Podcasts about ceos

Sam Rosenberg has spent his career protecting some of the most recognized people on the planet, heads of state, CEOs, and celebrities including Warren Buffett, Benjamin Netanyahu, and Tom Cruise. A former Marine Corps officer who moved into close protection in 1996, he's since shifted his focus to teaching ordinary people the same skills he used to guard public figures, through his company Live Ready and his bestselling book of the same name. He's trained tens of thousands of people to recognize threats before they become emergencies. This one is a genuine masterclass in personal safety, and Sam's philosophy anchors it: it's good to have a lifeguard, but you should know how to swim. He and Larry get into why violence is never actually random, how to read a parking lot, the acronym TIME that maps how attackers operate, the normalcy bias that keeps good people from trusting their gut, and persuasion predators, the charming, manipulative threats every dad with a daughter needs to understand. If you want to protect the people who matter most without living in fear, this episode delivers the tools.   Timeline Summary [1:02] – Protecting Netanyahu, the chess match, and embedding covert protection in a crowd [4:35] – Tom Cruise in Pittsburgh and why he was one of the best to work with [6:23] – How you even land a gig protecting someone at that level [8:12] – Protecting Terry Bradshaw at the NFL draft, and why it's all word of mouth [12:36] – The core philosophy: it's good to have a lifeguard, but you should know how to swim [14:51] – Sam's full bio, the Marine Corps, Live Ready, and the book [16:34] – Situational awareness starts with our wives in parking lots [20:04] – The myth of helplessness and the myth of randomness [21:44] – Why violence is a process as predictable as boiling water [22:38] – Attacks happen on arrival and departure, and every environment has a purpose [24:10] – Watching for the watchers, and the New York City looking up analogy [26:30] – The creepy guy vibe and why we hunt for evidence to dismiss it [27:42] – Social contracting, bias, and how it blinds us to real danger [30:13] – Normalcy bias: the brain's desire for everything to be normal [32:04] – Breaking down a real, sophisticated parking lot kidnapping on video [35:36] – The simple bow: trust your intuition even without all the evidence [37:12] – What that woman could have noticed, and the double-tap unlock habit [43:14] – The TIME acronym: target selection, intelligence, method of attack, escape [46:16] – Why street criminals run the same process as terrorists [49:17] – Can you avoid being targeted? You can influence it, not always prevent it [52:04] – Charlie Kirk, Butler, and why it has to be stopped in advance [53:27] – Recognizing the interview means you've already been selected [56:16] – Hard target versus soft target, and why gimmicks don't work [57:29] – The undercover story: why street-smart observers saw through his disguise [1:02:47] – Willingness and ability are all it takes to be a hard target [1:04:31] – What bad guys are truly afraid of: failure [1:08:55] – Persuasion predators, masters of charm and disguise [1:10:31] – Reframing charm: ask why is this person trying to charm me [1:11:56] – No is a complete sentence, and the veils of denial [1:13:54] – Sociopaths, the pity play, and the puppy law used on children   5 Key Takeaways Violence Is a Process, Not Random — Attacks follow an observable, predictable sequence. Learning to spot the pattern, especially during arrival and departure moments, is what lets you get ahead of danger instead of reacting to it. Watch for the Watchers — Every environment has a purpose. Scan left to right for anomalies, people not using the space for its intended purpose, and notice who's watching who's coming and going. That awareness alone makes you a harder target. Trust Your Radar Over Normalcy Bias — Good people talk themselves out of intuitive warnings because they can't find hard evidence or don't want to seem judgmental. When something feels off, that unease is data. Default to it and remove yourself from the situation. Recognize the Interview — When a stranger approaches you in an anomalous moment, that's an interview, and it means you've already been selected as a target. How you manage that interaction, with the right body language and enough force, often determines whether an attack proceeds. Reframe Charm and Hold the Line on No — Teach daughters to ask why is this person trying to charm me rather than being flattered. No is a complete sentence, and anyone who pushes past it is signaling they care only about what they want. A pity play after being caught in lies is a massive red flag.   Links & Resources Episode page and all links: https://thedadedge.com/1517 Sam Rosenberg's company, LiveReady: https://www.liveready.co/ Live Ready by Sam Rosenberg (the book): https://www.liveready.co/book LiveReady on YouTube (situational awareness and attack breakdowns): https://www.youtube.com/@LiveReadyCo LiveReady on Instagram: https://www.instagram.com/livereadyco LiveReady on Facebook: https://www.facebook.com/LiveReadyCo LiveReady on LinkedIn: https://www.linkedin.com/in/LiveReadyCo/ LiveReady personal training: https://www.liveready.co/training Dad Edge Day with the Arizona Cardinals (November 15, Cardinals vs Rams, State Farm Stadium): https://thedadedge.com/nfl Roommates to soulmates thedadedge.com/soulmates   Enjoyed This Episode? If Sam's breakdown of that parking lot attack made you look at your own routine differently, put one habit to work this week. Get your head up and off your phone during those arrival and departure moments, and have the charm and no conversation with your daughter. If the show keeps delivering, follow, rate, and leave a review so more fathers can find these conversations.

Send us Fan MailWhat happens when you combine a decacorn founder at the heart of the crypto infrastructure revolution with the original entrepreneur in the family who quietly built software long before “cloud” and “SaaS” became buzzwords? In this special episode of Money Majlis, we sit down with the son–mother duo of Nikil and Usha Viswanathan to explore both the future of financial plumbing and the values that shape the people building it.Nikil is the co‑founder and CEO of Alchemy, often described as the “AWS of blockchain” – a web3 developer platform that powers a massive share of global blockchain activity, from NFT marketplaces and DeFi protocols to tokenization pilots and stablecoin rails used by major financial institutions. In just about 16 months from public launch, Alchemy went from zero to a multi‑billion‑dollar valuation with a tiny team, delivering a “team‑to‑impact ratio” that most banks and big tech firms can only dream of. Usha, meanwhile, is the president and co‑founder of Starnik, the cloud software company she built with her husband Balu while raising two children, bootstrapping through the dot‑com boom and bust and modelling resilience, curiosity and an almost “insane” work ethic that both Nikil and his sister Tara, former CEO and co‑founder of Rupa Health, now see as their core foundation.Across the conversation, we move from the big picture to the deeply personal. Nikil explains why he believes we are moving from a world shaped by governments and banks to a world shaped by platforms and protocols – and why crypto rails will replace much of today's antiquated financial infrastructure. He breaks down crypto's four core use cases – from store of value to global payments and AI‑native money – and offers a hard‑hitting message to bankers who still think of digital assets as “that thing my nephew trades at night”. We also unpack how Alchemy emerged from 16 prior “failed” products, what it really takes to build at extreme speed, and how banks can escape the proof‑of‑concept graveyard and move tokenization into production.Then we switch lenses to Usha's story: a journey from commerce in Chennai to MIS in Texas to building Starnik and raising two founder‑CEOs. She shares practical parenting hacks, the rituals that kept the family grounded, and how to raise curious, kind and courageous children in a world of hyper‑connected ambition. Together, Nikil and Usha reflect on family as a “startup incubator”, ethics at the edge of money and health, and why – whether you are running a family, a startup or a bank – your values remain the ultimate operating system.Produced by : PoddsterGiving partner : GoodworldVisit moneymajlis.com to join our giving movement and get your USD 50 complimentary GiveCard. 

Dr. Craig Koniver is a physician who rebuilt his entire practice after a near-fatal portal vein thrombosis at age 46 exposed the failures of conventional medicine. A former Old World Archaeology and Art major, he pairs ancient healing traditions with modern precision medicine and with over 50,000 peptide treatments administered, he has more direct clinical experience in biological optimization than any physician in America. His patients include Navy SEALs, Fortune 500 CEOs, professional athletes, world-famous actors, supermodels, politicians, and veterans who move from depletion to sovereign performance. Privacy Isn't Paranoia. It's Protection. Download Glacier - https://srs.site/glacierapp Website - https://theglacierapp.com Shawn Ryan Show Sponsors: Find your forever cookware @hexclad and get 10% off at https://hexclad.com/SRS ! #hexcladpartner Try Amazon Music Unlimited for music, podcasts, and audiobooks all in one app. Your subscription now includes access to audiobooks. https://music.amazon.com Try Gusto today at https://gusto.com/SRS and get three months free when you run your first payroll. Get 30% off your first subscription order at https://armra.com/srs or enter code SRS at checkout. Right now, Babbel is offering listeners up to 60% off. Go to https://Babbel.com/SRS Dr. Craig Koniver Links: Instagram - https://www.instagram.com/koniverwellness Website - https://www.koniverwellness.com Learn more about your ad choices. Visit podcastchoices.com/adchoices

Welcome to the What's Next! Podcast with Tiffani Bova.    I'm excited to welcome Bruce Cleveland to the show. He's a venture investor, former senior executive at Oracle. Siebel, Apple, and C3 AI, founder of Traction Gap Partners and author of the book, Market Engineering. Over the course of his career, he's helped build and invest in companies that have grown into billion dollar businesses. And his latest work argues that markets don't simply emerge, they are intentionally built.    THIS EPISODE IS PERFECT FOR…founders, CEOs, marketers, product leaders, and entrepreneurs who want to understand how to intentionally create demand, shape markets, and become a category leader.   TODAY'S MAIN MESSAGE…building a great product is no longer enough to guarantee success. The companies that become market leaders today don't simply engineer products, they engineer markets by intentionally shaping how customers think about a problem and its solution. Bruce explains that through category design, positioning, messaging, storytelling, and thought leadership, organizations can create demand before they ever scale demand generation.   KEY TAKEAWAYS: Great product engineering is table stakes. Lasting market leadership comes from intentionally engineering demand. Creating or redefining a category helps companies compete on their own terms instead of someone else's. CEOs, not marketers, must own market engineering because they control the resources needed to build awareness and shape perception. As AI makes product development faster and more accessible, differentiation will increasingly come from positioning, storytelling, and creating a market customers recognize and value.   WHAT I LOVE MOST…Bruce challenges one of the most common assumptions in business: that the best product wins. He makes a compelling case that the real winners are the companies that teach the market how to think before anyone else does.   Running Time: 29:29 Subscribe on iTunes   Find Tiffani Online: LinkedIn Facebook X    Find Bruce Online: LinkedIn Website   Bruce's Book:  Market Engineering: Because Markets Don't Build Themselves

In this episode, Joseph sits down with Jon Sheldon, founder of Belleau Wood Coaching, a business, leadership, and team‑performance coaching practice built for people who are ready to operate at a higher standard.Jon brings 20+ years of experience in obstacle‑oriented problem solving, executive coaching, and team alignment. His approach blends raw instinct with refined judgment — helping high performers get unstuck, build clarity, and WILL their future into existence.This conversation dives into the realities of leadership, the courage required to change, and the systems Jon uses to help CEOs, sales leaders, and teams execute with precision.Jon's origin story — how he discovered his knack for seeing obstacles from 30,000 feetIkigai — why purpose matters and how to find yoursRadical honesty — the foundation of Jon's coaching philosophyWhy high performers get stuck (and how to get unstuck fast)The difference between “busy” and “effective”How teams build trust, communication, and accountabilityThe Blueprints, Briefs & Battleplans framework for team performanceWhy most people wait too long to hire a coachThe mindset shift that changes everything: Aim Small, Miss SmallHow to reset your standard and build a future you actually wantClarity beats intensity — you don't need more effort, you need better direction.Vision alignment is a multiplier — when leaders get clear, teams accelerate.Accountability isn't punishment — it's the fastest path to growth.You're not stuck — you're just operating without a defined pathway.Coaching is for the ready — not the perfect.Obstacle‑Oriented Coaching — solve one specific challenge in 45 daysDay Facilitation — deep‑dive clarity and alignment sessionsQuarterly Commitment — long‑term growth and executionCustom Team Engagements — Blueprints, Briefs & Battleplans for organizational performanceLearn more at BelleauWood Coaching:https://www.belleauwood.coach/

