Podcasts about businesses

What separates coaches who feel constantly drained from those who genuinely love running their business? After several months of running my new membership, The Complete Coach, I've been watching some patterns emerge that might challenge what you think it takes to build a coaching practice.       In this episode, I'm sharing three patterns I'm seeing in thriving coaching businesses right now. If you've ever wondered whether there's a more sustainable, aligned way to grow your coaching business without burning out or forcing strategies that don't fit, this conversation will give you a new lens to consider what thriving in community actually looks like.              For full show notes and transcript, go to: lindsaydotzlafcoaching.com/279         Learn more about The Complete Coach here: lindsaydotzlafcoaching.com/the-complete-coach           Follow along over on Instagram: instagram.com/lindsaydotzlaf

In this webinar turned podcast, Scott Becker is interviewed by Becky Robinson, founder and CEO of Weaving Influence on his upcoming book “Building Great Businesses: Create Momentum, Overcome Setbacks, and Scale with Confidence”.

Bradley sits down with Greg Crabtree — CPA, author of Simple Numbers, Straight Talk, Big Profits, and founder of a consulting practice that grew from a $1M local firm to a $7M national operation — for a candid, data-driven conversation about what it actually takes to build a profitable business in today's economy.Greg shares what 40+ years of working with entrepreneurs has taught him, why the old playbook no longer applies, and what the numbers say is separating thriving businesses from struggling ones right now.Key TakeawaysPay yourself a market-based wage. Greg's research is clear: every time a business owner raises their salary to a true market wage and builds profitability on top of it, they make more money — far exceeding the payroll tax cost. It's behavioral economics: you fight harder to protect payroll than you do to protect profit.Stop spending money to save on taxes. If you didn't need that piece of equipment for 52 weeks, you don't need it now. You can't spend a dollar to save 40 cents and come out ahead. Make more money and pay the tax — that's how you build wealth.The growth-gets-you-out-of-jail strategy is broken. In a no-growth economy, you can't count on revenue to bail you out of over-investing in people, technology, or overhead. The move: cut costs to get profitable with what you have, then grow.The black hole has expanded. Greg's 100-company model shows the toughest profitability squeeze is now hitting the $3M–$10M range — not just the $3M mark. Businesses in this zone are incurring enterprise-level costs without enterprise-level scale.Management efficiency is the separator. The businesses pulling ahead right now are lean on management labor. Many are early AI adopters — using software agents to do more with the same dollars and freeing up management bandwidth to actually use data rather than just collect it.

Send a textRyan Pineda interviews Brian Moran about the explosive rise of AI, as Brian shares how he built a fully functional app in 45 minutes to prove AI's power to his resistant engineering team, highlighting why entrepreneurs must trust their instincts and adapt quickly or risk being left behind.⁣⁣Connect with Brian - ⁣https://www.instagram.com/brianmoran13/?hl=en⁣__________⁣If you want to start your real estate investing business, we'll give you 1:1 coaching, seller leads, software, & everything you need. https://www.wealthyinvestor.com⁣⁣If you're a business owner who wants to get in peak physical shape, we can help! https://www.boardroom-athlete.com/apply⁣⁣Join our private mastermind for elite business leaders who golf. https://www.mastermind19.com⁣⁣Join free Bible studies and workshops for Christian business leaders. https://www.tentmakers.us⁣__________⁣CHAPTERS: ⁣0:00 - AI Is Moving Faster Than Anyone Expected.⁣2:10 - Layoffs, Fear, and Why Ignoring AI Is Dangerous.⁣4:33 - The 45-Minute App That Changed Everything.⁣6:57 - Trusting Your Gut as a Visionary Leader in the AI Era.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

Show Summary: In today's episode of the Grow My Accounting Practice, we explore what it truly means to build a purpose-driven, profitable business. Profit for Good: How Purpose-Driven Businesses Turn Passion into Sustainable, Profitable Impact reframes profitability as the starting point for generosity, not the reward at the end. Through real client stories, we share how passion projects became sustainable, revenue-producing businesses once clarity, structure, and intentional profit were put in place. The conversation highlights how Profit First creates the confidence business owners need to say "yes" to impact without sacrificing financial stability. We also discuss the powerful mindset shift from "I'll give when I have more" to "I give because I'm profitable on purpose," and how accountants and advisors can help clients align money, mission, and long-term sustainability. This episode is a reminder that profit isn't selfish — it's what makes lasting impact possible.   Website:http://venusmichael.com http://one21accountability.com LinkedIn:http://www.linkedin.com/in/venusmichael/ Instagram:http://www.instagram.com/one21accountability/   Corporate Partner: BILL. - https://www.bill.com/   Profit First App Version 2.0 is here!  More Education. More Functionality. More Profit!

Send a textToday is the last day of February 2026.And before you rush into March planning, launch strategy, or content batching… we're pausing.Because the real question isn't:“What strategy should I try next?”It's:How do moms and women entrepreneurs need to think differently about business in 2026?In this solo episode, Angela Masciulli — certified confidence coach, business mentor for mom entrepreneurs, and Reiki practitioner — breaks down the major shifts happening in the online business space and what they actually mean for sustainable growth.If you've been wondering whether online courses still work, if podcasting is oversaturated, or if content marketing feels heavier than it used to… this conversation will ground you.This isn't about panic.It's about leadership.In This Episode, You'll Learn:✨ Why sustainable growth matters more than explosive scaling in 2026 ✨ The shift from chasing “what's working” to building around your season of life ✨ Why discernment is the real differentiator in today's online business space ✨ How confidence now outperforms complexity in marketing ✨ Why energy management — not time management — is the skill moms must master this yearAngela shares why moms don't need growth at all costs — they need expandable growth. Businesses that stretch when capacity allows and soften when life demands more.If you're a mom entrepreneur navigating business ownership, family life, shifting energy, and evolving goals, this episode will help you recalibrate without burning everything down.Key Takeaway:2026 doesn't belong to the loudest woman in the room.It belongs to the clearest.And clarity comes from aligned thinking — not hustle.Ready to Recalibrate?If you're ready to think differently about your business model, your growth strategy, and your next level — without burnout or hype — Angela offers:• 90-Minute Deep-Dive Coaching Sessions for strategic clarity • 60-Minute Distance Reiki Sessions for energetic reset and nervous system alignmentLearn more and book at:

The Devil Within Wings of Prophecy — Part Two: The Final Witnesses At 5:04 PM on December 15, 1967, the Silver Bridge collapsed into the Ohio River. In less than a minute, forty-six lives were lost. But in the days leading up to the disaster, the people of Point Pleasant believed they had been watching something — or something had been watching them. In Part Two of Wings of Prophecy, we follow the Mothman legend to its devastating conclusion, tracing the final sightings, the growing sense of unease across the town, and the tragedy that forever linked folklore with one of America's deadliest infrastructure failures.  Mothman 2 As winter closed in, witnesses reported that the sightings were changing. The creature that once appeared suddenly and vanished just as quickly now lingered in plain sight — perched, watching, almost as if standing vigil. One of the final reported encounters came just days before the collapse. By then, Point Pleasant had transformed. National attention brought curiosity seekers, investigators, and skeptics. Businesses leaned into the legend. Others resented the spectacle. Beneath it all, anxiety spread — strange dreams, unusual animal behavior, and a growing sense that something was wrong. Then came the engineering reality. Unseen inside the bridge's structure, a microscopic crack in a critical steel component had been growing for months — invisible to inspections at the time. Each passing vehicle added stress. Each day brought the structure closer to failure. On a December evening filled with Christmas shoppers, commuters, and families heading home, that hidden flaw reached its breaking point. The collapse was sudden. Catastrophic. Irreversible. In this episode:     •    The final reported Mothman sightings before the disaster     •    How Point Pleasant changed during thirteen months of national attention     •    The structural failure that caused the Silver Bridge collapse     •    Eyewitness accounts from the moments before and after the tragedy     •    How folklore and trauma became permanently intertwined in the community In the aftermath, the sightings stopped. The creature was never reported again. But the legend remained — not just as a monster story, but as a way for a grieving community to make sense of sudden, senseless loss. Because sometimes the mystery isn't whether something supernatural happened. Sometimes the mystery is how people survive what did.

By the end of this episode, you're going to think differently about marketing agreements and maybe even some of the other agreements that you sign for your business and feel more confident pushing back on long term commitments. >>> Here are 4 ways we can help you reach your revenue goals faster...#1 Unlock the full potential of your marketing engine. We'll provide you and your team with the direction, insights, and tools necessary to excel in the complex landscape of modern marketing. - Marketing Advisor On Call#2 Discover the marketing strategies & tactics that will guide your next quarter and unlock explosive growth in 90 minutes. - Quick-Start Marketing Strategy Game Plan#3 Discover a tailor-made strategy for unprecedented growth to transform your marketing in 30 days. - Unlock Your Growth Opportunities#4 If you need guidance on the most effective direction for your marketing, then schedule a call with us today! - Get Your Free Discovery Call Now

Send a textWhat if SEO costs started at zero and only kicked in when you actually ranked? We sit down with Jacob Broussard to unpack a performance-based approach that flips the usual agency pitch on its head. No vague retainers, no blind faith—just clear milestones tied to specific ranks and keywords that match real-world demand.We start with the decisions that make or break local search: how to choose broad, high-volume keywords that lift your entire site, then layer in profitable niche terms like office sheds, studios, or cabins. Jacob explains why similar phrases can rank differently, how Google treats close variants, and why a laddered strategy captures both volume and margin. Then we get into the money: six milestone payments tethered to concrete ranking positions, followed by tiered monthly maintenance that only begins after hitting page one. If you stop swimming in the wave pool, competitors pass you—so the model focuses on holding the top, where the majority of clicks live.Numbers matter, so we bring receipts. Click-through data shows rank one often earns close to 40 percent of organic traffic, with a steep drop by positions six through nine. Jacob walks through a live proposal and a rapid case study: a brand-new “sheds in Nashville” site that climbed onto page one in roughly 36 days using on-site SEO alone. We break down on-site vs off-site roles, why map pack visibility and reviews amplify organic wins, and how to route visitors into fast quote flows and 3D builders that convert curiosity into orders.If you run a shed dealership or manufacture with dealer networks, this conversation gives you a roadmap: pick the right primary term, build trustworthy content, secure citations and reviews, and invest where ranking gains translate to phone calls, quotes, and deliveries. It's SEO you can forecast, with costs and outcomes you can explain to your team.For more information or to know more about the Shed Geek Podcast visit us at our website.Would you like to receive our weekly newsletter?  Sign up on our website.Follow us on Twitter, Instagram, Facebook, or YouTube at the handle @shedgeekpodcast.To be a guest on the Shed Geek Podcast visit our website and fill out the "Contact Us" form.To suggest show topics or ask questions you want answered email us at info@shedgeek.com.This episodes Sponsors:Digital Shed BuilderVelocity 360Newfound SolutionsCardinal Leasing

Send a text“Your nervous system will always choose a familiar hell, rather than an unfamiliar heaven.” Whew. We've all been in this dilemma. This week on Women & Money The Shit We Don't Talk About, we're joined by Lisa Miller @Lisamiller.coach, relationship and divorce coach who helps people decide whether they wanna stay or go in their marriage and then supports them through the entire process, regardless if they stay or go.And let us tell you, nothing was off the table. Lisa shares her own story of being stuck in the should I stay should I go phase for years, raising three boys, feeling depleted, and realizing something had to change.Lisa reminds us that we don't need catastrophe to justify leaving. We don't need abuse. We don't need addiction. Sometimes the truth is simply this. You're not happy.And clarity is powerful. If you've ever asked yourself ‘Do I stay or do I go?' this episode will hit home.

James Tucker recently had his business page removed from facebook because another business with a similar name in Atlanta told them he was using their name and likeness. MAHD House Bar & Grille is registered business in the State of Ohio county of Lorain. Madhouse Sports bar & Grille is a DBA in Atlanta. He was unaware of this business till this incident and certainly don't use their name and likeness. Facebook removed the page after 9 years and thousands of dollars spent promoting the page because a company without the same name, logos or similar customers said he used their name and likeness. Even worse is that FB has no real tech support to address these issues. All you get is a foreigner with very little understanding of the appeal needed and attempting to navigate you through Facebook website. Facebook has gone as far as to remove the business address from being tagged. This is an abuse of small business by huge companies with no concern to what they are doing to a business that they excepted and encouraged to spend money to promote and build on their site.

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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.  

⚖️ S.C.A.L.E Method guide for entrepreneurs

Today I'm joined by Michael Maroone, Chairman and CEO of Maroone USA. Michael breaks down why new cars are becoming commodities, where profit has actually migrated, and why culture, curiosity, and operational freedom matter more than pay plans. This episode is brought to you by: 1. Podium - 78% of customers buy from the first business that responds, yet most businesses reply an hour or more late. Jerry 2.0 is the only fully customizable AI Employee. Jerry learns your playbooks, understands your inventory, schedules appointments, books test drives, handles trade-ins, books consultations, sends promotions, requests reviews, and learns from your feedback—within minutes, day or night. Businesses now let Podium's AI Employees handle 40% of their inbound leads, giving teams more time for their customers—and more time home for dinner. Learn what Jerry can do for you @ here! 2. Carfax - Drive long-term customer loyalty with CARFAX. Visit @ https://www.carfax.com/ to learn more. 3. Nomad Content Studio - Most dealers still fumble social—posting dry inventory pics or handing it off without a plan. Meanwhile, the store down the street is racking up millions of views and selling / buying cars using video. That's where Nomad Content Studio comes in. We train your own videographer, direct what to shoot, and handle strategy, to posting, to feedback. Want in with the team behind George Saliba, EV Auto, and top auto groups? Book a call @ http://www.trynomad.co Check out Car Dealership Guy's stuff: For dealers: CDG Circles ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://cdgcircles.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Industry job board ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://jobs.dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dealership recruiting ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgrecruiting.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Fix your dealership's social media ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.trynomad.co⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Request to be a podcast guest ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgguest.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ For industry vendors: Advertise with Car Dealership Guy ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgpartner.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Industry job board ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://jobs.dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Request to be a podcast guest ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠http://www.cdgguest.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Topics: 06:10 Instead of GMs, use equity-owning "President Partners." 06:45 Use a "Freedom Frame" for flexible governance. 08:00 High goodwill stores make partner buy-ins impossible. 19:55 Never use compensation to run your business. 21:10 Ask 20 questions in every elevator ride. 24:15 New car product has been totally commoditized. 26:15 We are facing a lost generation of CapEx. 32:15 Measure "Super PVR" to see total deal economics. 39:45 Reject framework agreements; they only hinder growth. Car Dealership Guy Socials: X ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠x.com/GuyDealership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Instagram ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠instagram.com/cardealershipguy/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ TikTok ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠tiktok.com/@guydealership⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ LinkedIn ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠linkedin.com/company/cardealershipguy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Threads ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠threads.net/@cardealershipguy⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠facebook.com/profile.php?id=100077402857683⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Everything else ➤ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠dealershipguy.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

