Podcasts about Candor

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How can leaders create social contracts that foster true team accountability and shared success?In this episode, Bill and guest Keith Ferrazzi explore the importance of moving beyond traditional leadership towards a model of “teamship,” where teams hold themselves and each other accountable. Keith also shares insights about the power of vulnerability and candor, and practical exercises like the “stress test” to build high-performing teams. Keith Ferrazzi is a powerhouse thought leader and author who's redefining how we connect and collaborate. His latest book is Never Lead Alone.Topics explored in this episode: (02:27) From Networking to Vulnerability* Vulnerability is the key to authentic relationships—even in business settings.(06:08) Building Co-Elevating Teams* The goal is not just psychological safety, but teams that push each other to succeed.(10:37) Practices That Change Culture* Teams need a social contract and regular “stress tests” to challenge each other productively.* Keith's early exposure to empowered teams in manufacturing shaped his view of leadership.* Siloed work structures limit innovation and responsiveness in today's fast-paced world.(20:53) Candor with Compassion* Candor must serve others' success, not be used as a blunt instrument.(34:29) Redesigning Work in an AI World* Keith advocates for rethinking workflows from the ground up—not just slapping AI on top.Thanks to Keith Ferrazzi for being on the show! Learn more about Keith: http://keithferrazzi.comGet Keith's book: Never Lead Alone: 10 Shifts from Leadership to Teamship: https://www.amazon.com/dp/0063412578/ Connect with Keith on LinkedIn: https://www.linkedin.com/in/keithferrazzi/ Bill Gallagher, Scaling Coach and host of the Scaling Up Business podcast, is an international business coach who works with C-Suite leaders to achieve breakthrough growth. Join Bill in the Growth Navigator Coaching Program: https://ScalingCoach.com/workshop Bill on LinkedIn: https://www.LinkedIn.com/in/BillGallBill on YouTube: https://www.YouTube.com/@BillGallagherScalingCoach Visit https://ScalingUp.com to learn more about Verne Harnish, our team of Scaling Up Coaches, and the Scaling Up Performance Platform, which includes coaching, learning, software, and summit. We share how the fastest-growing companies succeed where so many others fail. We help leadership teams with the biggest decisions around people, strategy, execution, and cash so that they can scale up successfully and beat the odds of business growth. Did you enjoy today's episode? If so, then please leave a review! Help other business leaders discover Scaling Up Business with Bill Gallagher so they, too, can benefit from the ideas shared in these podcasts.Subscribe via Spotify: https://spoti.fi/3PGhWPJSubscribe via Apple Podcasts:

What separates a 3-app day from a 7-app day? Structure, professionalism, and confidence.In this episode, our guests Josh Manzano, and Chris Clark, break down exactly how top producers run appointments that convert. From building trust in the first 7 seconds to overcoming the most common new agent pitfalls, this episode is a masterclass in running clean, repeatable systems that lead to consistent sales.Timestamps:00:00 – Why “Here's my license” is the wrong opener01:32 – How Josh & Chris open a high-trust appointment05:15 – Why most new agents practice on clients (and lose sales)09:00 – Building credibility through structure11:10 – The “Curiosity, Care, Candor” framework13:45 – What to say to set a clear agenda16:30 – What advanced agents look for during a fact-finder18:40 – The death of ego: stop trying to sell like a leaderboard monster21:15 – Why agents lose sales by over-explaining25:05 – How to involve the spouse (the real decision-maker)27:30 – Silence is a closing tool: The illusion of control

Every dentist dreads it: the day a case turns into a lawsuit. And often, it's not the actual dentistry that gets you.In this episode, Dr. Taher Dhoon gets candid about a worst-case scenario he's facing in real time. He shares what mistakes opened the door to litigation, and the steps every dentist can take to avoid the same fate. You'll learn best practices for case management, tools for documenting consent, and how to use the CANDOR process to resolve issues before they escalate.Don't wait for a lawsuit to test your systems — find out what to fix now!Topics discussed in this episode:The missteps that lead to a lawsuitWhy relationships and follow-ups matterWhen and how to initiate the CANDOR processNavigating the CANDOR processHow to protect yourself from litigationGet more information on the Colorado Surgical Institute:https://www.coloradosurgicalinstitute.com/Text us your feedback! (please note: we cannot respond through this channel)) Take Control of Your Practice and Your Life I help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams. Join the DPH Hero Collective and get the tools, training, and support you need to transform your practice: Team and Doctor Training for every aspect of Practice Management Comprehensive Training: Boost profit, efficiency, and team engagement. Live Q&A Sessions: Get personalized help when you need it most. Supportive Community: Connect with practice owners on the same journey. Editable Systems & Protocols: Standardize your operations effortlessly. Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

When you work through the exercises of the Purpose Principle, you come to the Promises Principle with high hopes of having your purpose become real.This is a substantial piece of leadership development that while challenging, will provide you with 10 significant advantages. When viewed together these advantages become the catalyst for you accomplishing transformational work and creating a mindset of passion, innovation, and growth.....ResourceThe Meaning of Life: Letters from Extraordinary People and their Answer to Life's Biggest Question, James Baileyhttps://www.amazon.co.uk/Meaning-Life-Letters-Extraordinary-Question 

How important is it for business leaders to not only identify talent within their organization, but to take meaningful action to actually develop that talent? On the flip side, how handicapping can it be for an organization to keep employees who are holding the company back from success? Bill Conaty is a top former HR executive at GE and co-author of The Talent Masters: Why Smart Leaders Put People Before Numbers. His 40 years at GE and his time as an advisory partner for Clayton, Dubilier & Rice has made him an expert in identifying and developing raw talent at an organization. Bill joins Greg to share insights from his time at GE, emphasizing the necessity of integrating HR with other business functions and the importance of having a seat at the table. They also discuss GE's unique HR practices, such as talent development programs, the role of corporate audit staff, and the evolution of HR through different business eras, including the impact of COVID-19 and the DEI movement.*unSILOed Podcast is produced by University FM.*Episode Quotes:Candor comes first trust comes later41:55: Candor comes first; trust comes later. In other words, we always—through our leadership development in session C, we had to say, "We always had the list of development need, one or two." And it wasn't that I needed to go to the next course at Crotonville or that I'm too tough on myself. It had to do with legitimate development needs, and you had to be able to trust the company before you could cite, you know, "I don't have great listening skills," or—and you had to feel like, "Whatever you stipulate, we're going to work with you on that." And we said: a development need is not a fatal flaw. A development need is only a development need as long as you address it. If you don't, it can become a fatal flaw.HR Success Starts with the CEO05:41: No matter how good of an HR leader you are, if the CEO doesn't have high expectations for what he wants out of that function, you're in for a long day.What do we look for in leaders?34:50: What do we look for in leaders? We started out with three E's—energy, energize, and edge—and so that's a green light, red light, yellow light. We'd go out to all the businesses, and we came away from one, and the leader had dynamite energy, could energize others, more than enough edge, and his numbers sucked. So, I said to Jack, "We assume this, but we need a fourth E, and that's called execution." Do you need a different kind of talent master to evaluate the talent versus the values?53:26: I think the values piece is—I think it's fairly easy to identify, but it's fairly easy to identify. If you have a real intimacy in the organization. If you don't, if you're just standing off in the distance and applauding the numbers that are coming in, you can have a real kick-ass leader that people really don't enjoy working for and probably won't work for that long.Show Links:Recommended Resources:Clayton, Dubilier & RiceJack Welch Jeff Immelt CrotonvilleOmar IshrakDave Ulrich Steve Kerr (bschool professor not coach)Guest Profile:Author bioExpert Profile at Strayer UniversityHis Work:The Talent Masters: Why Smart Leaders Put People Before Numbers

Ruchika Malhotra, the best selling author of Inclusion on Purpose, An Intersectional Approach to Creating a Culture of Belonging at Work, brings a wealth of experience and insight to the conversation around DEI and how to navigate the current climate. As the founder of Candor, an inclusion strategy practice, and a recognized media expert on inclusive leadership and workplace culture, Ruchika's work has been featured in The New York Times and Harvard Business Review. With her deeply rooted understanding of the challenges surrounding diversity, equity, and inclusion, Ruchika's expertise shines through as she shares her valuable perspectives on navigating DEI backlash and intentional actions. The key moments in this episode are:  00:02:33 - Ruchika's Career Journey  00:05:55 - Defining Diversity, Equity, and Inclusion  00:13:55 - The Importance of Genuine DEI Efforts  00:20:59 - Pushing Forward in the Face of Adversity  00:25:24 - Solidarity and Strength in Numbers  00:32:49 - Embracing Commonalities and Diverse Perspectives  Connect with Ruchika T. Malhotra Website: ruchika.co LinkedIn: linkedin.com/in/ruchikatm Instagram: @rtulshyan Book: uncompetebook.com   Connect with Amina AlTai Website: aminaaltai.com Instagram: @aminaaltai TikTok: @theaminaaltai Linkedin:   linkedin/in/aminaaltai  Book: aminaaltai.com/book

In this encore episode, host Wendy Hanson engages with Dr. Julie Pham, founder of CuriosityBase, to explore the critical role of respect in relationships, particularly in the workplace. They discuss the seven forms of respect — procedure, punctuality, information, candor, consideration, acknowledgement, and attention — and how understanding these can enhance communication and collaboration within teams. Key takeaways: Good processes require positive relationships to be effective. Respect is a key component in both personal and professional relationships. The seven forms of respect help articulate needs and expectations. Procedure involves adhering to established norms and rules. Punctuality reflects respect for others' time. Information should be shared openly to foster inclusion. Candor is essential for constructive feedback and growth. Consideration involves anticipating others' needs and wants. Acknowledgement reinforces positive contributions and builds morale. Attention is crucial for effective communication and respect. Meet Dr. Julie Pham: Dr. Julie Pham is the founder and the CEO of CuriosityBased, an organizational development firm based in Seattle. She is the author of the #1 Amazon Bestseller 7 Forms of Respect: A Guide to Transforming Your Communication and Relationships at Work. Dr. Pham has been recognized with numerous awards for her community leadership. She has applied her community building approach to building strong, collaborative and curious teams.  She was born in Saigon, Vietnam and raised in Seattle. Dr. Pham earned her PhD in history at Cambridge University as a Gates Cambridge Scholar and she graduated magna cum laude from University of California, Berkeley as a Haas Scholar. She earned her real life MBA by running her family's Vietnamese language newspaper during the 2008-2010 recession. She has worked as a journalist, historian, university lecturer, marketer, nonprofit executive, and management consultant. Follow Julie: LinkedIn: https://www.linkedin.com/in/juliepham2 Website: https://curiositybased.com/ Do you enjoy our show? One of the best ways to help us out is leave a 5-star review on your platform of choice! It's easy - just go here: https://www.newlevelwork.com/review For more information, please visit the New Level Work website. https://www.newlevelwork.com/category/podcast © 2019 - 2025 New Level Work

Jack Chambers-WardInstagram - https://www.instagram.com/jlwchambers/Bluesky - https://bsky.app/profile/jlwchambers.bsky.socialSequelisers PodcastLinks - https://linktr.ee/SequelisersSearch with Candor PodcastWebsite - https://withcandour.co.uk/blog/category/podcastApple - https://podcasts.apple.com/gb/podcast/search-with-candour/id1456880812Spotify - https://open.spotify.com/show/4AILSpWLI74daOhECb8Hm0Anchor FM - https://anchor.fm/searchwithcandourFlixwatcher PodcastWebsite - https://www.flixwatcher.tv/Spotify - https://open.spotify.com/show/0hYiLXjHWHtJa063ySIuOc?si=f2a7b4b012584355Apple - https://podcasts.apple.com/gb/podcast/flixwatcher-a-netflix-film-review-podcast/id1180580851Another Happy PodApple - https://podcasts.apple.com/gb/podcast/another-happy-pod/id1531179203Spotify - https://open.spotify.com/show/2Hua9N5MV4xXIjSeAd6iG7YouTube - https://www.youtube.com/channel/UC-PCWfksPUl8-LUuRppL4vgStill Got Legs PodcastSpotify - https://open.spotify.com/show/2gbYrdUxjxoPeBm266OIhVPodbay - https://podbay.fm/p/still-got-legsTune In - https://tunein.com/podcasts/p3494671/Fandomentals PodcastLinks: https://linktr.ee/FandomentalsPodcastPodomedy - https://podomedy.com/Artwork Designed by Alex JenkinsWebsite - www.hexdesigns.orgInstagram - https://www.instagram.com/hexshadowTwitter - https://twitter.com/hexghosts Hosted on Acast. See acast.com/privacy for more information.