Adam helped a client to think about their cocaine habit differently to lay the foundation for a new belief and decision- that although they could use it, they wouldn't want to. Adam uses nested loops and a metaphor of Sirens from the Odyssey to help give a new meaning to what cocaine really is. Get 50% off a consultation call with Adam using the code PODCAST. Click here to schedule: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://courses.adamcox.co.uk/workwithadam ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

SUBSCRIBER VERSION: HYPNOSIS ONLYAdam helped a client to think about their cocaine habit differently to lay the foundation for a new belief and decision- that although they could use it, they wouldn't want to. Adam uses nested loops and a metaphor of Sirens from the Odyssey to help give a new meaning to what cocaine really is. Get 50% off a consultation call with Adam using the code PODCAST. Click here to schedule: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://courses.adamcox.co.uk/workwithadam ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

You May Think You have Authentic Leadership… But Reality is You and I are Hiding Things We Don’t Want to Look At What are you hiding — and what is it actually costing you? Not just in your business, but in your marriage, your friendships, the relationship with your own kids. That’s the question at the center of my conversation tomorrow at 5pm Eastern, LIVE on A New Direction, with Tyler Dickerhoof, author of the brand-new book The Things We Hide. If you’ve ever wondered why so many high performers still feel alone at the top, this is a conversation about the hidden barriers to authentic leadership — and how to finally tear them down. Tyler isn’t theorizing about authentic leadership from the sidelines. He built businesses generating over $500 million in combined sales, and sat on John Maxwell’s Network Marketing Advisory Council. But he’ll tell you the whole time he was doing it, he was hiding — behind the results, behind the intensity, behind the belief that his worth was tied to how much he knew and how hard he could push. It took losing his younger brother Joel as a teenager, and decades of pushing people away while pushing through everything alone, before Tyler finally turned around and faced what he’d spent 25 years running from. That turn is exactly what separates performance from authentic leadership.Shorten with AI That’s the real subject of The Things We Hide: the hidden barriers that keep capable, driven people from ever leading — or living — authentically. Tyler breaks it down into what he calls the Four Walls of Insecurity: Intensity, Inactivity, Insensitivity, and Isolation. These are the defense mechanisms so many high achievers mistake for strengths. We’re going to talk about why “intensity is a bulldozer” that clears a path for success but leaves relationships in the wreckage. We’re going to talk about the lie that leadership has to be lonely. And we’re going to unpack his core message, one every leader chasing authentic leadership needs to hear: what you hide controls you, what you face transforms you. So clear your schedule, and join us for a real conversation about hidden barriers, vulnerability, and what authentic leadership actually looks like once the performance drops away. Bring your questions, bring your comments, and bring whatever wall you’ve been hiding behind — because Tyler and I are going to talk about how to tear it down without tearing yourself apart in the process. This isn’t just another leadership interview. Tyler Dickerhoof’s book, “The Things We Hide: A Guide to Identifying Hidden Barriers and Leading with Authenticity” is a deep, insightful view into ourselves that most of us do not want to look at.  And yet, is fundamentally required if we want to achieve both true significance and success. We all have walls.  We all have fears and insecurities.  For most of us we will never admit them throughout our lifetime.  Instead, when our insecurities are triggered, we become intense, maybe we become inactive hoping this will just go away, perhaps it we resort to becoming insensitive because the more calluses that we have we don’t have to feel others’ pain, or maybe we just isolate and disappear.  Maybe it is some combination of all of these. The point is…our insecurities will show up. So what do we do about it?  Well this is where this book separates itself from so many others.  Tyler includes exercises and free assessments in the book that if you choose to take on the mission can start moving you onto the path of true significance, success, and real authentic leadership. This book is not going to be easy.  It is going to challenge you. It is going to make you uncomfortable, but growth comes from being comfortable getting uncomfortable. This book will make you think and help you grow if you choose to follow his guidelines.  I loved every page! Get your copy of The Things We Hide by clicking here! Please reach out to our sponsors and LIKE their social media pages as their financial contributions help keep A New Direction on the air and bring us great guests. Linda Craft Team, REALTORs for more than 40 years their clients and friends have said when it comes to real estate they have “legendary customer service”. Locally owned, and independent of any national brand, they have literally helped people all over the world by finding the best real estate professional in your area.  And because they are independent they are unbiased who they choose because they have relationships with the best agents regardless of company. So, if you live somewhere else, or you live in the Raleigh, Durham, Chapel Hill, Research Triangle Park, before you sell or buy your home, start with the “legends” that know the local market, and stay on the bleeding edge of technology at Linda Craft Team, REALTORS…you can learn more by going to www.LindaCraft.com ABOUT YOUR HOST Meet Jay Izso Executive Performance Coach  |  Host of A New Direction Every week on A New Direction, I sit down with CEOs, founders, and the researchers behind the science of leadership performance. The conversations go deep. We talk about the decisions that built companies, the mistakes that nearly destroyed them, and the personal breakthroughs that changed everything. But here's what most people don't know about me: the show is an extension of the work I do every day with executives behind closed doors. Who I Am I'm an Executive Performance Coach. I work with CEOs and founders of $5M-$50M companies who have hit a wall they can't explain. The marketing looks fine. The team is capable. The market is there. But the business won't move. The problem, almost every time, is the person running it. I find the personal behavioral patterns that are driving the business dysfunction. Then I help the CEO disrupt those patterns so the company can grow. That's it. No motivational platitudes. No vision boards. Diagnostics, intervention, results. Where This Comes From My approach comes from two places most coaches never set foot in. The farm. I grew up as a farmhand in Ithaca, Nebraska—population 100. I started working at nine years old. By the time I left for college, I'd spent a decade learning that you can't cheat the harvest, pain is part of the job, and the work has to get done whether you feel like it or not. I was fourteen the first time I had to castrate boars. Nobody was going to do it for me. That lesson never left: sometimes you have to do things afraid. The forensic psychology unit. In graduate school at Washington State University, I trained under Dr. Thomas Brigham—co-author of the Handbook of Applied Behavior Analysis—in a human behavior lab focused on real-world problems. I then served in a Clinical Psych II role at Eastern State Hospital in Medical Lake, Washington, a forensic setting where I conducted psychological evaluations of individuals charged with the most serious criminal offenses. Sixteen months assessing human behavior at its most extreme taught me how to cut through defenses, identify what's really driving someone's decisions, and see what they can't see in themselves.

Send us a message!My guest today is Srikanth Seshadri.Sri is a returning guest, previously on episode 169 in 2022.Today, Sri and I discuss the book, What to Make of a Life, by Jim Collins.  Sri is an executive coach who helps CEOs scale their companies and accelerate performance.When Sri and I talked about doing another podcast together, he sent me a link to this book, suggesting we both read it and talk about it for the podcast.  What to Make of a Life is an exploration through the study of a dozen or so people: writers, actors, scientists, leaders and others, asking the questions, How do we find our way in the world? How do we make it past the significant events that can radically change a life? How do we keep the inner fire burning bright, long and late? Inspired by relentless curiosity, Collins devoted a decade to studying these questions and to minutely analyzing those moments when life flips from clarity to confusion and casts us into a befuddling fog.I'm so grateful you shared this book with me, Sri, and that we had this conversation.  It has given me new perspectives on twists and turns my life has taken, new ideas for continuing to shape my life and choices for living in meaningful and purpose-filled ways, and inspiration to keep taking one step at a time into areas of exploration and unknown.In our conversation, Sri mentions a number of other books and resources.  You'll find links to all those in the show notes as well as ways to learn more about Sri and the work he does in the world.Resource Links:Connect with Sri: https://agilegrowthpartners.com/a1/What to Make of a Life by Jim CollinsMindset by Carol DweckThe Right Kind of Wrong by Amy EdmondsonAdaptive Leadership by Ron Heifetz Why Bad Things Happen to Good People by Harold KushnerMovie: Just Mercy (About Bryan Stevenson and his justice work)Jim Collins interviewed by Oprah Keep an eye out for Sri's book on Leadership Agility coming in 2027!Support the showMake Life Less Difficult~   Support:buymeacoffee.com/lisatilstra

Let's start with your journey. You've gone from strategy consulting to now leading Spencer Stuart's CEO and Board Practice globally. Looking back, what moments or experiences really shaped how you think about leadership and the role it plays in organizations? Today, you're working right at the intersection of leadership, governance, and long-term performance, often with boards and CEOs during some pretty high stakes moments. When you look at situations like CEO transitions or changes in board, what tends to separate the organizations that handle those moments well from the ones that struggle? You often talk about helping leaders find clarity when the pressure is on. When things feel noisy or uncertain, how do you help CEOs and boards slow things down, focus on what really matters, and make decisions they can truly stand behind? You have a unique vantage point across industries and geographies. As you connect the dots across all that experience, what patterns are you seeing in how leadership and board dynamics are evolving today? And where do you think leaders still tend to underestimate their impact? Looking ahead, what are you most excited about when it comes to the future of leadership and the role Spencer Stuart can play in helping shape what comes next? 

In this episode, we sit down with DeeAnn Palin, founder and CEO of On Point Business Solutions, to explore how talent strategy can either drain a business or become a powerful driver of growth. Known as the CEO Whisperer, DeeAnn has spent more than 20 years in executive leadership and over a decade helping founder-led companies avoid costly talent mistakes, improve EBITDA, and prepare for strategic growth and transition. Drawing on her experience leading operations, turnarounds, and transformational growth initiatives, DeeAnn shares why HR is often misunderstood as an expense instead of being leveraged as a strategic business asset. During our time together, we discuss:Why traditional HR is often viewed as a cost center—and how that mindset limits growthThe concept of the “Million Dollar Mistake” and how hidden talent problems quietly erode profitabilityThe role HR should play in helping CEOs achieve long-term growth objectivesHow modern assessment tools and AI can improve leadership effectiveness, team performance, and hiring decisionsWhy organizations should rethink their total rewards strategy rather than focusing solely on compensationHow to solve talent gaps without overspending on the wrong benefits, incentives, or hiresA real-world case study showing how one organization transformed culture, performance, and financial outcomes through strategic talent managementThe importance of Jim Collins' Hedgehog Concept in aligning talent with organizational successThis episode provides practical insights for leaders who want to unlock hidden value in their workforce and build people systems that accelerate business growth.To learn more from DeeAnn visit www.onptbiz.com Request a business X-ray assessmentLearn more about Aptiv Index and strategic talent solutionsConnect with the On Point Business Solutions team

Building an apparel brand can feel like an uphill battle, especially when you're competing against industry giants with resources, data, and strategies you don't have access to. While many founders assume they're simply missing a piece of the puzzle, the reality is that the apparel industry is far more competitive than most entrepreneurs realize, and understanding how it really works can change everything. In this episode, I pull back the curtain on an eye-opening experience from my corporate career that completely changed the way I view the apparel industry. I share what happened during a leadership meeting at one of the world's biggest apparel companies, why emerging brands were seen as a threat despite holding only a tiny fraction of the market, and how that experience inspired me to dedicate my career to helping independent apparel founders succeed with the insider knowledge they've never been given.