The secret to truly enjoying your work, even in the age of AI? According to serial founder Dan Cumberland, it starts with eliminating friction and leveraging AI to become the creator you've always wanted to be. Most people think AI is just for marketing, or they make critical mistakes by relying on an individual chat's memory. In this episode, Dan dives deep into how high-earning creators and companies can implement human-centered AI systems that don't just save time, but actually help them connect more deeply with their audience and their own purpose. He shares actionable insights, practical examples, and crucial tips on how to build robust, portable context for your AI, transforming your business from the inside out.Timestamps:00:00 Introduction02:00 Simplifying email newsletters with AI automation05:07 Repurposing podcast content for TikTok09:06 The importance of bottleneck identification in AI workflows14:53 Context engineering: The foundation of effective AI use19:12 The benefits of portable AI context22:04 Crafting context documents for optimal AI output27:40 Why focusing on AI for operations is key31:03 Workflow design and the "sous chef" AI analogy35:28 Breaking down complex tasks for better AI results39:45 How AI generated content exploded traffic by 5x42:00 Utilizing Claude's skills and slash commands44:14 Integrating AI into your development environment with Cursor50:40 Optimizing idea capture systems with AI56:45 AI as a sounding board for human connection1:03:57 Redefining work in the age of AI1:08:40 Extending products with vibe-coded AI apps1:12:30 Documenting transformations for killer testimonialsIf you enjoyed this episode, please like and subscribe, share it with your friends, and leave a review. I read every single one.Learn more about the podcast: https://nathanbarry.com/showFollow Nathan:Instagram: https://www.instagram.com/nathanbarryLinkedIn: https://www.linkedin.com/in/nathanbarryX: https://twitter.com/nathanbarryYouTube: https://www.youtube.com/@thenathanbarryshowWebsite: https://nathanbarry.comKit: https://kit.comFollow Dan:LinkedIn: https://www.linkedin.com/in/dancumberlandInstagram: https://www.instagram.com/dancumberlandWebsite: https://dancumberlandlabs.comAI Growth Roundtable: https://aigrowthroundtable.comThe Meaning Movement: https://themeaningmovement.comFeatured in this episode:Kit: https://www.kit.comCursor: https://www.cursor.soWhisper Flow: https://whisperflow.ioAudio Pen: https://audiopen.aiFathom: https://fathom.videoGrain: https://grain.comZapier: https://zapier.com

SHOW NOTES:Matt Zaun sits down with Malcolm Peace, who shares how his team at Tsetserra evaluates and acquires businesses through a lens that goes beyond numbers. Malcolm introduces a core question that guides their investment thesis: “Do you fit into the story?” Instead of assuming they can “rebuild the plane mid-flight,” Malcolm explains why the best acquisitions align with what's already working and why respect, posture, and emotional dynamics matter as much as diligence and deal structure.They also explore the emotional weight of legacy when founders consider selling; why Malcolm's attention to detail comes from tennis and coaching; how to block out noise by focusing on “the one thing"; and why persuasion may be the most AI-proof skill for the next generation. Finally, Malcolm shares how his team uses AI to accelerate evaluation and operations while emphasizing that AI doesn't drive adoption without human trust.

The Am I Wrong? committee is here on a Thursday with strong a list of resolutions for the week.

What does it really mean to balance purpose and profit as an entrepreneur? In this episode of The Angel Next Door Podcast, host Marcia Dawood sits down with Coco Sellman to uncover how founders can address real community needs while building profitable, lasting companies.Marcia Dawood introduces Coco Sellman, a serial founder and the author of “A Force for Good.” Coco's journey began with deeply personal motivations—seeking specialized care for her stepdaughter—which inspired her to launch and later successfully exit a healthcare business. Now, she's focused on empowering women entrepreneurs to scale with intention and impact.This episode offers valuable insights for anyone navigating the world of startups and scale-ups. Coco Sellman shares hard-earned lessons on timing exits, acquiring businesses, and the essence of her practical growth framework. With honest stories and actionable advice, the conversation makes this episode an essential listen for founders seeking both purpose and profitable growth. To get the latest from Coco Sellman, you can follow her below!https://www.linkedin.com/in/cocosellman/https://aforceforgood.biz/https://www.amazon.com/Force-Good-High-Impact-High-Growth-Enterprises/dp/B0DPVV9Q8Q Sign up for Marcia's newsletter to receive tips and the latest on Angel Investing!Website: www.marciadawood.comDo Good While Doing WellLearn more about the documentary Show Her the Money: www.showherthemoneymovie.comAnd don't forget to follow us wherever you are!Apple Podcasts: https://pod.link/1586445642.appleSpotify: https://pod.link/1586445642.spotifyLinkedIn: https://www.linkedin.com/company/angel-next-door-podcast/Instagram: https://www.instagram.com/theangelnextdoorpodcast/Pinterest: https://www.pinterest.com/theangelnextdoorpodcast/TikTok: https://www.tiktok.com/@marciadawood

In this episode, Scott and Jeff kick off a deep dive into Vision & Strategic Thinking, the first and most foundational domain of Executive Performance inside the TriMetric framework. They explore: What vision actually is (and what it's not) How vision and mission relate—and why people constantly confuse them Why founders get stuck when these aren't aligned How strategic planning works in families, marriages, nonprofits, and businesses alike This is a conceptual and philosophical episode—setting the foundation before moving into red flags and practical assessments in Part 2.