In this episode of As the Drum Turns, Jeff & Lora cover March Madness, expanding our leadership, and how the simple act of being candid can transform our communication.

You've probably heard me talk about the “hub-and-spoke” model. Where the leader sits in the middle, doing all the heavy lifting and worrying that if they let go of any task, the whole machine breaks. I've lived it. It's exhausting. But my friend Keith Ferrazzi—legendary connector, best-selling author (Never Eat Alone, Leading Without Authority), and CEO whisperer—has a game-changing approach to fix this once and for all.In our latest Capability Amplifier conversation, Keith reveals the simple but powerful shifts that can transform any team from conflict-avoidant and siloed into a culture of true candor, co-elevation, and monthly “sprints” that deliver real results.If you've ever felt like you're juggling a thousand balls, terrified that even one fumble means disaster, this episode is for you. Trust me: learning to “expect more from your team” isn't just wishful thinking. It's the key to freedom, growth, and a whole new level of performance.KEY INSIGHTS & TAKEAWAYSFrom Conflict Avoidance to Radical CandorMost teams tiptoe around tough feedback, creating tension and stifling creativity. Keith's framework calls for mandated “stress testing” sessions where teammates challenge and support each other—because refusing to let each other fail is the highest form of respect.The End of Hub-and-Spoke LeadershipLeaders often feel trapped in the center, being the sole accountability hammer. Keith's model shifts the burden from “the boss” to “the team,” freeing leaders to innovate, strategize, or even launch a new venture.Monthly Sprints & TransparencyKeith's secret sauce: each team member outlines (1) what they achieved, (2) where they're struggling, and (3) what the next sprint looks like. Then everyone else digs in to offer fresh ideas, challenges, and collaboration. The result? Friction dissolves, and real breakthroughs happen on schedule.Embrace the Challenge CultureFeedback is no longer top-down. It's peer-to-peer and is given out of genuine commitment to each other's success. When you institutionalize candid advice—and do it with heart—you'll see your organization leap from “meh” to unstoppable.The “Co-Elevation” MindsetKeith coined the term “co-elevation” to describe teams that won't let anyone sink. This goes beyond teamwork. It's about building an environment where people actively lift each other up. Think radical accountability meets radical empathy.Super-Users for Change (Especially with AI)Instead of forcing top-down training, identify (or create) “black belts” or champions who love new tech, like AI or project management tools. Let them spread the fire from within, and watch adoption skyrocket.Beyond Connections – Keith's CommunityIf you loved Never Eat Alone, Keith's got a new community that teaches entrepreneurs, salespeople, and anyone seeking deeper relationships how to integrate authentic connection into all areas of business and life.TIME STAMPS[00:00:00] High-Performing Shifts: Keith introduces the 10 critical shifts for building a high-performing team, starting with moving from conflict avoidance to candor.[00:01:16] “Never Lead Alone”: Why Keith's new book is all about real team success (not just individual heroics) and how it transforms the workplace.[00:02:21] From Blue-Collar Beginnings: Keith shares his origin story—how one relationship at a golf course (showing up 30 minutes early!) changed his life trajectory.[00:05:36] Candor and Vulnerability: Why the bravest thing a leader can do is create an environment where people speak the truth—even when it hurts.[00:07:59] Teams Owning Each Other's Success: How to shift from hierarchical “hub-and-spoke” management to true teamship, and the monthly “stress test” method that sets a new culture.[00:14:03] Agile Sprints & Accountability: The exact practice Keith recommends: 30-day cycles, open sharing of wins, struggles, and next moves, plus peer challenge.[00:20:18] The AI Integration Example: Turning friction points into opportunities by creating “super-users” who evangelize adoption from the inside, not via top-down mandates.[00:26:55] Open 360° & Coaching Culture: Turning performance reviews into empowering group sessions, where every individual gets supportive critique from the entire team.[00:34:41] Beyond Connections Program: Keith's return to his relationship-building roots—why “Never Eat Alone” fans will find a new home in this eight-week immersion.[00:38:29] Expect More, Achieve More: Keith's biggest revelation: leaders who ask for more from their teams create not just better results, but a culture of freedom and genuine growth for everyone.If you're ready to let go of the “hub-and-spoke” hamster wheel, build an unstoppable culture of accountability and authenticity, and still have a life…Then DO NOT MISS Keith's new book, Never Lead Alone – you can get it here on Amazon right now. If you want to master the art (and science) of deep relationship-building to fuel your business, check out his community at ConnectedSuccess.com.Additional Resources:Download your FREE digital and/or audio version of my bestselling book, “Ai Accelerator”Download your FREE copy of "Your Next Act" hereSUBSCRIBE FOR MORE VIDEOS

In this episode of The Dr. Cloud Show, psychologist Henry Cloud explores the delicate balance of addressing relationship problems while preserving emotional connection. He examines how to separate behaviors from personal worth, and ways to provide feedback without damaging self-esteem or injecting contempt into important relationships. Dr. Cloud walks through practical applications with callers facing common challenges: a wife seeking family stability while her husband changes jobs frequently, an individual rebuilding career direction after marital separation, and adult children concerned about a parent's pattern of physical altercations. Each situation illustrates effective boundary-setting, conflict resolution, and communication techniques that maintain respect while confronting difficult truths. Dr. Cloud emphasizes that healthy relationships require both honesty and compassion—showing how marriage counseling, family therapy principles, and workplace communication strategies all benefit from addressing problems through a lens of acceptance rather than rejection. His approach offers practical tools for parents, couples, and professionals to evaluate behaviors constructively while affirming the inherent value of the people involved.    

We're bringing back one of the most inspiring and timeless conversations from Freight Nation: A Trucking Podcast, featuring Nicole Glenn, Founder and CEO of Candor Logistics Management. Nicole shares how an unexpected opportunity launched her into trucking, what it took to start her own company, and how she's driving innovative frozen freight solutions today. From building trust in the high-stakes world of expedited shipping to leveraging creative thinking for complex logistics problems, Nicole's journey is filled with lessons that remain just as relevant today. If you missed this conversation the first time, now is the perfect moment to tune in.

What if the secret to impactful leadership and thriving relationships lies in embracing honesty, even when it's uncomfortable? On the Uncommon Leader Podcast, we sit down with Todd Holzman, CEO and founder of Holzman Leadership, who shares a deeply personal story from his childhood that shaped his unwavering commitment to truthfulness—a lesson passed down by his father. As we explore Todd's upcoming book, "The Power of Candor," he provides insightful strategies for navigating the "honesty dilemma," where truthfulness and relationship preservation often collide.This episode unpacks the real cost of sidestepping honest conversations, both in personal and professional spheres. Drawing from pivotal moments, including a significant leadership lesson from 1998 and a consultancy experience with Red Bull, we underscore the transformative power of candid dialogue. Todd's stories illuminate how confronting the fear of negative outcomes can lead to enhanced performance, conflict resolution, and averting unnecessary chaos in any arena, whether at home or in the workplace.Diving into the intricacies of communication, we highlight the teachings of social scientist Chris Argyris and dissect the "candor gap" prevalent in healthcare and sales industries. Our conversation touches on emotional intelligence and the SIPA framework for difficult discussions, reinforcing the importance of introspection and self-awareness. Todd also reveals his motivations behind creating an app to democratize high-quality communication training, aiming to equip leaders and individuals with the tools to handle real-world conversations effectively and authentically. Join us as we challenge the norms of communication, advocating for a more honest and meaningful exchange in every interaction.Thanks for listening in to the Uncommon Leader Podcast. Please take just a minute to share this podcast with that someone you know that you thought of when you heard this episode. One of the most valuable things you can do is to rate the podcast and leave a review. You can do that on Apple podcasts, or rate the podcast on Spotify or any other platform you listen. Did you know that many of the things that I discuss on the Uncommon Leader Podcast are subjects that I coach other leaders and organizations ? If you would be interested in having me discuss 1:1 or group coaching with you, or know someone who is looking to move from Underperforming to Uncommon in their business or life, I would love to chat with you. Click this link to set up a FREE CALL to discuss how coaching might benefit you and your team) Until next time, Go and Grow Champions!!Connect with me

In this thought-provoking episode, Andrew Biggs interviews Michael Brabant, founder of Candor & Coherence, on the transformative power of embodied leadership. Michael shares his journey of helping leaders and CEOs foster psychological safety, create cultures of trust, and align their actions with their inner truths. With insights on internal reconciliation, the pitfalls of “rock top” success, and the future of leadership, this episode is a must-listen for those seeking deeper fulfillment and sustainable growth.Chapters:00:00:00 – The Journey Begins: Self-Acceptance & Trust00:00:42 – Who is Dr. Michael Brabant? More Than Just a Name00:03:14 – Leadership You Can Feel: The Power of Embodiment00:06:28 – Beyond the Boardroom: Embodied Leadership in Action00:11:45 – The Invisible Force: Psychological Safety & Its Magic00:22:54 – No More Fear: Creating a Culture of Psychological Safety00:29:52 – Meet Lee Benson & The Game of Business Virtue Signaling00:30:50 – Leadership's Hidden Core: Trust, Power, & Perception00:31:45 – A Hard Truth: Why Leaders Must Master Self-Acceptance00:34:30 – The Trap of Success: When Money Isn't Enough00:35:57 – Survive or Innovate? The AI Revolution is Here00:37:13 – Rock Top: When Success Feels Empty00:45:28 – The Candid CEO: Leading with Coherence & Truth00:47:30 – A Final Reflection: What Truly Matters in Leadership?Connect with Michael Brabant:Candor & CoherenceBook Recommendations:The Presence Process: A Journey Into Present Moment AwarenessConnect with The Better Than Rich:⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Your Free Delegation Plan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠BTR Mini-Course⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Website⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok

“The best leaders talk about the elephant in the room and have the courage to face problems head-on.” - Jamie JohnsIn this episode of The Wize Way Podcast for Accountants & Bookkeepers, Brenton Ward and Jamie Johns dive into the Three C's of Leadership: Courage, Candor, and Communication. Discover practical strategies to lead with authenticity, build trust, and inspire growth in your team. Whether you're scaling your firm or improving your leadership style, this episode is packed with actionable insights to help you create a thriving business.________________ PS: Whenever you're ready… here are the fastest 4 ways we can help you fix and grow your accounting firm: 1. Take the Wize Accountants Scale Scorecard – Find out your potential to scale and the next steps you should follow – Start Your Scorecard 2. Download our famous Wize Freedom Strategy Map for FREE - Find out the 96 projects every firm owner must implement to build a $5M+ firm that can run without them - Download here 2. Need to Hire right now? Book a 1:1 FREE discovery call with our WizeTalent hiring coaches to help find your next team member the Wize Way – Click Here 4. Book a 1:1 Wize Discovery Session – Spend 30mins with our Wize CEO, Jamie Johns, a $7M firm owner who is ready to give you his entire business plan to build a firm that can run without you – Find out more here