Chuck Todd unpacks David Crowley's astonishing photo-finish win over Francesca Hong in Wisconsin — a race Crowley dropped out of, re-entered with Tony Evers' backing, and then won by roughly 3,200 votes — and argues national Democrats are far more relieved than they'll ever admit. Had Hong won, she'd have become a face of the party while being forced to spend the fall answering for past statements about defunding police, abolishing prisons, and canceling Thanksgiving rather than talking about the economy, handing Republicans an absurdly easy story to tell. Chuck credits Tony Evers for refusing to fence-sit and mounting what amounted to an emergency rescue operation, while noting Crowley isn't remotely "establishment" — he came from genuinely modest roots and ran a campaign largely defined by what he wasn't. Chuck identifies Hong's central unforced error as nationalizing her race in the closing weeks, a fundraising-driven instinct in an era where media appearances increasingly function as fundraising appeals, forgetting that the national online audience and the local electorate are not the same people. Mamdani stayed disciplined and won; Hong drifted into boutique cultural debates and lost. But Chuck cautions against reading this as a repudiation of the left: Peggy Flanagan won in Minnesota, progressives are doing better this cycle than they have in years, and the 2027 House will be younger and slightly further left. The real structural lesson is that progressives struggle in higher-turnout and open primaries, still face a persistent obstacle with African American primary voters, and — most tellingly — keep getting rejected by the working-class voters they orient their entire message toward, which is more than a messaging glitch. Abdul El-Sayed emerges a quiet winner here, now much harder to lump in with the DSA, and Chuck notes that neither AOC nor Bernie ever endorsed Hong. The rest of the monologue is a run of results that keep pointing the same direction. Trump-endorsed candidates keep losing primaries: Mike Lindell was trounced in Minnesota, Darline Graham didn't clear a third of the vote and is no lock in her runoff, and Chuck's read is that Trump's grip is measurably slipping. Fourteen-term Congressman John Larson lost his primary, part of the highest incumbent-loss rate since 1970 — in a genuine wave, Chuck says, the House could see north of 25% turnover. On Iran, he echoes Chris Christie's warning that this war turns Trump into Jimmy Carter: Iran has issued a list of demands that amounts to an "F you" ransom note, is openly watching the American election calendar and timing its moves accordingly, and — just as in 1980 — the humiliation itself is the point. All of it, Chuck notes, was Trump's own choice. He closes somewhere unexpected: giving Mark Zuckerberg genuine credit. In his 6,500-word manifesto, Zuckerberg argued that the real danger of AI is the concentration of power, writing that hoping an absolute power will benevolently provide for humanity has historically never ended well — and committing Meta to a review process before models go public. Chuck notes the argument is being made by a deeply self-interested party and that the important parts got buried in what was really a debate with Sam Altman, but he singles out one thing worth emulating: Meta funneling data center tax revenue back into teacher bonuses and job training. Communities hosting this infrastructure have to win too, and he hopes more tech CEOs adopt that philosophy. Finally, Chuck reveals his ToddCast Top 5 list of biggest non-presidential primary upsets, which David Crowley’s win taking the top spot. He also answers listeners’ questions in the “Ask Chuck” segment and weighs in on the highly suspicious sale of the Los Angeles Lakers to Jared Kushner’s brother. Thanks to our sponsors: Upgrade your everyday. Go to https://Quince.com/CHUCK for free shipping on your order and 365-day returns. Play ball and swing for the fences on FanDuel, an official partner of the MLB at https://FANDUEL.COM. For free and unbiased Medicare help, dial (980) 734-3985 to speak with my trusted partner, Chapter, or go to askchapter.org/chuck / *Paid Partnership Chapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan’s contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don’t directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. Timeline: (Timestamps may vary based on advertisements) 00:00 Chuck Todd’s introduction 04:00 Unpacking David Crowley’s win over Francesca Hong in WI 04:45 Crowley got out, then back in to the race… yet still won 05:45 If Hong had won, she would have become a face of the Dem party 06:15 Hong had past statements that would have been problematic 07:15 She would have been forced to talk about Thanksgiving, not economics 08:15 Her win would have been an easy story for Republicans to tell 08:45 Abdul El-Sayed is a winner here, harder to be lumped in with DSA 10:00 National Democrats are more relieved than they will admit 11:00 Independents don’t want either party to let extremes take over 12:00 Democrats can make the distinction between themselves & socialism 13:30 The progressives didn’t blow it, Peggy Flannagan won in Minnesota 15:00 African-American primary voters remain an obstacle for progressives 16:30 Progressives gear toward working class voters, yet are rejected by them 17:30 Not winning working class voters is more than a messaging glitch 18:30 Structure of the primary has major impact on success of progressives 19:15 Progressives run into trouble in higher turnout primaries 20:30 Open primaries result in less extremist nominees 21:15 Hong’s big unforced error was campaigning nationally in final weeks 22:00 Nationalizing your race is about fundraising 22:45 Media appearances increasingly function as fundraising appearances 23:30 National online audience & local electorate aren’t the same people 24:15 Mamdani had a disciplined message & succeeded, Hong didn’t 25:00 Ideological candidates can win when the electorate agrees with them 26:00 Ideological movements forget they can sound weird to the normies 26:30 The establishment was dangerously close to screwing this up 28:15 The establishment side of the race was a chaotic mess 29:15 Tony Evers had to mount an emergency rescue operation for Crowley 30:30 David Crowley isn’t very “establishment”, came from modest roots 31:30 Tony Evers deserves credit for putting his capital behind Crowley 32:30 Notable AOC, Sanders and top progressives didn’t endorse Hong 33:45 Getting into boutique cultural debates ends up being a problem 34:30 In Michigan & Wisconsin, the campaigns that physically showed up won 36:15 If Crowley wins & El-Sayed loses, there will be a clear lesson for Dems 38:15 Tony Evers didn’t fence sit, he picked a side and it worked 40:00 Flannagan’s win dispels idea of total repudiation of progressives 42:00 Flannagan had establishment credentials while being progressive 42:30 Progressives aren’t running the table, but are doing better this cycle 43:15 The Democratic house in ‘27 will be younger & slightly further left 44:30 Crowley’s campaign was largely about what he wasn’t 46:00 There could be multiple demographic “first” Democratic governors 47:45 Could these new primary winners end up on a presidential ticket? 49:45 Progressives are doing better, but haven’t won control of the Dem party 50:45 Democrats can blunt the narrative that the socialists are taking over 51:15 Trump endorsed candidates keep losing their primaries 51:45 Mike Lindell was trounced in Minnesota primary 52:45 Trump endorsed Darline Graham didn’t get 1/3rd of the vote 53:15 Graham isn’t a shoo-in in the runoff 55:30 Trump’s endorsement isn’t a guaranteed win, his grip is slipping 57:00 14-term congressman John Larson loses his primary 57:45 Most incumbents have lost reelection this year since 1970 58:15 In a wave election, could see over 25% turnover of the House 59:30 Chris Christie says Iran war will turn Trump into Jimmy Carter 1:00:00 Iran is humiliating Trump, and it was all Trump’s choice 1:00:30 Iran issues list of demands, basically an “F You” ransom note 1:01:30 Iran are watching the American election calendar & acting accordingly 1:02:15 In 1980, the humiliation of Carter was the point, Iran sent a message 1:03:30 Mark Zuckerberg deserves credit for something he said 1:04:15 Zuckerberg argued that AI driven concentration of power is the danger 1:04:45 He says there’s no benevolent superintelligence held by one company 1:05:15 Committed to a review board to sign off on models before going public 1:05:45 At least the argument is being made… even if by a self-interested party 1:06:30 Revenue from Meta data centers has been paid to teachers & job training 1:07:15 Meta reinvesting in communities with data centers is the right model 1:08:00 The manifesto was a debate with Sam Altman, buried the important things 1:09:15 Hope more tech CEO’s share his philosophy. Communities have to win too 1:15:00 ToddCast Top 5 biggest non-presidential primary upsets 1:17:00 #5 Joe Crowley loses to AOC 1:18:00 #4 Carol Moseley Braun 1:18:45 #3 Andrew Gillum 1:19:45 #2 Eric Cantor 1:20:45 #1 David Crawley 1:22:15 Honorable mentions 1:23:45 Ask Chuck 1:24:00 If Talarico wins close, could partisan officials mess with the outcome? 1:27:00 What makes a vice presidency successful & who makes your top 5? 1:34:45 What does it say about us that voters knew who Trump was and reelected him? 1:38:45 Can Jewish leaders like Pritzker & Ossoff campaign effectively for El-Sayed? 1:41:15 Lakers sold again, for $12B to Josh Kushner and Bob Iger 1:42:15 Mark Walter bought Lakers 14 months ago for $10B, and is already out 1:43:00 This story could be nothing… but the details warrant suspicion 1:44:30 Mark Walter’s businesses are under federal investigation right now 1:45:30 Nobody has been charged or accused of anything yet 1:46:15 Why did Walter sell so fast is not a rhetorical question anymore 1:47:00 Kushner was set to buy a piece of the World Cup, until boycott threats 1:48:00 Anyone close to Trump will be assumed guilty until proven innocent 1:49:30 Maybe everything is on the up and up… but the details are shockingSee omnystudio.com/listener for privacy information.

