Podcasts about Bottleneck

Why is it so difficult for doctors to delegate, even when it so obviously impacts the team? Kiera and Dana discuss the art of delegation, and where it overlaps with clear expectations and accountability. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript:   The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I love when I get the consultants to podcast with me. And today I got the one and only Dana,   I actually have a better nickname than Danie for you. I've like upgraded. I really do think you're Dynamite Dana. And so welcome to the show. Dynamite Dana. Like you just are dynamite in so many ways, so many areas. People love you. I know people are like donuts with Dana. That one was really catchy and clever, but I think like dynamite Dana is who I'm going to stick with. So how are you today there? Dynamite Dana.   The Dental A Team (00:27) Doing good. I'm glad you found one that felt right.   The Dental A Team (00:29) I mean, I still love Dainty   so much and that will probably always forever remain. ⁓ But Dana, truly you're a dynamite consultant and I've watched you evolve and it's like, ⁓ you were on the podcast with me last time where you took a practice from negative profitability to multi profitability in just a couple of months. And I think the dynamic and dynamite ability you have so like dynamic doesn't feel as cool as dynamite, but it's because you're this dynamic player and you're able to help teams, help doctors, help offices.   The Dental A Team (00:33) You   The Dental A Team (00:58) And really it's, think like role clarity, like really focusing on top priorities. And I think that that's like the clutch piece of consulting. If I like boil down what two consultants do differently is yes, we have this like Mary Poppins bag of tricks, but I think the piece is we know which Mary Poppins tool and prioritization and piece based on the numbers, based on the goals need to happen. And I think you're very, very dynamic and dynamite and being able to do that. So excited to have you on the show today.   The Dental A Team (01:26) Yeah, I'm really excited to be here. I haven't podcast in a while with you, so it's going to be fun.   The Dental A Team (01:31) great time girl.   think our last one was talking about your transformation practice. So today's gonna be fun because I think that this is a topic you and I see often is like   doctors struggle, teams struggle to delegate and they struggle to have like role clarity and I'm even guilty of this. Like I've watched myself like it's crazy when I have these podcast topics and I'm like hi it's me I know I'm the problem I know I'm hanging on to these issues I know I'm causing this chaos and so I kind of wanted to like talk about   why doctors struggle to delegate, why we get into this like bottleneck, and then what it can look like on the other side and how we've been able to help doctors. Like, I know you've got a couple in mind. I've got a couple in mind of what does it look like when we start to trust that process? So Dana, from your perspective, why do you feel like doctors don't delegate and we like bottleneck and we hold on or like owners and founders and office managers? Like, what is that? Like we know we're bottlenecking. Like it's annoying to me. I'm like, I know I'm having a temper tantrum and I don't know how to stop it. Like I know I'm not delegating. I know I'm holding on. know I'm freaking   like failing over here. What, like, why do think this is a rift? What are your thoughts?   The Dental A Team (02:32) I   I will say I feel like Dr. Personality is like a doer, right? They're so used to like to get to become a dentist, right? You have to have succeeded thus far in life. And I do feel like that in order to kind of get where they are, they've had to kind of always do right work really hard, hit the books really hard, hit the clinic really hard. And so I do feel like it's kind of ingrained in them just as humans is that they want to do all of the things. And I also think that there's a misconception of leadership. And being a good leader means doing all   things, making all the decisions, having everyone lean on you for everything.   The Dental A Team (03:07) Yeah, I love that you say that because ⁓ there's a book that, gosh, I should look up the name of it. mean, like, I really will actually, guys. Like, if you're watching, don't worry, I'm ⁓ looking this up right now. ⁓ But it's like the founder mindset. And I think so many of us, it's the founder's mentality, how to overcome the predictable crisis of growth. And I think about this book often because like you said, it's a...   what you have always done won't get you where you need to go. And like those habits and those patterns and the different pieces, it's this, like you said, like you had to work hard in dental school. You guys, watched you. Like I worked at a dental college. ⁓ We watched you be this person. And also there's a perfectionist piece of you literally are working in such small areas. Like the mouth is so small. You have to be perfect. You can't have that. Like, I mean,   shoot, you barely move that burr wrong and you're nicking the tooth next to it and you're like, dang, and now gotta like patch this thing up. Like you really do have such a small, finite controlling area. ⁓ But I think it's ⁓ a space of, we all know, Dana, it's like, logically, I know that if I delegate and I trust my team, my life gets better. So what do you feel like it is? Like, how do people actually let go of the vine? Maybe I'm asking for coaching for myself.   The Dental A Team (04:18) Yeah, and I think some of the hold back   is they might have tried to delegate something in the past and it didn't go very well, right? Because there's an art to actually delegating and delegating that is successful and setting real clear expectations. And so I find like, well, I've tried, right? But the person it fell through the cracks or there wasn't an accountability piece built in. And so I think it's like learning truly how to delegate correctly and delegate so that pieces come back to you and you're not chasing down the thing that you   thing that you gave because if you have to chase it down, if you have to check it, like it's still on your plate then, right? That, that it still hangs over your head if you, if those pieces aren't in place. And so sometimes I think too, it's like they have had a past history of trying to delegate and it's like not failing, but feeling like, I should have just done it anyway.   The Dental A Team (05:09) Totally. And I think as you said that like, I'm into now the how of like, okay, I hear that I agree. And I, it was funny, Jason, I, call it like tub talk, like think tank talk. Like we go out hot tubbing, we don't take our phones. It's like really beautiful and shoot, it just snowed. So I can't wait to get out there and like go hot tubbing in the snow. ⁓ it's a really magical world, but we were talking about it and I realized we're using a recruiter to help hire some team members for us that I'm really excited about that are like far out of my league that I don't even know how to hire. So   ⁓ brought in some executive recruiters for that. And I remember they were asking me, they're like, Kiera, what's going to break your trust the most? And I was like, I know actually, like for me, and so team members hearing this, the number one thing, and Dana, I'm saying this because you are not this person and I'm going to highlight you, I think there's also a space when doctors delegate to make sure the person we're delegating to is right person, right seat. ⁓ For me, I've learned that the way I lose trust the most is when people tell me they're going to follow through and they don't. Like I'm very, because I just feel like,   then don't do it. I get they have best intentions, but I'm more obsessed about outcomes and you delivering rather than you just taking a million things on to make me happy. ⁓ And so I thought about it, like, who are the people that I trust implicitly, like on our team and Jason, I'm not going to like do the role of X day. And I'm that's like unfair. You'll get to hear the like behind the scenes, Jason and Kiera talk. One doctor, he was like, Kiera, if I could just be a fly on the wall to hear the conversations you and Jason have. And I was like, I don't know if you want to know them all. ⁓   But I thought about it I was like, okay, my core crew that I really do trust, like what is it and how do I delegate to these people? Like Dana, I know, and this is why I called you Dynamite Dana and Dynamic Dana is Dana, I know with out of doubt, I can give you clients and you're gonna deliver and you're not gonna let me down and you're gonna follow up, you're gonna have scorecards, you're gonna show up to the coaching calls, you're going, like I never have to come and check in on you to make sure you're delivering to clients. Now, you may need help, that doesn't mean they're not gonna be like never asking, but I know you're gonna hit those deliverables. If I give you a project like, hey, you're gonna present,   Never in my mind have I been like, uh, Hope Dana is going to show up on that. Like I know I can count on Dana to be there. She's going to follow through. If she's got questions, you're going to proactively ask me. It like, I can give you tasks that they don't come back to me. Now there's other team members where I'm like, I feel like I'm playing whack-a-mole. I'm like, uh, did you check on that? Did you check on that? Did you check on that? Like, and I've noticed my anxiety is like lit to the next level. And I think as you were saying that and office managers and team members, I hope you hear this loud and clear.   This is the fastest way to break trust and not have a doctor trust you. And truth be told, like I'm going to just call out team members, not even just doctors. You're also being the bottleneck because your doctor doesn't trust you to give it to them. Now, doctors, there is a way for us to not take it back on. ⁓ But I was just, as you said that Dana, I think that there's a big space of doctors make sure that like, if you consistently have a person who's not following through and not delivering back to you, stop trying to make that person fit. Like just call it out of what it is and say, like, listen, this has to change. And if it doesn't, I recognize you're not right person.   Like Shelbi, ⁓ she's a kick-a personality for being that. She never lets anything slip through her. mean, Dana, she is on us like sticky. It's like, hey guys, where's this at? Where's that? But she's so nice about it. And there's just certain personalities that are that way. And then there's other personalities that are like more creative and you don't need them to be in. I don't need to delegate all that. Like they can have different projects. And so I think when you look at it, make sure that the person, and you can also look at people's personality profiles. There are some that are like detail centric.   They should be your operations. should be your office managers. They should be your billers. And then you're going to have people like myself. That's a little less on details, but I'm a dang good treatment coordinator. I don't need to have as many things. I just need to hit a goal. Like it's less confined versus an office manager. So I think also like picking people that are the right people for that. Dana, I talked a lot on that. What are your thoughts on that?   The Dental A Team (08:48) No, I completely agree. I do think it takes the right person in a seat and then once you have the right person clearly defining their role because sometimes too it's like who does it who has the capacity for me to delegate this to right and I think that sometimes things get lost because we ask the person that we always ask and yes they do but then we stretch them so thin things start to fall through the cracks because we haven't said hey is this something that you really feel like you can take on so it comes down to just like you said that trust that open communication and so I think   Role clarity helps delegation. It also helps like where does it make sense? Right? I'm probably not going to ask my biller to do treatment follow-up calls, right? I might probably ask the person that's working to my schedule or the treatment coordinator herself. So I think that all of these pieces, sometimes it's hard to like link when I'm like, okay, well, let's get clear job roles. Well, how does that help me delegate? Right? I think linking all these things together can really help a doctor see how   The Dental A Team (09:39) Mm-hmm.   The Dental A Team (09:45) easy it can become and not just for doctors like yes this is for the doctor that holds on to everything but for leads that hold on to everything for oms that hold on to everything this is just a really clear path for you to see do i have the right person in that seat is their role really really clear and who has the capacity to take on anything that comes up or something that you want to take off your plate   The Dental A Team (10:08) Totally. And Dana, as you said that something, our Dental A Team is in like such a fun transition or like we are, think Dana's feeling, our whole team's feeling it like we have gone from what Dental A Team was to what Dental A Team is becoming. And I'm super excited. We're going to roll out like a state of the company. Dana doesn't know it yet. Like it's coming. Like I can't wait. I know she's feeling the buzz around it, but I recognize as a leader that sometimes you've got to call out what was and where we're going. And   our team went through a, what I've called like a snow globe freaking shake. Like we decided like, let's just throw all the confetti, shake every person into different spots. And it's like, Britt's in a different role. I'm in a different role. Shelbi's in a different role. Thinking as like consultants, like Dana, you pretty much stayed the same, but like everywhere else around us, we just like ripped change tour and we built an accountability chart and we had to really say like, okay, what are the seats that the organization needs without names on it? What are the tasks that realistically should go under here?   And then like, let's look to see what open roles we have, who fits in what spots. And I remember we had a leadership meeting in September of last year. And who I remember, Britt was sitting at the table, Tip was at the table, I was at the table and Britt looks me across the eyes and she's like, Kiera, I just want to highlight and recognize that what you're about to go through and what I'm about to go through, Shelbi, Tiff, this whole leadership, like it is going to be a shake and it's weird. And we all actually like Dana hasn't seen it yet. You're about to get your PDF version come next week. ⁓   of our accountability chart, because right now it is that like, who does this make sense? Like I have normally gone to Shelbi because it's easy and Shelbi and I were working on like fees and different things. And I realized like, well, yes, I used to do that. Shelbi actually needs to be an EA and needs to fully be in that role. And Britt's over finance now and I need to go to Britt. So it's just like, we are constantly like pull out the legend. call it like, let's look at our big legend over here. Like who should this task be under? But I actually think that helps with delegation. And then the team actually is empowered to say like, Hey,   is this my role and not in a combative way, but like, let's make sure that instead of us just going for easy paths, we're going to the correct people. And then those roles actually have KPIs and then you got job accountability below it. So I think like, if you don't have something like that, and this is where like org chart and accountability chart, they get harped on. I recognize like operations people, they come in, they're like, marketers love to give me a growth plan. Like, cool, I hear it. It's like top to the funnel, down to the funnel. Operations people love to give me an org chart.   And what I've noticed though is if you have that clarity of who does what delegation becomes much easier and accountability holding to becomes easier because we can pull out the paper and I'll be like, Britt, it says right here online, like squint your eyes. It's right there. Or we're like, okay, here's a process. It's not on anyone's plate. Let's look to see under which seat going to your capacity thing, Dana, which seat does this make sense? And can they take the capacity today or what needs to shift so that way they can.   