to explore how AI sales reps can book appointments, review calls, and follow up with leads instantly, what this means for property management entrepreneurs, and why learning to leverage AI now is critical to staying competitive. You'll Learn [01:24] The AI Revolution [11:11] AI Sales Reps [17:39] The Future of AI in Sales [27:31] The Importance of Asking Good Questions [34:49] Setting Impossible Goals to Grow Faster Quotables “I'm not here to say your job is at stake, but you should operate as if it is—because if you're not, you're going to get replaced.” “The version of AI today is the worst version you'll ever deal with—because it's only getting better.” “AI can instantly—99.9% uptime—call the prospect, ask questions, and book an appointment for you or your salesperson to actually run the sales process.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive Transcript Steve Trang ObjectionProof.ai (00:00) We are building out an AI agent that can actually run sales.   call the prospect, ask questions, book an appointment.   for you,   so it actually sounds like you're having a conversation with another human being.   Jason Hull (00:14) All right, I am Jason Hull, the founder and CEO of DoorGrow, the world's leading and most comprehensive coaching and consulting firm for long-term residential property management entrepreneurs. For over a decade and a half, we have brought innovative strategies and optimization to the property management industry. At DoorGrow, we have spoken to thousands of property management business owners, coached, consulted, and cleaned up hundreds of businesses, helping them add doors, improve pricing.   increase profit and simplify operations and build and replace teams. We are like bar rescue for property managers. In fact, we have cleaned up and rebranded over 300 businesses and we run the leading property management mastermind with more video testimonials and reviews than any other coach or consultant in the industry. At DoorGrow, we believe that good property managers can change the world and that property management is the ultimate high trust gateway.   to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management business owners and their businesses. We want to transform the industry, eliminate the BS, build awareness, change perception, expand the market, and help the best property management entrepreneurs win. Now, let's get into the show. All right, my guest today is Steve Trang of objectionproof.ai, and we're gonna be talking about, I guess, the future.   Does that sound about right?   Steve Trang ObjectionProof.ai (01:36) Yeah, I would say that's very, very relevant, even more acutely today than normal. Yes.   Jason Hull (01:42) So we are in the middle of this insane AI revolution. know, AI is taking over quickly. Everybody's talking about all the jobs that are going to go away. Everybody's playing with chat GPT. It's becoming like their second brain. We're all maybe getting a little dumber because of it. Who knows? But we're also getting more more capabilities.   Steve Trang ObjectionProof.ai (01:59) Yeah.   Jason Hull (02:03) It's all speeding up so quickly even before we started. I'm like, I just tried this tool and you're like, have you heard of this tool? And like, there's just so many tools out there. before we get into all that, Steve, tell us a little bit, give us a little background on you as an entrepreneur and how you kind of got into entrepreneurism and what led to objection proof.   Steve Trang ObjectionProof.ai (02:26) Yeah, so it's going to be a long, secretive road because I got into real estate in 2005. So, you know, I did the good, you know, the, the get good grades so can get a good job deal. Right. I all that. was an engineer. I worked at Intel. and I realized fairly quickly, I wasn't manageable. And so, I had to, I had to find something else where I could work for myself. I read rich dad, poor dad from that. It's like, I got to do real estate, but.   I didn't take the advice quite right because I became a realtor in 07, not a good time. So that was a major, major humbling experience. I did some short sales, which are relevant again today. I a list of properties for banks, eventually started my own brokerage. You know, when the bank, when the foreclosure started dying down, became, my own brokerage. Did pretty well. had almost 1 % or we had 1 % market share for a very, short period of time. In the Phoenix market, one of every 100 transactions went through our brokerage.   then, I started buying houses, cash started wholesaling, did some flipping, started a podcast disruptors, which is where most people know me from. And then along the way I started a sales training program, started a title company, did some mortgage joint ventures. and then where we are today is AI. I probably sound very ADHD. I promise you, I don't have it.   I'm just always chasing the next object, which is very much a symptom of ADHD. But I can sit down and focus for long periods of time. It's just that I'm an entrepreneur, I started out as entrepreneur, and it wasn't until the last two, three years that I've actually learned how to actually sit down and focus. So that's how we got here.   Jason Hull (03:58) Okay, yeah.   All right, cool. So now that you know how to focus, what are you focused on?   Steve Trang ObjectionProof.ai (04:05) Our focus is at this point more than half of my work schedule, which is more than 50 hours a week, right? It's probably like 60 or 70, is on AI. And the reason why is because things are changing so fast and the things we're trying to do are so innovative. And everyone says that, right? But like We are building out an AI agent that can actually run sales.   And so that is something that a lot of people have promised is something we're actually doing. Now, it's not going to buy a house. Is that going to convince a landlord to allow you to do property management? You're still going to have to do the heavy lifting. But what it can do is initiate the conversation, right? So if someone fills out a form, AI can instantly, 99.9 % uptime, right, because it's all technology now, call the prospect, ask questions, book an appointment.   for you, the business owner or salesperson, to actually run your sales process. So we can actually book appointments. It sounds real. You can't tell it's AI. Well, if you're really, really deep in the AI world, you could probably tell it's AI. But most people can't tell it's AI. And so it actually sounds like you're having a conversation with another human being. And it took a lot of effort to make that happen.   Jason Hull (05:22) Yeah.   Steve Trang ObjectionProof.ai (05:23) So that's where a core, a very, very heavy percentage of our detention is today.   Jason Hull (05:28) Got it. Yeah. I've started playing around with it. I haven't pulled the trigger to actually have AI agents calling or cold calling my prospects. I'm a little nervous about doing that.   Steve Trang ObjectionProof.ai (05:36) Mm-hmm.   It's a there's there's elements of leap of faith, right? But you can also test it. You know, we have a if you want to, you know, give it out, we have like a way to opt in for AI to call you so you can hear for yourself what it sounds like. It's not perfect, right? Like the we launched it on August 1st to all our existing clients. So, you know, not that long ago. ⁓ And we're learning about bugs that we weren't aware existed as we're testing it.   Jason Hull (05:59) Yeah.   Yeah.   Right. Yeah.   Steve Trang ObjectionProof.ai (06:06) because that's how new this is, right? So we're still iterating   and getting better all the time.   Jason Hull (06:10) Yeah, got it. OK, cool. Well, that's that's the future. I mean, the amazing thing is. I just signed up for an AI tool like this last weekend and they had this chat bot on the home page that you click talk and it's like a voice, it talks to you and it can hear you talk and it was in the voice of one of the principals of the company. And it was like really good. I don't know if they use 11 labs to do the voice or whatever.   Steve Trang ObjectionProof.ai (06:29) Yeah.   Right.   Mm-hmm. It's probably   11 labs, so that would be my guess.   Jason Hull (06:40) But   yeah, it was like his voice and I could ask it anything. I was asking like, it do AI, like can it do API integrations with HubSpot and how would it connect to this? And it was like giving me, yeah, you could do this and this is how it would work and this way. And I was like, there was no question I could ask it, it didn't know. And it knew everything about the tool. I could ask all sorts of questions about its capabilities and it's like, nope, we don't have that functionality but you could do it this way. And I was like, I was like.   Steve Trang ObjectionProof.ai (06:53) All right.   Jason Hull (07:07) I felt like it knew more than any salesperson at their company I could have talked to.   Steve Trang ObjectionProof.ai (07:12) Oh, 100%. Yeah.   Jason Hull (07:14) And so I was really blown away. was like, I I spend hours asking questions because they had, it was like, you have to pay for the year for this tool, right? So I was like, I'm not going to pay for the year for a tool. If I don't know, like I can't trial it or anything. So I was like, I'm asking every question and because it could answer every question I could throw at it with ease. I got all my answers asked and nobody there had to spend any human labor time to talk to me. And I signed up.   Steve Trang ObjectionProof.ai (07:22) Yeah. ⁓   Jason Hull (07:42) It was pretty wild. And I'm like, wait a second, could I do this? Can my clients do this? Yeah. But yeah.   Steve Trang ObjectionProof.ai (07:48) ⁓ You can answer   all the questions. That's not a sales thing, right? Because we have a philosophy that sales is an emotional process, not logical process. So it can answer all the questions. It can remove a lot of the obstacles. But someone still needs to either sell a story or a dream. Or our philosophy is can we ask Jason enough questions.   Jason Hull (07:55) Yes.   Steve Trang ObjectionProof.ai (08:09) where Jason can formulate his own dream and decide to purchase himself. Because the thing we talk about is we don't sell. We get prospects to sell themselves. And so the one thing that AI cannot do just yet is to get you to sell yourself so that you're willing to sign a contract or pull out a credit card. The thing about entrepreneurs, business owners, and salespeople, the reason why we're such great buyers is because we tell ourselves great stories.   Jason Hull (08:18) Yes, totally true.   Yeah.   Steve Trang ObjectionProof.ai (08:34) The   general public is not as good at telling ourselves as great as stories. And so they don't need someone to facilitate that conversation to get them to pull the trigger.   Jason Hull (08:42) you   Yeah, I've really followed Jeremy Miner's kind of new model of selling sort of formula is NEPQ stuff. And because I noticed sales was getting harder and harder, like people didn't trust. And we're like in this post trust era, nobody trusts anything anymore. so, you know, everything's fake. Like is everybody's perception, especially since the pandemic, everybody got a little bit burned, you know, in the last several years. We're like, everybody's trying to trick us like   Steve Trang ObjectionProof.ai (08:48) Mm-hmm. Yeah. Yes.   Exactly.   Mm-hmm.   Everyone has an agenda. Yeah.   Jason Hull (09:10) And nobody has our best interests at heart. Everybody has   an agenda. And I'm actually working on a book right now called the Golden Bridge Formula, which is my philosophy in selling, which is basically if you can showcase how, if I am purely selfish and I'm achieving what I want out of life, I can show how it benefits you, my prospect. And so everybody can trust our motives. If the default assumption in sales is that your motive is to get their money.   Steve Trang ObjectionProof.ai (09:19) All right.   are mutually aligned.   Jason Hull (09:34) which is a really crappy sort of motive, right? But I have something I want more than money, right? Which relates to my purpose in life. And so we teach our clients how to build that golden bridge and how to do that. So I think it'll be really interesting to see when people start to build. I think that's the thing is it would take some real intelligence from, you know, a human that understands empathy and understands this.   question-based selling in order to build out AI bots that can do it. Well, I don't know, but we'll see.   Steve Trang ObjectionProof.ai (10:04) I would estimate we're probably about 12 months out because we can do it pretty well right now, but we can't do it well with latency and enough information. So like when we're scheduling appointments, like the reason is not to schedule an appointment. There's only a handful of objections, right? But when we're doing real estate,   Jason Hull (10:14) Yeah.   Mm-hmm.   Steve Trang ObjectionProof.ai (10:24) there's a lot more questions that need to be answered. And also there's all sorts of different creative ways we can solve the problem, right? Like, you know, the traditional buying land creatively is like, all right, Jason, look, you can pick price, you can pick timeframe, you can pick payments, but you can't pick all three, right? We're not quite there yet, because the dimensions of how you can negotiate a real estate transaction.   Jason Hull (10:40) Yeah.   Steve Trang ObjectionProof.ai (10:47) It's substantial, right? It could be like, what's most important to them? Is it the depreciation? Is it the tax consequences? Is it the appreciation? Is it the cashflow? Is it I need to hide my taxes, right? Like what is your agenda? And so like AI doesn't have all the information today.   Jason Hull (11:02) Hmm.   Steve Trang ObjectionProof.ai (11:04) But I imagine 12 months from now, we can have enough data, can have AI figure all that out.   Jason Hull (11:10) Yeah, I would think so. okay. Well, tell us about objection proof. Like what is it?   Steve Trang ObjectionProof.ai (11:17) Okay. So, before we get into that, I've been a sales trainer for more than six years now. So we've been coaching the top, house buyers across the country. You know, I'm in Collector Genius, I'm in boardroom and family mastermind. And so like, I work with the biggest and best operators across the country. And as I was looking at it, we've trained hundreds of sales teams and we've trained thousands of salespeople. And so when we talk about our AI tool, it's really just leveling up what already existed.   Jason Hull (11:29) Mm-hmm.   Steve Trang ObjectionProof.ai (11:45) And so earlier this year, we had three different individuals. We Stephanie Biders, the left main, Brad Chandler with Express Home Buyers, and then Casey Ryan, another really successful wholesaler in Vegas. All three of them, in a course of days, pulled me aside and said, hey, Steve, can you create an AI tool that does this? Hey, Steve, can you create an AI tool that does that? And the things they were asking for was an AI tool that can do automatic call reviews.   Right, because there's nothing more frustrating as a business owner than to sit down and listen to call reviews, right? I'd rather cold call than listen to a call review. And so, ⁓ so can you automate the call reviews? Especially if it's bad calls, yes. Right, and so can we automate call reviews? all right, so I set out to figure out how to do that. The other problem was like, how do I know my new salesperson is now ready to take leads I'm paying for?   Jason Hull (12:20) Right.   Right, especially if it's mad calls.   Steve Trang ObjectionProof.ai (12:43) You hire a salesperson, you onboard and you train them. When are they actually ready for leads that you're spending three, $400 for? Okay, so let's create a roleplay bot that can measure the quality. And then the last thing is how can we have our salespeople train every day on your ideal sales process? So again, the same idea with a roleplay bot is that you can call it every single day and train on it. So we created that.   Jason Hull (12:44) Right.   Steve Trang ObjectionProof.ai (13:12) earlier this year and that's been growing like gangbusters. Right. And then the thing again, we just launched this past week or week and a half now is an AI lead manager, which takes it from like someone that fills out an inquiry on the web form to calling them within seconds, right? To talk to them, to schedule an appointment. And the great thing about AI is that it has zero call reluctance. And I can tell you in my own personal experience as the one that created this tool.   Jason Hull (13:30) Yeah.   Yes.   Steve Trang ObjectionProof.ai (13:40) When I built it out, I forgot to iterate, like this is super nerdy stuff, right? But like, hey, call three times and stop, right? But I didn't get the counter right, so it always started zero every time I went through the loop. It called me 15 times in a row before I figured out how to shut it off, right? So it's got zero call reluctance. Oh yeah, if you said it, it'll call you 100 times a row, 1,000 times a row, no fear.   Jason Hull (14:01) It's very persistent, yeah.   Well, you know,   that's super interesting because I saw a video recently from Alex Hermosy and I've worked with him. I've been in masterminds with him and he said that he, one of his partner companies that he invests in, they had a 400 % increase in their close rate just by hiring one person to call every new lead within 60 seconds of the lead coming in. 400 % increase in deals close. And I'm like,   Steve Trang ObjectionProof.ai (14:26) Mm-hm. Yeah. Right.   Jason Hull (14:31) That speed to lead is a significant thing. So I've been thinking about the same exact thing. I'm like, can connect Sinflow to HubSpot or can I do something to get some sort of phone agent to like call a new lead instantly? Because it's really difficult to get my team to do that. They might be in the middle of something. They might be making calls right then, you know? And so, yeah, 60 seconds.   Steve Trang ObjectionProof.ai (14:46) They're humans.   They can be at a sales appointment,   they can be in the bathroom, they can be in the car driving back from an appointment. Yeah, exactly.   Jason Hull (14:55) It can be late at night, like when the lead comes in, you know, and I don't know,   maybe somebody's filling out a lead form at one in the morning. I don't know if they'd answer the phone, but like call them and text them an email and maybe something happens. don't know.   Steve Trang ObjectionProof.ai (15:08) Exactly. Yeah, so that's the problem we seek to solve and I would say we did a pretty good job of it.   Jason Hull (15:14) Nice. Okay. Very cool. So yeah, super cool. So mean, this is the future and you know, I'm sure now because AI allows us to innovate with AI even faster, like it's, it's snowballing. Like it's just speeding up rapidly. It's like, now you can go to your AI and say, Hey, I want to figure out how to do this, solve this problem. And it's like, here's a bunch of ideas, which like   Steve Trang ObjectionProof.ai (15:25) Mm-hmm. Yes.   Mm-hmm.   Right.   Jason Hull (15:38) Evaluate these ideas which ones are the best ideas and it's like this one will give you the the biggest return, right? Yeah, so it's pretty wild. So I think I did in working on my book over the weekend in a day. I probably did what would have taken 90 days of research in it like It just months of research like   Steve Trang ObjectionProof.ai (15:57) Mm-hmm. Yeah.   Yeah,   the time compression is just absolutely outrageous. The amount of time AI can save you is just off the charts. I built out the tool. Now there's Ian Ross from an organization. He's the AI Whisperer. He's been training the AI boss for two years now. But I built everything around it. And if I were to try to do everything I did without AI, three years maybe to get it done, right?   to learn React and SuperBase and all this other stuff, right? To learn how to compress audio files and automatically. And it took me months to get a product. We have, we're looking at, have 130 clients now using our tool. And it's something that started less than six months ago. So yeah, AI is showing you how to use AI.   Jason Hull (16:43) Wow. Yeah.   Yeah, I mean, it's scratching a super strong   niche. Like if you go on Google Trends and put in AI and it like, just watch, it's like nothing and then it's just going crazy and it's surpassing everything right now. So let me share a quick word from our sponsor real quick for this episode. So our sponsor is Cover Pest. Cover Pest is the easy and seamless way to add on demand pest control for your resident benefit package.   Residents love the simplicity of submitting a service request and how affordable it is compared to traditional pest control options. Investors love knowing that their property is kept pest free and property managers love getting their time back and making more revenue per door. Simply put, Cover Pest is the easiest way to handle pest control issues at all of your properties. To learn more and to get special DoorGrow pricing, go to the website coverpest.com slash door grow.   All right, so Steve, let's get back into talking about AI. you know, you're focused on the sales side of things. What do you see as the future of what's gonna be happening with sales and what are your team working on developing next?   Steve Trang ObjectionProof.ai (17:57) I mean, the things we're working on next is just getting to the actual sales conversation where, you know, for someone that needs to their house for cash, right, which is our core audience, is how do we get it from beginning of a web form all the way into an actual transaction to actually get assigned a contract? That is going to be the next step. I think we can incorporate transaction management into it.   Right? The goal here is to get to a point where you basically have a handful of salespeople. One person that can handle the acquisitions, the buying of the houses. One person can handle the dispositions. And one person still to really talk to homeowners as scheduled appointments because the reality is AI doesn't replace everybody. AI just makes everybody better. As matter of fact, in half an hour from now, we're actually doing a training internally where our guy Ian, our AI whisperer,   is going to be teaching everyone in our organization prompt engineering. And the reason why that is, is that everyone needs to be using AI. Because if you're not, the amount of productivity everyone in organization, since we started using AI, is at least three times better, at least, if not more. And so every person that's not using AI is expensive now, because their amount of productivity is less than a third of what the other guy who is using AI.   Jason Hull (18:59) Right.   Right. So you could easily 3x the output if you just understand how you can leverage AI in some clever use cases.   Steve Trang ObjectionProof.ai (19:18) Exactly. Right. So if you look at that and then the reality is if I can get it down to just the best salespeople in my organization and AI everything else, everyone else that's not using it, their marketing costs, their overhead and everything else is just going to be more than mine to do the same amount of work, which in a very short period of time isn't that big a deal. But if I can reduce my overhead by 10 % compared to you and we're running the same business model.   Next month I have 10 % more to spend on marketing. And the month after that. And month after that. And my sales is only gonna grow. So we're gonna see a time where those that aren't on board are gonna find themselves unable to compete just because of margins alone. We had a, there's a colleague of mine, someone I look up to, I respect a lot. And we had a conversation where she let four people, she let go of four people earlier this year.   Jason Hull (19:50) Right. Yeah. And it compounds.   Right.   to compete, totally.   Steve Trang ObjectionProof.ai (20:13) Each person, six figure salary. So, she had to let go four people. And the reason why was that AI can do their job, right?   Jason Hull (20:24) Yeah, I six figure salary is saving like what half a million? Yeah.   Steve Trang ObjectionProof.ai (20:27) almost half a mil, right? And she's   like, and it sucks because she cares about these people. They've been with her as she built out the company, right? But right now her competition is some kid who lives at home with no expenses. She can't compete with that kid if she has all this expense on her payroll. It sucks. So everyone in our company is going to have to learn how to use AI to do their job more effectively, more efficiently. And so that's, so I would say on top of   Jason Hull (20:31) Yeah.   Steve Trang ObjectionProof.ai (20:54) the sales part is that everyone, everyone is getting looked at. There's a person in organization, I'm like, how are you getting so much done? Because she has stepped up and picked up three other people's in the last year. She picked up three other people's jobs. And then I talked to her last week, like, what are you doing? And she just showed me her chat GPT that's always open. That's it. She's just picking up other people's jobs because she's able to do it all day.   Excelled at using it and I think that's just that's just the future and this is not nothing new that people haven't heard before Really? What I would say is there should be a wake-up call if you're not listening as a matter of fact I had a really uncomfortable conversation last week Because I train acquisition managers, which is sales disposition managers, which is moving the properties Lead managers we were booking the appointments and then sales managers right how to manage sells people get the most out of them the lead manager call I was like, hey look   how many of you guys are paying attention to what I'm saying on social media? And like maybe 10%, 12 % raise their hands. I was like, okay, if you're not paying attention on what on social media, then this needs to be your wake up call. I have created an AA tool that is directly threatening your job. I am training you and I'm also creating a tool that might compete against you, that will probably compete against you. And so the reality is,   Jason Hull (22:08) or real life.   Steve Trang ObjectionProof.ai (22:13) A, it's awesome you're on this call, because you're training becoming one of the better ones across the country. And you have to have this mindset that I'm going to be irreplaceable. So you have to be the best, because this is what you're competing against. So I'm not here to say your job is at stake, but you should operate as if it is, because if you're not, you're going to get replaced. That was an uncomfortable conversation.   Jason Hull (22:30) Yeah, it was at least a year ago when AI was   starting to just sort of peak, you know, come up on everybody's radar. I gave my team, heard of, saw Alex Hormozi like give his team the task of like trying to replace themselves with AI. And so I said that to my team and several were so offended. They're like, you trying to replace us? I'm like, but that's reality. So I was like, try it. And I got some like.   of weak responses because they weren't really focused on it. But now I think everybody can see like this is coming and nobody thought that the most expensive jobs would be the first thing to be going. Lawyers, like doctors, like a lot of this a lot of the data, the research, the stuff that takes a lot of knowledge. It's hard to beat something that can pull in everything, you know, and and then really all these specialists that are so specialized in things, they're   Steve Trang ObjectionProof.ai (23:05) No, no one saw that coming.   Jason Hull (23:23) you know, AI is probably going to eat their lunch and then, you know, and then like really high level copywriting jobs, high level graphic design work, like all of this also. And so it really is becoming a future in which those that are the most creative in thought and how to leverage AI, the creators, and they're going to be AI creators that can leverage AI and know what tools.   are available and they're staying up on that. Those are going to be the ones that are the most valuable team members because they have access to infinite knowledge. Knowledge is no longer a super valuable resource. It's, and you can just get it. We've got the internet, there's tons of it out there, but the people that can figure out how do I isolate what knowledge is needed right now? How do I leverage AI to like figure it out? How do I, you know, then feed it into some sort of agentic system or create some sort of agent or some sort of chat or prompt or rule to like,   Steve Trang ObjectionProof.ai (24:00) Mm-hmm.   Jason Hull (24:19) you know, get the output that I need. These are the people that are going to, you know, be leading the way. And so it's really interesting.   Steve Trang ObjectionProof.ai (24:27) Yeah, the creators.   I've been looking at it. we've been using Working Genius internally as well as for hiring. So if you guys that are listening aren't familiar with it, it's created by Patrick Lancioni who wrote like, what is it? ⁓ Amazing books. was, shoot. Anyway, Patrick Lancioni is an amazing, amazing author, wrote some amazing books.   Jason Hull (24:41) He's written a bunch of good books.   That's that from right here.   I've got, where are they? Let's see.   Oh, he wrote The Motive, Getting Naked, The Ideal Team Player, Five Dysfunctions of a Team, Death by Meeting. Yeah, he's got some great books.   Steve Trang ObjectionProof.ai (24:50) The advantage is one of them, but there's like...   by this function as a team, yeah.   Yeah, FIDAS   function seems huge, huge one, right? So he wrote working genius. And working genius breaks down to six letters, right? Widget, which is coincidental, I suppose. So what it stands for is wondering, inventor, galvanizer, discerning, enabler, and tenacity. And so most people are two of them as an energy.   It gives you energy, two of them are like it drains you, right? So like I don't like doing work. So T and E is just that for me, right? But I do like to invent and I like to discern. And then Ian likes to invent and likes to galvanize. But the key here is we're both inventors according to Working Genius. And I think right now in this world with AI, it's going to be the people that have the W, the wondering, the inventiveness. I think those are the two they're going to do the most.   Jason Hull (25:30) you   Steve Trang ObjectionProof.ai (25:49) the most well in this new world because we can automate a lot of other things. We can automate the mundane tasks. That's what the agents are for. So it'll be interesting. AI can discern to some degree. It can't galvanize. So we still need someone to lead the charge and get everyone to storm the.   Jason Hull (26:00) Mm.   Thank   Steve Trang ObjectionProof.ai (26:13) stormed enemy territory. But yeah, I think to your point, the creators, I look at it as everyone that's got the wondering and inventiveness is gonna do really well on this new AI world.   Jason Hull (26:25) Okay, yeah. Those things sound fun to me. That sounds like way more fun to be spending my time on doing those kind of things than most anything else you do in business. And I love that you said, you know, figuring out which things are kind of your, give you energy or take away your energy. So one of the things we have our clients do is we give them a time study that we've created that.   Steve Trang ObjectionProof.ai (26:32) Yeah.   Mm-hmm.   Jason Hull (26:49) They do a time study for like two weeks and they track which things are plus signs or which things are minus signs. Just to figure out, because the easiest way I can get them towards more output or towards more joy or more fulfillment in their business or more freedom or offloading the right stuff is just to figure out which things are their minus signs and which things are tactical so we can get those off their plates so they're focused more on the strategic things and the plus signs, which usually are connected. So for entrepreneurs, yeah.   Steve Trang ObjectionProof.ai (26:54) Huge.   Mm-hmm.   Jason Hull (27:17) And so, yeah, I think that's going to be the powerful thing is that if people can become conscious of the things that are draining them, then you can just ask the question. You can go ask AI the question, how do I get rid of this? How do get this off my plate? Give me some really good ideas. Yeah. And so we've got this magical thing that it's like we've got the magic genie of answers that can just give us any answer to anything at any time. But you have to ask good questions.   Steve Trang ObjectionProof.ai (27:30) All right. It really is that simple these days.   You have to ask good questions, and then the thing that you have to make sure, and I don't know how to do this, is to make sure you don't give up your critical thinking abilities. I think that that muscle is going to atrophy pretty fast in this new world. The ability to actually ask good questions and then filter, is that actually a good answer? Does that make sense? Or are we just accepting the answers? Because you can see, if you just accept things, if you just accept data without questioning it,   Jason Hull (27:56) Mm.   Yeah, it'd be pretty destructive.   Steve Trang ObjectionProof.ai (28:08) you're going to atrophy pretty fast, I think, of your critical thinking skills.   Jason Hull (28:11) Yeah. And that's where you hear the horror stories of AI, like people killing themselves because AI told them to, know, stuff like this, where they're just like, they think AI is like, becomes some sort of superpower when it's really just reflecting them. Yeah. It's just reflecting them and their, you know, psychoses, I guess. So I think, yeah, you know, I've noticed that, yeah, sometimes chat GPT, for example, can be very agreeable.   Steve Trang ObjectionProof.ai (28:17) Yeah.   It's not all knowing all powerful, it just appears that way.   Yeah, sad.   Jason Hull (28:36) It's like, that's brilliant. You're the best. Like it's giving you compliments. like, yeah. You know, but the reality is, yeah, you have to ask it to challenge you. And you have to like say, what are the flaws in this or what evaluate or, and so I'll have the one AI tool evaluate what another AI tool gives me. I'll say, which of these ideas should I actually do to my offer document or what should I change or what should I improve and which things are not a good idea?   And it rates them for me. Like Claude will be like, this is like, these are the ones you should do. These ones maybe, and these ones definitely don't. I would recommend these. And I'm like, cool, do that. Right? And so, yeah. And so I think we have to, we have to have a brain that's creative enough to see the potential problems and to ask the right questions and to challenge things. because yeah, otherwise you may just   be led down a rabbit hole of your own self-reflection, that's a blind spot.   Steve Trang ObjectionProof.ai (29:37) Mm-hmm. It's the same dangers we see with TikTok. It just sends you down the wrong rabbit holes.   Jason Hull (29:43) Right. Because the algorithm is just giving you more of what you look at. you're like, man, I'm really, it's like, you know, that prurient interest where you just can't stop looking at the car crashes that are driving, you know, driving by. then the algorithm's like, cool, they want to see more car crashes. And you're like, wait, why is this awful? Yeah. So yeah, that's, that's, that's the difference between AI and real life. so, you talk about creating a self-managing sales team.   What the self-managing sales team because having managing a sales team is pain in the ass.   Steve Trang ObjectionProof.ai (30:16) Yeah, so the self-managing sales team, we're using AI to power it. So it still requires a person to actually care about the other salespeople, right? So the big thing is like, what are you meeting with them? Are you finding out what's important to them? What is their big, hairy, audacious goal, right? So that's the first and foremost. We've got to figure out what their big, hairy, audacious goals are. Then we've got to quantify it. How much money do you actually need to make to accomplish that, right? And then we reverse the math, which isn't new, but   Jason Hull (30:17) They can't.   Mm-hmm.   Steve Trang ObjectionProof.ai (30:46) The newer wrinkle here is like we got to tie it to the big hair audacious goal. And then we'd look at, right, how many transactions do you need to close? Okay. And then if we need to close as many transactions in the year, then in real estate, how many contracts do we need to go under in order to have that many closings? Right? Because unfortunately it's not a one-to-one. So then how many contracts we have, then how many appointments do we need to run per week to hit that many?   Jason Hull (30:54) Hmm.   Steve Trang ObjectionProof.ai (31:15) closings per month. And then we work into how many conversations do we need to have per week to have that many appointments per week. And then in order to have, then we figure out how many conversations we need to have per day. And we back it all the way up, right? And then.   Jason Hull (31:30) So conversations   to appointments to contracts to transactions to hit the B-Hack. Okay, right.   Steve Trang ObjectionProof.ai (31:36) Yeah, yes.   It has to work that way. And the sales manager or business owner needs to care about their people to actually care about those goals. Because if you don't care about those goals alongside of them, none of this matters. You got to care about your salespeople, But once they care about our salespeople, now we can use AI to track and hold them accountable to their metrics. And so one of the things that we have is if anyone's off, we can report this.   And you can do this with VA's and systems and this and that. The things that we've added recently with AI is that in our organization, after every single sales call, AI does a call review. And after it does a call review, it pushes it into Google Chat. So we use Google Chat, you can use Slack, you can use Teams, but we use Google Chat. It pushes into Google Chat where all the salespeople are in. And so it says, hey, Steve on this call got a 51 out of 100.   Everyone can see it. There's no hiding. Yeah, and so then after it gives me that review, it gives me the score, it gives me all the reasons why, I need to, as a salesperson, go in there and comment on it. I agree with this, I disagree with this, here's my takeaway from it, here's what I'm gonna work on. So, that's a super tight feedback loop. Now, instead of a call review that happens maybe once a week, or maybe once a month, or never,   Jason Hull (32:33) Yeah,   Right. Yeah.   Steve Trang ObjectionProof.ai (32:58) our sales guys are being coached in the moment where they're at in real time. Right? So they're self-managed because they have to go and respond to it. And here's the other thing too, like marketing has always been, or marketing should be accountable. you run your business right, we should know, hey, we spent our X dollars on this. How many leads did we get? How many contracts did we get? What was the revenue that came from this lead source for this marketing channel? What is the return on investment or return on ad spend?   Jason Hull (33:03) Yeah, that's great.   Steve Trang ObjectionProof.ai (33:25) We can be pretty good with marketing if we care. Accounting, it's really easy to tell when accounting is screwed up. It didn't zero out. Pretty easy to, you know, black and white accounting. Sales has always been leads went in and there's this black box and then contracts came out. We've eliminated that black box, right? Everyone's accountable to everyone else. So if you're in there,   Jason Hull (33:50) Yeah.   Steve Trang ObjectionProof.ai (33:51) And you can see, like you're putting up 50s over and over again out of 100, either you're going to self-select out or you're going to get better. But there's nowhere safe to hide in our sales company anymore. And that's how we created a self-managing sales team. Everyone can hold everyone else accountable. Jason can call Steve out, Steve can call Jason out. Right? So that's how we've had that. And then on top of that, our AI tool also has trends. So we can say like, hey, in the last seven days, here's where Jason's really struggling. Coach him on this. Or in the last 30 days, right? So we have one guy.   His struggle consistently is isolating the real objection. That's one of our guys. The other guy, his challenge consistently is not letting a difficult statement just sit there and just ruminate for like five seconds. We'll all agree, yeah, we gotta let it sit there. So those are two different cells, guys, we have two different challenges, but I know that because   Jason Hull (34:36) Right, he jumps in and has to solve it too quick.   Right.   Steve Trang ObjectionProof.ai (34:47) every single call is being reviewed. And that's how we build our self-managed Excel team.   Jason Hull (34:51) Wow, yeah, it's really cool. I love the idea of, normally in the past, historically, I wasn't really a big fan of BHAGs, like big hairy audacious goals, because it was unrealistic, I thought. But I recently was in Mexico and I was hanging out with Ben Hardy. And he wrote this amazing new book called The Science of Scaling. And he talks about the importance of having impossible goals. And unless the goal is impossible, because he says if a goal is realistic,   Steve Trang ObjectionProof.ai (35:13) Mm-hmm.   Jason Hull (35:17) then that means basically you're operating on your current limited level of thinking and your brain has nothing to work on. And as good as AI is, our brain really is like a quantum computer. It's like this masterful supercomputer that can create whole worlds. Our unconscious mind can do amazing things in the background. But unless we give our brain impossible goals to achieve, our brain doesn't even work to formulate new paths or new ways of thinking. It gets us out of our current prison of thinking. And so   Steve Trang ObjectionProof.ai (35:24) Nothing to strive for.   Jason Hull (35:45) This is where I think having really big impossible goals gives you a completely different path than a linear realistic goal. so, you know, I think what I've noticed with AI, and you can test this with AI, like just say, if I want to get from zero to a thousand Instagram followers in a year, what would be my path? And it's gonna give you a pretty predictable linear path. But if you say, how do I get to a million followers in a month, for example?   super impossible, how could that be possible? You're gonna get a completely different path, right? And so the path, you know, having better goals or unrealistic or impossible goals allows your brain in the background to come up with new ideas. So I came back from Mexico, I was like, how could it close 100 deals in a month instead of 10? It's impossible. How could I do that? And I figured it out. It took me a week and a half, my brain just figured it out. I'm like, I have to...   Steve Trang ObjectionProof.ai (36:18) True. Yeah.   Jason Hull (36:43) cancel 60 to 70 % of my calls. Anyone like doesn't confirm I have to get them off my plate. I have to have my setters feed them through a different funnel. And so we have a slow lane, middle lane, and I'm fast lane. I would have to, so we re-engineered our entire sales process and I did it in like a day. I did it in a day, maybe two. And I rebuilt everything because I had to create a completely different path in how we were doing it. Cause my current thinking,   well, my previous level of thinking realistic in order to get my company to be at X millions of dollars, you know, bigger than it is now. I was like, I'm going to have to hire like, it was a linear path. I'm like, I'm doing X. I'm going to have to hire 10 closers, 30 setters. And like it was, yeah. And I'm going to have to build this team. And I didn't even want to do it because that sounded so uncomfortable. And now we closed just about as many deals last month as we did the month before, but   Steve Trang ObjectionProof.ai (37:27) Yeah.   Jason Hull (37:39) our sales calls, at least for me, were like a tiny, tiny fraction because we had made the process so much more efficient because without really, you know, impossible goals, we optimize for the wrong things. And I was optimizing for just increasing this linear difficult path instead of looking at how could I eliminate 90 % of the calls and still have the same close rate? That's a completely different path, right?   Steve Trang ObjectionProof.ai (37:45) Yeah.   Yeah, well, I think you're asking your previous questions with the brand you had, right? And so we need to ask different questions with a different, with, yeah.   Jason Hull (38:12) length, which was a brain that was focused on reality. And reality kept   me stuck in the same place for years. And so now I see a path where we can get much larger, much quicker, but it's because I changed my brain's focus into the playground of impossible goals instead of looking at realistic goals, which usually are just a punishment tool that we measure ourselves by.   Steve Trang ObjectionProof.ai (38:34) And it's uninspiring.   We're not getting out of bed for realistic goals. And also, in sales, like,   We get punched in the mouth all day every day. Why would you not want to build your dream life? If we're going to do the difficult things, it should be incredibly rewarding.   Jason Hull (38:44) Ahem.   Yeah. Yeah, we get a lot of people coming into the property management industry from the real estate industry, because they're tired of the hunt and chase of deals and getting punched in the mouth. They're like, how do I build a residual income subscription model business that scales and grows, that's systemizable and do that. But a lot of our clients have a brokerage and they have property management, like most of them. They do both. But the   And once the property management business is healthy, it feeds them plenty of real estate deals because investors are always doing deals.   Steve Trang ObjectionProof.ai (39:23) Right. Yeah.   Jason Hull (39:24) So anyway, I know, Steve, maybe we should hang out later and come up with some cool ideas together. But yeah, this is really fun stuff to chat about. you know, this probably we could talk about AI probably all day. It's like a big focus of mine right now as well. I'm just super geeking out on it. What, you know, what maybe   Steve Trang ObjectionProof.ai (39:30) Absolutely, I'm game for it.   Yeah, I bet.   Jason Hull (39:47) Big takeaway, would you like everybody to get from listening to this podcast episode and then how could people, who are you looking for to connect with objection proof? And, cause I'm sure some of my audience are your audience as well. And, and how can they get in touch with you?   Steve Trang ObjectionProof.ai (40:03) Yeah, so I think the big takeaway, I mean, we already beaten it quite a bit, but I just want to really emphasize, this is a pivotal moment in time. This is like the dot com era, right? This is like when things started getting online. There are going be a handful of people that are going to make a stupid amount of money in this period of time. And so the same question I always ask is, why not you? Right?   Jason Hull (40:25) Yeah.   Steve Trang ObjectionProof.ai (40:26) So like if you're afraid just start because the reality is like AI will coach you on how to use AI. So just start. I'll say that and then you know the if someone wants to check out what we do I have a URL objectionproof.ai you can upload any sales call through text. It's gonna be a text file. It can be transcription. It can be WAV, M4A, MP3, whatever you can upload it. There's no charge you can use as many times you want. My team hates when I say that but   You upload it for free and it will evaluate your sales call, will email you the results. That's a free tool we have. Also, if anyone wanted to role play with our boss, you can text roleplay, that's one word, to the phone number 33777. And if anyone wants to check out our lead manager, you can text AI space caller, AI caller, to the same number 33777. Again, both of those are free. We're not charging anything for those.   It really is just a demonstration. All three are real demonstration of our actual product in action. And then we give that for free. Now you are going to have to talk to someone on my team. But you'll hear what our salespeople sound like as well. Or you can just ignore it. Either way is fine. But if nothing else, just check it out because you can see the direction we're heading. look, I've heard people say this over and over again. I always kind of like roll my eyes when they say it. But it's still true.   Jason Hull (41:34) Yeah.   Steve Trang ObjectionProof.ai (41:47) The version of AI today is the worst version you'll ever deal with. Because it's only getting better.   Jason Hull (41:51) Yeah.   Yeah, and it's crazy. It's really insane how quick things are changing. It's just speeding up faster and faster. So, all right, well, Steve, great having you on the show. Appreciate you hanging out with me. Those of you watching, if you are a property management business owner, you've ever felt stuck or stagnant, you want to take your property management business to the next level, reach out to us at doorgrow.com. We can help.   Also join our free Facebook community just for property management business owners at doorgrowclub.com. And if you found this even a little bit helpful, don't forget to subscribe and leave us a review. We'd really appreciate it. And until next time, remember the slowest path to growth is to do it alone. So let's grow together and guess with AI. Bye everyone.