Chuck Todd unpacks David Crowley's astonishing photo-finish win over Francesca Hong in Wisconsin — a race Crowley dropped out of, re-entered with Tony Evers' backing, and then won by roughly 3,200 votes — and argues national Democrats are far more relieved than they'll ever admit. Had Hong won, she'd have become a face of the party while being forced to spend the fall answering for past statements about defunding police, abolishing prisons, and canceling Thanksgiving rather than talking about the economy, handing Republicans an absurdly easy story to tell. Chuck credits Tony Evers for refusing to fence-sit and mounting what amounted to an emergency rescue operation, while noting Crowley isn't remotely "establishment" — he came from genuinely modest roots and ran a campaign largely defined by what he wasn't. Chuck identifies Hong's central unforced error as nationalizing her race in the closing weeks, a fundraising-driven instinct in an era where media appearances increasingly function as fundraising appeals, forgetting that the national online audience and the local electorate are not the same people. Mamdani stayed disciplined and won; Hong drifted into boutique cultural debates and lost. But Chuck cautions against reading this as a repudiation of the left: Peggy Flanagan won in Minnesota, progressives are doing better this cycle than they have in years, and the 2027 House will be younger and slightly further left. The real structural lesson is that progressives struggle in higher-turnout and open primaries, still face a persistent obstacle with African American primary voters, and — most tellingly — keep getting rejected by the working-class voters they orient their entire message toward, which is more than a messaging glitch. Abdul El-Sayed emerges a quiet winner here, now much harder to lump in with the DSA, and Chuck notes that neither AOC nor Bernie ever endorsed Hong. The rest of the monologue is a run of results that keep pointing the same direction. Trump-endorsed candidates keep losing primaries: Mike Lindell was trounced in Minnesota, Darline Graham didn't clear a third of the vote and is no lock in her runoff, and Chuck's read is that Trump's grip is measurably slipping. Fourteen-term Congressman John Larson lost his primary, part of the highest incumbent-loss rate since 1970 — in a genuine wave, Chuck says, the House could see north of 25% turnover. On Iran, he echoes Chris Christie's warning that this war turns Trump into Jimmy Carter: Iran has issued a list of demands that amounts to an "F you" ransom note, is openly watching the American election calendar and timing its moves accordingly, and — just as in 1980 — the humiliation itself is the point. All of it, Chuck notes, was Trump's own choice. He closes somewhere unexpected: giving Mark Zuckerberg genuine credit. In his 6,500-word manifesto, Zuckerberg argued that the real danger of AI is the concentration of power, writing that hoping an absolute power will benevolently provide for humanity has historically never ended well — and committing Meta to a review process before models go public. Chuck notes the argument is being made by a deeply self-interested party and that the important parts got buried in what was really a debate with Sam Altman, but he singles out one thing worth emulating: Meta funneling data center tax revenue back into teacher bonuses and job training. Communities hosting this infrastructure have to win too, and he hopes more tech CEOs adopt that philosophy. Then, Ben Wikler, the former Wisconsin Democratic Party chair and author of the new book This Is the Plan joins the Chuck Toddcast to argue that Democrats keep making the same category error: they keep winning change elections and then failing to deliver change, because they're trying to fix policy without first fixing the system that determines who gets to make policy. Wikler's framing is memorable and a little cheeky — you have to win the ring of power and then cast it into Mount Doom — but his point is serious. When the right wins power, it immediately restructures the system to entrench itself; Democrats win and then govern as though the rules are fixed. His plan runs through the state level, where free and fair elections are actually secured, and demands ending the filibuster and reforming the Supreme Court, including term limits for justices, because campaign finance reform is impossible without a Court willing to allow it. Wikler argues America is in the greatest period of political instability in its history, that inequality now exceeds the Gilded Age, that gerrymandering has left millions of people without a meaningful vote, and that both party bases increasingly want to fight more than they want to win — while swing and non-voters have simply given up on the system itself. He rejects the tired rebuilders-versus-renovators binary: FDR's Social Security pitch was a huge swing, incrementalism was the only path to Obamacare, and the actual art of politics is starting from values and vision and then figuring out what can pass. The conversation gets specific about Wisconsin and about trust. Wikler pushes back on the idea that Francesca Hong is too "Madison" for a statewide race, notes she's spent years traveling and listening across the state, and calls Tom Tiffany an election denier who is genuinely beatable in a cycle where affordability is the central issue. He and Chuck work through the puzzle of why Tony Evers' calm, steady approach succeeded where Biden's didn't — Evers came out forcefully against Dobbs, and, more fundamentally, you have to convince a majority of voters that government can actually work, which means doing what you said you'd do and then relentlessly telling people you did it. Wikler points to pandemic relief as the cautionary tale: those programs dramatically improved life for lower-income voters, the child tax credit cut child poverty in half, and then it all expired and Democrats got punished for the loss rather than credited for the gain — with an extension that had bipartisan support dying anyway, because the filibuster exists largely to deprive the other side of a win. He credits Ken Martin for investing in state parties, argues Democrats don't need a 50-state strategy so much as fifty different state strategies since the coalition looks different everywhere, and concedes that Trump has been the most successful Republican of this era, spawning an army of mini-mes modeling themselves on him. And yes, Chuck asks the obvious question — why not run for Senate yourself? Finally, Chuck reveals his ToddCast Top 5 list of biggest non-presidential primary upsets, which David Crowley’s win taking the top spot. He also answers listeners’ questions in the “Ask Chuck” segment and weighs in on the highly suspicious sale of the Los Angeles Lakers to Jared Kushner’s brother. Thanks to our sponsors: Upgrade your everyday. Go to https://Quince.com/CHUCK for free shipping on your order and 365-day returns. Play ball and swing for the fences on FanDuel, an official partner of the MLB at https://FANDUEL.COM. For free and unbiased Medicare help, dial (980) 734-3985 to speak with my trusted partner, Chapter, or go to askchapter.org/chuck / *Paid Partnership Chapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan’s contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don’t directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. Timeline: 00:00 Chuck Todd’s introduction 04:00 Unpacking David Crowley’s win over Francesca Hong in WI 04:45 Crowley got out, then back in to the race… yet still won 05:45 If Hong had won, she would have become a face of the Dem party 06:15 Hong had past statements that would have been problematic 07:15 She would have been forced to talk about Thanksgiving, not economics 08:15 Her win would have been an easy story for Republicans to tell 08:45 Abdul El-Sayed is a winner here, harder to be lumped in with DSA 10:00 National Democrats are more relieved than they will admit 11:00 Independents don’t want either party to let extremes take over 12:00 Democrats can make the distinction between themselves & socialism 13:30 The progressives didn’t blow it, Peggy Flannagan won in Minnesota 15:00 African-American primary voters remain an obstacle for progressives 16:30 Progressives gear toward working class voters, yet are rejected by them 17:30 Not winning working class voters is more than a messaging glitch 18:30 Structure of the primary has major impact on success of progressives 19:15 Progressives run into trouble in higher turnout primaries 20:30 Open primaries result in less extremist nominees 21:15 Hong’s big unforced error was campaigning nationally in final weeks 22:00 Nationalizing your race is about fundraising 22:45 Media appearances increasingly function as fundraising appearances 23:30 National online audience & local electorate aren’t the same people 24:15 Mamdani had a disciplined message & succeeded, Hong didn’t 25:00 Ideological candidates can win when the electorate agrees with them 26:00 Ideological movements forget they can sound weird to the normies 26:30 The establishment was dangerously close to screwing this up 28:15 The establishment side of the race was a chaotic mess 29:15 Tony Evers had to mount an emergency rescue operation for Crowley 30:30 David Crowley isn’t very “establishment”, came from modest roots 31:30 Tony Evers deserves credit for putting his capital behind Crowley 32:30 Notable AOC, Sanders and top progressives didn’t endorse Hong 33:45 Getting into boutique cultural debates ends up being a problem 34:30 In Michigan & Wisconsin, the campaigns that physically showed up won 36:15 If Crowley wins & El-Sayed loses, there will be a clear lesson for Dems 38:15 Tony Evers didn’t fence sit, he picked a side and it worked 40:00 Flannagan’s win dispels idea of total repudiation of progressives 42:00 Flannagan had establishment credentials while being progressive 42:30 Progressives aren’t running the table, but are doing better this cycle 43:15 The Democratic house in ‘27 will be younger & slightly further left 44:30 Crowley’s campaign was largely about what he wasn’t 46:00 There could be multiple demographic “first” Democratic governors 47:45 Could these new primary winners end up on a presidential ticket? 49:45 Progressives are doing better, but haven’t won control of the Dem party 50:45 Democrats can blunt the narrative that the socialists are taking over 51:15 Trump endorsed candidates keep losing their primaries 51:45 Mike Lindell was trounced in Minnesota primary 52:45 Trump endorsed Darline Graham didn’t get 1/3rd of the vote 53:15 Graham isn’t a shoo-in in the runoff 55:30 Trump’s endorsement isn’t a guaranteed win, his grip is slipping 57:00 14-term congressman John Larson loses his primary 57:45 Most incumbents have lost reelection this year since 1970 58:15 In a wave election, could see over 25% turnover of the House 59:30 Chris Christie says Iran war will turn Trump into Jimmy Carter 1:00:00 Iran is humiliating Trump, and it was all Trump’s choice 1:00:30 Iran issues list of demands, basically an “F You” ransom note 1:01:30 Iran are watching the American election calendar & acting accordingly 1:02:15 In 1980, the humiliation of Carter was the point, Iran sent a message 1:03:30 Mark Zuckerberg deserves credit for something he said 1:04:15 Zuckerberg argued that AI driven concentration of power is the danger 1:04:45 He says there’s no benevolent superintelligence held by one company 1:05:15 Committed to a review board to sign off on models before going public 1:05:45 At least the argument is being made… even if by a self-interested party 1:06:30 Revenue from Meta data centers has been paid to teachers & job training 1:07:15 Meta reinvesting in communities with data centers is the right model 1:08:00 The manifesto was a debate with Sam Altman, buried the important things 1:09:15 Hope more tech CEO’s share his philosophy. Communities have to win too 1:16:45 Ben Wikler joins The Chuck ToddCast 1:17:45 Ben’s new book is “This Is The Plan” 1:18:00 What is the plan? 1:18:30 To get political change we need, we need to change the system 1:19:15 To secure free & fair elections, need to win at the state level 1:19:45 We need an end to the filibuster and Supreme Court reform 1:20:30 There’s no one office or candidate to get us out of this mess 1:22:30 We need to win the ring of power, then cast it into Mount Doom 1:23:00 When the right wins power, they immediately change systems 1:24:00 We keep having change elections, then not getting change 1:26:15 We’re in the greatest period of political instability in American history 1:29:15 Both party bases want to fight more than want to win 1:30:15 We’re so gerrymandered, people don’t really get a vote 1:31:45 Swing/Non voters have given up on the system itself 1:36:15 Are rebuilders or renovators going to win the argument? 1:36:45 FDR’s social security pitch was a big swing 1:39:15 Incrimentalism was the only way to pass Obamacare 1:40:00 The art of politics is values/vision, then figure out what can actually pass 1:41:00 A party should be able to change laws, then face the voters 1:42:15 Need to reform the Supreme Court to reform campaign finance laws 1:43:00 Advocate for term limits for Supreme Court justices in the book 1:43:30 Inequality is now worse than it was during the Gilded Age 1:44:45 Is Francesca Hong too “Madison” of a candidate for Wisconsin gov? 1:45:30 Hong has been traveling the state & listening for years 1:46:30 Wisconsin Dem gov primary has been topsy turvy 1:47:30 Tom Tiffany is an election denier & beatable candidate 1:48:45 Affordability is the central issue this election cycle 1:51:30 Why did “calming the waters” work for Tony Evers, but not Joe Biden? 1:52:15 Evers came out very strongly against Dobbs 1:53:00 You have to convince a majority of the public that government works 1:55:00 Trust is earned by doing what you say you’ll do, then highlighting it 1:56:30 Pandemic relief had a massive positive effect on lower income voters 1:57:00 Those programs stopped, and voters punished Dems for it 1:57:45 Child tax credit cut child poverty in half, great accomplishment for Dems 1:58:15 There was bipartisan support for extended tax credit, still didn’t get done 1:58:45 Filibuster is used to deprive the other side from getting a win 2:01:15 Politicians can lay out a succession plan, but voters get their say 2:02:45 Politicians are limited in setting out a succession plan 2:04:15 How big should the Democratic tent be? 2:05:15 The coalition looks different in different states 2:06:45 Donald Trump has been the most successful GOP politician of this era 2:07:30 Every Republican politician looks to Trump as the model 2:08:00 Trump has created an army of “mini-mes” 2:09:45 What Ken Martin is doing right: Building state parties 2:12:30 Democrats don’t need a 50 state strategy, they need 50 state strategies 2:13:30 You build a local brand through your actions over time 2:14:15 When did you first think about running for office? 2:16:15 Support Tammy Baldwin’s bill to provide live Packers games 2:17:45 Most excited about Jordan Love in the upcoming season 2:19:00 Why wouldn’t you run for the senate? 2:20:30 ToddCast Top 5 biggest non-presidential primary upsets 2:22:30 #5 Joe Crowley loses to AOC 2:23:30 #4 Carol Moseley Braun 2:24:15 #3 Andrew Gillum 2:25:15 #2 Eric Cantor 2:26:15 #1 David Crawley 2:27:45 Honorable mentions 2:29:15 Ask Chuck 2:29:30 If Talarico wins close, could partisan officials mess with the outcome? 2:32:30 What makes a vice presidency successful & who makes your top 5? 2:40:15 What does it say about us that voters knew who Trump was and reelected him? 2:44:15 Can Jewish leaders like Pritzker & Ossoff campaign effectively for El-Sayed? 2:46:45 Lakers sold again, for $12B to Josh Kushner and Bob Iger 2:47:45 Mark Walter bought Lakers 14 months ago for $10B, and is already out 2:48:30 This story could be nothing… but the details warrant suspicion 2:50:00 Mark Walter’s businesses are under federal investigation right now 2:51:00 Nobody has been charged or accused of anything yet 2:51:45 Why did Walter sell so fast is not a rhetorical question anymore 2:52:30 Kushner was set to buy a piece of the World Cup, until boycott threats 2:53:30 Anyone close to Trump will be assumed guilty until proven innocent 2:55:00 Maybe everything is on the up and up… but the details are shockingSee omnystudio.com/listener for privacy information.