Ruchika Malhotra is a keynote speaker, inclusion strategist, and the bestselling author of Inclusion on Purpose—an intersectional approach to creating a culture of belonging at work. She is also the founder of the inclusion strategy practice CANDOR.Amalia and Ruchika chat about individuals being made up of a multitude of identities, battling the underestimations of others, and how western feminism hasn't given us that promised liberation. They also discuss how Ruchika started her career in the “overwhelmingly white and overwhelmingly male” journalism industry and Ruchika shares her many experiences of having her name deliberately mispronounced or being ignored by coworkers due to the way she looks. Key Takeaways:The shame of a name: Ruchika explains how it took her “decades to reclaim agency and connection over my own name, which tells this beautiful story of a heritage and all this meaning and is so powerful.”Unravelling systems of oppression: Ruchika shares a sneak peek at her new book coming out fall 2025. She speaks to how humans are conditioned to believe in survival of the fittest and put self above community when we should be spreading the wealth and helping others grow alongside us.The Whole Damn Pie means: aspiring to a garden. For Ruchika, it's looking after herself so she can replant seeds and give to others. Learn more about Ruchika and her book here: https://www.ruchika.co/

Feedback is a powerful tool for growth, but how do you create an environment where it becomes part of the culture? In this episode, Dan Greene, Chief Revenue Officer at Radical Candor, shares how feedback shaped his journey from flying planes in the Navy to leading high-performing sales teams at Google. He breaks down the strategies for making feedback more actionable, from real-time debriefs to fostering a collaborative approach where rank doesn't overshadow learning. He also discusses how leaders can model trust and candor to inspire continuous improvement, and why feedback isn't just top-down—it's a two-way street. In this episode, you'll learn: 1. The secret to impactful feedback: Giving feedback an ongoing cadence accelerates team improvement and builds trust. 2. What makes great leaders stand out: Learn how to model trust, candor, and collaboration to inspire growth and connection within your team. 3. Strategies for real-time improvement: Immediate debriefs after sales calls or presentations can dramatically improve outcomes and build confidence. Resources: Dan Greene's LinkedIn: https://www.linkedin.com/in/dangreene/ Learn more about Radical Candor: https://www.radicalcandor.com/ Learn more about Integrity Solutions: www.integritysolutions.com/ Jump into the conversation: (00:00) Meet Dan Greene (02:15) Why feedback accelerates improvement (04:30) The debriefing process (09:20) Real-time feedback vs. scheduled reviews (12:10) Creating a culture of trust and candor (14:45) How leaders model feedback behaviors (17:00) Preparing for customer engagement (19:35) Feedback in customer relationships (22:10) Asking purposeful questions to drive improvement (25:20) Overcoming fear of giving feedback (28:15) Building trust through integrity and leadership (31:05) Using feedback to retain customers (34:00) Feedback as a leadership tool For more related content and information about improving sales performance, visit us at www.integritysolutions.com/

Jesus prepared His inner circle for the climax of His story -- something momentous was on the way. The book of Matthew records His instructions, as He explained how to best weather life's dangers, including the impending storm of His own betrayal and crucifixion. His words weren't only relevant to His disciples; the strategies He taught can help us in times of crisis. Join Horizon at the Equipping services for STORM PREP, a verse-by-verse study of Matthew 18-20.

Send us a textOn this episode of The New Warehouse Podcast, Tyler Wiard, Director of Strategic Partnerships at Candor Expedite, shares insights on managing temperature-sensitive freight. He highlights the company's innovative solutions to overcome the complex challenges in refrigerated freight. Candor Expedite, founded in 2017 by Nicole Glenn, specializes in expedited shipping and strategic partnerships. The conversation spotlights Candor's newest offering, the Candor Food Chain, a groundbreaking solution for maintaining precise temperature control across diverse freight sizes, from full truckloads to small pallet shipments.Sign up for Warehouse Wisdom Wednesdays right here. Follow us on LinkedIn and YouTube.Support the show

We have been so blessed to have had some amazing authors as guests. As a way to celebrate this we wanted to highlight them in this episode as a gift guide that touches both heart and our mind. Books have been broken into 4 sections and if you'd like to listen to the episode we suggest going to https://girltaketheleadpod.com, it's easy to search there but we're also available on most podcast platforms. All books can be purchased on Amazon: https://amazon.com. Section 1: Empowering Leadership & Career Growth 182, Fearless Female Leaders by Kathy McAfee & Rosemary Paetow 192, LadyShark by Chrissy Grigoropoulos, Esq. 187, The New Rules of Influence by Lida Citroën 199, Pioneer Your Career Change by Lata Hamilton 202, Escaping the Career Trap by Tammy Alvarez.   Section 2: Self-Discovery & Personal Growth 145, Listening for Candor by Peter Yaholkovsky. 153, Name, Claim & Reframe Workbook by Andrea Mein DeWitt 155, Heal the Four Woundings by Amber Ontiveros 173, Burned by Julie Bee 130, Happiness is a Habit by Michele Phillips Section 3:  Business & Inclusive Practices 143, All Up in Your Business by Julianna Newland 151, Tread Loudly by Kristine Cherek 147, Inclusive 360 by Bernadette Smith   Section 4, is Personal Stories & Inspiration 135, Lifeline by Lane Gardner, THREAD 149, I'd Rather Be Dead than Deaf by Andrea Wilson Woods from the Blue Faery Foundation 161, Well Sh*t by Hannah MacDonald-Dannecker   How to reach Yo Canny:  Our website: www.girltaketheleadpod.com  You can send a message or voicemail there. We'd love to hear from you!   email: yo@yocanny.com   FB group: Girl, Take the Lead https://www.facebook.com/groups/272025931481748/?ref=share   IG: yocanny   YouTube   LinkedIn: https://www.linkedin.com/in/yocanny/

Today, sports fans and high achievers, you're in for a treat! Empathy is not soft. It's not weak. Nothing thrills me more than when I can share examples of empathetic leadership that help win national championships or create winning sports dynasties. You may recall my example of Golden State Warriors coach, Steve Kerr, in my book, The Empathy Dilemma.Emmy award-winning producer and sports broadcaster Jen Mueller shares how she's seen coaching and leadership styles evolve in the last few decades, how she conducts sideline interviews with athletes who may have either had the worst or best day of their careers, why empathy is not just showing up on a bad day, but encouraging and celebrating your team's best days, and why top athletes and performers crave clarity and feedback in order to get better. You'll get so many tips on how to deliver feedback, ask the right questions, and infuse joy and levity into your team for championship-level performance. To access the episode transcript, please search for the episode title at www.TheEmpathyEdge.comKey Takeaways:We don't need or want to be cruel in the name of candor. Candor and clarity are empathetic and can help everyone understand where they are at. Prepare ahead so that you can be with your team in the moment. Consider: how do you give somebody permission to talk about their win and an easy way to share in that celebration with everybody else?You can lead a high-performance team, while still leaving room for emotion, feelings, and disappointment when things don't go well. "We assume that everybody understands what winning and losing look like and they don't. When you are clear, now people can do their job to the highest level." — Jen MuellerReferences Mentioned: Welcome to Wrexham: https://www.amazon.com/gp/video/detail/B0D77Y5BMG From Our Partner:SparkEffect partners with organizations to unlock the full potential of their greatest asset: their people. Through their tailored assessments and expert coaching at every level, SparkEffect helps organizations manage change, sustain growth, and chart a path to a brighter future.Go to sparkeffect.com/edge now and download your complimentary Professional and Organizational Alignment Review today.Jen Mueller: Producer, Broadcaster, Founder, Talk Sporty to MeJen Mueller is an Emmy award-winning producer and sports broadcaster based in Seattle. A 24-year sports broadcasting veteran, she currently serves as the Seattle Seahawks radio sideline reporter and is a member of the Seattle Mariners television broadcast team on ROOT SPORTS. She was honored for her work in the industry in 2022 as the recipient of the Keith Jackson Media Excellence Award presented by the Seattle Sports Commission.In addition to her work on the sidelines, Jen is an established business communication expert and the founder of Talk Sporty to Me. She's published three books that outline her approach to conversations and effective communication. She is also the executive producer, host and creator of “I Cook, You Measure” a cooking show on YouTube.Connect with Jen:Talk Sporty to Me: TalkSportytoMe.comLinkedIn: linkedin.com/in/jenmuellertalksportyInstagram: instagram.com/talksportytomeThreads: threads.net/@talksportytomeConnect with Maria:Get the podcast and book: TheEmpathyEdge.comLearn more about Maria and her work: Red-Slice.comHire Maria to speak at your next event: Red-Slice.com/Speaker-Maria-RossTake my LinkedIn Learning Course! Leading with EmpathyLinkedIn: Maria RossInstagram: @redslicemariaX: @redsliceFacebook: Red SliceThreads: @redslicemariaAchieve radical success putting empathy into action with Businessolver. Techlology with heart, powered by people. https://www.businessolver.com/edge

Gary Vaynerchuk, also known as "GaryVee," is a serial entrepreneur, the Chairman of VaynerX, and 5x New York Times Best Selling Author. He is a leading global mind on what's next in culture, relevance, and the internet. Gary possesses an uncanny ability to recognize trends and patterns early to help others understand how these shifts impact consumer behavior. He is one of the most forward-thinkers in business. Gary's approach sits at the intersection of business and culture. He keenly understands how to bring brand relevance to the forefront. “It's not a hokey thing to say you have to enjoy the journey. It's the only sustainable thing.” That's one of the wisdom bombs from my latest guest on From Start-up to Grown-up, the legendary  Gary Vaynerchuk- Chairman of Vayner X and the author of his brand new book, Day Trading Attention.Here are a few more of the many great takeaways Gary offered during our discussion:“Chasing the short-term is the number one strategy that makes people fail.”“Entrepreneurship is a constant game of losing with occasional wins.”“There's nothing that happens on earth that doesn't start with attention.”Learn more about his book, Day Trading Attention | Website garyvaynerchuk.comConnect with Alisa! Follow Alisa Cohn on Instagram: @alisacohn Twitter: @alisacohn Facebook: facebook.com/alisa.cohn LinkedIn: https://www.linkedin.com/in/alisacohn/ Website: http://www.alisacohn.com Download her 5 scripts for delicate conversations (and 1 to make your life better) Grab a copy of From Start-Up to Grown-Up by Alisa Cohn from AmazonLove the show? Subscribe, Rate, Review, Like, and Share!

Creating Effective Reward Systems   In this episode of The Innovation Show, we welcome back Steve Kerr to discuss how to create positive reward systems within organizations. Steve details the 'bullseye exercise' and emphasizes the importance of defining performance in actionable terms. He shares insights from his experience at GE, covering the implementation of the 'wing to wing' approach, the impact of stretch goals, and strategies for devising comprehensive metrics. Throughout the conversation, Steve highlights the necessity of aligning rewards with business objectives and fostering a culture of candor and innovation.   00:00 Introduction and Overview 01:12 Defining Performance in Actionable Terms 01:28 The Bullseye Exercise 02:47 Connecting Incentives and Rewards 04:25 Challenges in Measurement and Bureaucracy 05:35 Real-World Examples and Cost Analysis 07:13 The Importance of Candor and Rational Behavior 14:04 Stretch Goals and Organizational Culture 23:06 Challenges in Rewarding Employees 23:23 Understanding Quartiling and Quotas 24:07 Jack Welch's Bottom 10% Rule 29:31 Financial and Non-Financial Rewards 31:54 The Importance of Timeliness in Rewards 37:31 Wing to Wing: Seeing Through the Customer's Eyes 42:26 Conclusion and Final Thoughts   On the Folly of Rewarding A,While Hoping for B   Aidan McCullen, Steve Kerr, reward systems, employee behavior, BF Skinner, dysfunctional behaviors, fixing reward systems, CEO memo, leadership development, GE, Goldman Sachs, ultimate rewards, boundaryless organization, performance measurement, innovative culture, healthcare system, preventive care, stretch goals, Jack Welch, candid culture

We welcome Beth Chow, an occurrence nurse with Copic, who provides some great perspective about the benefits and value of early reporting of incidents. Beth explains the interchangeable terms "occurrence" and "incident" and clarifies what constitutes an adverse event and the types of events you should report to your medical liability insurance carrier. She goes on to explain how Copic's reporting process works, why early reporting does not negatively impact your policy or premiums, and how early intervention programs like Copic's 3Rs Program and Candor help resolve issues and maintain open communication with patients. Feedback or episode ideas email the show at wnlpodcast@copic.comDisclaimer: Information provided in this podcast should not be relied upon for personal, medical, legal, or financial decisions and you should consult an appropriate professional for specific advice that pertains to your situation. Health care providers should exercise their professional judgment in connection with the provision of healthcare services. The information contained in this podcast is not intended to be, nor is it, a substitute for medical diagnosis, treatment, advice, or judgment relative to a patient's specific condition.