Jose Acevedo didn't set out to be a storyteller—but life had other plans. In this insightful recap, Lesley and Brad reflect on his deep commitment to community, the unexpected lessons of fatherhood, and how honoring your roots can guide your purpose. Tune in for a powerful reminder that connection is built one story—and one step—at a time. If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co.And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe.In this episode you will learn about:What to actually use (or substitute) when starting Pilates at home.Why storytelling is essential for culture and connection.How fatherhood reshaped Jose's mission and mindset.The value of flexible goals and steady routines.How legacy is built through small, meaningful actions.Episode References/Links:April UK Mullet Tour - https://opc.me/ukSpring Pilates Training - https://opc.me/eventsPilates Studio Growth Accelerator - https://prfit.biz/acceleratorCambodia October 2025 Waitlist - https://crowsnestretreats.comFinding Arizona Website - https://findingarizonapodcast.comFinding Arizona Podcast - https://beitpod.com/findingarizonaFinding Arizona YouTube - https://beitpod.com/findingarizonayoutubeEp. 499 wit Kristen McGuiness - https://beitpod.com/kristenmcguinessEp. 5 with Amy Ledin - https://beitpod.com/amyledin If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. https://lovethepodcast.com/BITYSIDEALS! DEALS! DEALS! DEALS! https://onlinepilatesclasses.com/memberships/perks/#equipmentCheck out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox https://onlinepilatesclasses.com/memberships/perks/#equipmentBe in the know with all the workshops at OPC https://workshops.onlinepilatesclasses.com/lp-workshop-waitlistBe It Till You See It Podcast Survey https://pod.lesleylogan.co/be-it-podcasts-surveyBe a part of Lesley's Pilates Mentorship https://lesleylogan.co/elevate/FREE Ditching Busy Webinar https://ditchingbusy.com/ Resources:·        Watch the Be It Till You See It podcast on YouTube! https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-g·        Lesley Logan website https://lesleylogan.co/·        Be It Till You See It Podcast https://lesleylogan.co/podcast/·        Online Pilates Classes by Lesley Logan https://onlinepilatesclasses.com/·        Online Pilates Classes by Lesley Logan on YouTube https://www.youtube.com/channel/UCjogqXLnfyhS5VlU4rdzlnQ·        Profitable Pilates https://profitablepilates.com/about/ Follow Us on Social Media:·        Instagram https://www.instagram.com/lesley.logan/·        The Be It Till You See It Podcast YouTube channel https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-g·        Facebook https://www.facebook.com/llogan.pilates·        LinkedIn https://www.linkedin.com/in/lesley-logan/·        The OPC YouTube Channel https://www.youtube.com/@OnlinePilatesClasses Episode Transcript:Lesley Logan 0:00  I love, I love big, badass, bodacious goals. But I also think, like, don't get discouraged when you find yourself noodling in on the goal and the deadline gets moved, it doesn't mean you failed, right? Lesley Logan 0:13  Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started.Lesley Logan 0:56  Welcome back to the Be It Till You See It interview recap where my co-host in life, Brad, and I are going to dig into the inspirational convo I had with Jose Acevedo. I wanted to say, like defining convo, or the journey, a discovery, because, I mean, like that, he's the host of Finding Arizona, and that kind of just makes sense. But anyways, he's so fabulous, and it was such a fun conversation. You were on it? Yeah. We had a great time. Brad Crowell 1:20  No, no, I was on his. Lesley Logan 1:21  Oh, you were on. I was like, how are you recapping? You were there, but anyways, you were on his with me. Got it. I'm here, you guys. I, we had a really good time. So you want to listen to that episode and also listen to episode Brad and I were on with Finding Arizona, but. Brad Crowell 1:37  Which was his episode 435. Why do I know that? Great question, but I do.Lesley Logan 1:43  Wow. That is, I don't know, like 435. So you guys, before we get into Jose's amazingness. Today is April 17th 2025 and it's the International Day of Mastering Conversations That Matter. Okay. Brad Crowell 1:55  That's what it is. Lesley Logan 1:56  Let's all learn this together, folks. International Day of Mastering Conversations That Matter is on April 17th, I just said that, but it's okay. Important conversations are the reason why humanity stands where it is today. The ability to communicate is what separates us from all other species in the world. The advancements in medical science and technology testify to what humans are capable of. All these achievements can be traced back to an idea, an idea that was shared, discussed and debated. Important conversations have helped build empires from scratch, and the lack of them has resulted in their fall. Not just empires, but relationships tend to break apart with poor communication. It is important for the survival of the human race to constantly share ideas and bridge gaps. It is important to learn and discuss things in the past so that we have a better tomorrow. Well.Brad Crowell 2:39  So, I couldn't agree more. International Day of Mastering Conversations That Matter. Lesley Logan 2:44  I know but we, you know what? Whoever invented this day, you better go buy a platform so that the other ideas people might want to control actually can come to the top of an algorithm. That's all I'm going to say about that. Brad Crowell 2:57  No, I'm not. I'm going to say a whole lot more. So I'm frustrated that we stop sharing information as a country, especially when it comes to health and medical research. I'm frustrated that. Lesley Logan 3:08  I was gonna say that our country has done a really good job sharing things they shouldn't share, so. Brad Crowell 3:12  Right. They're fucking texting war plans to reporters, but they're not willing to share information among hospitals so that they can make the right flu vaccine. It's mind blowing to me. And the reality is that when we stop sharing medical information with the rest of the world with an isolationist policy, we are putting ourselves at risk, because the next pandemic, we might not have any forewarning, because since we're not sharing information with them, they're certainly not going to share information with us. Lesley Logan 3:38  People have already just said they, you can't share with us anymore, because you can't trust that we'll do the right thing with it.Brad Crowell 3:43  Well, that's with spy stuff, but like, healthcare stuff, don't we want to know if there's something coming? Don't we want to know these things? And I think that when we wall ourselves off, when we think that we're better than the rest of the world and that we're going to be better off by pretending the rest of the world doesn't exist, we're deluding ourselves. Lesley Logan 3:58  Yeah, I think every Be It listener is like nodding along. I mean, I don't think you listen to this podcast if you think people should be deported who are just here living. Anyway. Brad Crowell 4:07  Well, so, so honestly, how do we fix this? Like, how do we. Lesley Logan 4:10  Okay, do we have steps? Brad Crowell 4:12  Yeah, we do. And the reality is, if you're in the United States with us, we live in a representative republic. We call it democracy. But the reality is, we don't get to vote every day, you and I as normal citizens, we voted for someone to go to the Congress for us, to represent us, to vote for us. And they vote all the time. They vote on things all the time on our behalf, right? And the only way that we have any power right now between the election cycles where we vote those people in or out, such as the president of the United States, or our congressperson or house of representatives person, the only way that we have power today is to call them and to make sure they know what we think. Right? It's the only power that we have until the elections come back around. And that's the best possible thing that you can do, is to make it known to the people who represent us what we care about, right? The more of us that call and contact our reps, the better, because the reality is that.Lesley Logan 5:07  Whether you voted for them or not, they work for you. Brad Crowell 5:10  That's right, whether you voted for them or not, they work for you, and especially if you're in their district or their region, right? If you're in their state, if they're the senator, then they represent the whole state. The house also represents the whole state, but local, there's local governments as well. Lesley Logan 5:22  But you, just because you didn't, if you were like, I think my person's an asshole, you should still be a nail in their, thorn on their side, a thorn on their side, a nail and a thorn on their side the same time. Also, you guys, go to city council meetings like a handful of assholes go, and you can be there to be the person. So I also wanted to say. Brad Crowell 5:39  That's more local, but yes, absolutely. Lesley Logan 5:41  I'm getting this woman on the pod. Just don't you worry, I'm so fucking, I'm a fan girl and a fan girl. She's so smart. I'm not lesbian, but this girl is so smart, if I was, I'd want to learn from her every day. Anyways, her podcast is called Unlearn16: Class is in Session. Her wife, she's got a wife, but I'm not trying to get in on this. But I was listening to her. Lesley Logan 5:59  I don't think any of us were assuming that. Okay. Lesley Logan 6:01  I was listening to her podcast, because it came up and I was like, okay, class is in session. That's how it goes. I was and I would listen to it, and I was like, oh, I kind of know about democracy stuff. No, you guys, you guys. She lays out what is a democracy. She explains it for Canada and the U.S., and she explains what are the pillars that create one? What has to be in there? To me, going on a conversation that matter, I think you have to actually know what a true democracy is, to actually have a conversation with someone who's trying to take things away. And so her episode that came out today, not today, when you're listening, a month ago, but though it's called The One Where I Make Democracy Behind the Scenes. I love her titles. They're all like that. So it's Unlearned16: Class is in Session, fuck yeah, The One Where I Make Democracy Behind the Scenes, I learned a ton, and she's a Canadian High School teacher, so clearly my teachers didn't do great job. But that's okay. I think it goes with the topic. Okay. Brad Crowell 6:53  All right, moving on. Lesley Logan 6:54  Go have a conversation that matters. Brad Crowell 6:55  Thank you for listening. I'm gonna get off my soapbox here. Here's what we've got coming up on our travel schedule. Lesley Logan 7:02  Right now. Brad Crowell 7:03  You're currently, Lesley is currently gone from our house. She's recording from the stars. Lesley Logan 7:08  I know, I'm like living it up in Santa Barbara.Brad Crowell 7:11  She's in Santa Barbara, y'all.Lesley Logan 7:11  I'm at the beach. I'm filming for Pilates Anytime again. Thank you to everyone at Pilates Anytime who loves my stuff. We got a bunch of classes coming at you. I'm really excited for what we have with Pilates Anytime. And when I come back a few days later and it's spring training.Brad Crowell 7:25  Well, yes, if you are in the U. K. or in the E.U., Lesley and I are coming in September, and we want to make sure you know about it. So go to opc.me/uk, opbc.me/uk, we're going to be teaching in the UK. It's just a short flight for those of you who are across the pond there. I mean, the channel, really. Lesley Logan 7:44  Which pond? Brad Crowell 7:45  Yeah, the channel. Lesley Logan 7:46  You know, people on the East Coast to (inaudible) that is the pond. And also, it is so easy for you. We're doing double.Brad Crowell 7:54  Yeah, six hours, but anyway, y'all should come join us. We don't get there very often, and we're really fired up to be coming back. We're going to be in Leeds and in Essex, and it's gonna be awesome. So come join us on the Mullet Tour, opc.me/uk, and then at the end of this month, Spring Training. That's OPC's Spring Training. It's our first ever annual event for Spring Training. And what is Spring Training?Lesley Logan 8:17  So, Spring Training is kind of like how baseball has a couple weeks of playing each other, and it doesn't really matter. So. Brad Crowell 8:23  Preseason, baby. Lesley Logan 8:24  Preseason. So this is like a Pilates week of spring training. And the theme this week for this one is The Push-Up. And so we're planking, and we're talking about it, but all the classes are going to be around building up your push-up, which, by the way, Joe put at the end of the mat order. So,why? You could stand up and walk away from your practice and be really awesome and top. So it's really cool. Everything's going to lead gonna lead to that. You don't have to be a Pilates enthusiast to even join us. There's a mat ticket, so meaning you just go to the mat classes, because that's all you have access to, is some room on your floor. And then there's an all access ticket, which gets you the 10 classes. And that will be mat, reformer, tower, Cadillac, chair. Obviously, if you only have a reformer or mat, you still want the all access that's gonna be at the six, the price is so cheap, you won't, you don't even need to worry that you don't have the other pieces of equipment. Brad Crowell 9:08  But here's what you do want. We're gonna make it even more reasonable if you're on the waitlist so that you can get that really bird discount. So go to opc.me/events, opc.me/events, come join us. It's gonna be a heck of a party. We're doing that this year instead of Summer Camp, okay? Lesley Logan 9:26  Because we're doing summer tours and winter tours, and we needed a different season. Brad Crowell 9:30  Yeah, we wanted a different season. So, if you are a Pilates business owner in any way, meaning you're taking money from anyone for any reason, whether that's in your home or in the park, or you have a studio. If you are the one that's actually taking the money from a client, you're technically a business owner. So come join us for a free webinar where we're gonna help support you with the growth of that business. We're gonna help you understand, how do I get more clients? How do I raise my rates? How does it all work? Like, how do we actually make this happen? This is for brand new people. It's also for people who've had like a studio for 20 years with a major team, because we kind of just stumble our way through this. There wasn't anybody guiding us. And Lesley and I have had the chance over the past seven years to stand alongside more than 2500 business owners, just like you, and go through the mud with them, try to figure out the problems that they're experiencing, problem clients or problem lease holders, or my insurance or my marketing is terrible. I don't have any people coming in. My phone stopped ringing. My website isn't bringing clients. All these kinds of things. We've had the opportunity to be there right alongside people in trenches, and from that, we've pulled three major secrets that we want to share with you. So come join me for this free webinar. Go to prfit.biz/accelerator. That's profit without the O dot B-I-Z slash accelerator. And finally.Lesley Logan 10:50  We're going to Cambodia in October, and we want you to come. Do not pass go. Just go straight to crowsnestretreats.com and snag your spot. Stay at our house, do Pilates with us, go see the temples of Ankor and all the other ones that are surrounding it that most people don't see. They fly all the way there and they don't see it. They just go on by. They don't even see it. We're gonna take you there. And we're gonna go to Lotus Farm and do all these different things.Brad Crowell 11:10  Actually, this upcoming one, y'all, we have a new temple that, that's not new for them, but a new one for Lesley and I. It's a new temple they built last week. Brad Crowell 11:19  New thousand-year-old temple. Brad Crowell 11:21  Lesley and I've never been to this temple, and I was, we were driving by it in our retreat earlier this year, and I asked our tour guide, like, hey, what's the story with this temple? How come we always skip it? And she said, we just run out of time. But let's make this a priority. So in October, this upcoming October, we're going to be adding one more temple to the list that Lesley and I haven't even visited. I'm very excited. I'm like, super, super excited about it. It's gonna be amazing. Go to crowsnestretreats.com crowsnestretreats.com and make your deposit today, right now, to save your spot, because space is limited. Lesley Logan 11:54  Okay, we gotta get into the interview with Jose, but before that, we have an audience question, don't we, Brad? Brad Crowell 11:59  Yes. Ilikecats123BB from YouTube asks, hey, do I need any equipment for the mat Pilates classes on OPC other than the mat?Lesley Logan 12:11  I love this question, because I think it's really easy to think, oh my God, I'm gonna have to have all these different things to get started in Pilates. Most of the props that someone could use in a Pilates mat class you can use from your house. So I even create it for the accessories deck. So technically, no, you can do mat Pilates without anything. Joe created it. So you just need you and your mat. And if you want to invest in your Pilates practice, like the mat is where I'm a, with the OPC episode that's coming out, everyone's like, I'm a mat rat. I'm like, okay, we need to come up with a different animal. I don't want to be a mat rat, but like, we were all like, I'm a mat rat. I only love the mat. So anyway, if that's who you are, you might want to invest eventually in a Contrology mat with handles and a strap, because it does change your practice, especially for the advanced exercises. But if you're never going overhead, you don't need to make that investment. So you technically don't need anything. However, one pound weights, a squishy ball, like a fitness ball, you let the air out of in a magic circle, and a heavy duty TheraBand, those things. Brad Crowell 13:08  How about a block? Lesley Logan 13:10  Ah, no, the squishy ball.Brad Crowell 13:12  Squishy ball instead of block. Lesley Logan 13:13  It's not yoga. Brad Crowell 13:14  Got it. Lesley Logan 13:14  Yeah. No. You use the squishy ball because you'd put the block between your ankles, and it's not gonna be as fun as a squishy ball. They just squish, it would be really great. So. Brad Crowell 13:21  But what if you don't have one pound weights? Lesley Logan 13:23  You can use water bottles. Brad Crowell 13:24  What? Fill it with water? Lesley Logan 13:26  And if you don't have.Brad Crowell 13:27  Or like beans? Lesley Logan 13:29  You can use beans, just make sure the same beans, you know, like.  Brad Crowell 13:31  I got tomato in here, I got apple seeds in here. Lesley Logan 13:32  I had a client using two beers, you know, two cans of beers. And I was like, just put it back in the fridge after you're done. You're not gonna want to open those up. Brad Crowell 13:39  That's brilliant. Lesley Logan 13:39  Yeah, just make sure they're the same product, so that the weight of them is the same. But one pound is what we're going for. If you don't have a TheraBand, you can use an old pair of leggings. If you don't have a squishy ball, you can use a couch cushion or a dog's toy, kid's toy. Your kids probably have a ball that you could let some air out of. You know, a magic circle. That's the harder one. You kind of do have to buy that, but there's so many cheap ones now it's pretty easy to grab one of those. Brad Crowell 14:02  Yeah, totally. Well, awesome. Great question, Ilikecats. Lesley Logan 14:05  By the way, if you go to onlinepilatesclasses.com you can join OPC for 40 days for $40 and guess what? You can experience several weeks of mat classes of ours. You can ask questions. You can send in a video of you doing a mat exercise, and I'll give you feedback on your form.Brad Crowell 14:18  Okay, I just want to take a super quick pause, and I want to call this out. There is no other platform on the Internet where you can submit a specific video of you saying what am I doing here, am I doing it right, and get feedback from certified Pilates instructors. There's no other place online, okay? So OPC has something that is magical that not enough people take advantage of. So come join OPC, and then if you're struggling with an exercise, no problem. We are here to support you. We excludes me. I'm not a certified Pilates instructor. Lesley Logan 14:53  And I give you like other things that you can do. I'm like, oh, go grab this and go do it like this. And so you just have more homework. It's really like having a private session for nothing, you pay nothing. You just be a member.Brad Crowell 15:04  Well, stick around. We're gonna be right back. We're gonna dig into this fantastic convo we had with Jose Acevedo and Finding Arizona. BRB. Brad Crowell 15:13  All right, welcome back. Let's talk about Jose Acevedo. Jose is the host of finding Arizona, a podcast spotlighting entrepreneurs, creators and leaders, shaping Arizona's local landscape. Driven by a genuine love for connection and community, he provides guests with a welcoming platform to share their journeys in their own words. What began as a screen printing passion project ultimately drew Jose into podcasting where he found his true calling, giving people space to tell their stories. Today, he and his wife Britt run the show together, making Finding Arizona a thriving hub for inspiration and local voices. And funny enough, Lesley and I had the opportunity to be interviewed on that podcast, even though we don't live in Arizona, but we actually go to Arizona pretty regularly, a couple times a year, usually. That's where we got a chance to meet them. We were down there speaking at an event. Britt and Jose were also speaking at the same event, and we had a chance to just chit-chat with them off stage. And it was great. And that's how we connected with them. Yeah, Finding Arizona is cool because it's, it really grew organically. And I think. Lesley Logan 16:15  I also think what a great if you're just going to visit Arizona, what a great podcast to go listen to. You can go through the different, they have so many episodes, you can search through it. They're a wealth of knowledge of different local businesses and entrepreneurs and really supportive. And I think that's what makes you want to go to a place. It's like when you can know the insiders spaces to go, the coffee shops, the pizza restaurants, all that kind of stuff, like, who's doing what? Just think it's really, really impressive. I love that our conversation with Jose, I think he's, first of all, the nicest person. I think he might be the softest, but I don't mean soft like he doesn't have about, I just mean like, his energy is soft, his voice is soft, like, he's just endearing. I really enjoy him. So anyways, he talked about storytelling, and he said, like, what it can do for society and culture that has been on this earth for so long and has thrived just from hearing these stories and using that as a religion, and that kind of goes into the day that we're kind of celebrating right now, the conversations that matter, so, good job, Brad. And he talked a little bit about his grandfather, an elder in the Hopi community, so we're First Nation, and he got to, in like that community, from what I understand about people who are native, and like they're grandkids of a native, everyone talks about the storytelling, and they learn so much through storytelling. And so I think it's really cool that Jose learned that from his grandfather and from his culture and from his community, and then is using that for other people. So I really enjoyed, I really enjoyed him talking about the importance of storytelling and (inaudible).Brad Crowell 17:44  He talked about how it shapes religion and culture and society, and how he was really impacted by that. And then. Lesley Logan 17:51  I think that's like, one of the things that I wanted to even have him on is not just, let's talk about Finding Arizona, but how do you get into being this person and like that be it till you see it, and it's like, well, I'm starting with storytelling. I wanted to tell the stories. And I just think that that's like, you know, most of us are wondering, like, what we could do at this point, and you could, you could tell stories about experience that have happened in your life and the lives before you. And that's how we learn, and that's how we keep, that's how we keep repeating the past.Brad Crowell 18:14  Yeah, it's how we remember the past too. I mean, it's how you do everything all the way up to sell. It's how you sell these stories. You know, people are captivated by stories. It's why the movie industry is so powerful and big and huge, and podcasts are, you know, like even happening, right? It's all about storytelling. It's fun to see that his excitement for storytelling shaped who he's become today and what he does today. So I really loved where you started talking about fatherhood. He said fatherhood has changed a lot about how I see the world, how I perceive the world, how I go about the world. He said becoming a father shifted his entire perspective on life and his purpose. He wants his son to grow up seeing a world filled with opportunity, with kindness and meaningful conversations. And he shared a story where he said podcasting has affected his family in the perception of even his son is now like, are you gonna go have a conversation? Are you gonna go have a podcast now? You know, and his son's like, three, and so it's helping him share this concept of storytelling with his son, and his son gets to see how much his dad loves to do this and all this kind of stuff. And Jose's approach to work and life has been influenced by this idea of setting a positive example, right? Because now he's intentionally meeting people he doesn't know. He's asking questions, he's being curious, he's demonstrating all these things. Rather than chasing success for personal gain, he sees his work as a way to build a legacy for his son, and he said he wanted him to know that there are good people out there and there's a community that will back him. Lesley Logan 19:47  I mean, we've talked about this before with other women on this show, like we talked about it with Kristen, the episode, I think 500, 501 it's so good for your kids to see you in the world doing the thing that you love, because it lets them know what's possible, but also, like, they do learn from it, they do pick it up, right? Amy Ledine said in her episode five, actions are caught not taught, and so I think it's just really cool. I love that he picked that up and he shared that with everyone. Brad Crowell 20:13  Yeah, well, stick around. We'll be right back. We're gonna dig into Be It Action Items that Jose shared and very heartfelt, so we'll be right back. Brad Crowell 20:22  All right. So finally, let's talk about those Be It Action Items. What bold, executable, intrinsic or targeted action items can we take away from your convo with Jose Acevedo? He said t,ry your best to set a big goal, but also make sure that you're taking those routines that are going to help you achieve that big goal, right? Do small steps forward. Also, you have to allow yourself for your goal to shift over time and move, but along the way, you still have to be taking steps, right? Here's a good example. We set a goal to take our physical products and sell them in another country, right? And at first it was like, oh, we have this opportunity. We should do this right now. We gotta go, go, go, go, go, go, go. You know. And someone on our team was like, hey, wait a minute. We have a lot of other things going on. We probably could pull this off. However, what do we do with these other things? Should we be back burning them? And I was like, oh, wait, wait a minute, you know, is it really necessary for us to go, go, go, go, go right now with this thing, or can we delay that launch of that initiative in a time where the team can handle the workload, the marketing calendar is a little more open, we can have a better conversation about it with our customers, and so it still allows us to go after that big goal, but just in a different way. Lesley Logan 21:38  And also we can adjust the routines to make sure that that goal happens, and then talking about it, we actually got to explore like, well, is there another way to achieve this goal, to test the goal, to even experiment with it. So I love big, badass, bodacious goals. BHAGs. Brad Crowell 21:53  Forgot about those. Lesley Logan 21:54  Forgot about the episode number, but it's a great one. But I also think, like, don't get discouraged when you find yourself noodling in on the goal and the deadline gets moved, it doesn't mean you failed, right? It didn't mean it. So I love that. I love it. Jose mentioned a life responds to effort. He said, if you look back on the little steps you're taking, you'll actually see that you're providing yourself the opportunity to move forward. And so if you're not making an effort, you're not moving anywhere. You're kind of stagnant. But when you make little, tiny steps, even if, for this particular goal that Brad is talking about, some of the steps are like literally doing nothing for a couple of weeks, like a conversation. I'm having a conversation. But as long as we take those little steps, it's like peeling an onion back. We get to another layer of working towards that goal, very different than going, okay, well, I love this goal. It's gonna happen in September, and then not talking about it again for until August, that would be stagnation, and the goal isn't going to move forward in September because we didn't take the little steps along the way. So I really think that's really great. I think whenever I talk about habits, it's always like tiny habits works, and a lot of us are this all or nothing people. If I'm not doing everything toward making this goal happen, then I'm doing nothing. That's not how it goes. So, anyways. Brad Crowell 22:59  That's not how it goes. Lesley Logan 23:00  I'm Lesley Logan. Brad Crowell 23:01  And I'm Brad Crowell. Lesley Logan 23:01  Thank you so much for listening today. Thank you, Jose, for being on our episode, our show. You're so wonderful. I hope to run into you in Arizona when we're there for summer tour. You guys, yep, cat's out of the bag. We're gonna, we're probably gonna start our summer tour in Arizona. That's the goal. So, thank you, and you know what to do with this episode. Share this with a friend who needs to hear it. Go listen to a bunch of episodes we just talked about on this one episode. And until next time, Be It Till You See It. Brad Crowell 23:25  Bye for now.Lesley Logan 23:27  That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod.Brad Crowell 24:10  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell.Lesley Logan 24:15  It is transcribed, produced and edited by the epic team at Disenyo.co.Brad Crowell 24:19  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi.Lesley Logan 24:26  Special thanks to Melissa Solomon for creating our visuals.Brad Crowell 24:29  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time.Support this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