Today we're talking about a kind of power most of us are terrified to claim: the power of our own voice.My guest is Samara Bay, speech and speaking coach to CEOs, politicians, and tech founders, and author of Permission to Speak. She was last on the show talking about that book, and now she's back with something new: a viral TEDx talk about how to actually be human while you're speaking in public, whether that's on a stage, in a work meeting, or in a hard conversation at home.Here's the thing. Most of us think great public speaking means sounding polished, authoritative, in control. Samara says the opposite. The speakers who actually move us are the ones who let us see that they care. Not perform it, reveal it. And when our words, our tone, and our body language are all telling the same story, that's when people lean in.We get into why "public speaking" feels so loaded in the first place, what's actually happening in our bodies when fear takes over (hello, vocal fry and monotone), and the practical difference between practicing a talk and actually inhabiting it.And yes, this is a money conversation. Because whether you're asking for a raise, pitching an idea, negotiating with a partner, or standing up at a town hall about your property taxes, your ability to speak with power and stay human while doing it is directly tied to the outcomes you get. Learn more about Farnoosh's upcoming literary workshop Book to Brand. Early bird registration is now open! Hosted on Acast. See acast.com/privacy for more information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

Do you prefer retaining the employees you have rather than constantly hunting for new ones? Kiera shares an example of a practice that evolved from high turnover to solid team retention, and how effective leadership played a critical role in keeping people long-term — plus how you can craft it for your own practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera Dent- Dental A Team (00:00) Hello, Dental A Team Listeners. This is Kiera. And today I want to chat with you guys about hiring and staffing and retention. I think this is something that a lot of you are struggling with. I think it's just, I don't know, it's just annoying and it's obnoxious and it's just part of what we are dealing with now. But I think that there's a lot of solutions that we can do that I think a lot of people aren't thinking about. So with that, I want to give some tips of like what we can do to retain team members more than having to hunt for them.   So I know that there's ways for us. I know there's a lot of things. And we're gonna just kick it off today. So I'm excited for you because what I found is there's probably a good way. And I was talking to an office about this. I'm really excited to share some some office growth that I've watched in office over the last five years evolve from team turnover to incredible team retention. and I really do think that a lot of it has to do with leadership, a lot of it has to do with growth and   what we can do is to solve that retention rather than needing to always hire. Now, there's always going to be hiring. So we're going to kind of talk through both of it, but also like what things can we do to retain our team that we have. Dental A Team is a consulting company where we work nationwide, we work across the globe. We work with private practices, multi-locations, we work virtually and in person. We have an incredible community where we come together in in-person masterminds, sharing the best of the best. And we're from startup to multi, multi-millions.   And I'm obsessed with helping you say yes to more in your life. And that stands for you, focusing on you and your vision, getting your team aligned, earnings and making sure you're profitable. And then system structure and scalability, really truly making sure that you guys are set up for success so you can say yes to more in your life. our goal is to positively impact the world of dentistry in the greatest way possible. And I'm obsessed with you. I'm obsessed with your practice. I'm obsessed with your team. I'm obsessed with your struggles, I'm obsessed with your wins.   And I'm here to help make your life easier. I'm very big on tactical practicals. So if this podcast has served you in any way, shape, or form, please share it with a friend, share it with a colleague, share it with someone who you feel like it could brighten their day. Post it in a Facebook group, post it online, leave us a five-star review. Anything that you do helps us spread our mission. My goal is to be in the ears of every single dental practice out there because I believe that dentistry is special. It's sacred. It's   It's a zone where we're able to change people's lives. And I'm so excited for you to be here. I'm Kiera Dent. I'm obsessed with all things dentistry, including my last name. So let's kick it off and let's start seeing of how we can figure out where and what we can do for this retention piece. So, number one, I feel like so I was talking to an office today. Me and the doctor, I said, it like this doctor has an incredible team. I think they've got 20 team members. most of them are women. There's two male doctors there.   And I said, I watched you. You went from like four operatories to now we've got 15 operatories. The team has grown. And I said, What do you feel makes this place special? Like team members love working there. And I was like, what is it? So much so that they're all like recruiting from other offices and bringing people here and saying this is the best office they've ever worked for. I was talking to one of the team members and they said, I no longer have the Sunday scaries. I don't get stressed out at work. This is my second family. Like team members are telling me this as a consultant. Usually I and I asked them like,   What do you guys need help with? And most of them are like, we're just really happy. So I was asking the doctor and the team, I was like, what is it about this place? I asked both sides of the coin because I was like, what is it? I'm obsessed. This is one my favorite things to dig into practices. And maybe I'll get this doctor on the podcast and share from theirs. I'll just share kind of some snippets from today. And the doctor told me, he said, Kiera, I'm just really big on treating people like people. He's like, I'm never gonna expect them to have work be more important than their families. he's like, I want to make this into a lifestyle practice where   We work seven to three a lot of the days so that way they're able to get home and be with their families, but we're still able to like work hard and take care of patients. I have never seen a practice where they literally leave at five o'clock. And this is in California, like it's not for overtime. They just work hard and they get home and they go be with their families. if they have time and they need to like take care of their kids or they're sick, they are able to take care of them. they expect them to work hard and they all do work hard and they build really great people there. I asked the team, I said, What is it about this place? And they said, Well, I think it's the fact that   Like our doctor trusts us and they let us do things. And but it's wild. Anything I asked this team to do, literally, I was like, let's do morning huddle prep sheets. Let's treatment track. They don't fight with me on it. And a lot of teams do. And so I was like, okay, this is fascinating. The team is very accommodating. They're willing. They want to. All of them were so excited to morning prep huddle prep. Do you how many teams are like, womp, womp, womp? So much extra work. This team was like, Yeah, absolutely, we'll do this. We'll take care of it.   I had them roll out route slips. They did it. Like no pushback. And I was just, it's fascinating to me. And I think something I'm picking up from this is one, they really do hire for great culture. Two, they see potential in people. Three, they really do treat this as like an amazing place to work. Like the doctor is just getting so excited. They're talking about putting a gym in there. Like fun things to make this where they make their life incredible. And I watched the doctor just get like twinkly-eyed about getting so excited to.   Do these surprises. They took their team on a cruise and just for fun. Like it was just a fun thing that they did. And when I think about all of that, this office used to struggle to hire. And now they literally most of their employees that they've had in the last three years have all come referral-based. and I think about Dental A Team, the bulk of our team is coming referral-based. And they're coming back and they're sharing with people, and their friends are interviewing with us.   And I think about that, and I'm like, as a business owner, I think that that's the greatest compliment. If your team is willing to refer their friends, their colleagues to want to come work here because they love it so much, you're doing something right. And people stay where there's a great, incredible culture. And so hearing both sides of the coin, hearing what team members are loving, hearing what doctors are loving, there's so many other ones. I've got another doctor, they've got team members, I've been with them for 12, 15 years. And I asked that doctor, I said, what   What do you do that makes people want to stay with you for so long? And this doctor said, you know, Kiera, I think it's that I really listen to them and I have clear expectations. They know what it is. That office also, like when we say we're gonna be there at 12 o'clock, they are there at 11:55 with their notebooks and their pens. I think that a lot of these practices, so one of the pieces I see is people really do stay where expectations are clear. Both of these offices have high standards, both of these offices expect a lot, both of these offices work really hard.   Dental A team is no exception to that. and I think having clarity, I think having clear job descriptions, I think having clear expectations from all leaders, I think team members knowing if they're winning or losing, you define it. You define it for them. And I really do love that there's clarity all the way around. Like both offices have different expectations, but both offices have them clear. The team knows how to win, the team knows what's expected, and both offices really do treat their team.   like humans. They I just watch and I watch these cohesive teams and there are clear expectations, but there's also a space where they they want to be there. There's this want, there's this draw, there's this happiness, there's a lightness about it. But they're hitting great goals. And so I think clarity really can create confidence for team members. So that's that's a good space. Another thing I notice with these offices and with teams is   people really do want growth, not just like an employment path. So, what is growth in that practice? How do people evolve? How do they grow? Like, what is a development plan? All these offices have regular one-on-ones. And one-on-ones can be about performance, one-on-ones can also be about what they want in their personal life, what they want in their professional life, what that looks like. And talking about growth opportunities, for me, every single year at the end of the year, I talk to my team about what their personal and professional goals are.   When people join our team, they take a survey of what they want their personal life to look like in their next one year, five years, 10 years. and as a leader, I'm obsessed with making their dreams become a reality. So how can we make those dreams become real for them? How can we figure it out? anything we can possibly do? Let's give opportunities, let's find ways. It doesn't always have to be with work because sometimes you're gonna tap out once you're at a certain level as a dental system. That's kind of where you're gonna be. But can they learn?   To do for an office work? Can they grow in other areas? Can they become a mentor consult or assistant? What ways can they grow? can we grow them personally? Can we send them to CE courses where they're personally growing, not just professionally growing? what's the training and development we can do? I know there's an office, another office I know of, and they hired Dave Ramsey. And so everybody who wanted to learn about financial management, they were able to do it. I know I've had offices where I teach them about how to do investments a little bit.   like very small, like high yield savings accounts and the things that they're able to do. growing people as people, not just as employees. Like that, I don't know. I think as an employer, one of our greatest gifts is to be able to like grow people to make their dreams become true, to look for opportunities to help them become the best version of themselves, and really just having pasts and plans and   Knowing your team, knowing them as humans. as our company grows, Britt and I talk about this often. I'm like, Britt, how do we grow and still maintain this authentic one-on-one seeing people as people in our company? Our mission has slightly changed to where we're so focused on growing practices, but it's one person, one life, one practice at a time. And I'm very obsessed about being obsessed about the individual. How do people feel   in a large organization, how do they feel like they're still seen as a person? How do they feel like they are being grown as a human? And I think the more you can do one-on-one growth conversations, the more you can invest in them in humans. And it's crazy because I think as management gets bigger and you have leaders and you're not as involved as a CEO, finding ways where you're not overstepping your leaders and you're able to still stay connected to them as humans. I was hired we just hired a   A new C-suite member on our team. And I was talking to him, and I was like, okay, this person's favorite tree is this, and this person's favorite thing is this, and this person's favorite thing is that. And when I finished, I thought, no matter how large our organization ever gets, I want to make sure that all of my team members, all of our clients, always feel like they are like one in a million, and they are that one, and that they are seen as that one, that they are so valued.   even in a large organization. There was the Dean of Midwestern when I worked with him. His name is Dr. Gilpatrick. And I remember he knew every single dental student's name. He knew my husband's name. He and we're talking, there were hundreds, and I remember being like, whoa, that's so impressive. I want to be like Dr. Gilpatrick and I want to know everyone's name and I want to remember their names. And at the time I was not great at that. And this is a skill I really had to develop. but people loved Dr. Gilpatrick and we were talking, I don't know, it was probably I think 150 people per class.   We had four classes in there. So at any given time, there's probably 600 students plus spouses. Dr. Gilpatrick knew every single one of them by name and knew something personal about them. Would ask me how my husband was doing, would ask how Jason's doing in pharmacy school. So it wasn't just my husband. It was by name and what his profession was and what he was going to school for. That type of intentionality as a leader, people don't even get that from their family. People don't even get that from their spouses. And as a leader,   You can show them that they're important, that they're valued, that they're loved. One of the greatest things that you can ever do. And then I think another piece for being able to retain great team members. Yes, we need to hire, but you're gonna be able to hire if you have a great culture. another great thing is is to actually build a great culture. So what are the things of what is your culture? For us, I literally have them read like what our culture is and values we live by, and all of our team knows core values and   I've set it up to where they core value shout out each other every Wednesday. As a leader, like I get a little teary-eyed on this part. to show up and to hear my team calling each other out. I'm not there a lot of Wednesdays. I'm not there at a lot of our meetings anymore. And when I do get to be there, to just watch each other love each other. to see each other help each other out. We're a virtual team, guys. Like they don't even live by each other.   And see marketing and consultants call each other out to positively praise one another, to offer to help, like shout out to Pam. I know she listens to the podcast a lot. Pam is always willing to help. And I see her go behind the scenes and help people get their numbers entered and to have our marketing team love on our consultant team and to have our consultants love on our like C-suite team and to have our C-suite team love on our VA team to watch them call out core values to each other.   To watch them do Thankful Thursday. to like see people as people. I know our team's getting bigger, and I keep getting like, like when we run leadership meetings, I'm always like, no, it's always personal and professional wins every single week. And I'm so big on that. I'm like, that takes so much time. And I'm like, that's how you connect. The times how you connect, that time's how you make people feel seen, heard, and loved. I can't tell you how many times in these meetings I learn about my team's struggles. We learn about   people get connected. There's a a game I play in office called the Silver Thread, I think is what it's called, or like connected thread. I don't even know what it's called, but I get people in groups of four usually and I say, All right, you guys have to come up with four things that you're connected by. And I I have people that don't know each other. I sometimes get in the group, and what I found is every single time they're able to come up with four things that they all have in common. A lot of times it's holidays, a lot of times it's songs, but it's so fascinating because no matter what group you're in.   People are connected, people are striving for community, people rally with each other, people want that connection. And so to be able to have your team come connected as a culture, these are just the little things. These are where people feel safe, they feel seen, they feel heard. addressing issues early, like having leaders that support, having people that connect in with their departments, having people that grow their departments. I also think making sure the standard is like not what you preach, but what you tolerate.   And looking at what you tolerate, and is that really the the standard of what you're going to to have? Like, do not destroy your top performers by tolerating poor performance of the lower performers. Hire great talent. Expect people to be at the same level. People love to be surrounded by A players. Like, so hire A players, create a culture of A players, create a culture where they love each other, create a culture where they're connected to each other, create time for them to bond. Like,   Because we have a virtual team, you have it so much easier in an in-person team. There's so many things. You can have potlucks together. You can have book clubs together. You can work out together. You can do painting nights together. You can go to sports games together. Get people connecting as people. and always recognize that in culture, your entire team is always watching you and what you're willing to tolerate, what you're willing to accept. They're watching you like a hawk. And I think about when I have to make hard decisions or ones that I don't want to do.   I had to remember I got an entire team of eyes watching and seeing what we as leaders will do and what we will not do. I remember when I was first a manager, I tolerated some really poor performance. And I remember there was a hygienist. I remember exactly who she was. I remember the exact day. I remember her name. She came in and she said, Kiera, I have lost so much respect for you. And that was duly served.   I was not being a leader. I was not having the conversations I needed to have. I was not holding team members to the high level of accountability that we had. I was not creating a culture. I was just squawking. I was seagull managing. I come in, I say a lot of words, and I shiz all over and I leave. That's not the way we create culture. And I think when we talk about hiring and having staffing, having a kick a culture, having people where   They love to work there where they want to refer their friends, but that doesn't mean they get everything they want. You can have high standards and have people obsess about it. People love to work hard. People love to be a part of an organization that's growing and innovating and creating. And they want to be a part of growth. Like growth equals like progress equals happiness. These are the ways that we create and retain. And so it's one of those things of creating clarity, creating growth, protecting your culture, having it be a space where people are obsessed with working there.   Finding out, talking to people, getting in, hearing what's going on, having leaders that really are developing their team, you pouring as a leader, like as a CEO into your leadership   team, like that is where I pour the bulk of my energy to trickle down to love because I can't do it, nor should I. I want leaders to rise up. You want leaders to rise up. But I think more than even hiring and attracting is how do I build a culture that people are obsessed with?   How do I create raving fans? And that does not mean they get everything they want. Think about spoiled rotten kids who are getting everything they want. They don't respect their parents. Think about the kids who respect their parents, who love their parents, who are raving fans of their parents. They work hard. They've got accountability. They've got structure. They've got discipline. Same thing in an organization. how can you be the best leader? That doesn't mean the most loved. I've said this quote before and I'll say it again. You're gonna be loved as a leader, you're gonna be hated as a leader, and where I hope you ultimately land is respected as a leader.   And that is a zone of like hiring and staffing is not just about hiring. It's about having an environment where great people want to stay. And so I'd ask yourself, look at it. Look at our company and see how do I create this into a practice where people don't want to leave, where people are obsessed, where I have high performing people that want to be here. Look at yourself as a leader, look to see what you're tolerating, look to see what you can change, ask your team.   Be careful how you ask because I found that self-reported oftentimes is based on the week. And if it's a bad week, I get bad reports. but really look to see how are people performing? What things do you want it to be? What things do people talk about? Why do they love it here? There's books so called I I love it here. Read culture books on how you can produce these great cultures. We had a podcast where I talked to a Chick-fil-A owner and how they create these raving fan cultures there.   But really, I think on hiring and retaining, it's about retaining. Because great teams that retain have word-of-mouth referrals left and right. People crave to work in great environments. People crave to work with great leaders. People crave to be there. And then when you are hiring, have those. Have your team have testimonials. We have a lot of testimonies where we've got video testimonies of our team where they're obsessed with working here. And when it doesn't work out, that's okay. This is not the place for everybody. Your place is not the place for everybody. Your place is for the right people.   But hopefully there's some tacticals in here for you to take, for you to look at it. And if you need help, this is a zone. We've turned around a lot of cultures. We've turned around a lot of leaders. We've had, we've said the uncomfortable things. I've had a lot of coaches give me uncomfortable advice. but really truly it's a space where I believe if you can think about how do I retain the right people, how do I attract the right people, how do I create this as a practice where people work hard, they play hard, they love being here, they don't get the Sunday scaries.   that's the place where people are gonna want to stay. They're gonna wanna cleave, they're gonna wanna like cling on and just be obsessed with you and refer all their friends. Have that be your standard, have that be what you want to be. And I promise you, hiring will be no longer as hard of an issue for you. And then be cautious on who you hire. Make sure you're always hiring for that culture, for the standards you want. A players make life a lot easier. And I know they're not always there, but seek after them, find them, and retain them.   If we can help you guys in any way, we help build leadership systems. We help build accountability. We help build cultures. We help turn cultures from maybe negative cultures to positive. We help leaders. We help CEOs. office managers sometimes are struggling with their doctors. Let's have those open conversations. Let's mediate between the two and help you two have uncomfortable, healthy debate conversations to where you guys can grow and flourish. I'd love to help you out. I'd love for you to just have a team that you're obsessed with.   I'd love for you to be like the doctors I I said, where they love their teams. They love working there. but it's not done out of entitlement. It's done out of accountability, empowerment, love, and great cultures. So reach out. Hello@TheDentalATeam.com. And as always, thanks for listening. I'll catch you next time on the Dental A Team podcast.