Send us a textMitch Etter of Hi Crime Joined the Pod to chat about Spirit and Candor his new album! We discuss Everything Under the Sun one of the singles off the new album! Check out our SpotifyCheck out our YoutubeCheck out InstagramBook a Podcast

What happens when you mix radical candor with thought leadership? In this episode of Leveraging Thought Leadership, Peter Winick sits down with Kim Scott, author of "Radical Candor" and "Radical Respect" to explore how leaders can communicate effectively, especially when giving tough feedback. They discuss the importance of honesty, compassion, and clarity in leadership communication, showing how these principles can strengthen relationships and drive results. Kim shares her insights on creating a culture of trust and transparency within organizations. She emphasizes that when leaders genuinely care about their team members, their feedback becomes a tool for growth, not criticism. Through real-world examples, Peter and Kim illustrate how radical candor isn't just about being direct—it's about balancing empathy with honesty to unlock true potential. The conversation dives deep into the challenges leaders face when giving feedback, especially in high-pressure situations. Kim highlights the power of giving both praise and constructive criticism in a way that motivates and encourages continuous improvement. Peter and Kim also explore the nuances of how feedback can be tailored to different personalities, making it more effective and impactful. If you're looking to elevate your leadership communication and build stronger teams, this episode offers actionable insights. Kim's advice is clear: to lead effectively, you must care deeply, speak honestly, and encourage your people to grow without fear of failure. A must-listen for anyone looking to strengthen their leadership style. Three Key Takeaways: • Balancing Care with Candor: Leaders achieve greater impact when they provide honest feedback with empathy. This mix of care and candor builds trust and encourages open communication within teams. • Authentic Relationships Drive Success: Authenticity isn't optional. Leaders who connect genuinely with their teams—seeing them as people, not just employees—create an environment where trust and motivation thrive. • Results and Relationships Are Partners: Effective leaders focus on both outcomes and relationships. By fostering a culture of accountability and respect, leaders help their teams excel and feel valued. Entering the world of thought leadership without a strategy and finding success like Kim did isn't common.  Check out this article by Leveraging Thought Leadership CEO Peter Winick for tips on getting your strategy, tactics, and goals aligned early!

Join Michael Hammond as he talks with Ed Kourany, Chief Business Officer at Candor, about the latest trends in mortgage technology. Ed shares insights from the MBA Annual conference and discusses how AI is changing the mortgage industry. Learn about Candor's new automated pre-approval system and how it's helping lenders improve efficiency and customer experience. Ed also explains why now is the perfect time for lenders to invest in automation, despite market uncertainties. Discover how embracing technology can help lenders stay competitive and profitable in 2025 and beyond.

The party returns to Candor's Keep, and are whole once again.

LEADERS MUST HIRE AND FIRE WITH CANDOR AND COMPASSION “Tom Peters once said, ‘Job security is a myth. You should strive for employment security.' In the twenty plus years since he wrote the book, his statement has only become more true and accurate. Corporate loyalty, employee loyalty and even consumer loyalty are vestiges of a bygone era. Even still, employees, team mates and clients are often friends as well. Leadership requires much grace and forethought when realigning the team for maximized results.” J. Loren Norris 9 Lessons of Mastery is an great mentorship program to master personal growth to build influence, (⁠https://j-loren-s-school.thinkific.com/courses⁠) training course to take your own journey to the next level. ” Watch the video 11-13-24: Online Academy for Leadership & Communication: ⁠https://j-loren-s-school.thinkific.com/courses⁠ Follow on Spotify - ⁠https://podcasters.spotify.com/pod/show/j-loren-norris⁠ ______________________________ Leading Leaders Podcast is a short but impactful leadership video, blog and podcast distributed 5 days a week by J Loren Norris to promote faith, family and freedom in the face of a global leadership drought. Leadership Training, Interviews and Entertainment Visit ⁠https://www.jlorennorris.com/resources⁠ for more training material #leadingleaderspodcast #storypower #transforminggracetv #jlorennorris LOOK FOR LEADING LEADERS PODCAST ON THESE PLATFORMS: - OBBM Network TV - WorldTrumpetTV - Apple Podcast - Spotify - Amazon - Rumble - YouTube.com/jlorennorris DOWNLOAD THE FREE APP for: ⁠https://www.jotform.com/app/230026506289151⁠ - Live Stream videos, - Video based training material, - StoryPowerMasterclass Coaching products and services, - links to global Media Outlets carrying Tell It Like It Is content, - contact information for direct access to Loren and MORE new tools added regularly. Copyright 2024 Tell It Like It Is Inc --- Support this podcast: https://podcasters.spotify.com/pod/show/j-loren-norris/support

We begin our dive into the eighth commandment: “You shall not bear false witness.” The Catechism defines truth, identifies the importance of truth, and reflects on martyrdom. Fr. Mike unpacks all of this information and reminds us that our duty as Christians is to live in the truth and bear witness to the truth in what we say and how we act. Today's readings are Catechism paragraphs 2464-2474. This episode has been found to be in conformity with the Catechism by the Institute on the Catechism, under the Subcommittee on the Catechism, USCCB. For the complete reading plan, visit ascensionpress.com/ciy Please note: The Catechism of the Catholic Church contains adult themes that may not be suitable for children - parental discretion is advised.

If you've made it this far, Legal Team, you deserve a gold star! This week, we're diving straight back in and wrapping up the infamous paternity scam between Bachelor alumni Clayton Echard and Laura Owens. On this episode, we will be focusing primarily on the legal aspects of the case, how it's all unfolded, and sharing our final thoughts. Again, if you haven't listened to parts 1, 2, and 3, we highly recommend you do so.   What's on the docket?   Laura Owens' suspicious baby bump appearance in court   Audio clips from Laura's cross examination   Laura's lawsuit against Dave Neal and threats to Reality Steve   Owens' failed motion to quash and show up to her deposition   Review of the evidentiary hearing and clips from the trial—watch the full trial here!   The Attorney's Duty of Candor and why Owen's council came clean about her lies  Final ruling and the court's findings   Our closing thoughts on the scandal  Episode links:  https://victimsoflauraowens.com/   https://www.tiki-toki.com/timeline/entry/2043256/Facts-Matter/   https://padlet.com/haybales/laura-owens-timeline-qz4pd706aw8m8zv3   https://justiceforclayton.com/wiki/index.php/Laura_Michelle_Owens_%26_Clayton_Echard   Access additional content and our Patreon here: https://zez.am/thebravodocket  The Bravo Docket podcast, the statements we make whether in our own media or elsewhere, and any content we post are for entertainment purposes only and do not provide legal advice. Any party consuming our information should consult a lawyer for legal advice. The podcast, our opinions, and our posts, are our own and are not associated with our employers, Bravo TV, or any other television network. Cesie is admitted to the State Bars of California and New York. Angela is admitted to the State Bars of Texas, Kansas, and Missouri.  Thank you to our incredible sponsors! Mint Mobile - To get this new customer offer and your new 3-month premium wireless plan for just 15 bucks a month, go to mintmobile.com/bravodocket. Schedule35 - Get 15% Off with code DOCKET at Schedule35.co iRestore - Unlock your best skin with @iRestorelaser and get 25% off your Illumina Face Mask with the code BRAVODOCKET25 at https://bit.ly/3Y05VrQ! Fungies - You can find these yummy gummies in the Vitamin section at your local Walmart for less than $10 or conveniently shop on their website, eatfungies.com. Enjoy 20% off with code BRAVODOCKET. RoBody - Go to ro.co/BRAVODOCKET. Memberships start at just $99 for your first month. Medication costs are separate. Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us a textThis episode is diving into the topic of radical candor. In my weekly newsletter I published a post about radical candor and made this episode to dive deeper into the topic.I'm Moshe Crane connect with me on LinkedIn. My day job is the VP of Branding and Strategic Initiatives at Sage Ventures.Sage Ventures is a commercial real estate firm based in Baltimore, MD. The company buys and operates multifamily rental properties. The company also builds and develops homes that we sell.

In a society where sensitivities take precedence over honesty, it can often feel impossible to openly speak your mind. From managing conflict resolution in the workplace to navigating differences at home, many issues remain unaddressed and unresolved when you cannot speak clearly, candidly, and truthfully for fear of negative consequences. It’s time to learn how to speak the truth in love. Join us to learn how truth and love together can unlock pathways to more effective leadership and relationships—even in a day and age when many remain silent for fear of speaking up. Discover how speaking with sensitive and effective candor can reshape your relationships and enable you to live a life of honesty and freedom.See omnystudio.com/listener for privacy information.

Episode 116: Garrett Delph & Becoming Facebook: The 10 Challenges That Defined the Company That's Disrupting the World by Mike Hoefflinger ABOUT GARRETT Garrett's mission is to help medium-to-large businesses transform operational chaos into system-led cultures that are repeatable and sustainable into the future. As a Founder/CEO/Operator with proven and demonstrated success, he has spent the last 25+ years building and scaling three businesses worldwide. With established subject matter expertise in leading and scaling people, processes, and culture. Garrett has a deep understanding of the critical role technology-first operational leadership plays in organizational success, particularly in specialized and high-stakes environments. One of his professional strengths is the systematic elimination of chaos through the implementation of proprietary operational frameworks, optimization of processes, alignment of teams, and the driving of sustainable growth. The culmination of his approach is a sturdy operational transformation to ensure repeatable and sustainable success. CONVERSATION HIGHLIGHTS What makes up the "Engine of Success." The power of having (the right) mentors and tools for understanding people. Garrett turning around his (sort of) militant ways as a founder. The power of epiphanies. The foundation for people. process, and performance. Ignore these basics at your own peril. Sayings on the wall mean nothing -- if you don't abide by them. "...if you don't stop micromanaging your people and your business, you're going to kill it. And you're going to harm them more than you ever can imagine." The leader sometimes being the problem. When the powers the left brain and the right brain come together. How Garrett's belief in God informs his work. Leadership can be as easy as P. I. E. (acronym). Candor with Care The MAIN QUESTION underlying my conversation with Garrett is, How are you taking stock of what you're doing (or should be doing) to be successful -- especially when it means going back to the basics of what you stand for and what you want? FIND GARRETT Website: links.clarityops.co/ LinkedIn: linkedin.com/in/garrettdelph Medium: https://medium.com/@garrett_delph Garrett's Thought Leadership Videos: https://www.youtube.com/playlist?list=PL1tf7Tf5FnswHzrgP_f-wvYuHlKee0t-I LinkedIn – Full Podcast Article: CHAPTERS 00:00 – The Book Leads Podcast – Garrett Delph 00:50 - Introduction & Bio 02:21 - Who are you today? Can you provide more information about your work? 04:00 - How Happiness factors into what Garrett looks for in his clients' companies. 09:38 - How different company cultures and structure can be today versus 30 years ago. 14:34 - How did your path into your career look like, and what did it look like up until now? 19:37 - The epiphany in Garrett's life that changed his perspective on people. 26:05 - How does the work you're doing today reconcile to who you were as a child? 28:15 - What is your super power? 31:01 - What does leadership mean to you? 36:33 - Can you introduce us to the book we're discussing? 38:08- Can you provide a general overview of the book? 53:52 - What are you up to these days? (A way for guests to share and market their projects and work.) This series has become my Masterclass In Humanity. I'd love for you to join me and see what you take away from these conversations. Learn more about The Book Leads and listen to past episodes: Watch on YouTube Listen on Spotify Listen on Apple Podcasts Read About The Book Leads – Blog Post For more great content, subscribe to my newsletter Last Week's Leadership Lessons, if you haven't already!