SUMMARY: It's that time of year again—quarterly rocks season—and the team is here to break down how to turn your big, hairy, audacious goals (BHAGs) into manageable, bite-sized steps that drive your business forward.   In this episode, Aaron and Terryn explore the cyclical nature of setting and achieving quarterly rocks. They unpack the essentials of effective rock-setting using the SMART framework—specific, measurable, attainable, realistic, and time-bound—and share practical tips to avoid common pitfalls like overloading your rocks or mistaking KPIs for actionable projects. From the importance of annual planning (whenever it fits your business cycle) to the power of “rock parties” for team alignment, the hosts emphasize collaboration, accountability, and tracking progress with milestones. They also tackle visionary tendencies—like stacking too many ideas into one rock—and offer strategies to keep your team on track without letting “‘the blame game” derail your efforts.   Expect actionable insights rooted in the Entrepreneurial Operating System (EOS) from Gino Wickman's Traction, blended with the Ops Experts' own twists on running Level 10 meetings and rock reviews. Plus, a reminder to celebrate your wins—because as Aaron admits, even visionaries need a nudge to pause and applaud their team's hard work.   Minute by Minute: 0:00 Introduction 5:03 Making S.M.A.R.T. rocks 10:53 Everyone should be bringing ideas regarding rocks 14:22 How do people stay on track with their rocks? 19:20 Follow through matters + don't forget to celebrate