Peter Sandeen is a marketing strategist known as the "marketer's marketer," working primarily with marketing companies to help them gain clarity on their positioning and competitive edge. He is recognized for helping clients identify what truly drives results in their marketing and for a strong track record of improving profitability year after year.     Welcome to the Conscious Millionaire Show - Become an Ultra-Performer. Now 3X week M / W / F   Are you an Entrepreneur, Founder, or CEO? Revenues $250K to $5M? Sign up for your Breakout Session...get custom steps to build a fast-growing, highly profitable business that makes an impact.     BREAKOUT SESSION - Book it Now     Join Host JV Crum III, with 2 exits and over 75M revenues in his companies, he is the Ultra-Performer Advisor for Founders, Entrepreneurs and CEOs ready to achieve at your the top 1%.     SUBSCRIBE to Conscious Millionaire Show     Season 12 of the award-winning Conscious Millionaire Show. The World's #1 Ultra-Performance podcast. Millions of Listeners. 190 countries -- Inc Magazine "Top 13 Business Podcasts" with 12 seasons and 3,200+ episodes.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

Adam helped a client regain their confidence and self-belief in competing at the highest level in Jiu Jitsu and be willing to risk losing if it increased their ability to improve by competing with the very best. Adam uses metaphors for samurai and open loops to create an experience with a purpose that was more important than just winning or losing. Get 50% off a consultation call with Adam using the code PODCAST. Click here to schedule: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://courses.adamcox.co.uk/workwithadam ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠

Deep institutional experience isn't enough for the job ahead. New thinking alone isn't either. Your next CEO has to bring both. CEOs in financial services stay in the seat about 9 years, longer than almost any other industry, at the exact moment AI, data, and new competitors are rewriting what the job requires. Yet only 9% of banks have identified a CEO successor with a timeline and a plan of action, down from 17% a year earlier. Most succession plans are built to replace the person already in the seat rather than to prepare for the job that is coming. In this Banking Insights episode, Jim Marous argues the job now resembles a barbell. One end is credit judgment, relationships known by name, and having run the institution through a cycle where things went badly. The other is fluency in data and AI, command of partnerships, and a temperament that can carry bets, some of which are supposed to fail. The failure falls in the middle, and one person rarely holds both ends, which makes this a team question rather than a hire. Darius Wise of Red Rocks Credit Union shows what that looks like. He spent 15 years in pastoral leadership and arrived with no banking experience, then rebuilt the senior team around people who knew what he did not. His board runs on reverse mentoring, where the credit union's own employees teach the directors how the institution operates. The episode closes on custodian versus builder, and why that has nothing to do with age. About: Banking Transformed is hosted by Jim Marous, a top-five banking industry influencer and Co-Publisher of The Financial Brand. Banking Insights episodes deliver the most important strategic ideas in under ten minutes, for the executive who wants the takeaway without the deep dive. Subscribe to the Digital Banking Report at thefinancialbrand.com.