But also I remember Tiffanie, ⁓ she was like, you guys have never told me what my full job is. So for me to say I have capacity during hot, I don't even know what it all encompasses. And so ⁓ as I worked with offices, as I worked through our own company, I will say accountability charts and org charts need like an update like every six to 12 months. And we relook to see are there additional tasks because businesses innovate, they evolve. mean, Dana, what you were starting to do versus what you're doing today, it has evolved. Everyone evolves and   I also think like we noticed when we were going through it, we have a VA who's amazing. Everybody loves Joash on our team. Shout out to Joash. ⁓ And we happened to notice that like we needed somebody over in marketing and marketing. were going to go hire somebody and we're like, Whoa, Joash has like 75 % of his time available right now. We could actually deploy him over in marketing and make that tour. That gap can be filled. And so I think like even in consultant world Dana, like you probably are like, Hey, I actually have space. I could take on more projects if you guys need. And this is how it's a   right seat, right role delegate, but then look at all the other players and like, Dana, you got really great strengths and some areas. What if we deploy you in this? So that way your leaders are not, especially as organizations grow bigger, let's deploy and use our team players to the highest level of clear job and also capacity. I think like then accountability is not as hard because we're not inundating just two or three people, but gosh, like as I say, all this, is an evolution of practice. ⁓ Tiff, Britt, Shelbi, and I were all talking like,   It's been the core four for a long time. Like we've just done everything and we're like, we now have 17 team members having four people try to do like a one. I mean, we're not even using half of our team. And yet the co like the top leaders are drowning. It's just an evolution. And I think that this is where bottlenecks revisions having an outside person come in and see it helping you guys elevate really just paramount. And so I'd say like quick steps are get that org chart. Like Dana was saying in the accountability chart.   figure out where the gaps are and who should it go under, not name, but position, and then put names in and see where gaps are and who could we pull in to help out. Like you said, and then you get the job descriptions that are super clear. And then we start holding accountable to that job description. It's very easy when we all see it, got it, and getting the whole team bought in. I'm not going to lie. It's taken us like four months to get here to where whole team's going to see it. There's been a lot of shifting and shaking and making sure we have it right. And then letting the team know it's going to evolve.   But just giving clarity, but even for me, I now know who do I go to, who do I pass this task to? It becomes so much easier to delegate and get rid of those bottlenecks. Dana, that was so much knowledge. Like welcome to behind the scenes. You get to learn firsthand on the podcast, you're welcome. like thoughts about that as a team, as a consultant, like what do you see in that?   The Dental A Team (15:23) Thank   you   I love that and just like kudos to you here in the leadership team for just always trying to map out those pieces and I do feel like as a team member I think it's important for doctors leaders to understand like team members most team members if you have right people right seat like we talked about in the beginning most team members want to grow they want to do a really great job they don't want to let you down when you give them a task and so this is just a pathway that   Create success for everybody. You can get those things off. You can hold accountability You can do all of those things with success and your team members get to elevate themselves grow within their position grow within their skill set And so it's just like a win-win overall for everyone when it's done this way   The Dental A Team (16:15) Yeah, no. And Dana, thank you for saying that. And thank you for the reminding. I think sometimes ⁓ when you have like one bad apple or one bad experience, I think as a leader, even myself, I don't know, my brother-in-law, was a, he's like this really big wig and build like these most incredible homes and all that. And I remember when I got married to Jason 15 years ago, I was like, gosh, Jay, your brother's always so grumpy. And I'm like, I get it. Businesses can pick at you and almost like take away that naive   innocence of how much people are great and you might see the dark side of humanity in spite of the goodness that you see. And I think for me, Dana, like you saying that it's like, no, that's a good, that's a good remembering and reminder for myself of team members really do want to make your life awesome. Team members really do love you and they want to rally around you and they want to be great and they want to grow and they want to evolve. They just sometimes need to know like, what is it you want? And also empowering team members like, can't wait, Dana, we're going to show this and   I'm excited for team members to look at this and be like, Hey, like raise a hand. Like I got space. I can help in these areas. Like this is where you use collective brains to help out, but team members like falling through. ⁓ but I also think like owners don't lose faith in like the goodness of your team. And, sometimes they'll drops. It could be a wrong person, wrong seat. It also can be. There's a lot on that person and we need to like deploy or clarify to make it easier. So Dana, let's talk real life. I know you have some offices. I got some offices.   The Dental A Team (17:42) Yeah.   The Dental A Team (17:44) Let's talk about   like how, what does it look like when it's doing it well? ⁓ How does it feel for offices? Like, let's just kind of go through that.   The Dental A Team (17:52) Yeah, I think the biggest word that comes to mind when offices do this really, really well is just freeing, right? To have that trust in team, to know that you're going to give them something and that like you also have something in place that's going to show you that they are continuously doing it without having to track them down every day, without having to add it to your calendar. It just creates so much balance in a team and it just creates this freeing   sort of like innate trust amongst each other that like, yeah, we're gonna be able to keep a pulse on it. We're gonna check it for sure, right? We're going to trust and verify, but we've built in all of these pieces and getting to this point, right? It's not without a lot of work, right? And a lot of digging in together as a team and saying like, hey, we want more accountability. We want more responsibility. We want these pieces. We want the office to be successful. And I think once an office has it, it truly, truly is.   balancing, its alignment, and it's like freedom.   The Dental A Team (18:54) Mm-hmm. And I think for me, I feel often like I'll speak to the leader side. I sometimes like I'm the monkey who's got my hand in the trap holding on to the nuts so hard and trying to like get free and I can't and all I need to do is let go. And I think that there's a surrendering, there's a grace there's, ⁓ but I do also believe that teams rise to the level you believe they're capable of. And so if I'm sitting here like, they're going to let me down. We, we find what we focus on. And so.   Why don't I look to see how are they winning and what are the gaps and do we have a clear KPI where everybody knows like this is my number. I can't freaking wait Dana. I worked on it last night. I'm super jazzed. It's going to be a good time. But like even helping our consultants know like we've evolved. So what is it that like we expect our clients to be getting in the first 90 days, 180 days, 365 days like Dana, when you first started with me, I was like, good luck, go out there, do something fun.   But as we've gotten bigger and as we've evolved and we've evolved and we've attracted different clients, that needs to evolve. So what do your dental hygienists need to do? And what do your dental assistants need to do to win? And what does your front office, what does winning look like and making it so simple? So we have our top level of this is our number of accountability. This is what winning looks like. Then below that we have tasks of all the different tasks that are there. And what are the core processes? Do we have those documented and dialed in?   This is an evolution of business, but this really is like how you're able to delegate through role clarity. And like you said, Dana, there's freedom, there's alignment. Going through it, keep saying, at first I said, I feel like I'm an orange being squozed, Jason. I feel like we're trying to make oranges. And I was like, actually, I lied. feel like I'm an olive being pressed right now. We're not getting a whole squeeze out of this. It's like a drop by drop by drop. But I think if you can see the end result.   and you have a coach or a guide or someone who's been through it with you, I think it makes it so much easier. And Dana, I know you've got a client right now that you've been pushing on this. This client, I love so much. But just walk us through like a little bit of a glimpse in like, and of course, change of details so people can't figure out exactly what client it is. We'll peel back, we'll give you a couple, we'll mash them together. But like peel back how this doctor went from where they were to where they are today and what that looks like for this doctor.   The Dental A Team (21:07) Yeah, I think this is a doctor that just went through a practice transition where they took over a practice and you know, I think a lot of times when that happens, it's like you do want to be involved, you want to feel like you know every piece, you've got your hand in every piece, you're making all of the decisions. And then there comes a point in time where I usually say it's like the like six month year mark, where you realize like, crud, I can't continue to do this and not feel burnt out. So it's just been really fun to see them find the right people we   The Dental A Team (21:25) Thank you.   Yeah.   100 %   The Dental A Team (21:37) worked this entire last year on stabilizing team, finding the right people, finding good people, not rushing those decisions. And then when we realized they weren't the best people, right, making those decisions quickly too, because that can be stressful for everyone. And so it has been really fun that now that there are right people in right seats, like   being able to trust people to make decisions, being able to say, no, that's somebody like my office manager can answer that pushing team members to go to leads and something as simple as I use this as an example, they locks had to be changed at the office, right? A lock broke. And so all the locks had to be changed. And this doctor was just going through a lot personally and was out and the OM just made the decision called the locksmith, chose the locks, had them all replaced, like covered, like paid the bill all   The Dental A Team (22:12) Thank   The Dental A Team (22:26) of things. And I cannot even tell you just like how grateful how amazing it felt. ⁓ And just how it like opened the window of you know what? Yeah, when I let people make decisions when I let them do the things that I know I can trust them to do what a weight it takes off even something like that small.   The Dental A Team (22:47) That's.   The Dental A Team (22:48) And ⁓ I just remember on our call about that, it was just like a light bulb went off and it was like, the more and more I can do this, the better things are going to be. And everything worked out. Everything was fine. Was it maybe the exact lock like that he would have chosen? Maybe not. But at the end of the day, the building's secure, everything was handled and he didn't have to do it. He didn't have to come in on his day off, didn't have to do it. And it was just a really cool epiphany to see after the   last year that he's been through.   The Dental A Team (23:19) That's amazing, Dana. And I think like, as you say that it's crazy because I can coach this and then living in it. It's such a funny zone. Like I feel annoyed. Like I said before, it's like, can see that I'm throwing a temper tantrum and I don't know how to stop it, but I see it. And I think being aware of it is number one. And number two, I think it's really, ⁓ for me, at least, and again, my team listening will know I'm not perfect at this. So like, this is an evolution of Cure. And I'm not here to say like, I'm great at this today. It's an evolution. ⁓   And I think again, it's from founder, right? A founder or a new owner, like you got to do it all. You really do. And then it's like, my gosh, this got too big for me. Like I can't do it all. I'm up at two in the morning. I'm going to bed at 10 PM. Like this is not sustainable. And also for teams it's not, but I think it's this crazy piece. Like you said, what things do I really need to have an opinion on and what things can I be like, awesome, you did it. And like empower that team member and be so proud of them. And I think as we evolve, a lot of times we feel like   No, no, no, I need to be in control of everything. Like I really do. Like I need to pick the locks. Like that's out of budget versus I think if we can scale ourselves back and say like, that was actually awesome and kudos to them and train yourself to see how they did the right thing and how they did the best thing. And even if it's not your exact way, when you get a team that's running, they will actually be better than you will be on your own because you are evolving the whole, like the whole piece.   You as a leader need to set the vision. You need to say, here's where we're going. Here's the budgets, here's the parameters, and then truly trust your team. And I say that to myself, I say that to you, I say that to everybody listening, because I think it's a constant reminder until it becomes a habit and a personality. Like we're asking you to be like, okay, ⁓ I really love strawberries. And now I'm trying to get you to really love tomatoes. Like, they're both red. It's a different way of operating. It's a different method.   So we're gonna choose that. She's like, you have two wolves. You can feed the scarcity or the abundance. And which one am I feeding today? I'm gonna feed the one where I delegate, I trust, I empower. We have the pieces. But I also think Dana, like at the beginning, I do think some thought process behind like, let's get an accountability chart. Let's get job descriptions. Let's make sure everybody knows their KPI. And I think that sometimes that prep work is tricky. And then let's make sure we're really hiring the best people to do the job. Like...   I think there comes a space in business where at the beginning you hire and you gotta like grind it out. Like people don't know, we're trying to like make them into like, Hey Dana, welcome to being a consultant. Let's train it up versus like, Hey, we can hire consultants that have been consultants. Like there is an evolution. And I think at the beginning, yeah, rock on, you're going to be a lot more involved, but as you evolve, you're going to start to hire people that are just as good, if not better than you are and trust and let them run, ⁓ while still verifying and checking in.   You either choose to do that or you choose to hold and both are both are available, but it depends on what's your ultimate goal. And I think if you can focus on that, focus on the team you want and expect them to rise to that occasion. I watched it in organizations and I'm watching it in myself. Like truly it's amazing, right? People write C and clarity teams evolve and doctors feel a lot better. So any other thoughts, Dana? I know that was kind of a very fun, how you delegate, how you delegate it properly. And also like   how happy that doctor was like, shoot, I didn't even have to do that. That's incredible. What other things are they capable of as well? And kudos to that office manager for just like, I think like just taking the bull by the horns and be like, I'm going to do this and you're going to see that I'm awesome. And I'm going to win you over. think kudos to that office manager too.   The Dental A Team (26:47) Yeah, it was really fun to see.   The Dental A Team (26:49) Yeah. All right, Dana, as we wrap today, I think it's doctors teams like don't get stuck in the trap of not delegating. And just because it wasn't right before, let's look to see why wasn't it. Was it wrong person? Was it wrong path? Get your accountability charts in place. Get the map, get the rollout, get the KPIs, get the meeting cadences, like checking in with your leads every single week can really help get this cadence moving forward. You're not perfect. We're not looking for perfect, but we are looking for that evolvement. Not as much like sitting around your neck, but really empowering your team.   and rolling it out and continue to evolve that what you had before is not what you need today. And if you need a coach, mean, Dana does this, I do this, our team does this. This is what we live for is to make you and your practice like truly flourishing and thriving. So Dana, Dynamite Dana, thanks for being on the podcast today. I always appreciate it, you.   The Dental A Team (27:34) always a good time. Thanks for having me.   The Dental A Team (27:36) Of course, and for all of you listening, reach out if we can help. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on The Dental A Team Podcast.  