Send us a textWhat's stopping your business growth? In this episode, Corwin Smith unpacks the following:The  biggest challenges leaders face, from team alignment to psychological safety.Why setting BHAGs (Big Hairy Audacious Goals), fostering open communication, and embracing long-term strategies are essential for business success. How coaching, leadership vision, and company culture shape the future of organizations.From BHAGs to team alignment, this episode is packed with essential strategies for any leader. Start listening today to learn how to cultivate a powerful company culture and achieve long-term success.Virtual Rockstars specialize in helping support or replace all non-clinical roles.Book a free call to learn how a Virtual Rockstar can help scale your physical therapy practice.Subscribe here to our completely free Stress-Free PT Newsletter for your weekly dose of joy.

The Dragon's Den star joins Trish & Lorraine to give her straight talking advice for building a business, making ideas a reality and giving yourself ‘BHAGS' (that's big, hairy, audacious goals!). Find out how she overcame her initial fear of her fellow Dragons, the mindset shift she used to beat imposter syndrome, the health scare that kick started a love of running & dramatic weight loss as well as her parenting non-negotiables. Plus: why do couples get competitive & who do Lorraine & Trish watch sexy films with?!!Handy linksDiscover our content website & sign up for our newsletters: Postcards From Lorraine & TrishContact us: hello@postcardsfrommidlife.comFollow us on Instragram: @postcardsfrommidlifeJoin our private Facebook Group here Check us out on YouTube Hosted on Acast. See acast.com/privacy for more information.

Episode 135 - Tattoos, Spirit of Gravel, and New Bike Sponsors If you have any questions or feedback for the show you can drop us a note at bonkbrospodcast@gmail.com or hit up the Bonk Bros instagram page (@bonkbros @dylanjawnson @adamsaban6 @tylerclouti @raddaddizzle @scottmcgilljr).  These guys have been our long-time and most supportive partner for the past year so make sure you check out all of the amazing products from our homies over at Silca (https://silca.cc). Just like the Bonk Bros, Silca has some big things in store for 2025 so stay tuned for all of the latest product drops and reviews from your boys this year. And don't forget to use code “bonkbrosy2k25” for an extra 10% off when checking out.  If you haven't signed up for that 30-day free trial of JOIN Cycling yet, then quit your waiting and head to join.cc/bonkbros now. As we kick off the New Year and a whole season of new goals, JOIN wants to make sure you have some structure to your madness as you strive for those 2025 BHAGs. JOIN was one of the first major online training platforms to integrate machine learning into their platform to create an adaptive and dynamic training experience for athletes. Try it out today, with no strings attached, for 30 days: join.cc/bonkbros  Our NEWEST sponsor for 2025, could you pick a better pairing? That's right, Bonk Bros x Bike Tires Direct coming atcha. Check out everything they have to offer, including all the tires we salivate over on the show each week, and use the code "bonkbros" for 10% off when checking out.    Alright let's get this party started   FOR UPDATED DISCOUNT CODES CHECK THE LATEST EPISODE: Silca (10% discount code: bonkbrosy2k25): https://silca.cc/?utm_source=Bonk+Bros&utm_medium=podcast&utm_campaign=stripchip&utm_id=Bonk+Bros+Podcast   JOIN Cycling (30-day free trial): join.cc/bonkbros     Dynamic Cyclist (10% discount code: BONKBROS): https://new.dynamiccyclist.com/a/43703/xkYViFV8     Patreon: http://patreon.com/patreon_bonkbros     For more Dylan Johnson content: https://www.youtube.com/channel/UCIf1xvRN8pzyd_VfLgj_dow   Listener Question Form: https://docs.google.com/forms/d/1T37wGRLk6iYTCF6X_DQ9yfcaYtfAQceKpBJYR5W7DVA/edit?ts=642eb6d6   MERCH: T-SHIRTS ARE HERE! Get your Bonk Bros swag below. https://bb5a73-20.myshopify.com/    IGNITION: Hire a coach. Get faster. It's that simple. https://www.ignitioncoachco.com/   MATCHBOX PODCAST: Check out our more serious training focused podcast.  https://www.ignitioncoachco.com/podcast      The Following Was Generated Using AI And Should Not Be Held To The Higher Standards Of Sentient Beings - Riverside.     Keywords podcast, gravel racing, tattoos, personal branding, FKT, mountain biking, competition, upcoming races, cycling, gravel racing, VO2 max, training, performance, podcast, testosterone, competition, humor, current events, cycling, aerodynamics, triathletes, race gear, life experiences, training plans, gravel racing, bike tires, race preparation, cycling, tires, bike maintenance, listener questions, bike painting, race preparation, cycling gear, podcast feedback, cycling discussions, bike racing Summary In this lively podcast episode, the hosts engage in a humorous and insightful discussion about various topics including personal branding in the context of gravel racing, the significance of tattoos, and the dynamics of competition in the sport. They also explore the concept of Fastest Known Times (FKT) and share their experiences with mountain biking equipment and upcoming races. In this episode, the hosts discuss various aspects of cycling, including qualifying for world championships, gravel racing, training performance, and the significance of VO2 max testing. They also touch on humorous anecdotes, technical issues during the podcast, and current events in the cycling world, all while maintaining a light-hearted and engaging atmosphere. In this conversation, the hosts delve into various aspects of cycling, including the science behind aerodynamics in cycling gear, the evolution of race gear among triathletes, the balance between racing and life experiences, and preparations for the upcoming race season. They discuss the implications of gear choices on performance, the importance of maintaining a balance between personal life and competitive cycling, and the excitement surrounding upcoming races. In this episode, the hosts engage in a lively discussion about cycling tires, including the Race King and Super Ground options, while addressing listener questions about tire recommendations for various terrains. They delve into the science of bike painting, exploring how color affects weight and performance. The conversation shifts to feedback from listeners and the importance of engaging with their audience. They also tackle the controversial topic of gearing restrictions in cycling, debating its implications for riders. Finally, the hosts share their tire shopping experiences, seeking the perfect fit for their bikes. Takeaways Dylan's approach to personal branding is often misunderstood. The hosts share a light-hearted banter about money and sponsorships. Tattoos serve as a form of self-expression and storytelling. Gravel racing embodies a unique spirit that combines competition and camaraderie. FKT attempts can be both challenging and rewarding. The dynamics of competition can shift based on the presence of rivals. Mountain biking equipment plays a crucial role in performance. Upcoming races are a source of excitement and strategy for the hosts. The importance of community and support in gravel racing is highlighted. Personal experiences shape the way the hosts view their racing journeys. You only need one other race to qualify for the world championship. Gravel racing is gaining interest among cyclists. Training consistency is key to performance. VO2 testing can provide insights into athletic potential. Technical issues can disrupt podcast flow but add humor. Physical activities like chopping wood can influence testosterone levels. Cultural references can lighten the mood during discussions. Current events in cycling keep the conversation relevant. Humor plays a significant role in engaging listeners. Competitions and challenges can foster camaraderie among cyclists. Aerodynamics in cycling gear can significantly impact performance. Triathletes are shifting away from traditional race gear for better efficiency. The history of race gear shows a trend towards optimizing performance. Life experiences can sometimes take a backseat to racing priorities. The importance of proper gear selection for different race conditions. Cyclists often face the challenge of balancing work and personal life. Training plans are a crucial aspect of a cyclist's preparation. The cycling community is supportive and encourages sharing experiences. Understanding the dynamics of racing can enhance performance. Preparation for races involves careful planning and gear selection. The Race King tires are known for their durability. Listener engagement is crucial for podcast success. Higher quality paints have more pigment, affecting weight. Feedback from listeners helps shape future content. Gearing restrictions in cycling can lead to sketchier riding. Choosing the right tire depends on the terrain and race conditions. The science of bike painting can impact performance. Tire recommendations are a common listener inquiry. Understanding tire specifications is essential for cyclists. Engaging discussions can lead to valuable insights for listeners. Titles The Spirit of Gravel Racing Unveiled Tattoos and Personal Branding in Cycling Exploring FKT: The Quest for Speed Mountain Biking Adventures and Gear Talk Competitive Dynamics in Gravel Racing Upcoming Races: Strategies and Insights Humor and Banter in the World of Cycling Dylan's Money Mindset: A Deep Dive Sound Bites "Dylan is all about that money." "You are all about that money." "You look like you need to buy a Harley." "I'm all about that money." "Gordon's an interesting guy." "Dude, he's the spirit of gravel." "Dude, can we talk about that?" "Your training last year really sucked." "We're gonna get our VO2s tested." "Dude, you need to shut up right now." "Road racing's back. Tour down under." "It's only pain. It's only pain." "Those things last forever." "You're screwed." "Keep doing what you're doing." "You're gonna hit some shit." Chapters 00:00 Introduction and Initial Banter 03:00 Discussion on Tattoos and Personal Branding 05:57 Exploring the Spirit of Gravel Racing 09:00 FKT and Race Records 11:56 Mountain Biking Adventures and Equipment 15:02 Competitive Dynamics in Gravel Racing 17:59 Upcoming Races and Series Participation 24:52 Qualifying for the World Championship 25:43 Gravel Racing Insights 26:35 Training and Performance Comparisons 27:43 VO2 Testing and Wind Tunnel Insights 29:49 The Importance of VO2 Max 30:46 Technical Issues and Podcast Dynamics 32:31 Fun Competitions and Challenges 34:51 Physical Activities and Testosterone Levels 36:25 Cultural References and Humor 39:06 Current Events in Cycling 40:48 The Science of Aerodynamics in Cycling Gear 45:56 Triathletes and the Evolution of Race Gear 52:55 The Balance Between Racing and Life Experiences 58:11 Preparing for the Upcoming Race Season 01:02:40 Tire Talk: The Race King vs. Super Ground 01:04:03 Listener Questions: Tire Recommendations and Insights 01:08:02 Painting Bikes: The Science of Color and Weight 01:11:53 Feedback and Future Races: Engaging with the Audience 01:16:05 Gearing Restrictions: A Controversial Topic in Cycling 01:20:00 Tire Shopping: The Quest for the Perfect Fit