Forget everything you thought you knew about HR. Amy Lynn Durham welcomes the extraordinary Jill Katz, a trailblazer who's been revolutionizing the human capital game for over 20 years. Jill is the founder of Assemble HR and the creator of the Candor, Courage, and Care model—a refreshing approach to leadership that's all about radical honesty, brave feedback, and genuine empathy. Tune in for candid insights, laugh-out-loud moments, and actionable takeaways that will make you rethink how you lead, communicate, and—most importantly—care. Additional Resources: Discover Your Spiritual Intelligence at Work Connect with Amy Lynn Durham Learn More About Create Magic at Work More on PeopleForward Network Follow PeopleForward Network on LinkedIn Connect with Jill Katz on LinkedIn Visit Assemble HR Consulting Key Takeaways:  Candor, Courage, and Care Framework: This leadership model focuses on honest communication, timely feedback, and empathy, creating more productive and meaningful workplace relationships. Breaking Free from Workaholism: Jill shares her personal story of leaving an unhealthy work-life balance to start Assemble HR, emphasizing the importance of self-care and intentional career decisions. Valid Excuses: Leaders often delay giving feedback due to fear or discomfort, but by addressing these "valid excuses," leaders can create more open and effective communication.  

There are many writings by Western scholars on Chinese foreign as well as domestic policy. Yet few have ventured to analyze the internal intellectual debates in China that, either partly or significantly, shape Chinese policymaking. A recent book from the European Council on Foreign Relations titled The Idea of China: Chinese Thinkers on Power, Progress, and People, intends to fill that gap. Written by Alicja Bachulska, Mark Leonard, and Janka Oertel, the book presents some of the leading Chinese perspectives on a range of contemporary global as well as domestic issues. To help us further understand Chinese thinking and its significance, host Bonnie Glaser is joined by Alicja Bachulska, one of the co-authors of the book and a policy fellow at the European Council on Foreign Relations. Timestamps[01:22] Significance of Intellectual Debates in China[04:31] Gauging the Candor of Interview Responses[06:35] Who are the China solutionists? [08:25] Examining the “Great Changes” Taking Place[11:52] Strengthening China's Discourse Power[15:22] Where is China successfully shaping narratives?[18:05] China on the Defense or Offense[22:36] Rising East, Declining West[28:49] Responding to Chinese Discourse in the Global South 