Extortion fears in Surrey severely halts business development (0:44) Beerinder Sidhu, Surrey-based realtor ‘Pawternity leave': the new job perk to attract young workers? (16:29) Rebeka Breder, Animal Rights Lawyer Trump Trade Rep: Any Deal with Canada Will Include Tariffs (25:19) Julian Karaguesian, Lecturer at McGill University's Department of Economics Former Premier Christy Clark talks Pink Shirt Day, and comments on B.C.'s alarming Budget (36:47) Christy Clark, Former Premier of B.C., and spearheaded Pink Shirt Day during her time as a CKNW host Learn more about your ad choices. Visit megaphone.fm/adchoices

P.M. Edition for Feb. 25. Businesses are still figuring out whether they'll get tariff refunds after last week's Supreme Court decision. But some aren't waiting for an answer; WSJ reporter Caitlin McCabe discusses how they're selling their tariff refund claims to Wall Street traders. Plus, four people on a U.S.-registered speedboat were shot and killed after exchanging fire with Cuba's border guard. And prediction-market platform Kalshi has fined two users for breaking its rules. While it's the first time the company has done so publicly, Journal reporter Krystal Hur says it likely won't be the last. Alex Ossola hosts. Sign up for the WSJ's free What's News newsletter. Learn more about your ad choices. Visit megaphone.fm/adchoices

Your Website Is Dead. You Just Haven't Checked the Pulse. Contractors love tools. But hate marketing. And that's exactly why they're losing jobs in 2026. If you're an HVAC company, plumber, electrician, or builder still treating your website like a digital brochure… you're invisible. Wes Towers, founder of Uplift 360, joins us to talk contractor marketing, local SEO, and why most trades businesses wait until work dries up before they panic. This one isn't about "branding." It's about survival.

The Supreme Court ruled Friday that President Trump does not have the authority to impose his sweeping tariffs — a major setback for his trade agenda. Studies have found that American businesses and consumers have borne most of the cost, and in California, ports, farms, businesses and workers have felt widespread effects. So what does this court ruling mean for the world's 4th largest economy? We look at how the tariffs have affected California businesses, and what's ahead as the President seeks to enact new tariffs in response. Guests: Ari Hawkins, reporter and author of the “Morning Trade” newsletter, POLITICO Nick Vyas, professor of economics; founding director of the Randall R. Kendrick Global Supply Chain Institute, University of Southern California Idrees Kahloon, staff writer, The Atlantic Bianca Blomquist, California director, Small Business Majority Learn more about your ad choices. Visit megaphone.fm/adchoices

What if education wasn't a one-time phase of life, but an evolving journey designed to meet people exactly where they are? In this episode of The Found Podcast, Molly sits down with Amy Lasack, Vice President of Business and Community Solutions at Northeast Iowa Community College (NICC), to explore how workforce development, education, and community collaboration intersect to create real opportunity. Amy shares how nearly 25 years in Iowa's community college system shaped her belief that workforce is an ecosystem, not a straight line. Together, Molly and Amy discuss how education must adapt to modern learners, how local communities can unlock hidden career pathways, and why saying "yes" to things that scare you just a little might be the key to growth. From hands-on learning and AI innovation to deeply personal lessons about family, leadership, and purpose, this conversation highlights how meaningful change happens when institutions listen closely to the people they serve. Whether you're a business owner, parent, leader, or lifelong learner, this episode offers a hopeful look at what's possible when education meets community. What You'll Hear in This Episode Why workforce development works best as an ecosystem How community colleges are redefining education pathways The shift from linear careers to flexible learning journeys How NICC partners with businesses and communities to solve real problems Making education engaging through hands-on learning, technology, and AI The power of exposure in helping students discover career paths Overcoming imposter syndrome and saying yes to growth opportunities Leadership lessons shaped by personal loss and family priorities Resources & Links Register for Trainer Talent Expo: https://nicc.augusoft.net/index.cfm?method=ClassInfo.ClassInformation&int_class_id=104976 Northeast Iowa Community College: https://www.nicc.edu Connect with Amy Lasack on LinkedIn Email Amy: lasacka@nicc.edu Follow NICC: Facebook: https://www.facebook.com/neiowacc LinkedIn: https://www.linkedin.com/school/northeast-iowa-community-college

You already know what it takes to build.   Learn the skills. Work the system. Have the conversations. Stay consistent.   That's offense.   That's how you move the ball down the field in business.   And we will never stop teaching that — because skillset is what creates progress. There are skills for distraction. Skills for procrastination. Skills for sales. Skills for leadership. Skills for clarity.   But here's what we don't talk about enough:   You can have a strong offense… And still lose the game.   Because what quietly takes people out isn't usually lack of knowledge.   It's what's happening underneath it.   In this episode, we're talking about the defensive side of building — the internal patterns that, if left unchecked, can slowly sabotage everything your skillset is trying to create.   Fear. Discouragement.   Not dramatic quitting. Not explosive failure.   The subtle kind.   The kind that: • Sounds responsible. • Feels logical. • Looks like "pausing." • Masquerades as waiting for clarity.   We're unpacking how: • Fear freezes action even when you know what to do. • Discouragement erodes belief even when your system is solid. • High performers don't avoid these — they identify them faster. • And why you need both offense (skills) and defense (mindset awareness) to build something sustainable.   Because learning how to build is powerful.   But learning how to protect what you're building?   That's leadership.   If you've felt a shift lately… If momentum feels slower… If you know the skills but something internally feels off…   This conversation will help you name it.   And once you can name it — you can move through it.  

In the first official episode of Culture Over Quota, AJ Vaughan introduces a concept that sits right in the uncomfortable gap most high-growth organizations refuse to measure: People Profit.Every leadership team can tell you their CAC, EBITDA, unit economics, and revenue per employee. Those numbers are discussed, defended, and forecasted like gospel. But the most important operating system behind all of them — the lived reality of the workforce — often goes unmeasured until it breaks.This episode is a direct conversation to CHROs, CFOs, CROs, and private equity operators who are chasing scale without pretending the human layer will “figure itself out.”AJ breaks down the hidden margin crisis that shows up when companies optimize for short-term output while ignoring human capacity alignment: the quiet disengagement, the innovation drag, the internal hesitation, the missed handoffs, the cancelled collaboration meetings, the increase in “heroics,” and the fear-based grind that turns high performers into flight risks.You'll hear why a company can look “fine” on paper while internally bleeding speed — and why leaders often feel the month was “off,” even when dashboards don't explain it.AJ uses a simple but sharp sports analogy: teams that sprint too hard early burn out late. Businesses do the same thing — pushing intensity without building sustainable alignment — then act surprised when Q2 momentum fades, Q3 gets weird, and Q4 becomes a recovery plan.People Profit is AJ's push to change what we track:Not just financial outcomes, but the human signals that predict them alignment, psychological safety, workload strain, collaboration quality, and the invisible behaviors that either compound performance or quietly tax it.Because culture isn't a vibe.It's a performance system.And when you measure it honestly, it becomes a margin.This is Part One of a multi-part breakdown of the People Profit framework and the start of Culture Over Quota as a movement for leaders who want growth without burnout, speed without chaos, and profit without losing the people who create it.