Does your business slow down the moment you step away? If every decision, approval, or problem still funnels through you, you're not alone, but YOU are the bottleneck. In this episode, Melissa Kay and Dr. Sabrina Starling break down how you can stop being the bottleneck and start building a self-managing business model that doesn't depend on you for every decision. You'll learn why capable teams still wait for the owner's approval, the hidden ways business owners unintentionally create bottlenecks, what a self-managing business actually looks like, and practical leadership shifts that empower your team to take ownership. If you're tired of being the single point of failure in your business and want growth without burnout, this episode will show you where to start. Profit by Design is a Tap the Potential production. Show Highlights:Relief, flexibility, and freedom: Don't you want more of these?A-players want autonomy to take initiative; we need to empower them to do so.The shift in asking your team, “What ideas do YOU have about this?”Be careful not to shut out your A-players' ideas; encourage them to bring those forward.Melissa's tips to empower your team: share your vision, give clear parameters for decision-making, look for measurable results (KPIs), and provide opportunities for autonomyTracking clear results through KPIs gives pride and ownership to A-players. (This is THE biggest A-player perk we can build into our businesses!)Highlights of our clients' recent winsRelationships and work connections will help skyrocket A-player retention on your team.Do you need to stop being the bottleneck in your business? Join the Better Business Better Life program by booking a call with us today. Spaces are now available! (Melissa offers to write a custom-crafted vision statement and your immutable laws, a $7500 value!)Resources:Enroll now for Leadership Bootcamp! The next session begins in April. Take our Better Business Better Life Assessment to determine your level of burnout and receive a complimentary call with the next steps you need to take in your business to support your life. Click here!Ready to take your life back from your business? Want more time for what matters most and more money in your bank account than ever? Book a call with us today! Mentioned in this episode:Registration Is Open for Leadership Bootcamp!Turn your A-players into your strategic thinking partners who are taking one thing...

Are you convinced there are no good people left? That everyone is lazy, entitled, or just waiting to take what you've built and walk out the door? You might be right — and you might also be the problem. In this episode, Kim Guillory pulls back the curtain on the invisible gap between employers and employees — the space where both sides think they're right (and both are), but nothing is getting resolved. Drawing from 30+ years of coaching spas, clinics, salons, and yes, even plumbers and electricians, Kim breaks down why people problems show up across every industry and what you can actually do about it. You'll hear about Kim's framework for building a culture where people don't want to leave, and how getting your systems and processes in place creates safety for everyone. If you've ever thought "I have to do everything myself" or "there's no way I can grow this," this episode is your mirror. In this episode: Why both the employer AND employee are right even in their limited thinking How your past experiences are now the lens you can't see past The framework for building loyal teams Why its GOOD that not everyone wants to be a business owner What it actually means to be a purpose-driven, ethical leader How to stop being the bottleneck in your own business Ready to hear more about Kim's new people system? Send her a message at [kim@kimguillory.com] or reach out on social media to get early access. Get the full show notes and download the worksheet to take action in your business today: https://kimguillory.com/podcast/fix-your-people-problems 

Your keyboard is the biggest bottleneck in your engineering workflow. This week, Andrew sits down with Wispr co-founder and CTO Sahaj Garg to discuss why traditional voice dictation failed us, and how his team is rebuilding trust by using contextual models to capture a developer's raw intent rather than treating speech models as "dumb" tools that just produce literal transcripts. Together, they explore the engineering hurdles of translating a messy stream of consciousness into perfectly formatted, zero-edit artifacts that can be instantly understood by both AI coding agents and human coworkers. Finally, Sahaj shares his framework for experimenting with new tools and why surviving this era of software development requires completely reinventing yourself and your organization every three months.Follow the show:Subscribe to our Substack Follow us on LinkedInSubscribe to our YouTube ChannelLeave us a ReviewFollow the hosts:Follow AndrewFollow BenFollow DanFollow today's guest:Try Wispr FlowNow on Android Connect with Sahaj on LinkedInOFFERS Start Free Trial: Get started with LinearB's AI productivity platform for free. Book a Demo: Learn how you can ship faster, improve DevEx, and lead with confidence in the AI era. LEARN ABOUT LINEARB AI Code Reviews: Automate reviews to catch bugs, security risks, and performance issues before they hit production. AI & Productivity Insights: Go beyond DORA with AI-powered recommendations and dashboards to measure and improve performance. AI-Powered Workflow Automations: Use AI-generated PR descriptions, smart routing, and other automations to reduce developer toil. MCP Server: Interact with your engineering data using natural language to build custom reports and get answers on the fly.

„Ich bin Kanzleileitung also muss ich mich um alles kümmern."  - Wirklich? Dieser Glaubenssatz ist ermüdend. Daniel zeigt dir, wie du Veränderung anstößt, ohne alles allein zu tragen. Die Lösung? Klare Rollen: Moderator, Designer, Mentor, Scout, Aktivist, Supporter. Jeder weiß, welchen Hut er aufhat und was von ihm erwartet wird. Keine Überforderung. Sondern: selbstorganisierende Teams. Hör rein und mach dich nicht länger zum Bottleneck.

How do you stop being the "easy solution" and start building a team that thinks for themselves? Sarah LoBue, co-owner of Main Street Florist and an industry educator, joins the show to discuss her 15-year evolution from a "baptism by fire" beginner to a retail strategist.In this episode, Sarah breaks down the mindset shifts required to overcome decision fatigue, the tactical "1-3-1" rule for employee problem-solving, and how to use social media as a genuine "window" into your shop rather than a static advertisement.[2:40] Sarah's journey of taking over a shop with zero experience and learning through action.[3:40] Why being the one with all the answers prevents your team from problem-solving.[5:44] A specific tool for empowering employees to bring solutions, not just questions, to the owner.[6:41] Explaining the "why" behind pricing and policies creates more confident staff.[10:00] Treating your platforms as a way for customers to know your team and shop feel before they walk in.[11:37] Why the "OG" platform remains the top driver for local retail traffic.[13:50] Lessons on tracking waste and ensuring your products don't "celebrate an anniversary" on the shelf.[19:59] How a simple seating area and "clienteling" can turn a transaction into a lifetime connection.Join the Rooted in Retail Facebook Group to continue the conversation Join our newsletter for all the latest marketing news for retailers Show off your super fandom by getting your Rooted in Retail Merch! Go to http://indera.co/prompt to access the prompt