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

In the competitive landscape of private clubs, creating a strong, positive culture isn't just a nice-to-have—it's essential when attracting new members and the best talent. Jackie and Three Carpenter are longtime professionals in the club industry and are also authors of the book "People First." Using their years of experience in the private club industry, Three and Jackie are uniquely positioned to share the critical importance of fostering a people-centric culture in private clubs. Their insights offer valuable lessons for club leaders looking to elevate their club's employee experience and, by extension, member satisfaction. Key Moments: Introduction to People First Concept [00:00:44]: Three and Jackie Carpenter are introduced as club leaders and coauthors of "People First: The Five Steps to Pure Human Connection and a Thriving Organization." Employee-Centric Approach [03:56]: Three Carpenter emphasizes the importance of an employee-centric approach as the foundation for great member success in clubs. Credibility in Employee Branding [11:04]: Jackie Carpenter explains the concept of credibility as why someone should work at your organization, emphasizing the importance of consistent employee branding. Candor in Hiring Process [15:42]: The Carpenters discuss the importance of candor in the hiring process, describing it as a transparent, authentic, and genuine conversation rather than an interrogation. Cultivation of New Employees [21:57]: Jackie Carpenter explains the importance of nurturing new employees instead of the old "sink or swim" mentality, emphasizing support and reducing anxiety. Commitment and Team-First Mentality [26:30]: Three Carpenter discusses how to foster a team-first mentality among employees, drawing parallels to successful sports teams and emphasizing collaboration. Empowering Employees to Take Ownership [28:37]: The Carpenters explain the concept of "fluidity" in roles and the importance of empowering employees to take ownership beyond their job descriptions. Formulas for Employee Engagement [31:18]: The podcast discusses three formulas for building employee commitment: Confidence + Comfort = Contribution, Devotion + Daring = Determination, and Energized + Encouragement = Empowerment. The Importance of Caring [35:27]: Jackie Carpenter breaks down the concept of "love" in business using the acronym LOVE (Loyalty, Ownership, Value, Excellence) and emphasizes the importance of focusing on how employees feel. Adapting to Modern Workforce Expectations [39:15]: The Carpenters stress that a people-first mindset is now an expectation of the modern workforce, not just a competitive advantage, and suggest ways for clubs to adapt, including hiring culture-focused staff if needed.   Ed Heil [00:00:00] You're listening to Crushing Club Marketing, a podcast for progressive club leaders ready to increase their club's revenue. Time for Change begins right now. Ed Heil [00:00:13] Creating a high performing team in any business doesn't happen by accident. It begins with strong leadership at the top and runs through an entire organization of four clubs through the membership. We know great culture when we see it, but building outstanding culture isn't easy. In this episode, you'll hear from Three and Jackie Carpenter, club leaders and coauthors of the book "People First: The Five Steps to Pure Human Connection and a Thriving Organization.". Ed Heil [00:00:44] Thanks for listening. You know, bad culture when you see it and you also know amazing club culture when you see it. It's those clubs that they kind of seem like they're okay, but you're not really sure, those are the ones you got to wonder about. You can pick up on good and bad culture, by the way the staff treats you, how they talk to you, how helpful they are. And a lot of times it's just how attentive they are. And you also get a sense for culture when you meet the members and you hear how they talk about their club. Three and Jackie Carpenter have spent their entire careers in the private club industry. And in a business where customer service is expected to be at the highest level. They have created dynamic culture by building connected teams everywhere they have gone. If you know the Carpenter's or spent time with them, you know they are enthusiastic. They are focused and really positive. People who are passionate about helping people, especially their teams. They are so committed to helping people, they wrote a book called "People First." I talked to this dynamic duo recently to talk about their book in the Five Steps to Pure Human Connection and a Thriving organization. Jackie and Three, thanks so much for joining us today. Jackie Carpenter [00:02:00] Hi Ed, thanks. Three Carpenter [00:02:01] And we're glad to be here. Very. Ed Heil [00:02:04] It's great catching up. You know, and just in full transparency for for you who's listening. I've known Jackie, and Three, I think we may have met at a CMAA or something in passing at a conference. But Jackie and I have known each other, you know, just in passing as well for several years. And just learning more about your work in leadership has been really, really exciting and really interesting. Jackie Carpenter [00:02:31] Thank you. Yeah, it's been fun. Three Carpenter [00:02:33] Gosh, we've enjoyed it very much. And you know, our involvement with CMAA over the years, we've met so many great people that have had such a huge influence on our lives. Ed Heil [00:02:41] Yeah, that's terrific. Well, let's start let's talk about the book a little bit. What inspired you to write the book People First? Three Carpenter [00:02:49] Well, thanks for asking. You know, Jackie and I had spent a lot of years working in operations of clubs. I still do. And throughout that process, I think we sort of maybe took for granted a little bit internally that the things that we were doing, everybody was doing. And as we would talk to other industry leaders and we talked to people that worked at other places, we were finding out that some of the things we were doing were relatively unique. And my primary focus, and this is what Jackie kind of started maybe moving the book towards was this idea that we believed to have great member success. The foundational approach had to be having an employee culture and having an employee centric belief in everything we did. You build the foundation with the employees and then those other things like financial health or member engagement, all those things come from that foundation. Clubs notoriously believe we're only care about member experience. It's all about the members. That is true. Ultimately that that is the byproduct however of having great employee culture. Jackie Carpenter [00:03:56] Yeah. I think one thing that a lot of clubs discovered, especially during the Covid years, was that it doesn't matter how great your facilities are if you don't have employees to operate the club or to run those facilities, it can't be a great member experience. And so we really wanted to create, to write this book, to sort of create a model for others to follow on what they could do to really create a positive employee experience, a positive employee culture, and ultimately then a thriving organization. Three Carpenter [00:04:28] You had said all through the writing, though I think it was really interesting. Lots of people write books to identify what's wrong. Jackie Carpenter [00:04:35] Yeah. Three Carpenter [00:04:35] You know, this is it. This is the problem. This is it. And the reality is. Jackie Carpenter [00:04:40] Yes. So you need to change this. You need to change this. You need to change this. Right. But then you get done reading the book and you're like, Wow, I need to change this. What do I do? Ed Heil [00:04:48] Right, Right. Jackie Carpenter [00:04:49] It took us a long time to really delve into this process because we wanted you to be able to read the book and go, I know where to start, or I have some ideas to go and implement, or I can follow this roadmap to create change in my organization. Ed Heil [00:05:04] Yeah, that's it's an interesting point because you've got so many anecdotes and examples and case studies that you point to throughout the book that as you're reading it, you realize like, wow, this I mean, you know, let's face it, for a lot of people, you know, caring about your employees seems really kind of fluffy. Like, yeah, that's what I got to do. I got to care more. But it's like, the answer is yes. And when you look at how some of you know, world class businesses operate, that is what they do. So what let me ask you this. In that spirit, why is it what have you seen in the club industry that makes it really important for club leaders to to read? I mean, is there it seems to me like a lot of other industries where there's, you know, leadership challenges or understanding of what healthy culture looks like. But is there something that you've noticed about the club industry that makes us even more relevant? Three Carpenter [00:05:59] Yeah, club leaders are too busy for me as well, right? Every one of us are going a million different directions, seven days a week, you know, 18 hour days. Sometimes all those things happen. And then you say, Well, yeah, but look, you've got to focus first on this. And everyone says, Wait a minute, I don't know that I have time. We will tell you it has to be the number one priority. All those other things have to come second. And none of us think that way. And this whole book was intended to be a reminder of prioritizing the employee first kind of message. Those other things will come. Jackie Carpenter [00:06:35] Yeah, it's really an investment at you know, if you start with the employees, you're ultimately making your life easier down the road. But but it's an investment first and foremost. Ed Heil [00:06:45] Is this is some of that though some of the challenge with that because so many people that are club leaders or say, general managers. Right. They rise up on the food and bev side, they come up on the golf side and they're very. That work can be very tactical. It's like I've got to execute. And they fill their days with executing tasks rather than saying, take a step back and say, Hang on. I don't have to execute, I just have to help people see a greater vision or, as you know, the MVP's and really make some of that stuff very clear. But is that part of it as well, or how does that play into, you know, the fact that everyone is really, really busy? Three Carpenter [00:07:23] Well, I think you're 100% correct. Each one of us just digs too much into tasks. It happens to me occasionally as well. I actually try to spend time each day making sure I'm getting out and doing the employee touch stuff, doing the things where they see me, talk to me. We get lots of interaction. You know, you had made the comment about caring. That piece, it carries so much weight because it's such a simple concept. It seems so remedial. But the reality of it is when the employees realize it, you as an as a leader, really genuinely care about everything in their lives, not just their time at work, but everything. Then they work harder. They care more themselves, more loyal. It's that idea that, you know, they they that lead by example show people the care and everyone else follows it like that. Jackie Carpenter [00:08:10] So that like the people first mentality. Right. And is really where you recognize that it's your people are one of your biggest assets. They're not a tool used to create a member experience, but rather they are an asset that needs to be invested in and cared for and nurtured and developed. And so when you start operating with a people first mindset and using that to make all of your decisions or to kind of lead the way in the way that you lead your club, there are a realm of, you know, trickle down effects and ramifications of that that really, truly benefit the culture and frankly, the overall health of the organization. Three Carpenter [00:08:53] Years ago, someone might have looked at a club and like, my gosh, that club is so great. And they think of it like, because the golf course is so good. Jackie Carpenter [00:09:01] The facilities are amazing. Three Carpenter [00:09:03] The reality is the clubs that are wildly successful. Stop. Don't worry about that. Go dig in and go look at what's going on in their employee culture. Jackie Carpenter [00:09:12] It's about the people. Three Carpenter [00:09:13] We'll guarantee that is their strongest component. Jackie Carpenter [00:09:17] Fun fact we almost called the book. It's about the people. Three Carpenter [00:09:19] But yeah, People First, won. Ed Heil [00:09:22] It's concise. It's not, you know, So let's I love to just dive into and we're not going to we're not going to dissect the book. So if you're listening, think, my gosh, you're going to dissect this whole thing. For us to be able to talk through the five C's that in just I've mentioned, credibility, candor, cultivation, commitment and care. And to start with the fact that I think it's important that for the listener to recognize and they may not feel this way, but just by my perspective, I'm anxious to hear yours as well. You have to believe this stuff. It's not enough to say, yeah, we care about our team. You've got to you've got to live it. You've got to really believe in not just like now I got to say this thing because I know that that matters, but it's because people smell B.S. a million miles away. And maybe that's a good, you know, a as good a point to start as as any with credibility. And let's talk about credibility and what that means in, you know, in the people first context. Jackie Carpenter [00:10:22] Yeah, absolutely. So credibility is really why someone should work at your organization. It is who you are as an employer. It is your message to the outside world. And clubs are really great at why someone should join their club. They spend a lot of time and effort, you know, communicating that and prioritizing why a member should join their club and kind of historically haven't been fabulous at why someone should want to work at their club. And that is a that's what we call credibility today. It is your message to the outside world as to why somebody should want to come and work for you and what is. Three Carpenter [00:11:04] Your employee brand? Jackie Carpenter [00:11:05] Yeah, Yeah. And it has to be consistent. It has to be true and it has to be you have to be an employer that your employees can trust. And just like you said, you know, people can smell it. You can't tell someone, we're a great place to work, we're a great place to work. And then they show up and it's awful. Ed Heil [00:11:21] Right, Right. Three Carpenter [00:11:22] Years ago, Jack and I worked together at a club in Texas. And one of things I loved watching her do when she was helping us build that culture from the beginning, she would bring in a new employee as opposed to saying, my gosh, we're so great. And all these things that at that moment were not actually true. She would say, Listen, we're hiring you because we want you to come here and help us because right now we're here. We're going to be here. And as we go through the process, you're going to help make us better. And the reality of aspirational thinking and aspirational leadership, which is exactly what that was. Those people wanted to be part of the rebuild, the rebirth of what it would be our culture. Yeah. Ed Heil [00:12:03] Right. And I was just going to say, and that might be that one of the most difficult first steps to take because you're laying that down and you better have a plan for how you're going to execute that. I mean, if you're the new sheriff in town, that's one thing. You sort of have this clean slate. But if you're listening, you think, gosh, I've got a culture issue and if you make this decision, boy, you better be ready to back it up right now. Jackie Carpenter [00:12:27] Yeah. And it really starts. I mean, we are all about making things easy for people because we get again, club leaders are busy. But it starts with what do current employees say about you? Why do they like working there? What don't they like about working there? You know, if people are showing up for orientation and they're never coming back again, it's probably a red flag. Or if you're hiring people, you know, on the spot and then they go, yeah, again, a red flag. So there are some things there, you know, to really dig into and take a look at as to what your employees say about you. And that can be really insightful. It can be terrifying to to some people, but it's a question worth asking because they are the people you know. Again, it all starts with them. Ed Heil [00:13:13] Yeah. You talk about in the book, you know, in the credibility chapter about mission, vision and purpose. Why is it so important that that is clear to everyone in the organization? I would imagine first and then. But what's what's you help the listener understand why that's important. Jackie Carpenter [00:13:35] To people today. Purpose matters more than ever. It's not about a paycheck. It's not about necessarily even a title anymore. I mean, that used to be pay and title used to be the things that workers were seeking. And today it's much more about people knowing what they do matters and having a bigger purpose and a better mission. And I think clarifying the mission and the values and this is kind of what we reference in the book is people want clarity and they want to know what that is. It's I don't know if you've ever worked for someone where or in a club, they're kind of notorious for this, too, is when one manager says something, right? And then another manager says something totally different. And then a board member tells you something totally different and you're like, Well, what am I supposed to do? I just got three directives in an hour, right? So that clarity, that communication helps. What were you going to ask? Well, I. Three Carpenter [00:14:26] Was just going to say, too, you know, sometimes we also, as employees of a club in this example, we come in and think our job is to, you know, serve a hamburger. Yeah, whatever your, like, basic task might be. The reality is that isn't anything to do with that. And through the MVP process, we think that paints the bigger picture, that what you're really creating is an employee and member culture. I mean, that's what every employee is responsible for. By the way, here's some tasks you do while we try to work for these bigger things. People want to be part of the bigger part of it, so it gets pretty mundane to imagine. I'm just here on the floor. Just sweep the floor. I mean, that's exactly right. Ed Heil [00:15:06] Yeah. Helping people understand why their work matters is just is so, so important. And it's not like to your point earlier, Three, it's everyone's busy and it's like, wait, I have to tell him why this matters is like, yeah, "Ed's not very bright. He needs help." No, I'm just kidding. So that wasn't very nice. So candor, let's talk a little bit about candor, because that is one of those Well, in communications, candor can be very helpful and clear communication or on alignment. But within the book of People First. Talk to me a little bit about what candor means. Jackie Carpenter [00:15:42] Yeah. So candor is what we reference as when you're hiring an employee, right? And it's really the hiring process. So we say that when you're hiring someone, it needs to be a transparent, authentic, genuine conversation. It's not an interrogation. I don't know if you've ever been interrogated in a job interview before, Ed, but it's not something that's very comfortable or very rewarding as an employee. And especially today when it is a probably the most brutal job market out there. I mean, to try and get employees today, you have to be at the top of your game because if not, that person's probably has several other job offers on the table. Right. So. Or are being pursued by other employers. And so the candid process is really about telling people what it's like to work at your organization, why they should want to work at your organization. And it's really connecting with them. And I think that's a piece that so often it becomes an interrogation where maybe the hiring managers like Ed, why are you good enough to work here instead of, Hey, tell me about yourself. What do you like doing? And and maybe let's see if if there's, you know, ways that. We can align right. And your mitt, your values and our values. Let's see if they go together. Three Carpenter [00:17:01] Well, and it's about being authentic and vulnerable at the same time. And let's be honest, in the club space, it's all about image and, you know, all buttoned up and that whole thing. But, you know, I got to tell you, the reality is for the great leaders in our industry that are vulnerable and authentic, I mean, especially in the interview process, because working for an institution doesn't create loyalty. Loyalty comes from the premise that you are making a connection with this potential interviewee. They meet you and they think, Wow, he was really honest. He was really open, like very vulnerable, told us about the goods in the ads, like those kind of things. People want to work for that, right? Jackie Carpenter [00:17:42] Right. It's that connecting piece that it comes back to you. It's more about working for a leader or working for a person who genuinely cares, versus we need somebody who can come in here tomorrow. And these are this is what we need from you. And there's not a lot of what what do you want from us? Right. Three Carpenter [00:17:59] Well, we have preached for a long time at our clubs. "Loyalty is to one another." It's not "loyalty is to blank club". And I'm sorry, that's just a harsh fact. Jackie Carpenter [00:18:10] It's about the people. Three Carpenter [00:18:11] It is about those people. And and when you're in the interview process, keeping that in your mind all the time when we start interviews, I'm telling you it is very low key and we open with something like, Hey, we're not doing the kind of normal interview thing. We are. Jackie Carpenter [00:18:26] Having a conversation. Three Carpenter [00:18:27] Having a conversation. Ed Heil [00:18:29] And isn't that really the result of the type of culture that you have in your club? Right. Because if you are able to be vulnerable and authentic in an interview, you're telling that person, this is how we operate as well. Isn't that right? I mean, and then you and I thought there's an interesting anecdote in the book as well about the young man who was interviewing for the job but wasn't the right person. And and that person shared something that was very personal that I think is his parent passing away. That changed the the whole perspective of that of that person and how in it's hard to get someone you're interviewing to be that open about something that's very intimate and very personal. But what it says about them when they're able to is huge. Jackie Carpenter [00:19:22] Absolutely. Yeah. And I think a lot of times interviewers get really hung up on the resumé or where they've worked in the past, and we're guilty of that, too. We've been there and done that. But what we have found is when you focus more on the person and why they want to work there and what they're looking for, and you really cater, you know, that interview to getting to know that person, it's a much better indicator of whether they're going to fit in your club culture or not, or they're going to be a good fit for your team versus, Hey, have you ever waited tables before or do you know all the drinks to bartend? Like, we can teach people those skills, but we can't teach you to be engaging and outgoing and happy. Can't do that, right? Three Carpenter [00:20:03] Yeah. Well, and sometimes just finding whatever their triggers are to get them to relax. Yeah. We tell a different story in the book where we talk a lot about somebody who is an unbelievably successful GM today in our industry who was bombing and an intern interview like no one one's ever seen. And. As I watched it happen and I really started to feel really bad for this young man. I was digging into his resume and, you know, had taken a second and started to realize that knowing what his resume said, there had to be a belief in leadership based on the military and Indiana basketball. And when I bridge the question about those things, his posture changed, his body changed and... Jackie Carpenter [00:20:48] Found the thing that he was passionate about. Right. Able to draw that out versus just asking questions because he was saying what he thought we wanted to hear. Right. So where you change the game. And that's really what candor is about. Three Carpenter [00:21:01] Sometimes it's as silly as asking about what movies people like or songs or books, because all of a sudden they have to think about themselves personally, not at work. And when they relate that, their whole demeanor changes. And I think that's really important. Jackie Carpenter [00:21:14] And that's something I think, again, Ed, club leaders really get hung up on is we're hiring a new, you know, golf pro. Where did they work before? What is their background, What's all their credentials, Not necessarily who they are as a person. And does this really fit who we want at our club, running our golf programing and, you know, teaching our children and those kinds of things? That's where that mindset shift really comes into play. Ed Heil [00:21:38] Yeah, terrific. I love it. Let's talk about cultivation. And I think there is a line that says something like, just once you've hired them, it doesn't stop there. Tell, tell, tell us more. What do you know when you think about cultivating those those people, what does that look like on a day to day basis and why is it so important? Jackie Carpenter [00:21:57] Yeah. So [00:21:58]I usually show this really awesome picture of a girl pushing a guy into the swimming pool and he's like, falling and she's laughing because that's what cultivation feels like a lot of times or has been in, you know, historically, that's the way that it feels is you're kind of feeding someone to the wolves like it's a sink or swim period, where you got to weed out the weak ones. Hey, you know what? If you if you can't figure it out and you can't get it here, then you shouldn't be working here. And we will tell you today that is the wrong approach. Okay? You are scaring people away. You are drowning people and they're not coming back because today it is all about a very nurturing and supportive period. Because the thing people forget is that when you're new, you feel stupid. And I don't know about you, but we have yet to come across anybody who loves to feel stupid. [46.2s] And so if you can bring in a new person and nurturing and really caring for them and help get them up to speed by answering their questions and eliminating those yucky feelings of anxiety and stress and uncomfortableness, you can get them over that quickly. You're going to have a much better success rate at them coming back the next day and them really taking on the job and the role. Three Carpenter [00:23:13] Well, I think if you think about gardens or flowers or you talk about this a great deal, but that old cliche of you get out of it what you put into it. So you take time and you take care of it and you grow. Jackie Carpenter [00:23:24] Plant the seed and you continue to nurture them. Three Carpenter [00:23:27] Yeah, all of that is really, really true in this phase because so frequently you've hired him and you just let him go. And Jack is exactly right. That culture is a decade ago. Jackie Carpenter [00:23:39] Well, and it's hard again, we've said club leaders are busy. Right. So we make a lot of assumptions. Hey, I noticed, you know, on your resume, you've done this before, so here you go. Here's the dining room. You know, have at it. Holler if you have any questions. And that doesn't work. You know, that really doesn't work today because, again, people are uncomfortable. And I don't know if you know this. We've heard this several times and seen it in our research that younger generations of workers today, this is terrifying, feel more comfortable ghosting. You just not showing up, not telling you they quit then telling their leader or their boss that they don't understand something or they don't feel confident or telling them that they have a question about something. It's easier for them just to not show up again. Three Carpenter [00:24:23] Think about that. The power of that is absolutely shocking. Jackie Carpenter [00:24:27] During that cultivation phase, if we're not meeting with people on a daily basis and saying, Hey, what can I help you with, what questions do you have here? Let me show you this again. I know. Let me give you another tour of the club. I know it's a big facility. I don't want you to be overwhelmed. What are those things of anxiety and stress and those kinds of things? Because those are the feelings that make people not come back again. Ed Heil [00:24:48] Right. You know, it's funny you said that. Why we wanted to come back. That's always a good thing. We'll have a little joke that someone comes back for day two. It's like, all right, you came back. That's. Exactly. But the you said, you know how no one likes to feel stupid. Imagine, like the value when you make people feel really smart. Yeah. And to the point of what you're saying about cultivation and even going back to credibility, it's like, you know, you hire someone think, you know, under this pretense that you're all these things and then they get it's like, my gosh, they're not like that at all. Right? And I mean, you've probably seen these things too, where sometimes you make a hire where boy, you're not really sure if they're the right person. And in fact, you're starting to you're pretty convinced they're not. But when you take that time to water that flower, when you take that time to nurture and figure out what's getting in the way, how they can just really take off. And, you know, that's it's such a great win when that happens as well. Let's talk about commitment in this. I mean, I love this the section because there are just so many pieces to it. But and maybe if we could start with one of the thoughts that really I think is so hard for people. How do you get people to think of the team first instead of themselves? Like, I got to take care of myself before I think of like, you know, you said you said earlier, I mean, there's this idea of being accountable not to the club, but to your coworkers and the team that you're used to. So how do you how do you do that and how does that fit in with commitment? And, you know, is. You know, as a part of this this whole thinking. Three Carpenter [00:26:30] Well, just quick on how you get everyone to kind of believe the power of that. I think that we do lots and lots of education trying to tell people about and remind people the feelings they've had when they've actually been part of, as an example, a successful sports team and how that sort of builds camaraderie and how they feel sort of doing it together with that kind of person standing next to them. You know, you think back, we use the restaurant part of the club world. When you think back to the idea that we were in competition for gratuities and we were in competition, you know, for that table, because that one tips better than that one. And all those things that maybe happened a couple of decades ago today. You know, you think about it, we're really working together. Let me help you be great. And I think we try to create a culture by which people are really believing they're not in it alone. Not only do we believe that sort of the traditional hierarchy, you know, of a dictatorial leadership style is really inverse, where we as the the upper leaders are really on the bottom supporting you up and then all your teammates are there trying to help make you successful. The power of it is quite remarkable. Jackie Carpenter [00:27:36] Yeah. And, you know, it's helping people understand that members don't join the golf course or they don't join the tennis department. They join the club. And so we're only as strong as our weakest link, right? If 90% of the club is awesome, but the golf course sucks, then guess what? That is impacting our experience negatively. And so I think helping employees see how they're really tied to everybody and if they're great, that's awesome. But if the person next to them sucks, it's making them look bad. So it is that kind of link really there. And the kind of the biggest thing too, with commitment is it's all about getting employees to own it and to take ownership of their roles and really seeing what they do every day and really to own it. So, you know, we go we use this example in the book to it about Disney, right? And it's everyone's job to keep the park clean. It's what we call fluidity. It's where there is. Yes, you have a job. You know. Three Carpenter [00:28:37] These are the tasks that you own for sure. Jackie Carpenter [00:28:40] You have a job description, but there's a lot of other stuff there that goes on where if you see something dirty lying on the floor, you pick it up. If there's a member walking in and they need the door open, you open the door, Right? It's those kinds of things that go well beyond the job description. And so with commitment, it's about, you know, really investing in those people and helping them see that you want them to take ownership of their role. And I think that sometimes is challenging in the club space because we get a lot of board members or leaders who are maybe micromanaging. We're nit picking where, you know, digging in. We're trying to control things where we're not allowing our leaders to lead. Three Carpenter [00:29:18] Well, no, just back to the idea of a dictatorial leadership style. When you start to have a collaborative leadership style and instead of subservience, which in in the club industry was rampant for, I'm sure, decades, where it was so much based on this idea that you're just there to do whatever every member, you do. Jackie Carpenter [00:29:36] What you're told. Right. Don't think you just do what we tell you to do. Three Carpenter [00:29:40] We believe strongly that what you're really trying to do instead is at the lowest levels. It does make a difference all the way up through the organization. You're creating a leadership culture so that these folks are thinking and solving problems and having fun, really making a difference. Jackie Carpenter [00:29:53] Right. And one of the things that has blown our mind and over the course since the book came out, when we talk about ownership, is how many people tell us they just needed permission to own it. They needed permission from their boss, that, hey, you know what, Ed, you're doing a great job. I believe in you. I want you to own it. Like take it on. I don't want to be babysitting you. I don't want to feel like I've got to be checking in on you all the time. I want you to take it on. I want you to own it and then let me know what I can do to support you or what questions you have because I want to help you win. And that's a conversation that so many times people assume they don't need to have. They just expect you to own it. But that person needs that confidence and that, you know, encouragement really to to take that on. Ed Heil [00:30:39] Absolutely. And, you know, the way we always stick to it and it's okay if you make a mistake and if you do have that leeway. Right. And one of my favorite sayings is don't deprive someone the opportunity to make a mistake. Yeah. Because they learn so much. Right. Jackie Carpenter [00:30:53] And it really comes down to how do people respond when a mistake happens, too. Right. Yeah. Yeah, exactly. Ed Heil [00:31:00] Absolutely. Let's break that down just a little bit more. I'm not a math guy, but plus, plus signs and equal signs with words. I actually think I can do that. So maybe just some quick thoughts around each one. And this is sort of building that commitment. Confidence plus comfort equals contribution. What does that mean? Jackie Carpenter [00:31:18] Well, people really want to contribute, but they're not going to contribute if they're not confident or comfortable to do that. Right. And again, we literally just made. The case is if they're not confident and comfortable enough to try or to put themselves out there or to take ownership of it, guess what? They're not going to do that. They're not going to contribute at their best. But when a club is thriving is really when everybody's contributing their best, right, they're giving their all and contributing. So we have to instill those things in people. Ed Heil [00:31:47] All right. Devotion plus daring equals determination. Jackie Carpenter [00:31:50] Yeah. So a little bit of challenge is good. And, you know, we want to spark people's passion and help them see beyond just sweeping the floor. Right. Three Carpenter [00:32:01] We love creating new ways, thinking outside the box, like all those things all take a little courage, a little bit of daring, right? So I think that's a big piece of it. Jackie Carpenter [00:32:09] Yeah, absolutely. Three Carpenter [00:32:10] And when they care about it enough, I mean, that devotion piece and then they go take that little bit of a risk. And you really see those big, big, big results. Ed Heil [00:32:19] Yeah, Interesting. You put those two together when they care enough that they say, what if we tried this? Right. Energized. Plus, encouragement equals empowerment. Jackie Carpenter [00:32:31] Yeah. And again, kind of comes back to giving people permission, right? Energizing people and encouraging them. That is where we see, you know, people succeed. And I think so often we say this a lot is we assume people are getting encouraged outside of their, you know, in their daily lives or not at work. We make assumptions about that. And what if we stop and think about at work is really probably the the place people are encouraged the most. And so what an opportunity to, you know, really energize people, get them excited about it and really empower them to to own it. Right. Empower them to take it on and to show us, you know, give us their best. Three Carpenter [00:33:13] Yeah. Well, I think that energy thing, you know, you talk a lot about being an energy giver as opposed to an energy sucker. And we think about it from a leadership perspective, being an energy giver, that is that energized thing. Yeah. No matter how I feel as a leader, I do my very, very, very best to always be in a very high energy sort of mode because I believe that's a little bit contagious Jackie Carpenter [00:33:36] Positive. Three Carpenter [00:33:36] In changes. And I think that's really what energize. I'm trying to energize others. Right? Jackie Carpenter [00:33:41] Yeah. Ed Heil [00:33:42] Interesting. Foss Swim Schools. Local based swim school. And they have this thing when they hire new swim instructors, they say they look for the light bulb. Can they be a light bulb for their kids? So when some kid comes to the pool, "Oh Three is here today! High Five!" And that's you know, the way I always think about that is just in people's light. Do they have a light bulb? Do they light up, you know, putting them all together, contribution plus determination plus empowerment, which is the outcome of the others, equals bold achievement. What is that like? Help Help put some context around that. Jackie Carpenter [00:34:18] Yeah. Bold achievement is really what, you know, another name for thriving. I mean, ultimately, it's where everybody is doing their best. They're caring about it. They're contributing at a high level. You know, when people are disengaged, Ed, you know, there's a gazillion studies about how that negatively impacts an organization when people are disengaged or they're just clicking, the mouse is just working, right. They're punching a clock. Right. And when we can truly get people who are engaged and they're caring about it and they're looking for solutions and they're asking questions that aren't being asked yet and they're inventing and creating. Well, that's the secret sauce right there. That's where the magic happens. But it all those other formulas. Right. Kind of have to be in play because they all add up and they're all sort of stair steps or building blocks to get to that result. Ed Heil [00:35:12] Yeah. Got it. Let's let's bring this home with with kind of how we started, which is care and caring. And one of my it, one of my favorite sayings is that people don't care about what you know until they know you care. Right. It's just a huge thing. Jackie Carpenter [00:35:27] Yeah. And caring is really what it is. But it's evident in all the other steps. The four steps prior is you have to show that you genuinely care about your employees, that you are willing to invest in them. It comes down to really this and this might freak some people out, but it comes down to really loving your employees. And we know love in business freaks people out. It's you know, we run from it because we've been trained, you know, by our four years that like, no love in business. Right. Ed Heil [00:35:57] Right. Exactly. Jackie Carpenter [00:35:58] But really, think about it this way. Love is loyalty, ownership, value and excellence. And it comes down to we show that we're loyal to them and we're going to help them succeed so that they can be loyal to us. It's ownership that we want to give them permission to own it and help them have the resources and everything they need so they can own it and feel comfortable in their jobs so that they can own their jobs. And then value is really about where you're seeing their value as a human being and a contributor in our workforce so that they can produce value. And then the E comes down to excellence, and it's where we give them an employee experience that is excellent so they can produce excellence for our members. And what we haven't talked about yet is, Ed. What care really is and what people first really is, is a focus on how our employees feel. And that's a warm and fuzzy, touchy feely thing. We get it. But when we are paying attention to how we're making our employees feel, whether that is overwhelmed, frustrated, micromanaged, or whether that's empowered and energized and comfortable and confident, those are the things we have to be noticing. Because when people don't feel good at work, guess what? They're not contributing. They're not engaged. And they may or may not come back the next day. That's the reality of the world we're living in right now. Ed Heil [00:37:26] Yeah. It's so interesting, you know? And who doesn't like it when someone asks, How are you doing? Yeah. You know, and I do. Jackie Carpenter [00:37:34] What can I do to help you and. Ed Heil [00:37:35] Right. Jackie Carpenter [00:37:36] The day. Ed Heil [00:37:37] And, you know, we talk about this sometimes a storyteller when someone says, I'm doing all right, you know what prevents you from saying just all right? Jackie Carpenter [00:37:45] Yeah. Ed Heil [00:37:45] You know, like, how do I get you from being all right to, like, amazing, right? And maybe you can. Maybe you can't put that level of of concern and interest in someone goes such a long way. Jackie Carpenter [00:37:57] Absolutely. Ed Heil [00:37:58] Yeah. So, I mean, you just said this is a touchy feely stuff. We don't like talking about love and business, that's for sure. Right. Which is so true. I mean, and it doesn't. It doesn't really make sense to me. But how do you what do you recommend? What do you recommend for club leaders that hear this? And go, "Yeah. I can't do that at my club. I'm not you know, we're not really that's not the type of team we are. It's not the type of club we are." How do you how do you help people take that first step? What is the what is the hardest. How do you get them to push through that? Three Carpenter [00:38:36] Well, a couple of quick things. One, we think that, you know, since Covid, Jackie and I will tell you that for, you know, 20 years prior, this was always a competitive advantage that the clubs that we worked at, we were having success with sort of this modeling. Right. And and it was it was kind of winning on the other side of that, being honest. Now, after Covid and the pandemic, it's no longer a competitive advantage. It's an absolute must for everybody. So even those clubs are like, gosh, you know, we're more prim and proper than that or, you know, whatever it is. The reality is today you've got to build this strong foundation of culture, you know, before you can get the other things, because. Jackie Carpenter [00:39:15] It's an expectation of the workforce today. They expect that the people first mindset is going to be in play. Three Carpenter [00:39:22] And if not, they're going to leave. Jackie Carpenter [00:39:23] They're not going to stick around. Ed Heil [00:39:25] That's right. Right. Yeah. Three Carpenter [00:39:27] So go ahead. Ed Heil [00:39:29] No, you go. Three Carpenter [00:39:30] So just the idea, however, that maybe you as the main leader are not that touchy feely person. That's okay. Go hire somebody who is. Very frankly, make sure you have that sort of culture keeper. It doesn't have to be the general manager. Just as a note. Yeah. Ed Heil [00:39:50] That's so big. I mean, even just for a general manager to know that I. I recognize this being really important. It's not who I am. But I get that I have. You know, I love that. And so it's so important to. Gosh, is going to mention one other thing around the culture stuff and but it's it's escaped me. Jackie Carpenter [00:40:09] Or if it comes back just say so I have a recommendation to add here. Here's what I would say. If a club is struggling with this or that's not who we are or, you know, that's the belief. It's really small things make a big difference. And so some simple changes, some little adjustments. It could maybe simply start with an employee survey. Ask your employees what do they want? What how do they feel about working at the club? What do they wish they could change? What is it that could be very insightful and not that you're going to be able to implement every single thing or change every single thing on that list. But that is a very insightful piece of information that club leaders can look at and then make the decision, Hey, do we need to make some changes? Because our employees say, hey, it sucks working here. Ed Heil [00:41:03] Right, Right, right.   Jackie Carpenter [00:41:04] Or we don't like it here. I'm only here because it's a paycheck and I worked here for ten years or I'm hoping to get my bonus or whatever it might be, but that that can be a very telling resource. If club managers or board members are brave enough to ask those questions. Ed Heil [00:41:20] Right. And it is one of those things where be ready to do something. Because there's the other thing that we know too, is that ask people what they think and then don't do anything about. It is it's really tough to remember what I was going to mention about the hiring and caring about your team and having the right culture, which is that, you know, we talk about this quite a bit. You know in some of my my talks is just that how the younger generation wants experiences and part of the experience is having a staff that really cares about you. And you talk about this in the book. If you don't have the right people, they're not going to provide the right experience for your members. And in this time where younger, this younger generations got a lot of options and private clubs might not be their thing. You're not It's just it's yes, it's about attracting the right people, but it's also about creating the right culture for your employees so that your club can grow and be and be healthy as well. So, so many parts that are so valuable. Well, it's a big mountain to climb in for some people. But the book is terrific and so, so needed in not just in the club space, but in all businesses especially, I think. Well, you see it in all sizes. But so often small, medium sized businesses that are really struggling with how to create the right culture. Boy, I know I've had my challenges and this is great information. Thanks so much for your time today. Jackie Carpenter [00:42:48] Thanks, Ed, We appreciate it. Three Carpenter [00:42:50] Well, thanks for all you're doing for the industry and we really appreciate being on today. Thank you so much. Ed Heil [00:42:57] Thank you for listening. If you find this podcast helpful, be sure to subscribe on iTunes, Google Play, Spotify or wherever you get your podcasts. Until next time, keep crushing your club marketing.