SHOW NOTES This episode is hosted by Kat Wheeler, and together she and Adam dive into: How to identify the AI tools that actually make a difference Simple ways to automate repetitive marketing and reporting tasks And why the future of business success is built on AI plus human collaboration   Whether you're just starting to explore AI or looking for smarter ways to integrate it into your day-to-day, you'll walk away with tangible takeaways to make your work more efficient and effective. Let's dive in. Here's Automation Unplugged with Adam Lewis. To get transcripts, resources of what was mentioned in the show, and more visit: onefirefly.com/au345

Christy Krzyzaniak, ClearLedgers LLC, on Bookkeeping, Financial Clarity, and What Small Business Owners Get Wrong About Their Books (North Fulton Business Radio, Episode 941) On this episode of North Fulton Business Radio, host John Ray welcomes Christy Krzyzaniak, founder and owner of ClearLedgers LLC and a Certified Bookkeeper based in Alpharetta. Christy built her firm to […]

According to a recent survey of more than 130 Seattle-area small businesses, conditions are just as bad now, or worse – than during the pandemic. More than 70% say foot traffic is down compared to the same time last year. To learn more we’re joined by Intentionalist CEO Laura Clise who led the survey, and Hana Yohannes, who owns Shikorina Bakeshop on Capitol Hill. We can only make Seattle Now because listeners support us. Tap here to make a gift and keep Seattle Now in your feed. Got questions about local news or story ideas to share? We want to hear from you! Email us at seattlenow@kuow.org, leave us a voicemail at (206) 616-6746 or leave us feedback online.See omnystudio.com/listener for privacy information.

Sarah Janzen was this week's guest on Success Profiles Radio. She is a Master Coach and founder of Her Big Leap, a coaching and training company dedicated to helping professional women transition from corporate careers into purpose-driven entrepreneurship with clarity, confidence, and success. After more than a decade of climbing the corporate ladder and experiencing burnout, she left and started her own business and helps women create their own profitable ventures. We discussed why more women are leaving Corporate America than ever before, what separates successful entrepreneurs from those who struggle, key advantages women have in business compared to men, and having clarity around next steps when deciding to change careers. In addition, we talked about why people are afraid to dream big, overcoming a scarcity mindset, the dangers of comfort and convenience, and the types of businesses her clients start. Finally, we discussed getting away from doing things for free while you're building your business, her coaching program, favorite client stories and much more. You can follow and listen to the show on Apple Podcasts/iTunes, Spotify, Audible, Amazon, iHeart Radio, and at Success Profiles Radio | Live Internet Talk Radio | Best Shows Podcasts

If you have ever felt like you are doing all the things, posting every day, showing up consistently, working late, and the sales are still not reflecting that effort, this episode is for you. I am diving into one of the most important distinctions I have made in my entire business journey: the difference between building a business and building a brand. A business sells things when people need things. A brand makes people want to be part of something, and they keep coming back without being chased. And if you have hit a plateau, I promise you it is not your work ethic that is the problem.After working with over 9,600 jewelry brands, I have seen this pattern over and over again. The designers who break through are not working harder, they are building from a stronger foundation. I am sharing why talent alone will never create demand, what iconic founder-led brands all have in common, and the identity shift that has to happen before any strategy will actually work. I am also sharing details on the Obsessed 21-Day Activation, my newest challenge designed to help you become the kind of founder people cannot stop talking about.In This Episode, You Will Learn:[0:00] Why being busy is not the same as building a brand, and the one question that reveals which one you have right now[5:00] The real difference between a business and a brand, and why it changes everything about how you show up and sell[6:00] What would happen to your sales if you stopped posting for 30 days? This question reveals everything[6:39] Why talent alone will never create demand, and the infectious founder energy behind the brands that actually sell out[12:00] The real reason you are busy but broke: it is a foundation problem, not an effort problem[16:29] The identity shift that is the single most powerful move you can make to scale your brand, plus how to join the Obsessed ChallengeHere are the resources mentioned in the show:Join the Obsessed 5-Day Free Challenge + 21-Day ActivationThe Launchpad Daily Audio Coaching ProgramDesire AI for Jewelry Business MarketingAre you enjoying the podcast? We'd be so grateful if you gave us a rating and review! Your 5 star ratings help us reach more businesses like yours and allows us to continue to deliver valuable content every single week. Click here to review the show on Apple podcast or your favorite platformSelect “Ratings and Reviews” and “Write a Review”Share your favorite insights and inspirationsIf you haven't done so yet, make sure that you subscribe to the show wherever you listen to podcasts and on Apple Podcast for special bonus content you won't get elsewhere.xo, Tracy MatthewsFollow on Social:Follow @Flourish_Thrive on InstagramFollow @iamtracymatthews  InstagramFollow Flourish & Thrive Facebook

The Supreme Court drops a bombshell ruling on presidential tariff authority — and the financial consequences could be massive. With estimates ranging from $175 billion to potentially $2 trillion in refunds, damages, and legal claims, businesses are lining up for repayment after tariffs were ruled unconstitutional. What does this mean for the U.S. economy, trade negotiations, and President Trump's strategy moving forward? We break down: The legal limits on presidential tariff powers The economic ripple effects now hitting Wall Street Why secondary tariffs may still survive How manufacturing is shifting back to America The geopolitical strategy behind Taiwan chip factories relocating to Arizona And a fiery Senate standoff involving Mitch McConnell, John Thune, Lindsey Graham, and Tim Scott Is this the end of tariffs as a primary economic lever? Or a strategic pivot moment? We unpack the good news, the bad news, and what happens next. ⏱ Suggested Episode Structure (45–60 min) Segment 1 – The Supreme Court Ruling (10–15 min) Court rules president cannot use emergency powers to levy tariffs Constitutional basis: Congress holds tariff authority Estimated refund exposure: $175B baseline Potential total liability: $1–2 trillion including damages and interest Lawsuits beyond refunds (harm claims, legal fees) Mention: The Wall Street Journal analysis skepticism Historical context: tariffs retained under Joe Biden Segment 2 – Secondary Tariffs & Legal Strategy (8–10 min) Use of Section 232 & 301 authorities President retains embargo power Narrow scope of ruling Treasury Secretary Scott Bessent outlines alternative tools Political communication missteps vs strategic unpredictability Segment 3 – Manufacturing & National Security Strategy (10–15 min) Trade deficits down Bilateral deficit with China reduced Manufacturing returning to U.S. “Build here, compete here” model 100% expensing incentives Taiwan & chip strategy: Relocation of advanced chip production from Taiwan Strategic tension with China Arizona fabrication facilities National security implications Segment 4 – Political Firestorm in the Senate (10–15 min) Election reform bill stalling Filibuster rules controversy Committee control battle Internal GOP friction Key players: Mitch McConnell John Thune Lindsey Graham Tim Scott Midterm implications (2026 outlook).