In this episode of The IT Experts Podcast, we ask a powerful question. Are you ready to stop being the bottleneck in your MSP and step into true Owner Not Needed leadership?    So many MSP owners tell us the same story. They are still the person everything flows through. Every decision lands on their desk. Every problem escalates to them. Every opportunity waits for their approval. They are working eighty or ninety hours a week while the rest of the team finishes at five. And deep down, they are wondering whether the business is working for them, or whether they are working for the business.    At The MSP Growth Hub we use the phrase Owner Not Needed. It is not about disappearing. It is about building a business that can grow, perform and create value without being dependent on you for every move. One day you will exit your MSP. Whether that is five years away or fifteen, the value of your business will be shaped by how needed you are. The less dependent it is on you, the stronger the valuation and the more freedom you create along the way.    One of the biggest fears around Owner Not Needed is loss of control. Owners worry that if they delegate properly, quality will slip, standards will drop and clients will suffer. The truth is that poor delegation creates risk. Structured delegation reduces it. When you build clarity around roles, responsibilities and expectations, you do not lose control. You create scale.    Another common challenge is decision dependency. Your team comes to you with ten-pound tasks. Small decisions. Quick clarifications. Simple approvals. Individually they feel harmless. Collectively they make you the bottleneck. A practical shift is the one three one rule. When someone brings you a problem, ask for one decision, three options and their recommendation. This develops thinking, confidence and ownership. It moves you closer to Owner Not Needed behaviour and further away from reactive firefighting.    There is also the emotional side. What happens if the business runs smoothly without you? What happens if the team no longer needs your input every hour? Some owners experience a subtle fear of becoming irrelevant. The shift from technical doer to strategic leader is not easy. What got you here will not get you there. Owner Not Needed requires you to redefine your value. You move from fixing tickets to setting direction. From solving immediate problems to shaping long term outcomes.     A practical starting point is to define your thousand pound an hour tasks. These are strategy, leadership, growth planning, financial oversight and culture. If you are spending your week buried in technical work or low value approvals, you are operating far below your true impact level. Owner Not Needed is about elevating your contribution. Delegate the ten-pound tasks. Develop your leadership team to handle the hundred-pound tasks. Protect your time for the thousand-pound decisions that drive growth.     Building leaders rather than helpers is another essential shift. Helpers wait for instruction. Leaders take ownership. They understand their numbers. They report performance. They challenge ideas. They contribute to innovation. This requires structure. Clear KPIs. Departmental plans. Individual accountability. Regular one to ones. Without structure, people drift. With structure, they grow. Owner Not Needed thrives in a culture of clarity.     Numbers also play a critical role. Many MSP owners cannot confidently say whether they are truly making money. They look at the bank balance and hope. Owner Not Needed demands financial visibility. Know your margins. Know your EBITDA. Share the right metrics with your team. When everyone understands performance, decisions improve and dependency reduces.     Staying strategically involved is different from daily firefighting. A weekly cadence focused on progress, priorities and performance replaces reactive noise. Instead of walking around asking how things are going, you review structured updates. Instead of solving every issue, you coach leaders to solve them. This is how Owner Not Needed becomes a lived reality rather than a slogan.    The benefits are powerful. Clear head space to think. A capable leadership team making aligned decisions. Consistent delivery without owner interruption. More time with family and friends. Greater flexibility and control over how you spend your time. And when the day comes to sell, a stronger multiplier because the business is not reliant on you.    Owner Not Needed is not about stepping away and hoping for the best. It is about intentionally building a structure that allows the business to thrive without constant owner intervention. When you lift yourself out of the bottleneck position, you unlock growth, value and freedom.     If this episode has struck a chord, take a moment to reflect. Where are you still the decision maker for something your team could own? What would change if you truly embraced Owner Not Needed thinking?   Make sure to check out our Ultimate MSP Growth Guide, a free guide that walks you through a proven process to take your MSP from stuck to scalable, without working even more hours. It's 44 pages rammed with advice, insights and inspiration to help you decide what support is available to you now if you want to grow and scale your business. Click HERE to get your copy.    Connect on LinkedIn HERE with Ian and also with Stuart by clicking this LINK    And when you're ready to take the next step in growing your MSP, come and take the Scale with Confidence MSP Mastery Quiz. In just three minutes, you'll get a 360-degree scan of your MSP and identify the one or two tactics that could help you find more time, engage & align your people and generate more leads.  OR   To join our amazing Facebook Group of over 400 MSPs where we are helping you Scale Up with Confidence, then click HERE  Until next time, look after yourself and I'll catch up with you soon!   

Alexander Embiricos is the Head of Codex at OpenAI, leading the development of the company's flagship AI coding systems that power automated software generation, debugging and developer workflows. Under his leadership, Codex has become one of the most widely adopted AI developer platforms.  AGENDA: 05:13 Will Coding Be Automated? Why AI Could Create More Engineers, Not Fewer 07:17 Do We Need PMs? The "Undefined" Product Role and When It Matters 08:06 The Real AGI Bottleneck: Human Prompting, Validation, and "Too Much Effort" 13:04 Three Phases of Agents: Coding → Computer Use → Productized Workflows 13:52 Enterprise Reality Check: Security, Permissions, and Safe Agentic Browsing 17:57 Is Inference the New Sales and Marketing?  18:49 What % of Codex Was Written by AI? 21:33 Do OpenAI Use AI for Code Review? 23:31 Is there any stickiness to AI coding tools? 28:22 What Does "Winning" Mean at OpenAI? Mission, Competition, and Moats 32:04 The Future UI: Chat or Voice 34:10 Agent-to-Agent Workflows: Designing for Approvals, Compliance, and Automation 35:39 Do Coding Models Have a Data Moat? 36:50 How does Codex View Data: Will They Build Their Own Mercor and Turing? 37:27 How Does Codex View Consumer: Will They Compete with Lovable? 41:56 Benchmarks vs "Vibes": How People Actually Judge Models 42:43 Cursor's Edge and the Case for Building Your Own Models 47:37 Is SaaS Dead? What Still Defends Value (Humans + Systems of Record) 51:28 Talent Wars and Career Advice for New Engineers in the AI Era 01:01:03 Guardrails, the Fully AI-Managed Stack, and a 10-Year Vision for Everyone      

Send a textFix Approvals. Kill the Bottleneck.Upzone Around Infrastructure Incentivise Builders & DevelopersProtect Mum & Dad InvestorsMigration Reform + Skilled Trades BoostAlso, congratulations to Thomas Crawford for being awarded '2026 Boutique Independent Agency of the Year' - REB (Real Estate Business)Thomas contacted me a couple of years ago, and he said, "Tom, I'm doing 200 sales a year. I want to do half. I want to get closer to my family, lose 20 kilos."He sent me a text message the other day. He's done all of that and made 215 sales in the last 12 months

Alex Gurevich is the founder of HonTe Investments. After earning a PhD in mathematics from the University of Chicago, he leveraged his passion for strategic gaming into a lucrative Wall Street career. He has been hailed by The Wall Street Journal as the star trader of J.P. Morgan, where he served as Managing Director in charge of global macro trading and, in 2020, was leading HonTe's macro strategy when he ranked second by net return according to BarclayHedge. Alex is the bestselling author of The Next Perfect Trade and The Trades of March 2020. In this podcast, we discuss:  The 10-Year "Test of Time" Retrospective The "Swim with the Tide" Framework   Rethinking "Tight Stops" in Risk Management   Strategies to Overcome Portfolio Paralysis   Betting on the "Necessary" vs. "Sufficient"   Japan's Search for the "Perfect Trade"   The Case for the Fed Returning to 0%   AI-Driven Technological Displacement   Energy as the "Bottleneck" for AI Growth   Evolving Views on Option Usage

In this episode, she and Niklas explore why drug development takes over a decade, why only ~10% of drugs reach approval, and how clinical trials have become one of the biggest bottlenecks to biomedical progress.They unpack how incentives distort which diseases get treated, why surrogate endpoints matter, and how off-label use, real-world data, and even “bro science” reveal gaps in the current system.They also cover: • Clinical evolution and iterative human testing • Regulatory opacity and open-sourcing FDA filings • Australia's faster Phase 1 model • Human challenge trials and medical freedom • Surrogate endpoints and distorted incentives • Real-world data and off-label discovery • Biotech innovation shifting to China • How better trials unlock biomedical abundanceA conversation for anyone interested in biotech, policy, and the future of drug development. This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.infinitacitytimes.com

The following article of the Tech industry is: “Pharma MLR: From Regulatory Bottleneck to AI Velocity” by Hector Salinas, CEO, McCann Health SI (AA11)

In this episode of the Ecomm Breakthrough Podcast, host Josh Hadley explores why many e-commerce brands stall between $1 million and $5 million in revenue. He introduces the "inverted pyramid of value" to illustrate how founders often get stuck in low-leverage tasks, and explains that breaking through requires identifying and focusing on the business's main constraint. Josh shares actionable frameworks and prioritization strategies to help entrepreneurs delegate, systemize, and concentrate on high-impact activities, enabling them to escape the “swamp” and scale their businesses to the next level.Welcome to the Ecom Breakthrough Podcast! I'm Josh Hadley, sharing my journey scaling an "ecommerce business" from zero to eight figures. This episode details "scaling strategies" and the "business mindset" needed to overcome common "business obstacles" faced by entrepreneurs. Learn how to identify constraints and "grow your business" beyond plateaus with a solid "ecommerce strategy"!

Enzo Maenhaut is de oprichter van Cyclo Studio. Cyclo Studio is een sterk groeiend bedrijf met outdoor spinning classes die aanvoelen als een boutique fitness-ervaring, met focus op beleving, community en schaalbaarheid.In dit gesprek:- Hoe bouw je een organische groeimotor in je bedrijf?- Hoe maak je een fysieke dienst schaalbaar en verslavend?- Waarom is focussen op één aanbod goed voor je winstgevendheid?- Wanneer is een winwinlening slimmer dan bankfinanciering (en omgekeerd)?- Waarom is een klant-perspectief in je board geen nice to have maar een must?En nog zoveel meer.Meedoen met de Cyclo Studio Sessie van Ben's Mentors? Lees hier hoe.----------- Partners:

As job growth slows and uncertainty lingers, more employees are choosing to stay put — even if they're disengaged. Doreen Coles, senior director of career growth and development of ADP, joins Monique Akanbi, SHRM-CP, to unpack the trend of “job hugging” and how it's reshaping career mobility and internal talent pipelines. They discuss how HR leaders can foster trust, development, and opportunity in a stay-put workforce.  This podcast is approved for .5 PDCs toward SHRM-CP and SHRM-SCP recertification. Listen to the complete episode to get your activity ID at the end. ID expires March 1, 2027.  Subscribe to Honest HR to get the latest episodes, expert insights, and additional resources delivered straight to your inbox: https://shrm.co/voegyz   ---  Explore SHRM's all-new flagships. Content curated by experts. Created for you weekly. Each content journey features engaging podcasts, video, articles, and groundbreaking newsletters tailored to meet your unique needs in your organization and career. Learn More: https://shrm.co/coy63r

When you are the "Chief Everything Officer," your business can only grow as big as your stamina. Today, we are smashing that bottleneck. We're moving you from "The Operator" to "The Architect."