Episode 134 - What's New for 2025 ft. Danni Shrosbree   If you have any questions or feedback for the show you can drop us a note at bonkbrospodcast@gmail.com or hit up the Bonk Bros instagram page (@bonkbros @dylanjawnson @adamsaban6 @tylerclouti @raddaddizzle @scottmcgilljr).    These guys have been our long-time and most supportive partner for the past year so make sure you check out all of the amazing products from our homies over at Silca (https://silca.cc). Just like the Bonk Bros, Silca has some big things in store for 2025 so stay tuned for all of the latest product drops and reviews from your boys this year. And don't forget to use code “bonkbrosy2k25” for an extra 10% off when checking out.    If you haven't signed up for that 30-day free trial of JOIN Cycling yet, then quit your waiting and head to join.cc/bonkbros now. As we kick off the New Year and a whole season of new goals, JOIN wants to make sure you have some structure to your madness as you strive for those 2025 BHAGs. JOIN was one of the first major online training platforms to integrate machine learning into their platform to create an adaptive and dynamic training experience for athletes. Try it out today, with no strings attached, for 30 days: join.cc/bonkbros    Our NEWEST sponsor for 2025, could you pick a better pairing? That's right, Bonk Bros x Bike Tires Direct coming atcha. Check out everything they have to offer, including all the tires we salivate over on the show each week, and use the code "bonkbros" for 10% off when checking out.    Alright let's get this party started   FOR UPDATED DISCOUNT CODES CHECK THE LATEST EPISODE: Silca (10% discount code: bonkbrosy2k25): https://silca.cc/?utm_source=Bonk+Bros&utm_medium=podcast&utm_campaign=stripchip&utm_id=Bonk+Bros+Podcast   JOIN Cycling (30-day free trial): join.cc/bonkbros     Dynamic Cyclist (10% discount code: BONKBROS): https://new.dynamiccyclist.com/a/43703/xkYViFV8     Patreon: http://patreon.com/patreon_bonkbros     For more Dylan Johnson content: https://www.youtube.com/channel/UCIf1xvRN8pzyd_VfLgj_dow   Listener Question Form: https://docs.google.com/forms/d/1T37wGRLk6iYTCF6X_DQ9yfcaYtfAQceKpBJYR5W7DVA/edit?ts=642eb6d6   MERCH: T-SHIRTS ARE HERE! Get your Bonk Bros swag below. https://bb5a73-20.myshopify.com/    IGNITION: Hire a coach. Get faster. It's that simple. https://www.ignitioncoachco.com/   MATCHBOX PODCAST: Check out our more serious training focused podcast.  https://www.ignitioncoachco.com/podcast      The Following Was Generated Using AI And Should Not Be Held To The Higher Standards Of Sentient Beings - Riverside.   Keywords weather, cycling, training, fat bike, heat training, sauna, alligators, Strava, e-sports, Zwift, training, racing, bike setup, team dynamics, gravel series, athlete career, race preparation, cycling events, cycling, racing, travel, performance, tattoos, training, gearing, safety, technology, racing, cycling, altitude training, gravel racing, mountain biking, sponsorships, technical insights, Dunning-Kruger effect, Ohio mountain bike series, Sea Otter race Summary In this conversation, the hosts discuss various topics related to cycling, including weather conditions, training in adverse environments, the use of trainers for indoor cycling, heat training, sauna benefits, and even a light-hearted discussion about alligators. The conversation flows naturally from one topic to another, providing insights into the challenges and experiences of cyclists. In this segment, the conversation revolves around training strategies, team dynamics, bike setups, race calendars, and future aspirations in the cycling world. Dylan discusses his training regimen and upcoming races, while Danni shares her experiences transitioning from a teammate to pursuing individual goals. The group also delves into equipment choices and the importance of race preparation, highlighting the competitive nature of the cycling community and the evolving landscape of gravel racing. In this conversation, the speakers discuss various aspects of cycling, including the challenges of racing logistics, the impact of travel on performance, personal anecdotes about tattoos, insights into training experiences, and the ongoing debates about gearing regulations in professional cycling. They also touch on the future of cycling safety and technology, highlighting the need for innovation in the sport. In this episode, the hosts discuss various aspects of racing, including silly decisions made by racers, technical insights into racing strategies, and the Dunning-Kruger effect in programming. They explore altitude training techniques, share experiences from mountain bike races in Ohio, and discuss upcoming races and series. The conversation also touches on the spirit of gravel racing, the Sea Otter gravel race, new wheel technology, and humorous anecdotes about pee retention during long races. Takeaways Dylan expresses reluctance to buy a fat bike due to lack of use. Dizzle emphasizes the importance of training regardless of weather conditions. Adam shares his thoughts on the impracticality of planning adventures in bad weather. Dylan critiques the competitive nature of indoor cycling on trainers. Danni discusses the benefits of heat training and its growing popularity. Dylan humorously describes his sauna experience and its impact on training. The group debates the legitimacy of e-sports in cycling and the concept of e-doping. Danni highlights the financial incentives in e-sports cycling competitions. The conversation shifts to the peculiar behavior of alligators and their hunting tactics. Dylan and Dizzle share their current training hours and experiences. Dylan is committed to increasing his training volume progressively. Danni is navigating her career transition while maintaining a competitive edge. Team dynamics can shift significantly with changes in sponsorship and roles. Bike setup and equipment choices are crucial for performance in races. The gravel racing scene is becoming more competitive and accessible. Athletes often face pressure to perform while managing personal and professional changes. Upcoming races are strategically chosen to align with individual goals and series points. The importance of community and support among cyclists is emphasized. Athletes are adapting their training and racing strategies to meet new challenges. Future aspirations include focusing on specific series and events for better performance. Danni needed a year out from the racing series to focus on her career. Gravel Earth races are becoming more inclusive and popular among athletes. Traveling significantly affects performance and recovery for cyclists. Personal experiences, like getting tattoos, can be influenced by racing fatigue. Training in urban areas can be challenging due to traffic and road conditions. The discussion around gearing regulations in cycling is gaining traction. Cyclists are becoming stronger and fitter, impacting race speeds. Innovations in cycling safety technology are being explored. The importance of mental and physical recovery in competitive sports is emphasized. The cycling community is evolving with new trends and challenges. Racing decisions can often seem silly in hindsight. Technical skills can greatly influence race outcomes. The Dunning-Kruger effect can apply to various fields, including programming. Altitude training techniques are often misunderstood. Mountain bike racing has a vibrant community in Ohio. Iconic races shape the cycling landscape in the US. Upcoming races provide opportunities for growth and competition. The spirit of gravel racing is unique and challenging. New wheel technology can impact performance significantly. Humorous experiences during races can create lasting memories. Titles Cycling Through the Elements: A Weathered Journey Training in the Cold: Embracing Adversity Indoor Cycling: The Great Trainer Debate Heat Training: The New Frontier for Cyclists Sauna Secrets: Unlocking Performance Benefits Sound Bites "I have a sauna from Amazon." "Do alligators like humans?" "I did like 24 hours last week." "Dylan Vesey stole my salary." "I think I'm better than this." "I always wanted to do the 360." "I would love to do one." "It was a bad idea." "You should go do Oregon Trail." "They delete comments." Chapters 00:00 Weather Talk and Cycling Conditions 03:03 Training in Adverse Conditions 06:01 The Trainer Debate 09:00 Heat Training and Adaptation 11:54 Sauna Benefits and Experiences 14:59 Alligators and Nature's Intrigues 18:02 Team Dynamics and Career Transitions 21:54 Bike Setup and Equipment Choices 29:10 Race Calendar and Upcoming Events 34:24 Future Aspirations and Series Focus 39:03 The Impact of Travel on Performance 41:58 Tattoos and Personal Stories 45:01 Training Insights and Experiences 50:00 Gearing Controversies in Cycling 53:59 Future of Cycling Safety and Technology 57:45 The Silly Decisions in Racing 01:02:21 Mountain Bike Racing in Ohio 01:06:31 The Spirit of Gravel Racing 01:10:54 New Wheel Technology and Sponsorships 01:16:32 Pee Retention Studies and Race Experiences

Episode 133 - Insane Training, Power Tools, and Will Dizzle Actually Ditch the Donuts? If you have any questions or feedback for the show you can drop us a note at bonkbrospodcast@gmail.com or hit up the Bonk Bros instagram page (@bonkbros @dylanjawnson @adamsaban6 @tylerclouti @raddaddizzle @scottmcgilljr).    These guys have been our long-time and most supportive partner for the past year so make sure you check out all of the amazing products from our homies over at Silca (https://silca.cc). Just like the Bonk Bros, Silca has some big things in store for 2025 so stay tuned for all of the latest product drops and reviews from your boys this year. And don't forget to use code “bonkbrosy2k25” for an extra 10% off when checking out.    If you haven't signed up for that 30-day free trial of JOIN Cycling yet, then quit your waiting and head to join.cc/bonkbros now. As we kick off the New Year and a whole season of new goals, JOIN wants to make sure you have some structure to your madness as you strive for those 2025 BHAGs. JOIN was one of the first major online training platforms to integrate machine learning into their platform to create an adaptive and dynamic training experience for athletes. Try it out today, with no strings attached, for 30 days: join.cc/bonkbros    Our NEWEST sponsor for 2025, could you pick a better pairing? That's right, Bonk Bros x Bike Tires Direct coming atcha. Check out everything they have to offer, including all the tires we salivate over on the show each week, and use the code "bonkbros" for 10% off when checking out.    Alright let's get this party started   FOR UPDATED DISCOUNT CODES CHECK THE LATEST EPISODE: Bike Tires Direct (10% discount code: bonkbros) Silca (10% discount code: bonkbrosy2k25): https://silca.cc/?utm_source=Bonk+Bros&utm_medium=podcast&utm_campaign=stripchip&utm_id=Bonk+Bros+Podcast JOIN Cycling (30-day free trial): join.cc/bonkbros   Dynamic Cyclist (10% discount code: BONKBROS): https://new.dynamiccyclist.com/a/43703/xkYViFV8 Patreon: http://patreon.com/patreon_bonkbros     For more Dylan Johnson content: https://www.youtube.com/channel/UCIf1xvRN8pzyd_VfLgj_dow   Listener Question Form: https://docs.google.com/forms/d/1T37wGRLk6iYTCF6X_DQ9yfcaYtfAQceKpBJYR5W7DVA/edit?ts=642eb6d6   MERCH: T-SHIRTS ARE HERE! Get your Bonk Bros swag below. https://bb5a73-20.myshopify.com/    IGNITION: Hire a coach. Get faster. It's that simple. https://www.ignitioncoachco.com/   MATCHBOX PODCAST: Check out our more serious training focused podcast.  https://www.ignitioncoachco.com/podcast      The Following Was Generated Using AI And Should Not Be Held To The Higher Standards Of Sentient Beings - Riverside.   Keywords podcast dynamics, guest roles, training insights, cycling, Christmas rides, lactate testing, Dizzle, DIY, programming, training, cycling, Strava, overtraining, Vanderpool, tattoo, podcast, cycling, training, performance, climbing, sponsorship, bike components, health, intensity, volume, listener questions, tire measurements, aerodynamics, wheel selection, tire compatibility, cycling tips, foggy sunglasses, cycling gear, bike maintenance, cycling performance, cycling podcast, product reviews, gift cards, dining preferences, veganism, nutrition, accountability, healthy eating, unconventional meats, endurance training Summary In this episode, the hosts discuss feedback on their podcast format, the dynamics of having guests, and the training habits of top cyclists during the off-season. They also share personal experiences from their Christmas rides and delve into the topic of lactate testing as part of training regimens. In this engaging conversation, the hosts explore various themes ranging from DIY home repairs to the challenges of learning new skills like programming. They discuss the realities of training in cycling, the impact of social media on perceptions of training hours, and the importance of overtraining. The conversation also touches on personal anecdotes, including tattoo adventures and the influence of famous friends in the cycling community, culminating in a discussion about Vanderpool's ambitions in the sport. In this segment, the conversation delves into various aspects of cycling performance, including the training strategies of elite cyclists, the balance between intensity and volume in training, and the health considerations that come with intense training regimens. The discussion also touches on listener questions regarding bike weights and compatibility, as well as new sponsorships and bike components. In this segment, the conversation revolves around tire measurements, compatibility, and the importance of aerodynamics in wheel selection for cycling. The hosts discuss the nuances of tire width and how it affects performance, as well as practical solutions for common cycling issues like foggy sunglasses. The discussion also veers into humorous banter about tools and personal motivations related to finances and sponsorships in the cycling world. In this episode, the hosts engage in a lively discussion about various topics, including the idea of monthly product reviews, strategies for using gift cards, dining preferences, the debate between veganism and meat-eating, and the importance of accountability in nutrition. They also touch on the societal issue of healthy eating costs and explore unconventional meats like kangaroo and horse. The conversation wraps up with reflections on clean eating and its impact on endurance training. Takeaways Feedback indicated that fewer hosts may improve podcast quality. The presence of certain hosts can polarize listener opinions. Guest dynamics can affect the flow and quality of discussions. Training habits of top riders are rigorous even during the off-season. Christmas rides can vary significantly among cyclists. Lactate testing is becoming a topic of interest for personal training. The hosts have a humorous and candid rapport with each other. Listener engagement through polls can provide insights into preferences. The podcast format may evolve based on listener feedback. Personal anecdotes enhance the relatability of the podcast. Dizzle's DIY attempts often lead to unexpected lessons. Learning programming in a short time frame is ambitious but challenging. Coding mistakes can have significant consequences compared to language errors. Social media can skew perceptions of training habits in cycling. Overtraining can be a crucial aspect of a cyclist's regimen. Strava can create pressure to perform and share training data. Personal stories can add humor and relatability to serious topics. The cycling community is influenced by social media and public personas. Friendships can lead to interesting discussions about fame and influence. Vanderpool's aspirations highlight the competitive nature of cycling. The difference between first and second in cycling is minimal, emphasizing the need for strategic training. Cyclists often need to peak at specific times, which requires careful planning of their training cycles. Health considerations are crucial when training intensely, as the immune system can be compromised. Training volume and intensity must be balanced to avoid overtraining and burnout. Listener engagement provides insights into common concerns among cyclists, such as bike weight and performance. New sponsorships can influence the equipment choices of cyclists, impacting their performance. Compatibility of bike components is essential for optimal performance and safety. The cycling community often shares knowledge about training and equipment, fostering a collaborative environment. Understanding the nuances of bike components can enhance a cyclist's performance. The conversation highlights the importance of mental health and social interactions during intense training periods. Tire measurements can vary significantly based on rim width. Aerodynamics become crucial for cycling performance at speeds above 18 mph. Choosing the right wheels depends on the intended use and tire compatibility. Wider tires on wider rims can lead to better inflation and performance. Compatibility issues may arise with certain tire brands and widths. Foggy sunglasses can be a common issue for cyclists, especially in colder weather. Using anti-fog treatments can help, but manual cleaning is often necessary. The importance of understanding the intended use of cycling gear to avoid warranty issues. Financial motivations can influence decisions in the cycling community. Humor and camaraderie play a significant role in cycling discussions. Monthly product reviews could be a fun segment. Gift card strategies can help maximize value. Texas Roadhouse is a beloved dining choice. Make-your-own-salad places are a favorite for some. Iron deficiency is a concern for many, including vegans. Accountability in nutrition can come from friends and coaches. Healthy food often costs more than unhealthy options. Exploring unconventional meats can be an interesting topic. Clean eating can significantly impact athletic performance. Engaging in discussions about diet can lead to personal insights. Titles Podcast Dynamics: Less is More The Impact of Guests on Podcast Flow Training Insights from Elite Cyclists Christmas Rides: A Cyclist's Perspective Exploring Lactate Testing in Training Dizzle's DIY Adventures and Lessons Learned The Challenge of Learning New Skills Programming vs. Language Learning: A Debate Training Insane or Remaining Insane? Sound Bites "I thought it was really good." "You make this podcast." "Dude, he's a YouTube guy." "I want to test my lactate." "Forget your brain and over train." "She went off the deep end!" "He's trying to peak in like March." "That's how you get sick." "I can guarantee you whose is faster." "It's like the Acura of Hondas." "I want to keep racing my bike." "We talked about that would be cool." "I'm getting really good at reviews." "I love a make-your-own-salad place." "You are it." "Healthy food costs more." "Kangaroo is crazy lean." "Dizzle needs to eat clean." Chapters 00:00 Podcast Dynamics and Feedback 05:57 Training Insights from Top Riders 12:01 Lactate Testing and Personal Training Experiences 16:47 Dizzle's DIY Adventures and Lessons Learned 20:10 Training Insane or Remaining Insane? 21:10 The Reality of Training Hours in Cycling 22:11 Strava: The Double-Edged Sword of Training Transparency 26:09 The Importance of Overtraining in Cycling 27:40 Peta's Journey and Tattoo Adventures 30:02 Famous Friends and Cycling Influencers 31:48 Vanderpool's Ambitions in Cycling 35:07 Climbing and Performance Insights 36:01 Training Strategies for Cyclists 37:50 The Balance of Intensity and Volume 40:25 Chase's Training and Expectations 42:02 Health Considerations in Intense Training 43:02 Listener Questions and Bike Weights 45:05 New Sponsorships and Bike Components 49:00 Wheel Compatibility and Performance 54:00 Tire Measurements and Compatibility 57:00 Aerodynamics and Wheel Selection 01:00:00 Tire Width and Compatibility Concerns 01:03:01 Foggy Sunglasses Solutions and Tool Talk 01:14:17 Monthly Product Reviews: A Fun Idea 01:15:54 Gift Card Strategies: Splurging vs. Saving 01:16:51 Dining Preferences: Texas Roadhouse vs. Other Chains 01:17:57 The Great Salad Debate: Veganism vs. Meat-Eating 01:19:10 Iron Deficiency and Nutrition: A Personal Discussion 01:21:14 Accountability in Nutrition: Friends and Coaches 01:25:52 The Cost of Healthy Eating: A Societal Issue 01:27:12 Exploring Unconventional Meats: Kangaroo and Horse 01:29:11 Final Thoughts: Clean Eating and Endurance Training