Silicon Bites Ep292 | 2026-02-23 | Russia is closed for business — the war economy that is devouring its own future. Russian opposition economist Vladimir Milov says Russia's economy now runs on one fuel: state war spending. Businesses can't invest, workers are disappearing, interest rates crush enterprise — and the Kremlin doesn't seem to care. The result? A country technically functioning, but economically shutting down, abandoning the core tenets of a market economy, and shedding all vestiges of economic rationality. Russia hasn't been sanctioned into isolation and oblivion. It's reorganising itself into a permanent wartime command economy – destroying all the economic progress of the 1990s. ----------SUPPORT THE CHANNEL:https://www.buymeacoffee.com/siliconcurtainhttps://www.patreon.com/siliconcurtain----------SOURCES:AP News — wartime tax pressure on small business (2026)Reuters Breakingviews — fiscal strain and depletion of reserves (Feb 2026)The Moscow Times — stagnation, falling profits, investment slowdown The Moscow Times — taxes rising and growth ~1% PISM / economic analysis — 21% interest rates, labour shortage Wilson Center — war economy discourages investmentRUSI — inflation driven by war spendingGuardian economic analysis — labour shortages and tax increases Kyiv Independent interview with Vladimir Milov — reserves depletion and investment collapse----------SILICON CURTAIN LIVE EVENTS - FUNDRAISER CAMPAIGN Events in 2025 - Advocacy for a Ukrainian victory with Silicon Curtainhttps://buymeacoffee.com/siliconcurtain/extrasOur events of the first half of the year in Lviv, Kyiv and Odesa were a huge success. Now we need to maintain this momentum, and change the tide towards a Ukrainian victory. The Silicon Curtain Roadshow is an ambitious campaign to run a minimum of 12 events in 2025, and potentially many more. Any support you can provide for the fundraising campaign would be gratefully appreciated. https://buymeacoffee.com/siliconcurtain/extrasWe need to scale up our support for Ukraine, and these events are designed to have a major impact. Your support in making it happen is greatly appreciated. All events will be recorded professionally and published for free on the Silicon Curtain channel. Where possible, we will also live-stream events.https://buymeacoffee.com/siliconcurtain/extras----------

If you have children and you've been thinking, "Why wait until I'm gone to help them financially?"—this episode is for you. In Episode 294, I walk through the biggest things to consider before making gifts to your kids while you're still alive, and I break down some of the smartest ways to do it without triggering unnecessary taxes. I'm seeing this trend more and more with my clients, and it makes sense. Financial markets have performed well, real estate has surged, and many retirees are in a stronger position than generations before them. But just because you can gift money doesn't mean you automatically should. There are several financial and family dynamics you need to think through first. The First Question I Ask: Can You Truly Afford It? Before you gift a dime to your children, I want you to look at your own financial foundation. I work with clients in their late 50s all the way into their 80s, and one of the most important realities is this: your retirement plan has to work first. You may have raised your kids, supported them, paid for education, and helped them get launched. Ideally, they should be able to support themselves. If you're gifting because you're financially secure and you want to, that's completely fine. But if the gift creates risk for your long-term success, it's not worth it. I also want you to think about long-term care. Many people don't have long-term care insurance because it's expensive, or they had it and dropped it when premiums increased. That means they're planning to self-insure. If you give away too many assets now, what does that do to your ability to fund care later?   You'll Want to Hear This Episode If You're Interested In… [02:12] The #1 financial checkpoint before gifting anything [03:18] Long-term care planning, and why gifting can backfire [04:02] Common gifting goals: housing, school, debt, lifestyle support [05:12] Why business funding gifts require extra caution [06:26] The "fairness problem" when you have more than one child [07:22] How gifts can unintentionally destroy motivation and independence [08:10] The 2026 gift tax limits ($19,000 per person, $38,000 per couple) [09:04] The lifetime exemption, and why Congress can change the rules [10:28] The hidden danger of gifting appreciated assets [11:07] Step-up in basis vs. gifting while alive [12:05] Medicare premium impacts and capital gains planning [13:14] The tax-efficient order of assets to gift [15:22] Gifting real estate, and the cost basis trap [17:12] The 2-out-of-5-year home sale exclusion rule [18:05] The five-year Medicaid lookback and trust planning considerations   What's the Gift Actually For—and Is It One-Time or Ongoing? One of the most important planning steps is clarifying why you're giving the money. The most common reason I see right now is housing. Real estate prices have climbed dramatically, and higher interest rates make monthly payments tougher. Helping a child with a down payment can make homeownership realistic. Other common reasons include paying for schooling, helping pay off student loans or credit card debt, or supporting a child during illness or unemployment. Some parents also want to help grandchildren with camps, daycare, or private school. I also talk about gifting money for a business startup—but this is where I urge caution. Businesses fail all the time. If you're going to do it, I believe a business plan and a real strategy matter. Taxes, Cost Basis, and the Biggest Mistake People Make Many people assume gifting is simple. It isn't. In 2026, you can gift $19,000 per person per year without triggering reporting. Married couples can gift $38,000 per child annually. Above that, you may need to file a gift tax return, and the excess counts toward your lifetime exemption. Right now, that lifetime exemption is around $15 million, but I've been a financial advisor since 2001 and I've seen it change dramatically. When I started, it was only $600,000. Congress can change the rules again. And here's the big one: if you gift appreciated assets while alive, your child inherits your cost basis. If they sell, they may owe a large capital gains tax. But if they inherit through death, they get a step-up in basis. That one detail can mean tens of thousands of dollars in taxes.   Resources Mentioned RetireWithRyan.com Retirement Readiness on Demand Discount Code: RETIRE99 Connect With Ryan Subscribe to the Retire With Ryan YouTube Channel Download my entire book for FREE

This week, Jack Sharry talks with Sneha Shah, Executive Vice President and Head of New Business Ventures at SEI. Sneha brings more than 25 years of global leadership experience across data, technology, and human-centered innovation.  Jack and Sneha explore how innovation actually takes root inside large financial services organizations. Sneha shares how SEI is incubating new ideas, empowering employees, and turning emerging technologies like AI and tokenization into real-world impact. The conversation spans mindset shifts, the role of community, generational and gender-based wealth transfer, and why partnerships—not ownership—will determine who wins in the next era of wealth management. In this episode: (00:00) - Intro (01:35) - Sneha's global career journey and her role at SEI (04:47) - How SEI sources ideas and turns them into new ventures (07:39) - From idea to impact: real examples of innovation getting funded (09:45) - How employees are responding to SEI's innovation culture (10:40) - Why personalized communication is key to leading organizational change (14:46) - Sneha's outlook on the future of the financial services industry (19:18) - Why partnerships matter more than ever in times of rapid change (21:05) - Sneha's key takeaways (22:08) - Sneha's interests outside of work Quotes "The largest obstacle to the emerging technologies is not the technology itself—it's often the mindset that will allow that technology to take root." ~ Sneha Shah "Innovation cannot be impactful unless you actually bring people along. And I see that with AI and tokenization. The use, adoption, and scaling of it really depend on the human being feeling like it's something that's going to help transform that job." ~ Sneha Shah "The failure of our ability to take advantage of technology is not going to be technology. It's going to be our lack of imagination. And so the more that you can excite people's imagination and get them to engage, the further you can really take these technologies." ~ Sneha Shah Links  Sneha Shah on LinkedIn SEI SEI Next Thomson Reuters Education Development Center African Leadership Academy Connect with our hosts LifeYield Jack Sharry on LinkedIn Jack Sharry on Twitter Subscribe and stay in touch Apple Podcasts Spotify LinkedIn Twitter Facebook