Simon DeDeo's inquiry takes on the most immense topics: astrophysics, history, epistemology, culture. He brings the precision of a physicist, the capability of a data scientist, and the sensibility of a philosopher to thinking about how we live our lives; and his polymathic life might be the example we need to make sense of the world we are walking into, one requiring an evolution to our way of studying and understanding.Origins Podcast WebsiteFlourishing Commons NewsletterShow Notes:David Spergel (08:40)The Santa Fe Institute (14:10)The Village Vanguard in New York City (16:30)The Applicability of Mathematics as a Philosophical Problem by Mark Steiner (24:30)Murray Gell-Mann (25:00)"The Unreasonable Effectiveness of Mathematics in the Natural Sciences" by Eugene Wigner (26:00)"The civilizing process in London's Old Bailey" Klingenstein et al (27:30)Michael Tomasello (31:50)Michael Palmer "Lies of the Poem" (34:50)Phenomenology of Spirit by Hegel (37:20)Gregory Bateson "Where is the mind?" (40:20)The CANDOR corpus (42:50)Judith Donath on Origins (48:10)Marshall McLuhan (49:00)Science of Science (49:10)"New and atypical combinations: An assessment of novelty and interdisciplinarity" (49:10)Helen Vendler (51:20)The Anxiety of Influenceby Harold Bloom (53:00)C Thi Nguyen on Origins (57:00)The Scientific Landscape of Human Flourishing (58:00)eudaimonia (58:30)thumos (59:00)Lightning Round (01:04:50)Book: American Pastoral by Philip Roth Passion: exerciseHeart sing: narrativeScrewed up: teaching and mentoringFind Simon online:WebsiteLogo artwork by Cristina GonzalezMusic by swelo on all streaming platforms or @swelomusic on social media