Episode 132 - y2k25 Mystery Episode If you have any questions or feedback for the show you can drop us a note at bonkbrospodcast@gmail.com or hit up the Bonk Bros instagram page (@bonkbros @dylanjawnson @adamsaban6 @tylerclouti @raddaddizzle @scottmcgilljr).  These guys have been our long-time and most supportive partner for the past year so make sure you check out all of the amazing products from our homies over at Silca (https://silca.cc). Just like the Bonk Bros, Silca has some big things in store for 2025 so stay tuned for all of the latest product drops and reviews from your boys this year. And don't forget to use code “bonkbrosy2k25” for an extra 10% off when checking out.  Last but not least if you haven't signed up for that 30-day free trial of JOIN Cycling yet, then quit your waiting and head to join.cc/bonkbros now. As we kick off the New Year and a whole season of new goals, JOIN wants to make sure you have some structure to your madness as you strive for those 2025 BHAGs. JOIN was one of the first major online training platforms to integrate machine learning into their platform to create an adaptive and dynamic training experience for athletes. Try it out today, with no strings attached, for 30 days: join.cc/bonkbros  Alright let's get this party started   FOR UPDATED DISCOUNT CODES CHECK THE LATEST EPISODE: Silca (10% discount code: bonkbrosy2k25): https://silca.cc/?utm_source=Bonk+Bros&utm_medium=podcast&utm_campaign=stripchip&utm_id=Bonk+Bros+Podcast JOIN Cycling (30-day free trial): join.cc/bonkbros   Dynamic Cyclist (10% discount code: BONKBROS): https://new.dynamiccyclist.com/a/43703/xkYViFV8     Patreon: http://patreon.com/patreon_bonkbros     For more Dylan Johnson content: https://www.youtube.com/channel/UCIf1xvRN8pzyd_VfLgj_dow   Listener Question Form: https://docs.google.com/forms/d/1T37wGRLk6iYTCF6X_DQ9yfcaYtfAQceKpBJYR5W7DVA/edit?ts=642eb6d6   MERCH: T-SHIRTS ARE HERE! Get your Bonk Bros swag below. https://bb5a73-20.myshopify.com/    IGNITION: Hire a coach. Get faster. It's that simple. https://www.ignitioncoachco.com/   MATCHBOX PODCAST: Check out our more serious training focused podcast.  https://www.ignitioncoachco.com/podcast      The Following Was Generated Using AI And Should Not Be Held To The Higher Standards Of Sentient Beings - Riverside.   Keywords podcast, cycling, injuries, cyclocross, race dynamics, athleticism, travel, family life, performance analysis, competition, gravel racing, Tom Pitcock, cycling talent, endurance racing, cycling sponsorships, dietary choices, cycling industry, podcast, cycling, fat bike, tires, diet, cyclocross, gravel, sponsorship, cycling community, listener engagement, podcast, cycling, race strategy, advice, New Year's resolutions, group dynamics, endurance racing, tire talk, personal growth, cycling tips Summary In this engaging podcast episode, the hosts delve into various themes surrounding cycling, injuries, and the dynamics of racing. They share personal anecdotes about countdown anxiety before recording, discuss their athletic experiences, and reflect on the challenges of balancing racing with family life. The conversation also touches on the competitive nature of cyclocross and the implications of racing on performance in other disciplines. In this segment of the conversation, the hosts delve into various aspects of gravel racing, including the rise of the sport, Tom Pitcock's ambitions, and comparisons between top cyclists. They also discuss the mental challenges of endurance racing, the dynamics of sponsorships in the cycling industry, and the impact of dietary choices on performance. In this episode, the hosts engage in a lively discussion about various cycling topics, including the dynamics of their podcast, listener engagement, and the nuances of fat bike tires. They delve into diet debates, tire recommendations, and the cycling community's reactions to their content. The conversation also touches on potential podcast guests, the differences between cyclocross and gravel cycling, and the cycling apparel market. The hosts share personal anecdotes and insights, creating a humorous and informative atmosphere. In this episode, the hosts engage in a lively discussion about cycling, race strategies, and personal growth. They share humorous anecdotes about their experiences with bike tires and the dynamics of their podcast group. The conversation shifts to advice they would give their younger selves regarding training and racing, emphasizing the importance of pacing and group dynamics in endurance events. As the episode wraps up, they reflect on their New Year's resolutions, highlighting their ongoing commitment to improvement and personal goals. Takeaways Countdowns can induce performance anxiety. Listeners connect through shared experiences. Injuries are common in athletic pursuits. Traveling for races can lead to missed opportunities. Cyclocross racing has unique competitive dynamics. Balancing family life with racing is challenging. Athletes often face pressure to perform consistently. Training schedules can impact race performance. Injuries can limit an athlete's capabilities. The competitive landscape of cycling is ever-evolving. Gravel racing has gained significant popularity recently. Tom Pitcock's aspirations to compete across disciplines are ambitious yet controversial. Comparisons between top cyclists highlight the competitive nature of the sport. Endurance racing requires a strong mental focus to avoid boredom during long rides. Sponsorships play a crucial role in the cycling industry and athlete success. Dietary choices can impact performance, but personal preferences vary widely. The conversation reflects a blend of humor and serious discussion about cycling. The hosts share personal anecdotes related to their experiences in racing. Engaging with the cycling community is essential for growth and support. The podcast emphasizes the importance of accountability in achieving goals. Listeners often engage with the podcast in humorous ways. Fat bike tire selection is crucial for performance in different conditions. Diet discussions can evoke strong reactions from listeners. The hosts admit their lack of knowledge about certain cycling gear. Podcast guests can enhance the conversation and bring new perspectives. Cyclocross and gravel cycling have distinct communities and debates. Cycling apparel trends reflect market demands and sponsorship opportunities. Selling used cycling gear can be a profitable venture. The hosts enjoy playful banter while discussing serious topics. Listener questions often lead to unexpected and entertaining discussions. Narrower tires can improve aerodynamics. The podcast feels more cohesive with fewer hosts. Audience engagement is key in deciding podcast dynamics. Advice to younger selves often revolves around training mistakes. Pacing is crucial in endurance racing to avoid burnout. Group dynamics can significantly affect race outcomes. It's common to overestimate one's endurance in races. New Year's resolutions can reflect ongoing personal goals. Humor and camaraderie enhance podcast discussions. Personal growth is a continuous journey, not limited to New Year's. Titles Countdowns and Cycling: A Podcast Journey Injuries and Athleticism: Tales from the Track Travel Woes and Race Regrets Cyclocross: The Battle of the Titans Balancing Family and Racing Life The Dynamics of Competitive Cycling Injury Stories and Athletic Challenges Sound Bites "Dude, I don't understand." "Dude, I think you just..." "My knees are my limiting factor." "I don't know, let's check." "That's still crazy." "I mean, hey, can dream big." "It's on HBO Max." "That's a good question." "Cyclocross isn't cycling?" "They pay more for it. Dirty." "I sold a skin suit for 50 euros." "Narrower tires, more arrow." "Throw that bike in the garbage." "It's all your fault, dude." "You have to give up hope." Chapters 00:00 Countdown Anxiety and Podcast Dynamics 02:59 Injury Tales and Athleticism 05:58 Travel Mishaps and Race Participation 09:00 Cyclocross Insights and Competitor Dynamics 11:59 The Balance of Racing and Family Life 15:03 Cyclocross Season and Performance Analysis 19:36 The Rise of Gravel Racing 20:57 Tom Pitcock's Ambitions 22:51 Comparing Talents: Pitcock, Van der Poel, and Van Aert 24:29 The Future of Gravel Racing 25:32 The Mental Game of Endurance Racing 28:59 Sponsorships and Cycling Industry Dynamics 36:00 Dietary Choices in Cycling 38:20 Podcast Dynamics and Listener Engagement 39:00 Fat Bike Tires and Riding Conditions 40:03 Diet Debates and Listener Reactions 40:58 Tire Recommendations and Product Insights 42:03 Cycling Equipment and Performance Discussion 44:54 Podcast Guest Ideas and Cycling Community 45:58 Cyclocross vs. Gravel Cycling Debate 49:02 Cycling Apparel and Market Trends 52:01 Sponsorships and Brand Discussions 56:13 Tire Talk and Podcast Dynamics 59:00 Advice to Younger Selves 01:02:07 Race Strategy and Group Dynamics 01:10:25 New Year's Resolutions and Personal Goals  

Remember when making $2,000 a month as a financial coach felt almost impossible? I sat at my kitchen table dreaming about it, having no idea how I'd make it happen. That was my first BHAG (Big, Hairy, Audacious Goal), and it made my palms sweat just thinking about it.Today, my BHAGs are much bigger—and yes, they still make my palms sweat. Because here's the thing about setting goals for your coaching business: if they don't make you a little nervous, they're probably not big enough.This week, I'm sharing the exact process I use to set goals that actually mean something—not just arbitrary revenue goals that other people talk about or goals that I think I “should” care about. We'll talk about those sneaky stories holding you back (like my old belief that making too much money would make me less relatable to clients), and I'll show you how I plan my entire year around what matters most.Plus, I'm giving you real homework at the end of this episode. Yep, homework. Because we're not just here to talk about goals, we're here to make them happen.Ready to set goals that excite you and scare you at the same time? Let's make those palms sweat a little.Note: If you're in the Financial Coach Academy®, this pairs perfectly with exercises 1.21 and 1.22 in Module 1. And if goal-setting for a whole year feels overwhelming? We'll talk about how to start with just 90 days instead.Links & Resources:Ultimate Growth GuideJoin the Facebook groupFinancial Coach Academy®Client Creator ChallengeKey Takeaways:Your big goals should make your palms sweat. If they don't make you nervous, dream bigger.Planning is a skill you build. Start with 90-day goals if annual planning feels overwhelming.There's a story behind every limitation you accept in your business. Find it, flip it, and watch things change.Use "Good, Better, Best" goals instead of single targets. It keeps you moving forward even in tough weeks.Give your business priorities the same respect you give client appointments—show up prepared and on time.Personal commitments go on the calendar first, then business plans. Your business should add to your life, not drain it.Pick just 2-3 numbers to track, mixing things you can control with actual results.

In this episode, Chip is joined by Dave Chamberlain, an expert in goal-setting and business growth, to discuss how small businesses and martial arts schools can avoid burnout by setting realistic goals. Dave offers insights on preventing overcommitment, breaking down big goals (BHAGs), and tracking progress with effective metrics. Together, they discuss how school owners can set achievable goals that keep their team motivated and their school on a sustainable path to growth. Tune in for valuable tips to help your school succeed!

In this recap episode, Amber is covering this week's highlights. On Monday, Matt and Micah explored the stark differences between advisors who smash their Big Hairy Audacious Goals (BHAGs) and those who remain stuck. Both groups start with excitement, but only those who embrace hard work and stick to a rigorous process succeed. The importance of having a consistent process was a major point. Believing that an external factor will magically change your situation is futile and avoidance isn't an option for success.  On Thursday, Jamie dove into intuition in business decisions, particularly in team management. She explained deductive and inductive reasoning, linking intuition to the latter. Jamie advised trusting your gut, especially when it signals someone is a poor fit. If someone consistently feels off and you're waiting for inevitable conflict, it's time to let them go for everyone's benefit. Resources in today's episode: - Episode Website - Daydreaming Won't Make You a Successful Financial Advisor [Episode 273] - Fire Them Already!

Matt and Micah are breaking down the difference between actual goals and mere fantasies. Why do some financial advisors hit their big hairy audacious goals (BHAGs) while others just daydream? Spoiler: hard work, self-awareness, and a hefty dose of accountability. They emphasize that achieving real goals, unlike fantasies, requires the willingness to put in the hard work. Successful financial advisors don't just pat themselves on the back; they recognize their weaknesses and know where they need to improve.  Matt and Micah also stress the importance of tracking progress. If you're not measuring your progress, you're slacking, because this helps identify where you need to pivot. And yes, even your free time should be somewhat productive—focus on activities that contribute to your personal and professional growth, not just your Netflix queue. Daydreaming Won't Make You a Successful Financial Advisor [Episode 273] Resources in today's episode: Resources - Micah Shilanski: Website | LinkedIn - Matt Jarvis: Website | LinkedIn - Bringing Peace Of Mind To Your Prospects And Clients With Guest Paul Moffat

You might be doing all the right things with your content creation...but do you have your goals in order? Let's take a page from Jim Collins and review our BHAGs. ------- Like this episode? SUBSCRIBE on Apple, Spotify or Google. See all Content Inc episodes at the Content Inc. podcast home. Get my personal newsletter today and receive my free goal-setting guide today.  

Big Hairy Audacious Goals (BHAGs) are bold, ambitious targets that challenge you to go beyond the ordinary. Discover how setting a BHAG can transform your mindset, ignite your passion, and drive you to achieve extraordinary results. Key Takeaways: ✅ Set audacious goals: BHAGs push you out of your comfort zone and inspire growth.✅ Long-term vision: These goals keep you focused on the bigger picture, beyond immediate challenges.✅ Increased motivation: The boldness of BHAGs fuels your drive and determination.✅ Build resilience: Working towards a BHAG develops perseverance and adaptability.

Running a growing business for three decades is no mean feat, especially in an industry that has seen as much change as real estate.  The founder and CEO of Melbourne Real Estate (MRE), Pete Hooymans, sits down with Grace Ormsby on this episode of Secrets of the Top 100 Agents, to reflect on 30 years in business and the importance of “giving a shit”.  Pete highlights the value of not only writing down his goals, but crafting BHAGs (big, hairy, audacious goals), and ensuring his business is operating in the now – rather than thinking in the past or the future.     In this episode, you will also hear:  How the veteran has built out a strong culture. Why Pete is an avid adopter of technology. How MRE is combatting industry-wide PM woes in a unique way. Did you like this episode? Show your support by rating us or leaving a review on Apple Podcasts (REB Podcast Network) and by liking and following Real Estate Business on social media: Facebook, Twitter and LinkedIn. If you have any questions about what you heard today, any topics of interest you have in mind, or if you'd like to lend a voice to the show, email editor@realestatebusiness.com.au for more insights.

248 Is an Amazon Business for You? With Steven Pope, Founder of My Amazon Guy; Georgia, USA Steven Pope, widely known as "my Amazon guy," is a seasoned entrepreneur who transitioned from TV reporting to creating a 500-person agency focused on enhancing businesses' presence on Amazon. His unique perspective on Amazon delivery and ordering is shaped by his profound experience in e-commerce. He perceives Amazon Prime's delivery service as unrivaled in convenience and speed, thanks to its customer-centric approach and efficiency. He sees Amazon as a marketplace where many businesses can thrive due to high customer demand, though he notes not every business will succeed in this highly competitive platform. Steven believes that everyone can succeed on Amazon but cautions he has spent years learning the ins and outs that can keep you from stumbling when you take your own business down this path. Here are the highlights of our talk: - Native Born Amazon Brands are unique to the e-commerce world and exclusively exist on Amazon. - Sellers on Amazon face challenges like price pressure, Chinese competition, and changing rules by Amazon. - Amazon Prime's fast delivery service is discussed compared to Walmart and Target. - Setting big, hairy, audacious goals (BHAGs) is crucial for overcoming growth challenges. - Replacing yourself in leadership is essential for scaling up and advancing in a leadership role. - Sticking to known expertise is crucial in business for sustained growth. Steven is the founder of My Amazon Guy, an agency with 20-million dollars in annual revenue and 400+ active brands. Steven is a best selling author with his book “Amazon Selling Tips.” Steven started his career as a TV reporter in Idaho, then was an eCommerce Director for 10 years for brands ranging from Gold & Silver Coins to Women's Plus Size Clothing. Steven then created My Amazon Guy, an agency with 500+ employees on growing traffic and sales on Amazon. Steven not only owns MAG but also My Refund Guy, My Warehouse Guy, 4 Amazon Brands: Momstir & Age of Sage, HOLSTIT, and Lilly Posh. Steven has been viewed by millions of people on YouTube in thousands of videos where he shows how to handle ANY problem faced on Amazon. Connect with Steven: LinkedIn: https://www.linkedin.com/in/steven-pope/ Youtube: https://youtube.com/myamazonguy Facebook: https://www.facebook.com/myamazonguys/ Twitter/X: https://twitter.com/myamazonguy Instagram: https://www.instagram.com/stevenpopemag/ Connect with Allison: Feedspot has named Disruptive CEO Nation as one of the Top 25 CEO Podcasts on the web and it is ranked the number 10 CEO podcast to listen to in 2024! https://podcasts.feedspot.com/ceo_podcasts/ LinkedIn: https://www.linkedin.com/in/allisonsummerschicago/ Website: https://www.disruptiveceonation.com/ Twitter: @DisruptiveCEO #digitalmarketing #branding #CEO #startup #startupstory #founder #business #businesspodcast #podcast #AI #Bootstrapping #Amazon Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of The Brainy Business podcast, host Melina Palmer and special guest Tim Houlihan open a window into the intriguing world of motivation and incentives. This thought-provoking discussion sheds light on the unexpected triumphs of non-monetary rewards over cash, offering compelling evidence from the frontline of employee engagement.  As they share personal tales and professional insights, you'll gain a deeper appreciation for the nuanced ways in which we can all reach our goals more effectively. They challenge traditional wisdom, advocating thoughtful goal-setting and emphasizing the impact of non-monetary recognition on loyalty and drive. This episode invites listeners to rethink what motivates them and provides practical guidance on setting personalized goals. Perfect for anyone interested in applying behavioral science in practical settings, this conversation could change how you approach motivation in both personal and professional landscapes. Tune in for an enlightening exploration of human behavior that will leave you both informed and inspired. In this episode: Understand the Power of Motivation and Incentives in the Workplace: Explore the impact of effective motivation and incentives on employee engagement and performance. Harness the Influence of Non-Monetary Rewards on Employee Motivation: Discover how non-monetary rewards can drive employee motivation and lead to improved workplace dynamics. Utilize Behavioral Science to Set Effective Goals: Learn how to apply behavioral science principles to set goals that drive employee productivity and satisfaction. Evaluate the Impact of Incentives on Employee Performance: Gain insight into how incentives can influence and enhance overall employee performance within an organization. Develop Strategies for Personal and Business Goal Setting: Acquire practical strategies for setting impactful personal and business goals that drive success and fulfillment. Show Notes: 00:00:00 - Introduction Melina introduces the episode and guest Tim Houlihan, discussing the focus on motivation and incentives in behavioral science. 00:05:38 - Setting BHAGs and Breaking Them Down Tim and Melina discuss setting big, hairy, audacious goals (BHAGs) and breaking them down into smaller, actionable parts called "bricks." 00:09:08 - Importance of Self-Selected Goals Tim emphasizes the importance of self-selected goals and the role of visualization in achieving them, discussing the impact of shifting perspectives on goals. 00:11:32 - Virtual Runs and Motivation Melina shares her experience with virtual runs and the shift in perspective on goal achievement, highlighting the impact of social media on goal commitment and achievement. 00:13:12 - Deadlines and Choice Architecture Tim and Melina discuss the effectiveness of deadlines in goal achievement and the role of choice architecture in setting specific final objectives while allowing flexibility in execution. 00:15:26 - Individualized Performance Rewards Rewards were individualized based on performance, leading to a significant 43% improvement in performance compared to general guidelines. 00:16:09 - Penalty for Underachieving A separate group faced penalties for underachieving and no benefits for overachieving, leading to a more calculative mindset and lack of intrinsic motivation. 00:17:07 - Call Center Environment The conversation delves into a call center environment, revealing how different personalities approach goals and the impact of choice architecture on performance. 00:19:19 - Context Shaping Decisions The context, including payment rates and communication of objectives, can shape individuals' decisions and mindset, impacting their approach to achieving goals. 00:23:16 - Time-Sensitive and Measurable Goals Setting time-sensitive and measurable goals, with a focus on achievable short-term objectives, increases the likelihood of achievement and provides a dopamine spurt for motivation. 00:29:55 - The Importance of Participatory Goal Setting Tim and Melina discuss the benefits of having a buddy or coworker to challenge and set goals with. They highlight the differences in goal setting between knowledge workers and other segments of the population. 00:31:37 - The Conundrum of Incentives The conversation shifts to the counterintuitive nature of incentives, using the example of a daycare's late pick-up fee. They emphasize the importance of non-monetary incentives in the corporate world. 00:33:50 - Engaging Emotions with Non-Monetary Incentives Tim and Melina delve into the effectiveness of non-monetary incentives in engaging emotions and increasing effort. They share success stories of using non-cash rewards to motivate employees. 00:35:49 - Reconsuming Achievements and Memories The discussion turns to the psychological impact of non-monetary rewards, such as designer handbags or trips, in reinforcing positive memories. They highlight the subconscious loyalty and motivation that results from reconsuming achievements. 00:40:22 - Individualized Engagement and Surprising Delights Tim shares a story of a senior sales leader's desire to win a watch as a prize rather than buying it. Melina emphasizes the importance of individualized engagement and surprising delights in motivating teams. 00:44:24 - Introduction to Behavioral Grooves and Music Tim discusses his love for the podcast Behavioral Grooves and how it combines his favorite things. Melina shares her excitement about the show and Tim's playlist. 00:44:59 - Framing and Fancy Playlists Tim talks about curating his playlist on Pandora and how framing works. Melina acknowledges the importance of framing and the impact it has on incentives. 00:45:17 - Conclusion What stuck with you while listening to the episode? What are you going to try? Come share it with Melina on social media -- you'll find her as @thebrainybiz everywhere and as Melina Palmer on LinkedIn. Thanks for listening. Don't forget to subscribe on Apple Podcasts or Android. If you like what you heard, please leave a review on iTunes and share what you liked about the show.  I hope you love everything recommended via The Brainy Business! Everything was independently reviewed and selected by me, Melina Palmer. So you know, as an Amazon Associate I earn from qualifying purchases. That means if you decide to shop from the links on this page (via Amazon or others), The Brainy Business may collect a share of sales or other compensation. Let's connect: Melina@TheBrainyBusiness.com The Brainy Business® on Facebook The Brainy Business on Twitter The Brainy Business on Instagram The Brainy Business on LinkedIn Melina on LinkedIn The Brainy Business on Youtube Connect with Tim: Behavioral Grooves Tim on LinkedIn Tim on Twitter Learn and Support The Brainy Business: Check out and get your copies of Melina's Books.  Get the Books Mentioned on (or related to) this Episode: A More Beautiful Question, by Warren Berger What Your Employees Need and Can't Tell You, by Melina Palmer Powerful Phrases for Dealing with Workplace Conflict, by Karin Hurt and David Dye Mixed Signals, by Uri Gneezy Getting Along, by Amy Gallo Top Recommended Next Episode: Cobra Effect (ep 220) Already Heard That One? Try These:  Anchoring & Adjustment (ep 11) Kurt Nelson Interview (ep 187) Reciprocity (ep 238) Uri Gneezy Interview (ep 273) Framing (ep 296) Other Important Links:  Brainy Bites - Melina's LinkedIn Newsletter Behavioral Grooves Episode

Today, we're diving into three super actionable, super achievable, and super easy methods to propel you toward conquering your BHAGs—your Big, Hairy, Audacious Goals! If you're unfamiliar with the term, think of BHAGs as those ambitious dreams that excite and scare you at the same time. In this episode brimming with goal-setting strategies, we'll also talk about the SMART method. It's not just for BHAGs; it's equally effective for setting targets in your professional or entrepreneurial endeavours.Don't miss out—let's break it down together!Head over to growgetters.io for full show notes!