In a recent episode of the HR business marketing podcast, A Better HR Business, Ben and his guest, Val Esway, founder of Work with Val, talk about the challenges of hiring, compliance, and employee management for small and growing businesses across the US and Canada. Val Esway partners with founders and leadership teams to build the recruiting and HR foundations necessary for sustainable growth. With a background spanning early-stage startups, e-commerce brands, and agencies, she has served as a People & Talent Manager, Director of Operations, and Chief of Staff. This unique trajectory allows her to bridge the gap between human-centric HR and the gritty operational realities founders face daily. Val has completed over 150 projects focused on hiring strategy, HR infrastructure, and people operations. She specializes in helping scaling businesses move away from "firefighting" toward practical, hands-on systems that support first hires and beyond. Val brings a grounded, collaborative approach to every engagement, ensuring leaders can make confident people decisions as their teams evolve. Val loves sharing her expertise via talks and training sessions. Popular topics include compliance basics, choosing the right HR tools, and navigating the complexities of pay structures (e.g., W-2 vs. 1099). She's happy to tailor discussions to what founders and business owners need most. You'll hear practical strategies for client acquisition, running a workplace consulting business, and packaging consulting offers. Whether you identify as HR, workplace, L&D, OD, recruitment, or people & culture, you'll discover real stories and actionable advice to attract clients, win contracts, and grow sustainably. What You'll Learn in This Episode: How to get more clients as a consultant through referrals and personalized service Insights into running a workplace consulting business for smaller and younger companies, including compliance, recruitment, and team development Val Esway's journey, including lessons from cleaning up compliance issues, helping founders make their first hires, and developing high-touch HR solutions Episode highlights: Val Esway's background and the types of clients Work with Val serves (00:47) Common HR challenges faced by small and young businesses, especially those without dedicated HR staff (01:12) Navigating performance management and terminations thoughtfully and compliantly (02:42) The impact of terminations on the wider team and why respect matters (03:25) Recruitment support: Helping founders clarify what role they truly need and managing the hiring process end-to-end (05:11) Special considerations for e-commerce founders transitioning from agency relationships to hiring in-house staff (08:01) Popular training topics for business owners, including compliance basics and choosing HR systems (10:01) Common mistakes in hiring, pay structure, and contractor versus employee classification (12:09) Why many growing businesses rely on referrals and the value of a personalized, high-touch consultancy (16:03) Resources & Links Mentioned: Work with Val website: www.valesway.com Val's LinkedIn: www.linkedin.com/in/valesway Check out this B2B podcast launch service. About The A Better HR Business Podcast The A Better HR Business shares strategies, tactics, success stories, and more about marketing for HR consultancies and marketing for HR tech companies, and how to get more clients. Follow the show on Apple Podcasts or Spotify so you don't miss future episodes. For show notes and to see details of our previous guests, check out the podcast page here: www.GetMoreHRClients.com/Podcast HR BUSINESS GROWTH RESOURCES Get the new book - Grow A Successful HR Business Your Way Launch your own business podcast: B2B Podcast Agency VISIT GET MORE HR CLIENTS Want more clients for your HR-related consultancy or HR Tech business? Visit the Get More HR Clients website for articles, newsletters, podcasts, videos, resources, and more at www.getmorehrclients.com.

John Horn is an Economics Professor at the Olin School of Business at Wash U. He and Megan Lynch discuss the reaction to the Trump tariffs by the Supreme Court last week. He uses the word 'chaos' in describing what may come now following the ruling as business play a wait and see game.

In this week's Security Sprint, Dave and Andy covered the following topics:Opening:• Tribal-ISAC and WaterISAC events!• Check out our newest webpage and our new blog post, kicking off this new Gate 15 blog series!• AI Threat Landscape: Fact vs. Fiction As We Start 2026• AI Threats Resilience, a new Gate 15 service page outlines a suite of AI threat informed workshops and tabletop exercises designed to help organizations understand AI driven risks, clarify ownership of AI exposure and rehearse response to AI enabled incidents. • TLP: CLEAR – WaterISAC Top Actions to Enhance Your Utility's Cybersecurity • (TLP:CLEAR) WaterISAC – TOP ACTIONS to Enhance Your Utility's Physical Security • Cyber Incident Reporting for Critical Infrastructure Act of 2022 (CIRCIA) – Cybersecurity and Infrastructure Security Agency – 18 Feb 2026: CISA posted an update stating that due to a lapse in DHS appropriations it may be unable to hold scheduled CIRCIA Town Halls and will not conduct meetings during any lapse in appropriations. Main Topics:Cyber Resilience: An Incident Doesn't Have to Be a Crisis Binary Defense, 19 Feb 2026. This blog reframes security operations around limiting business impact instead of chasing security perfection, noting that incidents are inevitable in complex enterprises and that the true differentiator is whether they escalate into crises. • The ENISA Cybersecurity Exercise Methodology ENISA | 16 Feb 2026 & ENISA publishes Cybersecurity Exercise Methodology to guide and standardize EU cybersecurity exercises) • Information Sharing – U.S. Legal and Regulatory Guidance – Health ISAC – 18 Feb 2026• Businesses urged to ‘lock the door' on cyber criminals as new government campaign launches – UK Government, 19 Feb 2026Violence & Extremism • Man Targets DHS Building With Stolen Ambulance In Attempted Arson Attack Source: The Daily Wire, 19 Feb 2026 • Armed man shot and killed after "unauthorized entry" into Mar-a-Lago perimeter, Secret Service says — CBS News, 22 Feb 2026• Mar-a-Lago Gunman Was Reportedly ‘Fixated' on Epstein Files and Believed There Was a Trump Government Cover-Up • USCP Officers Stop & Arrest Man with Loaded Shotgun Outside the U.S. Capitol — United States Capitol Police — 17 Feb 2026• FBI Albany, in Coordination with Nevada and New York Law Enforcement Partners, Investigating Vehicle Ramming at Electrical Substation in Nevada — FBI, 20 Feb 2026Quick Hits:• Launched: 9th Annual Dragos OT Cybersecurity Year in Review Dragos — 17 Feb 2026 • Significant Rise in Ransomware Attacks Targeting Industrial Organizations)• 3 Threat Groups Started Targeting ICS/OT in 2025: Dragos • CISA: Recently patched RoundCube flaws now exploited in attacks — BleepingComputer, 23 Feb 2026• CISA Adds Two Known Exploited Vulnerabilities to Catalog (RoundCube)• Government of Canada Alerts & Advisories: Roundcube security advisory (AV25-309) - Update 1 • CISA: BeyondTrust RCE flaw now exploited in ransomware attacks — Bleeping Computer, 20 Feb 2026 • 90% of Ransomware Incidents Exploit Firewalls • Ransomware Groups Shift Targets Mid-Sized Businesses Enterprise Defenses Harden, Research Shows • Searchlight Cyber Report: Ransomware Groups Claimed Record Number of Victims in 2025 with 30% Annual Increase — Searchlight Cyber — 17 Feb 2026• Securin 2025 Ransomware Report Finds AI Accelerating, Not Replacing, Human-Led Attacks • Record Number of Ransomware Victims and Groups in 2025 • Arctic Wolf Threat Report Highlights 11x Growth in Data Extortion Incidents and Continued Dominance of Ransomware Arctic Wolf | 17 Feb 2026 • 2026 Unit 42 Global Incident Response Report — Attacks Now 4x Faster Palo Alto Networks | 17 Feb 2026 • Blizzard slams Northeast with heavy snow and powerful winds • East Coast Blizzard Halts Travel, Cancels 8,000 Flights • El Nino is brewing: Here's what it means for U.S. weather in 2026