BONUS

In this episode of the Pursuit of Property Podcast, our hosts, Scott Farrow and Cade Berrett, sit down with real estate investor and systems builder Andrew Becker to talk about what it really takes to scale a real estate business without burning out. Andrew shares his journey from working at the Pentagon to building a high-volume real estate operation and how he eventually removed himself from the day-to-day by creating systems, playbooks, and automation that allow the business to run without him being involved in every decision.This conversation goes deep into the difference between being an operator versus being a true business owner. Andrew breaks down how most real estate entrepreneurs get stuck in the weeds because their business depends on them to function and how shifting to a systems-first mindset can completely change the trajectory of your growth. They also talk about hybrid real estate models that combine cash offers and listings, why most teams struggle with profitability even when they're doing high volume, and how bad data leads to bad decisions when you don't have clean systems in place.If you're a real estate investor, wholesaler, agent, or entrepreneur who feels capped by your time, overwhelmed by operations, or frustrated by inconsistent results, this episode will challenge how you think about building your business and show you what it looks like to design something that can scale without you being in every meeting, call, and deal.Guest: Andrew BeckerFounder of Billions CRM and host of the Team Lead Talks PodcastLearn more at https://joinbillions.comFollow Andrew on social media: @iamandrewbeckerListen to his podcast: Team Lead Talks Podcast

Is your internal developer platform actually improving velocity, or is it a bottleneck? We discuss why platform teams building "cool" abstractions is a red flag, and you should aim to create the best platform for software engineers.In this episode, we cover:Why "Golden Paths" can turn into roadblocks for developers.The danger of Shadow IT and why it's a symptom of a failed platform.How to measure if your platform is saving time.Connect with Adnan Alshar:https://www.linkedin.com/in/adnanmalshar92Connect with Jelmer de Jong:https://www.linkedin.com/in/jelmerdejong-xebia00:00:00 - Intro 00:00:54 - Is DevOps Dead? The Truth About Platform Engineering 00:03:07 - Why Developers Are Drowning in Complexity Today 00:04:37 - Why Having No Platform Is Better Than a Bad Platform 00:07:20 - Treating Software Engineers as Customers of the Platform 00:11:26 - The Exact Moment You Should Start Building a Platform 00:14:18 - Who Should Be on Your First Platform Team? 00:17:33 - Turning Your Angriest Developers Into Platform Evangelists 00:18:57 - Key Metrics: How to Measure Platform Engineering Success 00:21:01 - Why 60% of Companies Don't Measure Platform Success00:23:35 - Why No Metrics Is the Biggest Red Flag00:25:23 - The Disconnect Between Executives and AI Readiness 00:31:34 - Integrating AI Tools and Large Language Models Securely 00:34:22 - Shadow IT: The Symptom of a Broken Platform 00:38:03 - How to Scale Without Becoming a Bottleneck 00:41:45 - Don't Forget the Business Side of Platform Engineering#PlatformEngineering #DevOps #DeveloperProductivity

Welcome back to The Collision Vision, driven by Autobody News. I'm your host, Cole Strandberg. Today I'm joined by Sebastian Torres, a sharp family-business operator leading CARSTAR Torcam Group in Canada. When Sebastian took the reins, he challenged legacy habits and leaned into tech—adding Solera's photo-capture estimating and mobile inspection so customers can leave with an estimate in hand. The result? Faster intake, cleaner repair plans, better documentation, and a noticeable lift in profitability. We'll unpack the workflow changes at the front counter, the ROI math behind instant estimates, and—importantly—the leadership side: how to build the foundation for growth and know when the timing is right to scale across locations. Let's get into it. Links: https://www.linkedin.com/in/sebastian-torres-4ba591211/ storres@torcamcarstar.ca 

If you've been doing all the right things — showing up, investing, learning, trying — but something still feels stuck… this episode is for you. Because the real bottleneck in your life or business isn't your effort, your strategy, or your consistency. It's what you're still carrying. In this episode, we talk about:The emotional and energetic weight that quietly slows everything downWhy unresolved patterns, old identities, and nervous system overload create invisible ceilingsWhat you actually need to release to move forward with clarity, ease, and momentumHow letting go isn't weakness — it's leadershipThis isn't about pushing harder.It's about making space. ✨ If this resonates, start by reading my book Love & Light.It will help you understand what you've been holding, why it's there, and how to begin releasing it in a way that feels safe and grounded.

Ever feel like your team has more to give—and you can't quite unlock it? We dig into the uncomfortable truth that many leaders become bottlenecks without meaning to, then map a path to becoming a catalyst who unlocks energy, ownership, and momentum. With award-winning leadership and high performance coach Tracy Clark, we examine why strategy and skills (the “trunk”) only go so far, and how deeper work in mindset, self-awareness, and identity (the “roots”) drives real, sustained results.Tracy shows how to close the gap between intention and impact by starting in the mirror. We get tactical about identity—moving from “think differently” to “be differently”—through immersive play, a one-line identity anchor like “I am a determined catalyst,” and a simple pre-meeting reset that shifts your state on demand. We also unpack her three-part definition of play as intense curiosity, radical open-mindedness, and proactive experimentation. Expect practical moves: rule-flipping core assumptions, designing low-risk tests, and letting silence do the work so your team steps up.The conversation goes beyond personal change to collective momentum. We explore how to create a “team of catalysts” with shared behaviors that make independent thinking normal: surfacing tensions early, challenging assumptions weekly, shipping small experiments fast, and measuring learning alongside results. Along the way we connect empathy and deep listening to performance, drawing on ideas popularized by Chris Voss and the enduring truth that people remember how you make them feel.If you're ready to trade control for trust, certainty for curiosity, and busyness for leverage, this one's for you. Listen, choose your one-word identity for the week, and try the catalyst experiment in your next meeting. If it sparks an insight, share the episode with a leader who needs it, subscribe on your favorite podcast app or YouTube, and leave a review to help others find the show.

Stephen Grootes speaks to Dr Andile Sangqu, Transnet Chair, about the role of Transnet in South Africa’s mining logistics, the importance of an efficient rail and port system for the sector and the latest developments in efforts to strengthen the logistics network. Transnet is central to moving bulk minerals from mine to port and international markets. The Money Show is a podcast hosted by well-known journalist and radio presenter, Stephen Grootes. He explores the latest economic trends, business developments, investment opportunities, and personal finance strategies. Each episode features engaging conversations with top newsmakers, industry experts, financial advisors, entrepreneurs, and politicians, offering you thought-provoking insights to navigate the ever-changing financial landscape.    Thank you for listening to a podcast from The Money Show Listen live Primedia+ weekdays from 18:00 and 20:00 (SA Time) to The Money Show with Stephen Grootes broadcast on 702 https://buff.ly/gk3y0Kj and CapeTalk https://buff.ly/NnFM3Nk For more from the show, go to https://buff.ly/7QpH0jY or find all the catch-up podcasts here https://buff.ly/PlhvUVe Subscribe to The Money Show Daily Newsletter and the Weekly Business Wrap here https://buff.ly/v5mfetc The Money Show is brought to you by Absa     Follow us on social media   702 on Facebook: https://www.facebook.com/TalkRadio702 702 on TikTok: https://www.tiktok.com/@talkradio702 702 on Instagram: https://www.instagram.com/talkradio702/ 702 on X: https://x.com/CapeTalk 702 on YouTube: https://www.youtube.com/@radio702   CapeTalk on Facebook: https://www.facebook.com/CapeTalk CapeTalk on TikTok: https://www.tiktok.com/@capetalk CapeTalk on Instagram: https://www.instagram.com/ CapeTalk on X: https://x.com/Radio702 CapeTalk on YouTube: https://www.youtube.com/@CapeTalk567 See omnystudio.com/listener for privacy information.

Today on Window Treatments for Profit In Part 4 of the WWLD series, LuAnn Nigara breaks down how window treatment business owners unknowingly become the bottleneck and the one decision that restores time, clarity, and control. In this episode of Window Treatments for Profit, we continue the WWLD January series with Decision #4: Remove One Operational Bottleneck That Wastes Time Every Week. This is not about working harder or hiring faster.It's about recognizing where you, as the owner, may be unintentionally slowing the business down. LuAnn walks through real-world scenarios that window treatment business owners experience every day: Orders delayed because the sale moved on but the backend didn't Installer details living in the owner's head instead of a system Schedule chaos caused by missing handoffs Sales teams and admins doing their best without clear processes Drawing lessons from candid conversations on A Well-Designed Business with Rebecca Hay, Beth Diana Smith, and Hilaire Pickett Martin, LuAnn connects the dots between anxiety, resistance, and leadership responsibility. You'll learn: Why owner-operators often become the bottleneck without realizing it How undocumented processes quietly erode profit, trust, and time Why resistance to systems isn't about being busy—it's about fear How removing just one bottleneck can immediately restore control If your business relies on your memory, constant involvement, or last-minute fixes, this episode will hit close to home. This is CEO-level thinking for window treatment professionals who want fewer fires, clearer systems, and a business that runs well—even when they're not in the room. Listen now and take the next step toward running your business like a business. Our Favorite Links ⁠⁠⁠⁠⁠Windowworksnj.com⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Exciting Windows⁠⁠⁠⁠⁠ What's new with LuAnn Nigara ⁠⁠⁠⁠⁠The Power Talk Friday Tour 2025⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠Watch the Docuseries!⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠https://www.luannnigara.com/cob⁠⁠⁠⁠⁠ Purchase LuAnn's Books Here: Book 1: ⁠⁠⁠⁠⁠The Making of A Well – Designed Business: Turn Inspiration into Action⁠⁠⁠⁠⁠ Audiobook: ⁠⁠⁠⁠⁠The Making of A Well – Designed Business: Turn Inspiration into Action⁠⁠⁠⁠⁠ Book 2: ⁠⁠⁠⁠⁠A Well-Designed Business – The Power Talk Friday Experts⁠⁠⁠⁠⁠Book 3: ⁠⁠⁠⁠⁠A Well-Designed Business – The Power Talk Friday Experts Volume 2⁠⁠⁠⁠⁠ Connect with LuAnn Nigara LuAnn's ⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠ LuAnn's ⁠⁠⁠⁠⁠Blog⁠⁠⁠⁠⁠ Like Us: ⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠ | Tweet Us: ⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠ | Follow Us: ⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠ | Listen Here: ⁠⁠⁠⁠⁠Podcast⁠⁠⁠ Other Shows Mentioned • Episode 806 with Rebecca Hay • Episode 635 with Beth Diana Smith • Episode 864 with Hilaire Pickett Martin

With the rapid rise of AI workloads, data centers are being built with higher power density, stricter reliability expectations, and cooling technologies that are evolving faster than most teams can adapt. As a result, these facilities aren't just getting bigger—they're becoming harder to operate, harder to staff, and far less forgiving when something goes wrong. Global electricity demand from data centers is projected to reach approximately 945 terawatt-hours by 2030, driven by sustained annual growth of around 15% through the end of the decade. Yet industry research shows data center workforce development is failing to keep pace, leaving operators short on experienced talent just as systems grow more complex. between rapid infrastructure expansion and the discipline and training required to support it—has become one of the industry's most pressing risks.So as direct liquid cooling moves from “future” to “field reality,” do we have the commissioning rigor—and the trained technicians—to keep these sites safe, consistent, and online?That's the core theme in this episode of Straight Outta Crumpton, hosted by Greg Crumpton, featuring Jay Kallsen, Commissioning and Customer Manager at Impact Cx and co-founder of Method Xperts. Together, they unpack what commissioning really means, why the next wave of data center growth is fundamentally a people-and-process problem, and how standardized training could unlock faster, safer adoption of liquid cooling at scale.What you'll learn...Commissioning vs. “it turns on”: Jay explains commissioning as verifying that equipment and systems operate as designed—not merely at startup, but across real-world sequences, tolerances, and failover conditions that operations will depend on.Why “pathways” beat pep talks: Both emphasize that people aren't afraid of hard work—they're afraid of dead-end work. Creating visible pathways (training, mentoring, on-ramps) is the backbone of effective data center workforce development, especially as systems become more complex.Liquid cooling needs a common foundation: Jay argues that the industry lacks a shared baseline for what a “liquid cooling technician” even is. The opportunity is to build foundational knowledge first, then train the OEM-specific nuances—so field service can scale without silos.Jay Kallsen is a mission-critical infrastructure professional with deep experience across data center operations, commissioning, and liquid cooling, beginning his career as a union electrician (IBEW Local 22) and advancing through hands-on roles at CBRE, Schneider Electric, and Google. At Google and later hyperscale and colocation operators, he led and supported mega-data center commissioning, cooling retrofits, direct liquid cooling pilots, and portfolio-level operational standardization, bridging construction, commissioning, and live operations. Today, as Commissioning and Customer Manager at Impact Cx and co-founder of Method Xperts, he focuses on workforce training, curriculum development, and liquid-cooling enablement, translating real-world operational knowledge into scalable industry solutions.