For those who do not know, BHAG stands for “Big Hairy Audacious Goals.”  And we always encourage our clients to set the BHAG at the beginning of the year.  However, doubt and fear set in as the year progressed, and things didn't go as planned.  This is normal, especially when someone creates goals that excite them and scare them simultaneously.  BHAGs are risky and require you to leave your comfort zone to accomplish your vision and worthy ideal.  In this podcast, Coaches Chris and Paul outline strategies to stay above the obstacles and keep the BHAG front and center, allowing you to stay away from the sharks and see yourself on the other side.  If you're not sure what that means, tune in to find out, as well as these other value bombs. Your goals should excite and scare you at the same time. You have to be above the obstacles. Be consistent in the day-to-day, and have to work to win the day. Set the 12-month goal and reverse engineer it to make manageable benchmarks. What is your definition of “winning the day.” Work to eliminate distractions, ease your mind, and when things get tough, do the next right action. If you enjoyed this podcast, please don't be shy and share it with anyone who would benefit from its content.  Visit empoweredmastery.com for more information, or contact us at info@empoweredmastery.com should you have any questions about Balanced Warrior and Empowered Mastery.

Laws exist to keep some form of order or control such as the traffic laws we follow to avoid chaos as we drive around. There are a variety of laws that exist. Scientific laws are laws that we can test and prove, and we can reconfirm that the law still applies. An example would be the law of gravity that always exists. There are also other kinds of laws that we use in the context of business terms. In this case, those laws are observed and validated over extended periods of time. We can test them, predict from them, and see if those predictions are true. A perfect example of a law used in business is Moore's law, which states that the number of transistors on semiconductors will double about every 18 to 24 months. This law has been in place since the 60s and is continuously validated. There are some things that people mistake as laws that are actually rules of thumb. Rule of thumb is an anecdote that is based on personal experience or some lore that has been passed down. One of the most prevalent rules of thumb is the 8020 rule, which says that 20% of your actions generate 80% of the results. For example, 20% of your customers generate 80% of the revenue, or 20% of your trouble tickets generate 80% of your truck rolls. What is interesting, though, is that this rule has been proven to be not very sound. Rules of thumb are good to identify if there is a problem. It is an early test to see if there's something that you can narrow down to find a problem that you can work on, but a rule of thumb is not a law. Laws of Innovation The laws of innovation have been observed and validated for over 30 years by successful people. They are not a rule of thumb. These laws are proven and tested for effective innovation.  I will be specifically covering the seven laws of innovation. Law of Leadership The first law for successful innovation is the law of leadership. Good leadership is a foundational necessity. High-quality leaders prioritize innovation and show it through their actions. Leaders do not only fall in the executive leadership category such as the CEO or the owners of a business. Leaders include everybody from lower-level team leaders to organization leaders. For example, if you are a project manager, you don't have people reporting to you, but you've been put in charge of a project to deliver. Therefore, the law of leadership applies to you. If innovation is important to you and as important to your organization, you must demonstrate it. The team will follow you based on what you model to your organization. Law of Culture Law number two is the law of culture. A lot of organizations focus more heavily on their strategy. They are trying to come up with the perfect strategy to achieve success. But culture is foundational. What I mean by foundational is that it lays the bedrock that everything else in the organization builds upon. If you do not have a well-defined culture, that foundation is weak. Without the ability to drive a program of innovation inside any organization, your team is going to fail. Specifically, around a culture of innovation, there are certain elements that you need to have in that culture such as the willingness to take risks and not penalize people for it. If team members try something and fail, their failure can be used as a learning experience. We should never see failure as something negative when we can use it as a positive. If a trial-and-error culture is not strong in the workplace, people will not take risks, and without risks, there is no innovation. The law of culture is critical for innovation success. Law of Resources The third law of innovation is the law of resources. Innovation requires committed and consistent resourcing. Resourcing involves people, time, and money. All three are necessary for innovation to be successful. Most organizations do not dedicate or allocate resources to innovation. Organizations that want to achieve innovation success must have a consistent set of resources committed. How many organizations have a budget line with uncommitted dollars that are given away to teams and organizations where people can throw in their latest ideas? Most organizations do not have that. Challenges arise when new ideas are created, and not enough people are available to make that idea a reality. Another problems innovators face is the issue of funding. In the case of a lot of resources, projects go beyond the calendar year and the budget year you dedicate resources to. But what about every budget cycle? Do you have to revalidate every project? Do you have to go through and ask for money again to keep your project going? Or does this law of resources enable you to have committed resources for extended periods of time depending on how big and how complex the project is? The law of resources not only covers resources allocated to a project, but also ensures organizations stay committed to them so innovators are not tied to an arbitrary calendar of budget cycles. It is defined by what is appropriate for the project at hand. The law of resources is critical because if you do not have people, time, and money, the odds of you having innovation success are slim. Law of Patience The fourth law of innovation is the law of patience. Innovation takes time, more time than expected. The path to innovation is difficult and the outcome is hard to predict. You don't know what's going to happen and you don't know what the efforts will look like. You must have patience, and you must get enough things moving in your innovation pipeline. You must be willing to see failure happen or experiments not work out, or trials that did not generate the results that you were expecting. Patience by far is one of the hardest laws for executive leaders to get their heads around. Most executive leaders like predictability. They live by the quarter to see those results. Most executive leaders struggle with this law, which is a hindrance for organizations trying to achieve innovation success. Executives throughout the entire leadership organization down to individual employees need to have patience. In a lot of organizations, people become frustrated because they are not seeing progress fast enough. You must get used to the fact that no matter what you plan, odds are it's going to take longer than expected. Law of Process The fifth law of innovation is the law of process. It establishes a continuous innovation process. The key point is that it initiates and builds relation processes while using the fire framework focus ideation principles of ranking and execution as a structure in the process. It is important to continuously improve and remember innovation isn't static. There are many consultants out there that will come to you with a list of ten magic steps for innovation and tell you to follow them for undisputed success. Reality is, there is no one-size-fits-all plan. Teams and organizations are unique with different projects and different team nomenclature. Processes behind the scenes are different for every organization. If you take an innovation process from somewhere, be willing to adapt it, change it, or tweak it in a way that works for your project experiment. You might uncover an entirely new activity in the process that succeeds. It is important to have a process established. Your team needs to train in it. They need to know how to use it and operate it. Additionally, you need to avoid rigidness so you can continuously innovate.    If your established process isn't working, how do you improve that innovation process? What experiment could you do? You could try something a little different than how you define the target area. You could change how you do your brainstorming or your ideation activities. Try a new way to rank your ideas to find the best solution out of the hundreds of ideas that you are going to generate. And then execute an experiment in different ways. And be willing to exercise it. If the process doesn't work, change things around. You need to be flexible, you need to establish your process, and you need to continuously innovate around it. Law of BHAG The next law of innovation, the law of BHAG, defines the target and shows a clear finish line for your projects. BHAG or "Big Hairy Audacious Goal" is used because it catalyzes a team by giving a straight-forward goal to try to achieve. BHAGs are unbelievable motivators. When you look at and dissect teams that had high innovation impact, they consciously or unconsciously followed the principles of BHAG. A prevalent BHAG example is when, in the 60s, the president of the United States announced during a speech to Congress that before the end of the decade, we would put a man on the moon and return him safely. That was a big hairy audacious goal. They had no clue how to do it at the time. They had not worked out all the engineering. But the president defined a clear goal, and the United States successfully put a man on the moon and brought him home safely by using the components of BHAG. Organizations may have multiple BHAGs depending on what they are trying to achieve. This is why it is important to have a goal that everybody in the team understands, can communicate, and can share. BHAG defines your innovation mission by asking questions like, "where is your BHAG at?" Is it going to motivate and attract people to want to be on this project to deliver that mission? Law of Execution The seventh and final innovation law is the law of execution. The law of execution says that ideas without execution are a hobby. Putting ideas into notebooks and sticking them on the shelf provides zero value. How do we deliver ideas? For ideas to become successful realities, action is necessary. You need to translate that idea into something tangible like a mobile app, a piece of hardware, or a new advertising campaign. The law of execution is where rubber meets the road because without execution, all the other activities in the innovation create no value. When ideas are executed, they translate into innovations that can have a significant impact, and in some cases, can even change the world. Teams and organizations should focus on that ability to execute and drive strategies to get things done. Take your best ideas and execute them. Conclusion The seven laws of innovation set a clear path for teams and organizations to embark on to reach success. Failure can be mitigated by following these principles during the innovation process. Although there is no clear-cut way to reach innovative success, these laws are proven by trial and error to guide and direct people to achievement.

Are you ready to set yourself up for success in 2024? In this episode, we're breaking through the noise of social media resolutions and intentions to focus on actionable goal-setting strategies. Let's dive in!Key Takeaways:Dream Big: Serena Williams didn't settle for 18 titles; she aimed for 30. Are your goals big enough? Brain dump your aspirations without limits.Reflect: Look back at 2023. What worked well? What challenges did you face? Reflect on the lessons learned and express gratitude for wins and challenges alike.Take Stock: Evaluate different aspects of your life on a scale of 1 to 10. Choose three areas to focus on and be honest about where you currently stand on an average day.Prioritize Time: Reflect on how you spend your time. What can you say "no" to in 2024? Be intentional about your commitments.Types of Goals:BHAGs (Big, Hairy, Audacious Goals): Endless aspirations reflecting a way of living.Completion Goals: Tasks with a finish line, like writing a book or running a marathon.Habit-Shaping Goals: Daily, weekly, or monthly habits leading to BHAGs or completion goals.Goal Tracking: Utilize the provided Google Sheets tracker (linked below) to break down and track your goals effectively.Special Offer: An exclusive opportunity for small group coaching sessions. DM to express interest and ensure you're the right fit for this goal-oriented cohort.2024 is your year! Transform dreams into actions, and let's break through ceilings together. Hit me up with your big goals, and let's make this journey a shared success!

Are you ready to set yourself up for success in 2024? In this episode, we're breaking through the noise of social media resolutions and intentions to focus on actionable goal-setting strategies. Let's dive in!Key Takeaways:Dream Big: Serena Williams didn't settle for 18 titles; she aimed for 30. Are your goals big enough? Brain dump your aspirations without limits.Reflect: Look back at 2023. What worked well? What challenges did you face? Reflect on the lessons learned and express gratitude for wins and challenges alike.Take Stock: Evaluate different aspects of your life on a scale of 1 to 10. Choose three areas to focus on and be honest about where you currently stand on an average day.Prioritize Time: Reflect on how you spend your time. What can you say "no" to in 2024? Be intentional about your commitments.Types of Goals:BHAGs (Big, Hairy, Audacious Goals): Endless aspirations reflecting a way of living.Completion Goals: Tasks with a finish line, like writing a book or running a marathon.Habit-Shaping Goals: Daily, weekly, or monthly habits leading to BHAGs or completion goals.Goal Tracking: Utilize the provided Google Sheets tracker (linked below) to break down and track your goals effectively.Special Offer: An exclusive opportunity for small group coaching sessions. DM to express interest and ensure you're the right fit for this goal-oriented cohort.2024 is your year! Transform dreams into actions, and let's break through ceilings together. Hit me up with your big goals, and let's make this journey a shared success!

Join us for an insightful episode as Michael Walker, a seasoned leadership expert, shares how BHAGs (Big, Hairy, Audacious Goals) drive transformative progress in aesthetic practices. Learn how setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals fuels success and the importance of breaking them into actionable steps.

This episode of the Grow Your Video Business show dives into the world of ambitious goal-setting and strategies for scaling a video business in 2024. We also explore the significance of Big, Hairy, Audacious Goals (BHAGs), drawing insights from Dr. Benjamin Hardy and Dan Sullivan's book, 10X Is Easier Than 2X. Reflecting on past business strategies, we discuss the transformative power of focusing efforts and resources to maximize business growth. Key Takeaways Learn the art of setting and achieving big, hairy, audacious goals for your video business. Discover how focusing on a single, impactful action can significantly scale your business. Understand the importance of aligning daily activities with your long-term business vision. In This Episode [00:00] Welcome to the show! [03:13] Setting and meeting big goals [09:59] 10x vs 2x [15:08] What are your goals? [16:49] Full Focus Planner [19:36] Homework [22:12] 10xFilmmaker [23:10] Outro Quotes "The journey from setting a million-dollar revenue goal to achieving it – a tale of perseverance and strategy." "The transformative power of BHAGs in shaping the future of your video business." "Why focusing on fewer, larger goals can be more effective than spreading efforts thin." "Insights from 10X Is Easier Than 2X: A new perspective on scaling your business." "Reflections on past business strategies and their lessons for future growth." Links Find out more about the 10xFILMMAKER community Join the Grow Your Video Business Facebook Group  Follow Ryan Koral on Instagram Follow Grow Your Video Business on Instagram Check out the full show notes Books Mentioned 10x Is Easier Than 2x: How World-Class Entrepreneurs Achieve More by Doing Less, by Dan Sullivan and Dr. Benjamin Hardy Full Focus Planner, by Michael Hyatt The EOS Life: How to Live Your Ideal Entrepreneurial Life, by Gino Wickman

In this podcast, the transformative influence of goal setting in freelancing and design is explored across various dimensions. The initial segment emphasizes goals as intricate blueprints, driving motivation and focus while serving as tools to overcome challenges in competitive career landscapes. Real-life success stories highlight the strategic use of goal setting, from achieving work-life balance to reaching significant career milestones. The subsequent segment introduces goal-setting frameworks such as SMART Goals, OKRs, and BHAGs, emphasizing customization to individual paths and the importance of selecting resonant frameworks aligned with personal working styles and aspirations. This comprehensive guide provides practical insights and inspiration for freelancers and designers, covering the empowering role of goal setting in shaping careers and lifestyles.To stay connected with us and be part of our design community, follow us on Twitter @thedesignbreak. Join the conversation, access valuable content, and stay updated on industry insights. If you enjoy this episode, please take a moment to leave a rating and review on your favorite podcast platform. Your feedback not only motivates us but also helps others discover our show and benefit from the discussions we have.Don't forget to leave a rating and review if you enjoy the episode. Your support means the world to us as we continue to deliver valuable content to our incredible community of design professionals and freelancers.And be sure to check out these resources: The Futur Accelerator Program Hoodzpah — Freelance, and Business, and StuffRetroSupply Co.  (Code: ROCKY20) Join the Hustle Muscle Slack! 

Join host Chelsy Weisz as we dive into the power of dreaming for personal growth, overcoming fears like failure and self-doubt, and mastering goal-setting with SMART Goals, OKRs, and BHAGs. Discover tools and community support for turning dreams into actionable steps, inspired by Chelsy's own experiences. Ideal for entrepreneurs and dreamers seeking to make their aspirations a reality. Takeaways Listen to your inner calling and follow your dreams, even if it means stepping out of your comfort zone.   Use goal-setting frameworks like SMART goals, OKRs, and BHAGs to create a clear roadmap for achieving your dreams.   Overcome obstacles such as fear of failure, self-doubt, analysis paralysis, and perfectionism by giving yourself grace and taking imperfect action.   Find a supportive community that can provide encouragement, accountability, and guidance on your journey towards your dreams. Show Notes for this episode: https://chelsyweisz.com/unlocking-potential-transform-dreams/  Join Podcast Insiders Facebook Group: https://www.facebook.com/groups/thenextbravesteppodcast Join the Vision into Action Goal Setting Challenge: http://bit.ly/v2a2024  Chelsy's Instagram: https://www.instagram.com/chelsyweisz/ Next Brave Step Instagram: https://www.instagram.com/nextbravesteppodcast Hand-crafted templates & resources to grow your photography business: https://chelsyweisz.com/shop-index  

Welcome to InSights, the staffing podcast from Haley Marketing built to help you with your recruitment marketing and digital marketing. Whether we're talking about digital marketing trends or what's working right now for staffing and recruiting firms across North America, we're here to share our InSights on how you can stand out, stay top-of-mind, and sell more.     KEY MOMENTS IN EPISODE 130: 02:07 Discussion on the misconception of being in the right place at the right time 04:57 Importance of setting oneself up for success when opportunity arises 06:18 The role of awareness and reputation in taking advantage of opportunities 07:55 Tactical example of getting on someone's radar for potential collaboration 09:56 Importance of playing the long game and being prepared to deliver 10:29 Transition to discussing employer branding for the upcoming year 10:46 Recommendation to review and improve online reviews 11:09 Importance of online reviews for staffing and recruiting industry 12:08 Negative impact of poor online reputation on attracting candidates 14:44 Building brand ambassadors to improve reputation and branding 16:57 Importance of well-executed social media in showcasing company culture 18:34 Avoiding fixation on long-term goals and focusing on short-term actions 22:03 Importance of setting goals and the difficulty in quantifying them 23:16 Personal preference and belief in defining success and failure 24:35 Reevaluating goals and being honest with oneself 25:57 Setting big hairy audacious goals (BHAGs) for the upcoming year 27:00 Balancing goals with adjustments based on changing circumstances 28:03 Making the best decisions with the information available 28:28 Having the courage to pivot and change goals when necessary   Hosts Brad Bialy   (LinkedIn / Twitter)  Brad Bialy has a deep passion for helping staffing and recruiting firms achieve their business objectives through strategic digital marketing. For over a decade, Brad has developed a proven track record of motivating and educating staffing industry professionals at over 100 industry-specific conferences and webinars.    As a visionary leader, Brad has helped guide the social media, content marketing, and comprehensive marketing execution of more than 300 staffing and recruiting firms. His keen eye for strategy and delivery has resulted in multiple industry award-winning social media campaigns, making him a sought-after expert and speaker in the industry.    Matt Lozar   (LinkedIn / Twitter)  Matt Lozar works as the Director of Recruitment Marketing at the Haley Marketing Group, the nation's largest marketing firm dedicated to servicing the staffing and recruiting industry. As the Director of Recruitment Marketing, Matt focuses on the four pillars of recruitment marketing – career sites, job advertising, social recruiting and employer branding. Matt launched the job spend management division at the Haley Marketing Group, leading the company's partnership with Appcast. Through the usage of programmatic software, the division grew more than 100 percent in 2022 after growing more than 200 percent in 2021! The department works with dozens of staffing agencies, managing millions of dollars of recruitment spend. Matt has eight-plus years of working directly with staffing agencies and recruiters by helping them meet business goals and overcome marketing challenges. During that time, Matt has worked with more than 100 organizations to find the right content and digital marketing solutions. He also concentrates on online advertising while helping staffing agencies with social media planning, content strategy, search engine optimization, and email marketing. Matt has appeared on more than 25 webinars across the industry while also talking at several industry conferences. He is a co-host on the Secrets of Staffing Success podcast, appearing on more than 120 episodes. Matt also holds a biweekly LinkedIn Live broadcast on Tuesdays at 11 am Eastern where he talks about recruitment marketing, content marketing, and job advertising.