Anika sat down with Dr. Michael Gerharz to explore why brilliant ideas and vital corporate strategies so often end up in the trash bin. The conversation revealed a counterintuitive truth: the solution isn't persuading harder—it's resonating stronger. Michael's unique background transitioning from computer science networks to executive communication offered practical pushback against the persistent reliance on complex professional jargon, alongside a sharp look at what truly makes a presentation unforgettable (spoiler: it requires stepping off the hero's pedestal).   In This Episode From computer science to communication: frustration with discarded ideas What corporate leaders can learn about complexity from writing children's books The Alcoa turnaround: how focusing on worker safety quintupled company revenue Why words that resonate are found by listening better, not thinking harder The danger of hiding behind professional tech jargon and PowerPoint slides Breaking down the PATH Framework: Plain & Simple, Actionable, Transformative, Heartfelt Applying the framework in real-time: a CEO's vulnerable keynote success The pass-along phrase: a journalistic tool for razor-sharp presentation focus Stepping off the hero's pedestal: why audiences don't need another hero   Timestamps 00:00 Introduction: Simplicity as the entrance to complexity 02:18 The transition from computer science to communication 04:10 The connection between five-year-olds and CEOs: simplifying the core idea 08:14 Don't persuade harder, resonate stronger: The Paul O'Neill Alcoa story 13:21 Why leaders hide behind professional-sounding language 17:09 The PATH Framework explained 20:17 A real-world example of trading statistics for vulnerability 23:18 How the PATH framework led to a worldwide toy licensing deal 29:16 Creating a successful short-form format in a long-form world 33:14 The "pass-along phrase" communication strategy 35:36 Turning the spotlight off the speaker and onto the audience 38:29 Why smart people need to stop trying to be right and start getting it right 40:24 Final thoughts and the Miles Davis quote   Key Insights & Takeaways   Insight 1: Simplicity is the Entrance to Complexity   Professionals frequently wear complex jargon as a badge of honor, assuming it proves sophistication. However, whether speaking to a five-year-old or a board of directors, complexity without a simple entry point leads to immediate disengagement. Simplification isn't "dumbing down" the message; it is providing a clear hook that makes the audience say, "Tell me more," thereby inviting them down the rabbit hole into the complexity.   Insight 2: Don't Persuade Harder, Resonate Stronger   When a business is struggling, the instinct is to overwhelm the team with data, charts, and demands for greater effort. True impact, however, requires finding the intersection between business objectives and the audience's personal interests. As demonstrated by Paul O'Neill at Alcoa, focusing on an emotionally resonant keystone habit (like worker safety) can indirectly solve massive operational and revenue problems without relying on brute-force persuasion.   Insight 3: The Danger of the "Hero's Pedestal"   Speakers frequently step onto the stage believing they must prove their worth and act as the hero of the room. This mindset creates immense pressure and often alienates the audience, who view themselves as the heroes of their own lives. True influence is achieved by stepping down from the pedestal, adopting the role of the mentor, and utilizing the spotlight solely to help the audience overcome their own challenges.   Insight 4: The Power of the "Pass-Along Phrase"   To ensure a message lands, communicators must reverse-engineer their presentations. By identifying the exact phrase they want an audience member to relay to a colleague who missed the meeting, speakers create a razor-sharp navigation system. Any slide, anecdote, or statistic that does not directly support that final "pass-along phrase" is a detour that should be cut.   Insight 5: Stop Trying to Be Right, Start Getting it Right   Highly analytical leaders often waste presentations trying to make an airtight, factual case to force agreement. However, two people can agree on the exact same facts and still choose different courses of action. Communication is most effective when leaders let go of their ego and the need to be "right," focusing instead on outlining a shared path forward that makes sense for both parties.   Insight 6: Jargon is a Shield   When leaders know what they want to say but resort to dense, approved corporate language, they are usually trying to protect themselves. This vague, professional surface prevents them from being backed into a corner, but it also strips the passion and clarity from their message. The most powerful presentations often occur when a speaker drops the slides and explains their vision in plain, conversational English.   Resources & Links Mentioned The Path to Strategic Impact (Book) Irresistible Communication The Best Talk of Your Life:  https://michaelgerharz.com/yba   About Dr. Michael Gerharz   Dr. Michael Gerharz holds a doctorate in communication networks and has transitioned his expertise from machine-to-machine systems to high-stakes human communication. He is the author of The Path to Strategic Impact and The Aha Effect, and the host of the Irresistible Communication podcast. Through his consultancy, the Clarity Lab, he helps senior C-suite leaders abandon complex jargon and find the simple, resonant messages needed to deliver career-defining presentations.   Connect with Dr. Michael Gerharz   LinkedIn: https://www.linkedin.com/in/michaelgerharz/ Instagram: https://www.instagram.com/drgerharz/ Youtube: https://www.youtube.com/@MichaelGerharz Website: https://michaelgerharz.com Like the show? Leave us a rating or review: https://lovethepodcast.com/67940257010b317cdaa9d857Follow the Show: https://followthepodcast.com/67940257010b317cdaa9d857Send a Message: https://podcastfeedback.com/67940257010b317cdaa9d857Check out our Website: https://www.yourbrandamplified.comSpeak to my Delphi Clone: https://www.delphi.ai/amplifywithanika Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Most CEOs think coaching means getting the right answers. Sheldon Harris built a twelve-year career proving the opposite.Sheldon Harris, Partner and Coach at CEO Coaching International, talks about the operating principles that have guided hundreds of CEOs through growth, crisis, and reinvention.From a warehouse manager job at Costco in Alaska to leading Cold Stone Creamery through explosive growth and a public food-safety crisis, Sheldon shares the moments that shaped how he leads and coaches today. He talks about getting fired the same day as his close friend and CEO Coaching International founder Mark Moses, why he believes the best leaders are humble and hungry, and the coaching principle he calls “meeting people where they live.”He also unpacks a few of his most repeated operating principles, the ones his clients call the Sheldons, and explains why real transformation with a coach is never a single moment but an ongoing process.KEY TAKEAWAYS00:00 Character reveals itself most clearly under real adversity01:22 Work ethic outweighs credentials when building a career03:38 Great leadership adapts fast when familiar rules disappear06:53 Guard your integrity like it defines everything you do12:47 Owning a crisis builds more trust than hiding it18:01 Behave today like the leader your future demands24:32 Getting fired revealed exactly who he chose to be32:35 The best performers share one trait: humble and hungry39:01 Trust must be earned before real change happens60:28 Meeting people where they live unlocks real coaching impactSubscribe now and be ready when the conversations begin.RESOURCES MENTIONED“Great by Choice” by Jim Collins:https://www.jimcollins.com/books/great-by-choice.html CEO Coaching International website:https://ceocoachinginternational.com/#MakeBIGHappen #CEOCoaching #Leadership

Send us Fan MailAfter 30 years running companies and multiple nine-figure exits, Joel Trammell noticed something no one else was building: software for every function of a business except the one running all of them. In this episode, he breaks down why the CEO seat has operated on instinct for decades, the five things only a CEO can actually do, and how he's built an AI platform designed to finally give CEOs the operating system every other role already has.What You Will LearnYou'll learn why CEO failure follows a predictable pattern, and why founders who scaled by doing everything themselves eventually hit a wall they can't out-work. You'll hear why trust starts with communicating vision clearly rather than control, and why most CEOs are using AI the wrong way entirely. Joel also walks through what he built into Chat CEO - the first AI platform designed specifically for the CEO role - and where he draws the line on what AI should never replace.Timestamps 00:00 - Why the CEO seat has run on instinct for 20+ years 00:55 - The moment Joel realized the role needed a system 02:52 - Why the real CEO challenge is deciding what to do, not how to do it 05:25 - The most common pattern behind CEO failure 06:58 - The five things only a CEO can do 09:49 - Trust, but verify: building a team you don't have to control 13:37 - The stress no one warns you about 15:19 - Why most CEOs are using AI wrong 20:03 - Inside Chat CEO: the first AI platform built for CEOs 25:45 - This or That with Joel Trammell 28:16 - Joel's advice to CEOs chasing their first billion 29:44 - The title of Joel's movieAbout the GuestJoel Trammell has spent over 30 years as a CEO, leading multiple companies to nine-figure exits. He's the founder of Chat CEO, the first AI platform built specifically for the enterprise CEO role, combining coaching, chief-of-staff support, and communication guidance in one system. Joel writes on CEO best practices in his newsletter, Managing the Future, and is the author of multiple books on the discipline of running a company. Important LinksConnect with Joelhttps://www.linkedin.com/in/joeltrammell/https://xpertloop.ai/Connect with HinaLinkedIn: linkedin.com/in/hinasiddiquiInstagram: @hinawithwingsYouTube: @thehinasiddiquiCheck out Hina's books: https://amzn.to/3B65Wz7Production Credit: Produced by @the32collective_ / https://www.the32collective.co/

In this episode of The Healers Café, Manon Bolliger, FCAH, RBHT (facilitator and retired naturopath with 30+ years of practice) speaks with Vita Oyler, a rehabilitation counselor, shared her journey with chronic pain due to reflex sympathetic dystrophy (RSD) following a running accident. She emphasized avoiding inflammatory foods and medications, focusing on positive mindset, and setting realistic goals. Vita's pain management included natural supplements like malic acid and magnesium, and maintaining a positive outlook through faith and laughter. She highlighted the importance of gratitude and small achievements in managing chronic pain. For the transcript and full story go to: https://www.drmanonbolliger.com/vita-oyler      Highlights from today's episode include:  Vita explains to focus on what you can do: set tiny daily goals and celebrate them to make pain more livable. Vita says to reduce inflammation with food, supplements, stress reduction, and laughter to lessen chronic pain. Manon explains even with "incurable" labels, staying open and believing in possibilities keeps the door to healing and new solutions alive. ABOUT VITA OYLER, M.S. Vita is a Rehabilitation Counselor who works with clients that suffered with either acute or chronic pain.  She gained recognition as  being a counselor who fully understands pain and how to help others that have painful conditions as well.  Vita has been active in her community, and has been an active board member of many organizations.  She was drawn into getting people with disabilities back to work and/or living independently.  She has appeared on many television shows speaking about disability and chronic pain.  She has given many seminars about chronic pain.  She's worked with employers in finding creative ways of returning injured workers back to their jobs and/or finding alternative jobs.  She established the first Chronic Pain Support Group in her country for those suffering chronic pain, including families and other caregivers.  She herself received her country's Employee of the Year Award and was commended by country council members, congress members, senators and other state officials.  Vita has never let her pain interfere with her vocation and family.  She says it's about setting goals, earning right and learning to enjoy life again.  Let Vita inspire you to live a happier and healthier life  in spite of pain. ABOUT MANON BOLLIGER, RBHT, FCAH: As a retired Naturopath 1992-2021, I saw an average of 150 patients per week and have helped people ranging from rural farmers in Nova Scotia to stressed out CEOs in Toronto to tri-athletes here in Vancouver. My resolve to educate, empower and engage people to take charge of their own health is evident in my best-selling books:  'What Patients Don't Say if Doctors Don't Ask: The Mindful Patient-Doctor Relationship' and 'A Healer in Every Household: Simple Solutions for Stress'. and What if Your Body is Smarter than You Think?  I am the Founder & CEO of The Bowen College Inc. which teaches BowenFirst™ Therapy and holds transformational workshops to achieve these goals. So, when I share with you that LISTENing to Your body is a game changer in the healing process, I am speaking from expertise and direct experience". Mission: A Healer in Every Household! For more great information to go to her weekly blog:  http://bowencollege.com/blog.  For tips on health & healing go to: https://www.drmanonbolliger.com/tips Follow: Manon Bolliger website  | Linktr.ee | Rumble | Gettr  | Facebook | Instagram | YouTube | Twitter | LinkedIn | Follow: Bowen College Inc. | Facebook | Instagram  | LinkedIn | YouTube | Twitter | Rumble | Locals ABOUT THE HEALERS CAFE: Manon's show is the #1 show for medical practitioners and holistic healers to have heart to heart conversations about their day to day lives. Subscribe and review on your favourite platform: iTunes | Google Play | Spotify | Libsyn | iHeartRadio | Gaana | The Healers Cafe | Radio.com | Medioq | Audacy | Follow The Healers Café on FB: https://www.facebook.com/thehealerscafe   Remember to subscribe if you like our videos. Click the bell if you want to be one of the first people notified of a new release. * De-Registered, revoked & retired naturopathic physician after 30 years of practice in healthcare. Now resourceful & resolved to share with you all the tools to take care of your health & vitality!  