Tech earnings calls have highlighted a new risk: There isn't enough electricity to power the new data centers. We will analyze the "Utility Supercycle" as power companies raise rates to build new capacity.Today's Stocks & Topics: State Street Industrial Select Sector SPDR ETF (XLI), Market Wrap, Preferred Stocks, Tyler Technologies, Inc. (TYL), SPDR Gold Shares (GLD), SPDR Gold MiniShares (GLDM), The "Grid" Bottleneck: AI vs. Utilities, Key Benchmark Numbers: Treasury Yields, Gold, Silver, Oil and Gasoline, Silver Tiger Metals Inc. (SLVTF), Discovery Silver Corp. (DSVSF), Visteon Corporation (VC), AECOM (ACM), Rubrik, Inc. (RBRK), KPMG and AI Cost Savings.Our Sponsors:* Check out Quince: https://quince.com/INVESTAdvertising Inquiries: https://redcircle.com/brands

In this episode of the Real Estate Pros podcast, host Micah Johnson speaks with Francesca Apostolou, a seasoned real estate investor and life coach. They discuss Francesca's journey into real estate, the importance of personal development, and how mindset shifts can lead to success in investing. The conversation emphasizes the need for clarity, accountability, and continuous learning in both real estate and personal growth. Francesca shares insights on overcoming challenges and the significance of staying focused on one's goals.   Professional Real Estate Investors - How we can help you: Investor Fuel Mastermind:  Learn more about the Investor Fuel Mastermind, including 100% deal financing, massive discounts from vendors and sponsors you're already using, our world class community of over 150 members, and SO much more here: http://www.investorfuel.com/apply   Investor Machine Marketing Partnership:  Are you looking for consistent, high quality lead generation? Investor Machine is America's #1 lead generation service professional investors. Investor Machine provides true 'white glove' support to help you build the perfect marketing plan, then we'll execute it for you…talking and working together on an ongoing basis to help you hit YOUR goals! Learn more here: http://www.investormachine.com   Coaching with Mike Hambright:  Interested in 1 on 1 coaching with Mike Hambright? Mike coaches entrepreneurs looking to level up, build coaching or service based businesses (Mike runs multiple 7 and 8 figure a year businesses), building a coaching program and more. Learn more here: https://investorfuel.com/coachingwithmike   Attend a Vacation/Mastermind Retreat with Mike Hambright: Interested in joining a "mini-mastermind" with Mike and his private clients on an upcoming "Retreat", either at locations like Cabo San Lucas, Napa, Park City ski trip, Yellowstone, or even at Mike's East Texas "Big H Ranch"? Learn more here: http://www.investorfuel.com/retreat   Property Insurance: Join the largest and most investor friendly property insurance provider in 2 minutes. Free to join, and insure all your flips and rentals within minutes! There is NO easier insurance provider on the planet (turn insurance on or off in 1 minute without talking to anyone!), and there's no 15-30% agent mark up through this platform!  Register here: https://myinvestorinsurance.com/   New Real Estate Investors - How we can work together: Investor Fuel Club (Coaching and Deal Partner Community): Looking to kickstart your real estate investing career? Join our one of a kind Coaching Community, Investor Fuel Club, where you'll get trained by some of the best real estate investors in America, and partner with them on deals! You don't need $ for deals…we'll partner with you and hold your hand along the way! Learn More here: http://www.investorfuel.com/club   —--------------------

Are you dangerously close to becoming the bottleneck in your own business? Recorded while walking through Zagreb (because I was literally about to become the bottleneck myself), this episode breaks down how to tell if you're holding up your own progress and what to do about it. What We Cover: → The signs you're becoming the bottleneck (hint: it's because you care too much, not too little) → The $1 bill vs. $100 bill framework for prioritizing your time → Three systems that stop the bottleneck before it starts → The responsiveness trap and how it trains you to become the answer person → Why meetings beat message marathons → Creating decision-making frameworks so your team knows what they own   The Bottom Line: You're not removing yourself from your business. You're removing yourself from the noise so you can focus on what compounds value.

The Wall Street Journal said that “Power-grid operators are asking tech companies to supply their own electricity or go dark at times.” Can China help the USA power our AI future? Find out more with Alex Shi and Jason Smith. Hosted on Acast. See acast.com/privacy for more information.

K2. Druga najwyższa góra świata i dla wielu ta najtrudniejsza. Niższa od Everestu, a jednak bardziej bezwzględna. W tym odcinku „Podcastu Historycznego” opowiadam pełną historię K2: od czasów, kiedy była jeszcze tylko literą i cyfrą na mapie, przez pionierów podchodzących pod ścianę w epoce wełny i skóry, aż po nowoczesną erę tłumu, mediów i wypraw „na styk”. To opowieść o ambicji, cenie, psychice i o tym, jak działa ryzyko w miejscu, gdzie nawet mały błąd potrafi urosnąć do rozmiaru katastrofy. To również historia z mocnym polskim nerwem: Kurczab, Kukuczka, Piotrowski, Rutkiewicz i nasza wieloletnia obsesja zimowego K2. Skąd się wzięła, jak wyglądała w praktyce?. W odcinku m.in.: - dlaczego K2 „nie wybacza” i jak wygląda mechanika ryzyka na ośmiotysięczniku - czym naprawdę jest Bottleneck i czemu tłum wysoko na górze to przepis na dramat - Styl Alpejski vs Styl Oblężniczy : dwie logiki wspinania, dwa różne światy - 1954: pierwsze zdobycie i pierwsza wielka wojna o prawdę - 1986: czarny sezon, kiedy burza zamienia grań w pułapkę - 2008: nowoczesna tragedia, presja okna pogodowego i „epoka tłumu” - Polskie zimowe wyprawy i finał: zimowe wejście na K2 w 2021 Timeline: 0:00 Intro 2:33 ROZDZIAŁ I: co to jest K2 i dlaczego „nie wybacza” 17:13 K2 kontra Everest 23:21 ROZDZIAŁ II: Pierwsi, którzy ją nazwali i pierwsi, którzy pod nią podeszli. (1892 - 1909 r.) 30:19 Jak zdobywa się K2? Co jest potrzebne.  37:52 Sprzęt na K2 44:23 Wyprawa Eckenstein-Crowley 1902 r.  48:19 Wyprawa księcia Abruzzi z 1909 r.  55:39 ROZDZIAŁ III: Amerykański sen i lekcja pokory; wyprawa 1938, tragedia 1939 i wyprawa 1953 r.   59:04 Wyprawa z 1939 r. i pierwsza tragedia 1:08:48 1953 r. i amerykańska ekspedycja Houstona 1:15:22 ROZDZIAŁ IV: Pierwsze zdobycie K2 w 1954 r. i wielka wojna o prawdę 1:27:05 ROZDZIAŁ V: Nowa epoka K2 i polski akcent. 1:32:30 Polacy – Wojownicy Lodu. Kurczab, Kukuczka, Rutkiewicz, Piotrowski… i wielu innych.  1:43:29 ROZDZIAŁ VI: Czarny sezon na K2 – lato 1986 r. 1:49:44 Lipiec 1986 r. na K2 1:54:33 Sierpień 1986 r. na K2 1:56:55 Tragedia 4-10 sierpnia 1986 r na K2.  2:02:09 Podsumowanie czarnego lata na K2 1986 r.  2:04:28 K2 w epoce tłumu; Drugi najczarniejszy sezon na K2 – 2008 r.  2:10:13 ROZDZIAŁ VIII: Polska Narodowa Zimowa Wyprawa na K2 2017/2018 r.  2:14:15 Początek Polskiej Narodowej ZimowWyprawa na K2 2017/2018 r. 2:19:56 Zmiana planów z Cesena na Abruzzi i samotna próba Denisa Urubki 2:24:26 Zakończenie polskiej zimowej wyprawy na K2 2:27:43 ROZDZIAŁ IX: Nowa Era: K2, media i polska klamra na nartach 2:31:34 K2 jako biznes; zjazd na nartach 2:35:18 Epilog: Sens Moja ksiażka „Historia dla Odważnych” – kup szybko i bezpiecznie na https://odwaga.alt.pl

Jealousy in leadership is rarely loud. It is subtle, quiet, and often disguised as “being careful.” But underneath it is fear. Fear of being replaced. Fear of being outshined. Fear of no longer being the smartest person in the room.In this episode, we unpack why that mindset is one of the biggest threats to business growth and why hiring “safe” might feel comfortable but ultimately caps your potential. When leaders choose assistants over experts, delegate tasks but not authority, and hoard decisions to stay irreplaceable, they do not become indispensable. They become the bottleneck.True leadership looks different. It means hiring people who challenge you. People who are stronger where you are weaker. People who can take their hands off parts of the business so you can focus on building what is next.Scaling requires trust. Freedom requires letting go. Legacy requires a team that does not need you in every room.This conversation is a call to audit your leadership honestly. Are you hiring to grow or hiring to stay in control? Are you surrounding yourself with comfort or with excellence?A real Young Boss is not trying to be the best in the room. They are building rooms where greatness thrives.Drop the ego. Hire the A-players. Let them raise your ceiling until it becomes your new floor.Subscribe to Young Boss with Isabelle Guarino wherever you get your podcasts, and be sure to like, share and follow on Instagram and TikTok.And remember, youth is your power.