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

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Hello Stefan,This is time-sensitive, as I likely will make a decision within a week. Here is some background:I've been seeing a girl long distance for several months. I am physically fit, have a solid income, and work full time after completing my undergrad. We briefly met on a dating app in college and rekindled the relationship over a year later. Our relationship is long distance, so we call regularly, and I visit each month as my work schedule allows for decent time off.We share many values and goals, and both come from similar backgrounds—our families are together, and our parents haven't divorced. We don't have political conflicts, and she agrees with me on most values. Both of us intend to have kids, and I see being a father and husband as one of the grandest honors a man can ever have.The shared values and character traits I perceived in her made me think I had a real catch on my hands.She recently invited me to meet her family, where I had an excellent time. They all live near each other, so I had a real trial by fire in an extended family reunion. Nonetheless, we all enjoyed each other's company, and her father particularly seemed to enjoy my company.There is another upside to this situation: Although I am an atheist and she is a Christian, she saw past this. After the first two months, I told her about my atheism. Although unexpected, she was understanding and wanted to continue seeing me. This has been a dealbreaker for people in my past, so her acceptance was significant to me.Now, here's where I am conflicted. When we met, she told me she was waiting for marriage. I was happy to hear this as I have been as well. It has been a serious struggle for me, but I knew I wouldn't endanger my future marriage over something temporary.However, after last week's family meetup, she revealed that she is only NOW waiting for marriage. As recently as the beginning of this year, she had not abstained. She has a body count of 3, and in her last three relationships, she has only partially abstained, given her Protestant view of what is and isn't sex. This revelation has left me very conflicted.I recognize the tentative nature of my situation and wonder if I might not find someone who shares all my values, especially given our age. I wonder if I am asking for too much, particularly from someone who understands my lack of religiosity.Part of me says I'm young and have time to try again—this is what the gambler in me says and what most men I trust in my life suggest. The other part of me, which cares for her very much, doesn't want to end things. Some of the women in my life have expressed that I should forgive and forget.Well, Stefan, do let me know what you think. Your advice is truly appreciated.GET MY NEW BOOK 'PEACEFUL PARENTING', THE INTERACTIVE PEACEFUL PARENTING AI, AND AUDIOBOOK!https://peacefulparenting.com/Join the PREMIUM philosophy community on the web for free!Also get the Truth About the French Revolution, the interactive multi-lingual philosophy AI trained on thousands of hours of my material, private livestreams, premium call in shows, the 22 Part History of Philosophers series and much more!See you soon!https://freedomain.locals.com/support/promo/UPB2022

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

Today's podcast is sponsored by Candor. Candor's authentic Expert System AI has powered more than 2 million flawless, hands off underwrites. Every credit risk decision Candor makes is backed by a Warranty, eliminating repurchase worries.

One of my clients is a school owner who hired a new director to lead a brand-new location.In the beginning, the director was doing a great job.But then she started to fall short… including on tasks that were not all that complicated.The owner was concerned the director was acting helpless, especially when it came to her regular duties.She said to me, “Chanie, I don't know what to do. What do I tell her? How do I train her?”If she wanted to invest in this director, I suggested she take her out to breakfast. Spend some time getting to know her, human to human.So they went out to breakfast.It wasn't a one-on-one meeting. It wasn't a performance review. It was not an interrogation.It was a chance for them to build a relationship outside the context of work, over coffee and a relaxing meal.It went so well, they decided to keep it up every month for the next six months.As the owner got to know her director better, and the more she came to understand who she was as a person, the owner became more empathetic.And that empathy caused something surprising to happen:The more empathetic the owner became towards her director, the less afraid she was to hold her accountable.Knowing what's going on with someone can actually make it easier to hold them accountable because you're better able to express both expectations and empathy. Candor and kindness.Before they knew it, the director had extricated herself from her helplessness, and she was back to being a high-performing professional.In this week's podcast episode, I'm discussing ways you, as an ECE leader, can guide your staff out of those sneaky feelings of helplessness, while boosting morale and creating a healthier school.Join me for a conversation about:The six main reasons your teammates could fall into a state of helplessnessWhy certain factors lead to feelings of helplessnessHow you can take proactive steps to prevent your staff from feeling helplessWays to coach your staff out of a state of helplessness while keeping morale highLearn more and apply for the Director's Inner Circle & Owner's HQ: https://schoolsofexcellence.com/membership/ If you are feeling overwhelmed and helpless as a school leader, I encourage you to apply for our Owner's HQ and Director's Inner Circle membership programs. Inside, you'll gain access to tools, resources, coaching, and community that will help you build a school of excellence.Is there a helplessness epidemic at your school? It's time to shift the culture. During a Schools of Excellence Leadership Day Intensive, you'll get a full day of on-demand, in-school training with me, plus various accountability check-ins, to help you and your team work through obstacles and build a stronger, healthier center that values self-care. https://schoolsofexcellence.com/leadership/More about the show:If you are an Early Childhood director or owner, prepare to transform your school and life with the Schools of Excellence podcast. Tune in each week to learn from Chanie Wilschanski, the founder and host of the Schools of Excellence Podcast and a mom of 4 little kids. Each episode will be packed with tools and strategies – equipping you to build schools with higher staff retention, teacher motivation, parent partnership, collaborative culture, and beautiful quality of life. Every week, Chanie shares the truth about the journey to excellence, the strategies that

Busy week in the world of the Bucs. Ira and Joe tackle a few subjects and have some fun. A separate Monte Kiffin podcast will pop later today. The wisdom and fun of Ira and Joe is presented by Bill […] The post Ira Talks Stunning Baker Mayfield Comment, Fresh Stat That Points To Todd Bowles, Vita Vea Candor, Offensive Improvement, And More appeared first on JoeBucsFan.com.