    Segment 2: Seeking Guidance and Empowerment Mentorship from a couple within her denomination. Realizing her right to financial independence. Support in confronting deception in her marriage. Involvement of church leadership in her marital issues. Segment 3: The Power of Supportive Community Joining a Bible study and a revealing conversation about divorce. Articulating the decision to leave her abusive marriage. Difficulty in deciding to leave due to various abuses endured. Recognizing the abuse with the help of a friend. A New Beginning Pursuit of educational growth, including a bachelor's and master's degree. Commitment to a slow and steady approach to personal growth. Desire to help others find their strengths and break destructive cycles.  Big Hairy Audacious Goals (BHAG) The role of the Conquer program in setting and achieving BHAGs. Importance of utilizing resources like Conquer and courses by Leslie Vernick. Developing a clearer sense of identity and purpose. Overcoming Self-Doubt Sharing a poignant poem from 2008 reflecting past self-perception. Contrasting past self with the empowered woman she has become. Flourishing comes with a price but is worth pursuing. Resources: www.leslievernick.com Quick Start Guide: www.leslievernick.com/start Breaking Night: A Memoir of Forgiveness, Survival, and My Journey from Homeless to Harvard by Liz Murray https://a.co/d/1D4CTBe

This episode is brought to you by Presario Ventures, a private equity real estate firm based in the booming Austin, Texas, market. To learn how to invest in the future of Texas with Presario Ventures, visit info.presarioventures.com/bestever. In this episode, we delve into the world of commercial real estate investing with Bob Thomas, a seasoned investor with over a decade of experience. Join us as Bob shares valuable insights into his journey across various asset classes, the importance of partnerships, and strategies for navigating the ever-changing real estate market. Key Takeaways: The Power of Partnerships: Bob emphasizes the significance of forming strategic partnerships in real estate investing. Collaborative partnerships allow investors to leverage each other's strengths, pool resources, and pursue larger deals with greater efficiency. Aligning incentives and complementary skill sets within partnerships is essential for success. While Bob excels in capital raising and acquisitions, he acknowledges his weakness in construction project management. Partnering with experts in diverse areas can lead to creative and synergistic outcomes. Thinking Big and Setting Ambitious Goals: Bob draws inspiration from Stephen Schwarzman's book, "What It Takes," highlighting the importance of thinking big in real estate. He believes that if you're going to invest your time and effort, it's best to aim for substantial goals that challenge you. Setting big, hairy, audacious goals (BHAGs) can push investors in the right direction. Bob's goal is to grow his portfolio to a trillion dollars in assets under management, emphasizing that a big vision drives progress and innovation. Educating for Financial Literacy: Bob's commitment to financial education extends beyond real estate investing. He actively engages in financial literacy talks, teaching both investors and school children about creating generational wealth, passive income, and sound financial practices. Recognizing the importance of breaking free from a traditional W-2 mindset, Bob believes that introducing children to alternative paths early in life can help them make informed financial decisions and plan for a prosperous future.   Bob Thomas | Real Estate Background Chief Investment Officer & Co-Founder of Peak Asset Management Portfolio: ~200 units of multifamily ~100k sq ft. of commercial retail/office Based in: Portland, OR Say hi to him at:  peakassetmgt.com LinkedIn Best Ever Book: What It Takes by Stephen Schwarzman Greatest Lesson: Selecting the right partners is the most critical piece to one's success or failure. Click here to learn more about our sponsors: Presario Ventures Rentec Direct

What is a BHAG? It's a Big, Hairy, Audacious Goal! On today's episode I'm sharing why it's important to set big goals for yourself, examples of a few BHAG examples around mindset, movement and food freedom habits to help you dream up your own BHAG!  I'm also getting vulnerable and sharing a couple of my own BHAGs that I failed at (the first time) and how to overcome it, learn from it and make your comeback from that setback! BHAGs will push you and build confidence in yourself!  We chat about more specific habit hacks to build confidence in the Mindset Habits Accelerator! *** HABIT HACKS: -Get the FREE HEALTHY HABIT RESET MASTERCLASS! -Access the secret podcast ATOMIC HABITS FOR WOMEN -Get my most popular tracker from the shop, the ULTIMATE HABIT TRACKER! -Access my signature program, the HEALTHY HABITS ACCELERATOR -CHECK OUT THE FREEBIE VAULT!: Access habit tools, self care checklist, ingredient meal tips, free workouts and more!    LET'S CONNECT: Connect with Emily: @emilynichols22@habithackshop.co www.emily-nichols.com   

00:00:32 Subscribe to the Midlife Mommas, talking atomic habits.00:03:39 Dream big but have a system.00:08:16 Tiny steps change habits and self-perception.00:11:17 Friendship dynamics change with personal growth.00:14:16 Make habits attractive by tying them to something else, like walking with a friend.00:17:50 Challenges and environments affect exercise satisfaction.00:21:28 Morning routine includes coffee, supplements, neti pot.00:26:19 Limit social media, switch to green tea.00:29:28 Bought yarn to learn knitting, but failed.00:32:13 Diet and exercise journey, small steps.00:33:31 Build a successful system for joy and satisfaction.BOOM! I wish I could do sound effects, but I can't. We're here today to talk about atomic habits. The basis for this talk is James Clear's bestselling book by the same name. Also, James Clear is a guest on Brene Brown's podcast on Spotify - that's also a great listen.Anyhoo...what are atomic habits, and why do we need them?Have you ever noticed that when you make lofty goals (we used to call them BHAGs in the 1990's), that you never quite get there? That's because biting off a huge chunk of behavior change at one time almost always leads to failure. What you need is a system. Tiny increments of change add up to BIG change over time. In this episode, Cam and Amelia distill the principles of creating or recreating your systems to set you up for success. Consistency over intensity is the key. We give you the four things that build a habit, and we give you the tools to unwind a habit as well.This episode is chock-full of meaningful and practical information. As always, hit that subscribe button and leave us a review. Tell your friends about is and share this episode if it resonates with you.Resources:Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones: Clear, James: 9780735211292: Amazon.com: BooksStay Connected!Amelia Website: https://www.thehelpfulplate.com/ IG: https://www.instagram.com/thehelpfulplate/ Cam Website: https://www.camoyler.com/ IG: https://www.instagram.com/heymomma_cam/ TikTok: https://www.tiktok.com/@heymomma_cam Midlife Mommas IG: https://www.instagram.com/midlife.mommas/ Please share, rate, and review the podcast. We appreciate you! ❤️

On Episode 55 of WIFA Waves, Lisa Greenbaum (co-creator of the WIFA Writer's Academy) and Lori Patterson (co-creator of the WIFA Speaker's Academy), talk with the June 2023 Speaker's Academy and Writer's Academy scholars. Karen Dougherty, Janessa Hall, Amanda Joyce (AJ) Jensen and Nikki Williams share their takeaways from their programs, their BHAGs as speakers and writers, and some of the exciting things they have in the works. Listen to the full episode for all this and more! Learn more about WIFA VoxMeet all the WIFA SpeakersMeet all the WIFA WritersLearn more about the WIFA Writer's AcademyLearn more about the WIFA Speaker's AcademyCheck out all of their work!Never miss an episode of WIFA Waves! Subscribe on Spotify and Apple Music.

Do you ever wonder how others make success look simple and requires little energy? In this episode, Jimmy shares strategies that help him maintain greater efficiency in his day and attain greater results in his company. You will gain insight into: • What the Three R's can do to empower you for a great day - everyday! • How to use rituals in life to "automate" certain activities you must accomplish everyday of your life. • Why routines are critical to achieving greater success in your professional and personal life. • When to measure results that will move the needle on accomplishing your BHAGs! • Maximizing your probability for accomplishment by focusing on The Four "Ifs". Thank you for subscribing to the podcast! Please leave a rating and review on iTunes by clicking here: https://podcasts.apple.com/us/podcast/live-a-life-by-design/id1458394765. Living life on your terms is the ideal lifestyle! To help you achieve greatness in the form you desire, place "Listen to Live a Life by Design Podcast" on your weekly to-do list every Monday. Each episode is loaded with helpful, practical and insightful tips, hacks, and strategies to accomplish your goals. A full transcript of this episode can be found at: [enter URL from Happy Design Company for transcript]. Additional resources to help you with implementation, or to learn more on the subject, of success mentioned in this episode can be found by clicking: https://livealifeby.design/resource/book/. To sign up for the FREE newsletter to gain greater clarity and insight to Living your Life by Design, go to https://livealifeby.design/ and click the "Subscribe" button at the bottom of the page. Subscribe today to give yourself something that provides you growth and opportunity to yield your Bigger, Better and Bolder YOU! The podcast is available on other platforms: • If you enjoy using Google Podcasts, click here: https://podcasts.google.com/?feed=aHR0cDovL2ZlZWRzLnNvdW5kY2xvdWQuY29tL3VzZXJzL3NvdW5kY2xvdWQ6dXNlcnM6NTA3Mzk0MTgyL3NvdW5kcy5yc3M • If you prefer to listen to the podcast on Spotify, click here: https://open.spotify.com/show/6oDHaMCCvoEutZ1Ac9Lqm4 • Listen to the podcast on Amazon Music, click here: https://music.amazon.com/podcasts/bae20f5b-2d92-4584-ad59-41f09b550494/Live-a-Life-By-Design To follow Jimmy's blog pertaining to all things in life that are most important, click here: https://livealifeby.design/living-a-life-by-design-blog/

On this week’s episode of Students Over Systems, former Florida Governor Jeb Bush joins the podcast to discuss the history of the Sunshine State’s flourishing education options. Gov. Bush explains how he overcame opposition to education freedom and remained focused on improving K-12 education. We address the then-abysmal state of education in Florida before the […]

In this episode, the guys share the 2nd of the 3-part interview with franchisees Emily and Dan Elwell, Mike Harding, Sheldon Port, Anthony Satterwhite, and Jimmy Ruedlinger. Join the group as they discuss why goals matter, what they do to make them matter, and how to push their teams and themselves. Sam gets into if we can be a good sharer and Drew explains why peer pressure trumps BHAGs

VisionBoard Walkthrough Demo - https://youtu.be/8A6gXbjptuIWork From Home Bible eBook - https://www.stephencourson.me/Everyone talks about goals but many people are doing them wrong.They could be missing elements of a true goal or they are making too easy or too hard.This video will walkthrough how to make sure that you are setting goals that will move you towards success.Do you set goals often? Do you track them? How do you know if setting goals is even working for you? Do you have BHAGs (big hairy audacious goals)?The framework to success that's enabled me to become financially independent and do what I want when I want is due to the secrets I've learned from millionaires, athletes and hi-achievers over years.Whether you want to buy a home, get into a college, travel to Bali and stay in the cabana huts or start building a family and having kids, creating the right goals is integral to making this happen quickly.About the Podcast If working a 9-5 for 60 years so you can retire with a little money and die a few years later is what you want to do, then this is not the podcast for you. This podcast is about unique investment strategies and interviews with hi-earning individuals on how they make money so you can copy us and grow wealth too! There's a big focus on reaching that first $100,000 net worth is one of the biggest financial milestones because you have to get their through labor, not necessarily investing. That's why the focus of this podcast is to help people go from zero to $100K net worth and beyond in 5 years or less, even if you starting at zero (or negative).Connect With MeHeroes! Please leave a review one Apple or Spotify if you love the podcast to help it grow and enable me to get bigger guests on the pod! If you want to join my wealth-building and productivity focused newsletter that takes 5 minutes to read every week, then go to my website. LinkedIN YouTube

Coming right off Not Skinny But Not Fat, Kaitlyn was honored to welcome this Vine-y for a Part 2 to talk all things celebrity gossip, reality TV, and anti-bucket-list goals. Amanda Hirsch may have started her brand as a small meme account (we'll get into that) but it wasn't long until she was literally eating salads with the Kardashians, and she fills Kaitlyn in on how she infiltrated this famous family by passing some cryptic tests. The two are also manifesting a four way interview with themselves and the power couple that is Machine Gun Kelly and Megan Fox, sharing their BHAGs (big, hairy, audacious goals), and giving their thoughts on Bachelor Nation. Plus, they're getting into all the hot goss on Austin Butler, Miley Cyrus, and the one and only Pete Davidson who may just not be what he seems.  Thank you to our sponsors! Check out these deals for the Vinos: PELOTON - Explore Peloton Row and their financing options at onepeloton.com/row.

I'm SOOOO excited to talk about goals with you today BECAUSE I usually avoid talking about them. As someone who has studied goal setting pretty extensively, I get frustrated and ranty listening to how some people teach goal setting. But I love goals and I think I've gotten to the point in my own personal growth that I can add some serious value to this conversation without being judgy, snarky, or ranty – or too academic. I will also admit that I work with A LOT of people who are let's say – goal-challenged. They have a lot of “ish” when it comes to setting goals. In the past, I have sidestepped and baby stepped and given alternate ways to set goals, but really what's needed is an honest conversation and a way for you to think about this differently. In this episode we are going to cover: Why you shouldn't set SMART goals The benefits of having BIG goals Why big, hairy, audacious, goals (BHAGS) might not work for you And if you are a person who has struggled with setting goals, I'm giving you a new framework for you to dig into. Some of what I'm presenting to you here today like the new framework has come from the book Performance Coaching: A complete guide to best practice coaching and training by Carol Wilson. Let's start with the problem with SMART goals. Get your Revenue Goal Calculator - https://theboldleadershiprevolution.com/revenue-goal-calculator Join the waitlist for The Bold Profit Academy - https://theboldleadershiprevolution.com/the-bold-profit-academy

The show today is a very special show where I take some time to reflect on all that has gone on in my business journey in 2022. We talk about it all: the wins, the losses, things that I have learned, and things that I'm excited about for this upcoming year! I love to sit down like this to evaluate all that is going on and find clarity on how to move forward. My hope for you is that you would take what is happening in my journey and learn from both my mistakes and my successes. I want to challenge, encourage, and inspire you to build the thriving business of your dreams. You have what it takes to build the business that will support the life that you want to live and bring true fulfillment to you!  Key Takeaways Build the business of your dreams, not one that you become a slave of. Learn from hard times and take advantage of them as opportunities to propel you to greater heights than ever before. Create a strategy for growth and a specific plan to execute that strategy well. Fewer, yet more impactful, goals are far better than many scattered goals.  In This Episode [0:00] Welcome to the show [2:55] Wins from 2022 [14:12] The biggest challenge of 2022 [27:08] More wins [33:47] What I learned in 2022 [48:52] What I am most excited about moving forward [56:40] Outro Quotes "If I've been able to build this kind of a business over the last 18 years, there is hope for you." [05:15] "Number one: Don't just rely on social media... The other part of the strategy, at least right now (for you) probably, you need to be out meeting people."  [22:30] "The best way, the fastest way for you to get momentums is to be in the presence of other people." [23:24] "Having a strategy to reach out to past clients and to say, "Hey, let's have conversations around what your strategy is for next year," again stay top of mind, add value, that was one of the best things that we did." [25:10] "I think it's great to have really big goals - big, hairy, audacious goals (BHAGs). I think it's good to have those, to dream about that kind of stuff. But at the end of the day, when I look at the end of this year, without me having to work 60 hours a week, what can I get done? [35:37]  Links Add guest links they shared in the interview form as well as any pertinent links shared during the interview FREE Workshop Available "How to Consistently Earn Over $100k Per Year in Video Production While Working Less Than 40 Hours Per Week" Get the ASCEND Method Cheat Sheet Join the Grow Your Video Business Facebook Group  Follow Ryan Koral on Instagram Follow Grow Your Video Business on Instagram What's your question for the podcast? Share a video or audio response! Check out the full show notes page If you haven't already, we'd love it if you would take 1 minute to leave us a review on iTunes!

Everybody has attachment styles, and if we're not conscious of what they are, it can be really challenging to navigate relationships. In this episode, we break down the most common attachment styles and discuss some tools that can help reduce the root causes of anxiety. The ambivalent attached person is more concerned about abandonment, and the avoidant person typically is more concerned about too much contact or invasion. We explore how we've created a sense of understanding and compassion around these very deep patterns that we experience. We share tools for how to come back together when you feel like you're constantly bumping up against your partner's attachment style, including somatic processing techniques like synchronized breathing and skin-to-skin contact. We also touch on the anxiety that we face when we go after big, hairy, audacious goals (BHAGs). We articulate what's really helped us in the high stress, high growth years that we've had in our business, particularly through the lens of exercise. Will also highlights things that you can do for your body that reduce inflammation and we talk about how the gut microbiome is tied to our mental wellness. Listen to the episode on Apple Podcasts, Spotify, Google Podcasts, or on your favorite podcast platform. Topics Covered:How attachment styles form and what we can do about them Tools for getting in touch with how you feel in your body Understanding where your anxiety comes from How imposter syndrome impacts individuals and relationships Getting curious about what foods work well for you and your unique systemResources MentionedWe Do by Stan Tatkin Your Brain on Love by Stan TatkinThe Higher Practice Podcast for Optimal Mental HealthChristopher Lowry for TEDxMileHigh “Plants, the microbiome, and mental health”Get in Touch: Krista's WebsiteIntegrative Psychiatry InstituteKrista's InstagramWill's InstagramArt of We Instagram Rate,...

Episode Notes Do you ever worry that you won't reach your most important goals for 2022? In this episode Lori and Jimmy share a powerful and simple method to achieving your goals for the year. You will gain insight into: Why it is important for you to maintain an attitude of abundance to be successful. Who you must focus your time and attention to truly accomplish team goals. How to implement 3 steps that will bring about exponential progress each day! When to plan each day and how to account for your progress toward your BHAGs. Why you must be consistent in your implementation of this method to increase your probabilities for growth. Thank you for subscribing to the podcast! Please leave a rating and review on iTunes by clicking here: https://podcasts.apple.com/us/podcast/live-a-life-by-design/id1458394765. Living life on your terms is the ideal lifestyle! To help you achieve greatness in the form you desire, place "Listen to Live a Life by Design Podcast" on your weekly to-do list every Monday. Each episode is loaded with helpful, practical and insightful tips, hacks, and strategies to accomplish your goals. A full transcript of this episode can be found at: https://livealifeby.design/podcast/crushing-2022-goals-in-4-months/. Additional resources to help you with implementation, or to learn more on the subject, of goal achievement mentioned in this episode can be found by clicking: https://livealifeby.design/resource/book/. To sign up for the FREE newsletter to gain greater clarity and insight to Living your Life by Design, go to https://livealifeby.design/ and click the "Subscribe" button at the bottom of the page. Subscribe today to give yourself something that provides you growth and opportunity to yield your Bigger, Better and Bolder YOU! The podcast is available on other platforms: If you enjoy using Google Podcasts, click here: https://podcasts.google.com/?feed=aHR0cDovL2ZlZWRzLnNvdW5kY2xvdWQuY29tL3VzZXJzL3NvdW5kY2xvdWQ6dXNlcnM6NTA3Mzk0MTgyL3NvdW5kcy5yc3M If you prefer to listen to the podcast on Spotify, click here: https://open.spotify.com/show/6oDHaMCCvoEutZ1Ac9Lqm4 Listen to the podcast on Amazon Music, click here: https://music.amazon.com/podcasts/bae20f5b-2d92-4584-ad59-41f09b550494/Live-a-Life-By-Design To follow Jimmy's blog pertaining to all things in life that are most important, click here: https://livealifeby.design/living-a-life-by-design-blog/