Are you doing $200/hour thinking... while stuck in $25/hour tasks?If you're grinding out 40 hours of work in a 20-hour window and still can't find space to think strategically, you're not bad at time management. You're stuck in a dangerous loop: doing low-value work faster with AI instead of using AI to stop doing it altogether.Here's the uncomfortable truth: You might be the bottleneck. And the worst part? You don't even realize it.Ready to stop being the bottleneck and start leading like a CEO? Join the AI for Founders Playbook Waitlist, your shortcut to auditing your time, building your delegation stack, and finally doing the work that matters.Key Takeaways

Ever felt like you're the bottleneck in your busy dental practice? Listen to how Dr. Meghna Dassani, from Dassani Dentistry, transformed her role from being the go-to problem solver to the architect of her practice. Hear about her realization that she was actually hindering her team's autonomy and shrinking her own life in the process. This episode uncovers the profound nuggets of wisdom found in Dr. Dassani's journey from overwhelmed micromanager to truly invaluable leader. Discover how restructuring your approach can result in heavyweight growth without the stress!‍‍Listen to Meghna's Other Episodes Here:111: DR. MEGHNA DASSANI | SLEEP APNEA & DASSANI DENTISTRY – THE DENTAL MARKETER PODCAST347: DR. MEGHNA DASSANI | HOW TO IMPLEMENT SLEEP INTO YOUR PRACTICE – THE DENTAL MARKETER PODCAST"WHAT IS 1 THING YOU WISH YOU KNEW BEFORE YOU OPENED YOUR START-UP/ ACQUISITION?" – THE DENTAL MARKETER PODCAST‍Host: Michael AriasJoin my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍Love the Podcast? Let Us Know How We're Doing on Apple Podcasts!‍

Click Here To Discover 7 Highly Effective & PROVEN Tactics Want to Keep Your Podcast Listeners Hooked & Coming Back for MoreIs it possible that more reach is actually the reason your podcast growth has been stuck for years?You've followed the advice.You've chased bigger guests, posted more clips, and pushed harder on promotion — yet your podcast growth hasn't moved. If that sounds familiar, this episode exposes the uncomfortable truth most podcasters avoid: the real bottleneck isn't more reach… it's podcast retention.In this episode, we break down the exact blind spot that keeps business owners and experts trapped in “busy but stuck” mode, why doing everything “right” can still lead to flatlined numbers, and how living in podcasting La-La Land quietly kills momentum.By listening, you'll discover:Why podcast growth stalls even when you're getting more reach — and how retention leaks sabotage resultsThe 3 critical questions that reveal whether your podcast retention is broken before you waste more time promotingHow to turn strangers into loyal listeners who binge your content instead of bouncingIf your podcast has been stuck for months (or years), this episode will help you identify the real problem — and finally fix what's holding your podcast growth back.

In many schools, the SENCO role has become the pressure point where everything ends up - SEND, SEMH, behaviour, parent concerns, paperwork and managing crises and pupil outbursts.And when that happens, how SEND and SEMH is supported across the school starts to break down.In this episode of School Behaviour Secrets, you'll learn why the SENCO job has become increasingly difficult even in caring, well-intentioned schools - and why this isn't about individual failure.You'll see how a range of factors have unintentionally made the role of SENCO the single point of SEND failure in schools. And how this affects classroom practice, consistency of support and long-term sustainability for pupils with complex needs in school.Most importantly, you'll come away with a clearer way of thinking about the role - and how we need to redefine it - so it's fit for purpose moving forwards. All without adding additional stress to hard-working SENCOs or burning them out.If you care about inclusion and want SENCO support that's sustainable, this episode is for you.Important links:Get our FREE SEND Behaviour Handbook: https://beaconschoolsupport.co.uk/send-handbookDownload other FREE behaviour resources for use in school: https://beaconschoolsupport.co.uk/resourcesHeadteachers and deputies: Join our in-person event in BradfordWhere you'll learn practical ways to equip your team to handle SEMH challenges with confidence - so you can move from firefighting to a calm, consistent whole-school approach. Register now.

What happens when power, rather than compute, becomes the limiting factor for AI, robotics, and industrial automation? In this episode of Tech Talks Daily, I'm joined by Ramesh Narasimhan from Nyobolt to unpack a challenge that is quietly reshaping modern infrastructure. As AI training and inference workloads grow more dynamic, power demand is no longer predictable or steady. It can spike and drop in milliseconds, creating stress on systems that were never designed for this level of volatility. We talk about why data center operators, automation leaders, and industrial firms are being forced to rethink how energy is delivered, managed, and scaled. Our conversation moves beyond AI headlines and into the less visible constraints holding progress back. Ramesh explains how automation growth, particularly in robotics and autonomous mobile robot fleets, has exposed hidden inefficiencies. Charging downtime, thermal limits, and oversized systems are eroding productivity in warehouses and factories that aim to run around the clock. Instead of expanding physical footprints or adding redundant capacity, many operators are questioning whether the energy layer itself has become outdated. One of the themes that stood out for me is how energy has shifted from a background utility to a board-level concern. Power density, resilience, and cycle life are now discussed with the same urgency as compute performance or sensor accuracy. Ramesh shares why executives across logistics, automotive, advanced manufacturing, and AI infrastructure are starting to see energy strategy as a direct driver of uptime, cost control, and competitive advantage. We also explore the industry-wide push toward high-power, high-uptime operations. As businesses demand systems that can stay online continuously, the pressure is on energy technologies to respond faster, charge quicker, and occupy less space. This raises difficult questions about oversizing infrastructure for rare peak loads versus designing smarter systems that can flex in real time without waste. If you are building or operating AI clusters, robotics platforms, or industrial automation at scale, this episode offers a clear-eyed look at why energy systems may be the next major bottleneck and opportunity. As power becomes inseparable from performance, how ready is your organization to treat energy as a strategic asset rather than an afterthought?

This episode is a reality check for anyone who thinks construction is just catching up to tech. It's not. Construction is now leading it.In this episode of KP Unpacked, KP Reddy and Nick make the case that design and construction have become the single most important constraint on technological progress. Data centers can't get built fast enough. Housing can't scale. Power generation is racing to keep pace. And for the first time in history, construction is facing technology-driven upgrade cycles, not aesthetic ones.But this isn't just macro. KP walks through live experiments with Claude Cowork and Claude Code: automating LinkedIn grooming, generating $7K in Substack revenue, replacing million-dollar consulting contracts, and sending 1,000 personalized emails in under an hour. The breakthrough? AI agents don't need APIs anymore. They're reading screens and controlling desktop applications, which means on-screen takeoff, Revit, and legacy construction software are suddenly vulnerable.Key topics covered:Why on-screen automation could kill 50+ construction tech startups in the next yearHow AI agents control your desktop by watching and clicking, not integrating via APIReal experiments: LinkedIn automation, competitive analysis, email campaigns, vibe modeling in ExcelWhy construction is the bottleneck for AI infrastructure, housing supply, and energy distributionThe shift from trickle-funding to big bets: why seed rounds should be $15–25M for real problemsHow to get surgical about ICP definition using AI-powered researchThe 48-hour email delay hack: protecting your time when automation makes you too efficientWhy sales-oriented, variable-comp businesses are ideal for AI leverage right nowIf you're a founder building in AEC, an investor trying to understand where capital should flow, or an operator wondering whether your software strategy is already obsolete, this episode will reframe how you think about the next five years.Listen now.BuildingWorks & Brookwood Sponsors

Send us a text“Enjoy the journey, it's all you have.”-Travis HannExclusive Insights from This Week's EpisodesMost founders believe growth stalls because of markets, capital, or competition. The truth is far more uncomfortable and far more empowering. In this episode, Travis Hann exposes the real reason businesses plateau and why the very traits that helped founders win early often become the ceiling later. This is a direct, unfiltered conversation about leadership, hiring, culture, and the discipline required to build a company that works without you. If you want freedom, scale, and a business that lasts, this episode will challenge how you lead and force you to rethink what real ownership actually means. Listen now and discover how to break free.Episode Highlights03:45 Why founders become the bottleneck without realizing it08:20 The leadership mistake that quietly kills scalability12:10 What private equity really looks for in leadership teams17:40 Why culture cannot be outsourced or faked22:55 The moment founders must choose control or growth28:30 Why hiring resumes instead of reality destroys companies34:10 The discipline shift that separates builders from blockersFull show notes, transcript, and resources for this episode:https://podcast.deepwealth.com/512The Deep Wealth Podcast Most entrepreneurs do not fail.They just carry too much for too long. The business grows. Pressure grows faster. Profits get harder to predict. Decisions cost more energy. Over time, focus slips and health takes the hit. The Deep Wealth Podcast and Deep Wealth Mastery are built from real experience. We're the only system based on a 9-figure exit. This system exists because guessing gets expensive.

Construction is one of the least digitized industries in the world, and not because it resists technology. It resists bad technology. In this episode of Eye on AI, Craig Smith sits down with Olek Paraska, CTO of Togal AI, to break down why construction productivity has barely improved in 50 years and why pre-construction is the real bottleneck holding the industry back. Olek explains how most estimating and takeoff work is still done manually, why automating this phase can unlock massive efficiency gains, and how AI works best in construction when it acts as a perception and reasoning layer rather than a replacement for human judgment. The conversation explores computer vision, agentic AI, human-in-the-loop systems, and why respecting real-world constraints is essential for AI to deliver real ROI. It also looks ahead to a future where floor plans, materials, costs, and constructability can be reasoned about together, long before construction begins. This episode is a deep dive into how AI can finally move construction forward by solving the right problems, in the right order. Stay Updated: Craig Smith on X: https://x.com/craigssEye on A.I. on X: https://x.com/EyeOn_AI (00:00) Why Construction Is Desperate for Better AI (01:06) Olek's Path From Software to Construction (02:17) Why Construction Productivity Has Stalled for Decades (04:33) The Pre-Construction Bottleneck No One Talks About (06:17) How Takeoffs Are Still Done Manually (09:15) Why Construction Rejects Bad Technology (11:18) How Togal Found the Right Problem to Solve (12:14) From Computer Vision to Reasoning AI (17:44) What Agentic AI Looks Like in Pre-Construction (20:59) Turning Floor Plans Into Materials and Costs (28:18) The Real ROI of AI for Contractors (47:11) The Long-Term Vision for AI in Construction