Sam Wouters from River shares the latest insights on Bitcoin and Lightning Network adoption, highlighting recent data, growth trends, and misconceptions. Stephan and Sam also discover how Lightning is scaling, the role of institutional and business adoption, and effective strategies for individual investors.Takeaways:

Ken Goodrich bought his father's struggling HVAC company, only to have the IRS seize everything and 30 employees quit overnight. Left with just $3,000 and two technicians, Ken had to learn how a company actually works. Today, he has bought and sold over 250 companies and achieved a high nine-figure exit. In this episode, Ken shares his ultimate playbook for Business buying and capitalizing on the "Silver Tsunami" of retiring baby boomers.He breaks down exactly why the real money is in "boring" Home Services rather than flashy tech startups. You will learn his exact mathematical formula for evaluating a company's worth, why Service & Consulting businesses are prime targets for private equity, and how to execute a 1,000-day plan to 10x your company's value. Ken also reveals his unusual Entrepreneurship strategy of buying up phone numbers from dead businesses to generate millions in leads.The "Silver Tsunami" is creating a massive opportunity to buy retiring baby boomers' businesses with established brand equity.Cut a target company's historical customer base in half during your evaluation because you will lose customers during the transition.Target companies priced accurately or above market, as underpriced businesses attract budget-conscious customers who flee when prices are corrected.Buying a bankrupt competitor's dormant phone number can instantly generate revenue through existing service call volume.Build a strict 1,000-day plan with a budget and schedule before acquiring a company to ensure a highly profitable exit.Tags:  Business buying, Entrepreneurship, Home Services, HVAC, Goettl, Business scaling.Resources:Grow your business today:  https://links.upflip.com/the-business-startup-and-growth-blueprint-podcast Connect with Ken: https://www.linkedin.com/in/kenneth-d-goodrich-ba580427

The Supreme Court has issued a major ruling limiting the president's emergency tariff powers, which is poised to reshape the global trade outlook. This decision introduces new predictability for businesses, though shippers must still monitor supply chain costs and ongoing legal uncertainties. In Mexico, the recent killing of a cartel leader has sparked violent retaliation that is jolting U.S.-Mexico freight corridors and rattling the critical Port of Manzanillo. Businesses relying on these routes are currently bracing for severe delays and heightened security risks for their commercial shipments. Looking ahead, analysts predict that ongoing capacity attrition will lead to a turning point for truckload carriers in 2026 as they begin to command stronger rates. Consequently, shippers should prepare for a challenging bid season with increased pricing pressure and significantly less negotiating leverage. Follow the FreightWaves NOW Podcast Other FreightWaves Shows Learn more about your ad choices. Visit megaphone.fm/adchoices

Ever wonder what resorts and businesses are doing to conserve water, or how Southern Nevada can continue to grow under drought conditions? Crystal and Bronson talk about those topics and more on this special episode of the Water Smarts Podcast, “TAP THE TRUTH: Crystal and Bronson answer your questions about all things water in Southern Nevada.”Hosts: Bronson Mack and Crystal Zuelkehttps://www.snwa.com/https://www.snwa.com/

Following a Supreme Court ruling that rejected about half of President Trump's tariffs, U.S. businesses question whether refunds are coming their way. NPR's Alina Selyukh reports.Support NPR and hear every episode of Trump's Terms sponsor-free with NPR+. Sign up at plus.npr.org.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

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We schedule date nights. We put work meetings on the calendar weeks in advance. We block time for workouts, studying, client calls, business planning.But we don't schedule friend dates.Somehow we expect friendships to just… survive.In high school and college, proximity did the work for us. You saw the same people every day. You studied together. Ate together. Walked to class together. Friendship was built into your environment.Now? There's no built-in proximity. No shared dorms. No accidental late-night conversations. If you don't intentionally create time, it doesn't happen.And then life gets full.Babies.Businesses.Marriage.Deadlines.Dreams.And friendships quietly move to the bottom of the list — not because they don't matter, but because they don't feel urgent.Add to that the fact that we're more emotionally mature now. We've been hurt before. We have boundaries. We have standards. But we don't always have the communication skills to match that growth. So instead of saying, “I miss you,” we withdraw. Instead of asking for more effort, we assume we're too much.And suddenly, you can have a beautiful, full life… and still feel lonely.Today I want to talk about adult friendships — why they feel harder than they used to, why they matter more than we admit, and how to build them intentionally in the middle of a very full life.

Nearly a year ago, Trump announced his “Liberation Day” tariffs, slapping high import taxes on goods from countries around the world. The sweeping tariffs hurt the New York-based wine importer VOS Selections, one of several plaintiffs that challenged the Trump administration in court, arguing the president lacked the ability to impose the tariffs under the International Emergency Economic Powers Act.Today, the Supreme Court agreed, ruling that many of President Trump's tariffs are unconstitutional. NPR's Scott Detrow talks with NPR Chief Economics Correspondent Scott Horsley and NPR Legal Affairs Correspondent Nina Totenberg about the court's decision and what it means for businesses and consumers.For sponsor-free episodes of Consider This, sign up for Consider This+ via Apple Podcasts or at plus.npr.org.  Email us at considerthis@npr.org.This episode was produced by Tyler Bartlam, with audio engineering from Ted Mebane. It was edited by Christopher Intagliata, Courtney Dorning, Scott Horsley and Krishnadev Calamur. Our executive producer is Sami Yenigun.Learn more about sponsor message choices: podcastchoices.com/adchoicesNPR Privacy Policy

Gene Marks reports that despite a disappointing fourth-quarter GDP growth rate of 1.4 percent and sluggishness in shipping and chemical sectors, small businesses remain surprisingly resilient with optimism above average and continued hiring plans even as AI integration remains limited. 31949 STORK CLUB

Preview for later today. Gene Marks explains that despite administration claims, the rising costs of tariffs currently fall directly onto the shoulders of American consumers and frustrated small businesses.1910