In this episode, I talk with business exit strategist Laurie Sterling about building self-sustaining businesses that allow entrepreneurs to step back and enjoy life. Laurie shares her personal journey, emphasizing the importance of independence and her "Step Back to Scale" framework.Key Takeaways:Time Audit: Conduct a comprehensive audit to determine tasks that can be delegated or automated, freeing up valuable time for founders.Bottlenecks: Identify key growth impediments such as cash flow and delivery capacity that often arise from founder over-involvement.Scaling Strategies: Explore effective methods like empowering teams and leveraging technology to achieve scalability.Asset Building: Focus on creating digital assets and efficient processes to enhance the business's sellability.Freedom Pathways: Discuss multiple scaling options, including hiring talent and developing digital courses.This episode provides actionable insights for entrepreneurs looking to reduce hands-on management while ensuring business profitability and independence. Tune in for strategies to transform your business into a thriving, self-sustaining freedom machine!Chapters:0:00 Introduction to Freedom Machines2:00 The Journey of Business Ownership3:55 Laurie's Business Exit Strategy5:51 Lessons Learned from Selling a Business6:19 Transitioning to Helping Others7:23 Working with Online and Local Businesses8:30 Identifying Founder Dependency9:54 Scaling Beyond the Founder13:47 The Rockstar Method Explained16:33 The Power of One-to-Many Models19:02 Building Valuable Business Assets23:08 The Step Back to Scale Framework26:09 Common Bottlenecks in Online Businesses31:14 Diagnosing Your Business's Needs36:19 Finding Support and ResourcesLaurie's Links:Website: lauriestirling.comInstagram: https://www.instagram.com/laurie.stirling/LinkedIn: https://www.linkedin.com/in/lauriestirling/Listen to our limited podcast series to how to build an automated sales funnel and scale it to $100K/year: https://www.gillianperkins.com/the-100k-methodMore FREE Resources to Grow Your Online Business:Grab our free course, Small Business 101: https://www.gillianperkins.com/small-business-101-free-opt-inWrite a Profit Plan for Your Business : http://gillianperkins.com/free-profit-plan Want to quit your job in the next 6-18 months with passive income from selling digital products online? Check out Startup Society.Have you already started your business, but it isn't generating consistent income? Schedule a free, 30-minute strategy session with our team to get unstuck!Work with Gillian Perkins:Apply for $100K Mastermind: https://gillianperkins.com/100k-mastermind Get your online biz started with Startup Society: https://startupsociety.com Learn more about Gillian: https://gillianperkins.com Instagram: @GillianZPerkins

Send us a text“Discover your gift and begin serving it now.”-Israel DuranExclusive Insights from This Week's EpisodesYou can work harder, stay disciplined, and still feel like your business refuses to move. That is not a motivation issue. It is a bottleneck. Visionary Israel Duran explains why smart entrepreneurs get stuck at the same level and how one hidden constraint quietly blocks growth, momentum, and scale. You will hear how blind spots form, why most leaders stay trapped in resistance, and what actually creates breakthroughs when you are ready for the next level.EPISODE HIGHLIGHTS00:10 The four missing pillars identity purpose vision voice and a custom plan00:13 Why most entrepreneurs get stuck under the million dollar mark00:21 The partnership principle and the Coca Cola growth story00:26 How past pain makes you sabotage your next opportunity00:34 The law of breakthrough obscurity resistance visibility acceleration00:38 How to reach out to successful people without sounding needy00:41 The biggest mistake leaders make staying blind to blind spots00:45 The four step path education systems influence monetizationFull show notes, transcript, and resources for this episode:https://podcast.deepwealth.com/511The Deep Wealth Podcast Most entrepreneurs do not fail.They just carry too much for too long. The business grows. Pressure grows faster. Profits get harder to predict. Decisions cost more energy. Over time, focus slips and health takes the hit. The Deep Wealth Podcast and Deep Wealth Mastery are built from real experience. We're the only system based on a 9-figure exit. This system exists because guessing gets expensive.

Many chiropractors don’t realise they’ve become the bottleneck in their own practice. Not because they want control —but because being needed feels validating, responsible, and safe. In this episode, we explore The CEO Transition — the leadership shift that helps chiropractors stop being the bottleneck without losing care, trust, or standards. You’ll learn how dependency quietly forms, why letting go feels harder than it should, and why forcing delegation often backfires. If your practice feels like it can’t function without you, this episode will help you understand why — and show you a calmer way forward.See omnystudio.com/listener for privacy information.

True leverage is about multiplying leaders! In this solo episode, BJ explores the concept of leadership and leverage and shares why he believes that leaders are actually levers. Tuning in, you'll hear all about what to consider when thinking about leverage, the power of discerning leverage properly, and how the 80/20 rule can help leaders. BJ delves into the importance of leveraging and protecting your time before discussing the difference between responsible and irresponsible leverage. BJ even talks about systems, why they're imperative, and why bad systems are problematic. Finally, we touch on the idea that people aren't leverage, their growth is. To hear all this and even be challenged to consider how you are discerning your leverage, be sure to listen now! Key Points From This Episode:What leadership actually is and why leaders are levers. BJ explains the 80/20 rule and what it means for leaders. Responsible leverage versus irresponsible leverage. The difference between true leverage and fake leverage. Three things to ask yourself this week to be a better leader. Quotes:“Leverage without discernment and wisdom turns into burnout, overextension, anxiety, or – using people instead of developing them.” — BJ Kraemer “Leadership requires us to constantly ask, ‘Where am I spending time that someone else can grow into [or] – that I might be able to delegate to somebody? – Where am I holding onto work that's preventing scalability? Where might I be confusing activity with impact or results?'” — BJ Kraemer“Time is the only resource that you can't get more of.” — BJ Kraemer “If your organization or family relies on your heroic effort to function, you don't have a leadership problem, you have a systems problem.” — BJ Kraemer Links Mentioned in Today's Episode:The ONE ThingBuy Back Your TimeLeadership Blueprints PodcastLeadership Blueprints Podcast on YouTubeMCFAMCFA CareersBJ Kraemer on LinkedIn

Our 231st episode with a summary and discussion of last week's big AI news!Recorded on 01/16/2026Hosted by Andrey Kurenkov and Jeremie HarrisFeel free to email us your questions and feedback at contact@lastweekinai.com and/or hello@gladstone.aiRead out our text newsletter and comment on the podcast at https://lastweekin.ai/In this episode:Anthropic's new cowork tool integrates Claude code, potentially simplifying multiple computing tasks from editing videos to compiling spreadsheets.Significant funding rounds see Anthropic raising $10B at a valuation of $350B, while XAI raises $20B, underscoring the immense market interest in AI startups.Nvidia faces supply challenges for H200 AI chips due to overwhelming demand from China, despite high costs per unit and its potential impact on U.S. company revenue.Policy debates highlight tensions around U.S. export controls to China, with leaders like Justin Lin from Alibaba and Jake Sullivan, former national security advisor, weighing in on the ramifications for the AI industry's future.Timestamps:(00:00:10) Intro / Banter(00:01:30) News PreviewTools & Apps(00:02:13) Anthropic's new Cowork tool offers Claude Code without the code | TechCrunch(00:09:45) Google's Gemini AI will use what it knows about you from Gmail, Search, and YouTube | The Verge(00:12:45) Google removes some AI health summaries after investigation finds “dangerous” flaws - Ars Technica(00:16:29) Gmail is getting a Gemini AI overhaul(00:18:12) Slackbot is an AI agent now | TechCrunchApplications & Business(00:20:11) Anthropic Raising $10 Billion at $350 Billion Value(00:22:25) Elon Musk xAI raises $20 billion from Nvidia, Cisco, investors(00:24:47) NVIDIA Needs a Supply Chain ‘Miracle' From TSMC as China's H200 AI Chip Orders Overwhelm Supply, Triggering a Bottleneck(00:29:26) OpenAI signs deal, worth $10B, for compute from Cerebras | TechCrunch(00:31:49) CoreWeave in focus as it amends credit agreement(00:34:30) LMArena lands $1.7B valuation four months after launching its product | TechCrunchProjects & Open Source(00:35:54) Nemotron-Cascade: Scaling Cascaded Reinforcement Learning for General-Purpose Reasoning Models(00:43:15) mHC: Manifold-Constrained Hyper-Connections(00:49:53) IQuest_Coder_Technical_Report(00:54:58) TII Abu-Dhabi Released Falcon H1R-7B: A New Reasoning Model Outperforming Others in Math and Coding with only 7B Params with 256k Context Window - MarkTechPostResearch & Advancements(01:01:42) Deep Delta Learning(01:07:47) Recursive Language Models(01:13:39) Conditional memory via scalable lookup(01:18:54) Extending the Context of Pretrained LLMs by Dropping their Positional EmbeddingsPolicy & Safety(01:26:06) Constitutional Classifiers++: Efficient Production-Grade Defenses against Universal Jailbreaks(01:31:00) Nvidia CEO says purchase orders, not formal declaration, will signal Chinese approval of H200(01:32:24) China AI Leaders Warn of Widening Gap With US After $1B IPO Week(01:37:25) Jake Sullivan is furious that Trump removed Biden's AI chip export controls | The VergeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this episode of Lead-Lag Live, Melanie Schafer sits down with Michael Mo, CEO of KULR Technology Group (NYSE: KULR), to explore why energy reliability is emerging as the critical constraint behind AI, robotics, drones, telecom infrastructure, and next-generation data centers.Fresh off CES and following KULR's newly announced $30M telecom battery supply agreement, Mo explains how high-power, high-safety battery systems are becoming mission-critical as electrification accelerates. From NASA-proven thermal technologies to lithium-ion replacements for legacy lead-acid systems, KULR is positioning itself at the center of multiple multi-year secular growth trends.The conversation covers AI data center power resilience, UAV and drone electrification, telecom backup systems, and why battery safety, reliability, and domestic supply chains matter more than ever as power demand explodes.In this episode:– Why power—not chips—may be the next AI bottleneck– KULR's NASA-derived battery safety and thermal technologies– The Cooler One platform and growth across drones, robotics, and aviation– Replacing lead-acid batteries in telecom with lithium-based solutions– Energy-as-a-Service and reducing total cost of ownership– AI data center battery buffers and GPU-level power protection– Scaling execution with a debt-free balance sheet and strong cash positionLead-Lag Live brings you inside conversations with the leaders shaping markets at the intersection of technology, energy, and investing. Subscribe for insights that cut through the noise.#AIInfrastructure #EnergyStorage #BatteryTechnology #Drones #Telecom #DataCenters #Electrification #KULR #MarketOutlook #CleanEnergy #InvestingStart your adventure with TableTalk Friday: A D&D Podcast at the link below or wherever you get your podcasts!Youtube: https://youtube.com/playlist?list=PLgB6B-mAeWlPM9KzGJ2O4cU0-m5lO0lkr&si=W_-jLsiREjyAIgEsSpotify: https://open.spotify.com/show/75YJ921WGQqUtwxRT71UQB?si=4R6kaAYOTtO2V Support the show

As senior living enters a new era of growth, workforce challenges are quickly becoming the industry's biggest bottleneck. Recorded live from the LeadingAge National Show in Boston, hosts Josh Crisp and Lucas McCurdy sit down with Paul Jarvis, EVP of Sales and Marketing at Procare HR, to unpack what operators must do to prepare for 2026 and beyond.This conversation explores why “getting a little bit better at everything HR-related” can have massive downstream impacts on financial performance, care outcomes, and employee satisfaction. Paul explains how viewing HR as a full employee journey, from application and onboarding to scheduling, retention, and compliance, helps operators scale confidently, especially amid acquisitions and regulatory complexity.This week we cover:Why workforce strategy is becoming senior living's biggest growth constraintRetention vs. agency staffing and care outcomesPreparing for 100% occupancy scenariosMeet the Hosts:Josh CrispLucas McCurdyConnect with Our GuestPaul JarvisProduced by Grit and Gravel Marketing.Become a sponsor of Bridge the Gap.