Inside Number 10: Jimmy on Tim Cook, getting a wedding letter from Theresa May, and Starting Jobs of the Future We decided to swap the seats this week: Jimmy is the guest. He went on The Independent's In The Room to talk about the three years he spent deciding who got through the door of Number 10 and what that taught him about how people actually get hired. Helen MacNamara, the former Deputy Cabinet Secretary, and Cleo Watson, former special adviser to Theresa May and Boris Johnson, run a summer series called Lessons from Number 10 - what it's really like to work behind that black door. Jimmy worked with both of them. Which, given this show spent the last month asking how you get in the room when you know nobody, is a fairly on-the-nose demonstration of the answer. In this conversation: what the Prime Minister's Business Director actually does all day, why Number 10 has no floor plan and what that does to a new starter, how he got entrepreneurs into the building instead of the companies with big lobbying teams, what business consistently misunderstands about government and the other way round, why bringing business leaders into politics so often doesn't work, the trade trips and the logistics of losing CEOs in foreign countries, and the day it all stopped being fun. Also: the origin story of this podcast. A question Theresa May asked him one morning about where jobs actually come from - and why he's been trying to answer it ever since. Thanks to Helen, Cleo and the team at In The Room for letting us play this here. Their show is at @intheroom.pod, and it's part of The Independent Podcast Network, produced with Next Chapter Studios. Jimmy's Jobs of the Future is a show about work, careers and how people actually get hired - long-form interviews with the people who do the hiring. Next week: Jimmy vs the Producers, on Andy Burnham interview. You can read Jimmy's piece on the BTS of our Andy Burnham interview here: https://jimmysjobs.substack.com/p/did-i-like-andy-burnham Follow us on socials at @jimmysjobs, and follow Jimmy on Instagram at @jimmymcjournal for more content. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Peter Sandeen is a marketing strategist known as the "marketer's marketer," working primarily with marketing companies to help them gain clarity on their positioning and competitive edge. He is recognized for helping clients identify what truly drives results in their marketing and for a strong track record of improving profitability year after year.     Welcome to the Conscious Millionaire Show - Become an Ultra-Performer. Now 3X week M / W / F   Are you an Entrepreneur, Founder, or CEO? Revenues $250K to $5M? Sign up for your Breakout Session...get custom steps to build a fast-growing, highly profitable business that makes an impact.     BREAKOUT SESSION - Book it Now     Join Host JV Crum III, with 2 exits and over 75M revenues in his companies, he is the Ultra-Performer Advisor for Founders, Entrepreneurs and CEOs ready to achieve at your the top 1%.     SUBSCRIBE to Conscious Millionaire Show     Season 12 of the award-winning Conscious Millionaire Show. The World's #1 Ultra-Performance podcast. Millions of Listeners. 190 countries -- Inc Magazine "Top 13 Business Podcasts" with 12 seasons and 3,200+ episodes.

Send us Fan MailAI, leadership, and adoption with Shawn MillsThis episode focuses on how organizations should approach AI as a business strategy, not just a technology purchase. Chris Whitaker is joined by Shawn Mills, CEO and chairman at Pisteyo, who brings a practical view of what actually works when companies try to adopt AI. The conversation covers leadership alignment, change management, and why education matters just as much as the tools themselves.Key topicsIn this episode: Shawn Mills shares how his background in finance, sales, and entrepreneurship shaped the way he thinks about business and technology.We discuss: why AI adoption is usually a people and process challenge, not just a tooling challenge.Shawn explains: the meaning behind the name Pisteyo, including its roots in off-piste skiing and the Greek meaning tied to belief.We explore: how Pisteyo positions itself as a management consulting firm first, then a technology solution provider.Shawn breaks down: why CEOs, boards, CTOs, and CIOs are often the real drivers behind AI initiatives.We cover: the common mistake of buying an AI tool and expecting adoption without training, enablement, or context.Shawn shares: why smaller and mid-market companies can now compete more effectively because AI gives them access to capabilities once reserved for larger firms.We discuss: prompt quality, AI slop, and the need to understand and explain AI-generated output before passing it along.Shawn emphasizes: that business and technology teams need to stay in lockstep or AI projects can drift away from real business needs.We close with: advice on leadership alignment, curiosity, and continuous learning as AI capabilities keep accelerating.Timestamps00:00 - Why AI is now at the center of every tech conversation 02:41 - What Shawn Mills is seeing in executive AI journeys 03:17 - Life outside work: hiking, surfing, Nepal, Peru, and Costa Rica 05:35 - From finance and investment banking to sales, marketing, and operating companies 07:29 - The biggest lesson: use your network and ask for help 09:34 - How American Airlines flight benefits sparked a lifetime of adventure 10:21 - Why AI is transforming financial modeling and analysis 12:11 - The real story behind the name Pisteo 14:45 - Why Pisteo starts with business strategy, not technology 16:52 - The board and CEO pressure driving AI initiatives 18:33 - Passive resistance and why education gets forgotten 20:49 - Why upper mid-market companies are the best fit 22:42 - How AI is leveling the playing field for smaller companies 24:32 - The most common AI failure: tool first, training never 27:38 - Why the AI capability gap keeps growing 29:41 - Is AI making people smarter or lazier? 32:21 - Why technologists must partner with the business 35:25 - Lightning round: coffee, books, leadership, and video 37:28 - Why executive alignment is critical to AI success 38:36 - Closing thoughts and final takeawayNotable quotes“If you're not falling, you're not learning.”“I'm literally the smartest person on the planet as long as I have access to AI.”“Bring the leadership team along with you on the journey.”More on Shawn MillsMore on Pisteyo Support the showCheck out my website https://thewirelessway.net/ use the contact button to send request and feedback. 

ESB pensioner Michael Brosnan gave his reaction to the decision to increase the pay of the company’s CEO Paddy Hayes. Mr Hayes’s new approved salary is €410,000 – a yearly increase of 29%. Other semi-state CEOs have had pay increases approved by the Government.

Bomani Jones is joined by Ted Tremper, a producer, to break down the complexities, fears, and economic realities surrounding artificial intelligence. They discuss Tremper's two-and-a-half-year journey researching and interviewing over 40 AI experts and tech leaders, sharing behind-the-scenes insights from his discussions with frontier lab CEOs like OpenAI's Sam Altman, Anthropic's Dario Amodei, and Google DeepMind's Demis Hassabis. Bo and Ted examine the shifting public perception of AI, the threat of potential job replacements, the environmental racism of data center expansion, and how algorithmic design fosters a dangerous illusion of human connection. They also explore the intense geopolitical space race against China's booming open-source market, the staggering amount of unlicensed data driving the industry, and the precarious Jenga tower of debt threatening the broader American economy. Along the way, they make sense of the money, politics, and societal chaos defining our relationship with this modern digital god. . . . Subscribe to Supercast for Ad-Free Episodes: https://righttime.supercast.com/ Buy 'The Right Time' merch: http://therighttimebomani.com/ Subscribe to The Right Time with Bomani Jones on Spotify, Apple or wherever you get your podcasts and follow the show on Instagram, Twitter, and Tik Tok for all the best moments from the show. Download Full Podcast Here: Spotify: https://open.spotify.com/show/6N7fDvgNz2EPDIOm49aj7M?si=FCb5EzTyTYuIy9-fWs4rQA&nd=1&utm_source=hoobe&utm_medium=social Apple: https://podcasts.apple.com/us/podcast/the-right-time-with-bomani-jones/id982639043?utm_source=hoobe&utm_medium=social Follow The Right Time with Bomani Jones on Social Media: http://lnk.to/therighttime Learn more about your ad choices. Visit megaphone.fm/adchoices

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Raoul Davis. CEO branding expert and partner at Ascendant Group Branding:

Welcome to the Summer Leadership Reset on Partnering Leadership.We have more access to ideas than ever before.More books. More podcasts. More articles. More insights.The challenge isn't finding more information. It's spending enough time with the ideas that can change how we think, decide, and lead.I have seen this in my own life. The books and conversations that have influenced me most aren't the ones I rushed through and moved on from. They are the ones I returned to, wrestled with, and understood differently as my own experiences changed.After more than 450 Partnering Leadership conversations with CEOs, researchers, authors, and leadership thinkers, there are a few I continue coming back to because the ideas become more valuable the more we sit with them.Throughout July and August, I'll be sharing 10 of those conversations.They explore some of the questions I see leaders wrestling with most: adapting to change, building trust, making better decisions, rethinking work, using AI wisely, and creating organizations ready for what comes next.Whether you are listening for the first time or revisiting these conversations, I hope they help you find an insight you can apply and a question worth thinking about long after the episode ends.—MahanConnect with Mahan Tavakoli:Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

What if your "trauma" is actually your nervous system doing exactly what it was designed to do?  Gloria is back on the Inner Child Podcast after a summer break to share how the healing industry is shifting from a "diagnostic" approach, to a heart-centred model of mental health! Plus, an exciting new announcement about a brand new podcast segment, where YOU can receive 1-1 healing from Gloria- for free!Mentioned In Episode:

"One day is a mental marathon, and so it is very difficult for the brain to be the best version of itself for everything. You don't have to be— your average is good for average experiences. Your best is needed for your most important experiences." —Dr. Izzy Justice The 10 Hertz brain state is the frequency neuroscientist Dr. Izzy Justice says separates your best decisions from your worst ones — and it's hiding in plain sight, 10 to 20 seconds away at any moment. After running more than 18,000 wireless EEG brain scans on everyone from NBA players to executives to trauma survivors, Dr. Justice discovered that peak focus, deep empathy, and total presence all cluster around the same low-noise brainwave frequency: roughly 10 Hertz. In this conversation with host Justine Reichman, Dr. Justice explains why wireless EEG technology changed how we understand the brain, how trauma physically "polarizes" specific neurons decades after the event, and why the fix isn't suppressing the memory but giving it a final chapter. He also walks through three practical neurohacks — techniques that take seconds, require no equipment, and can be used mid-conversation, mid-pitch, or mid-panic. This episode is for anyone who has ever felt foggy under pressure, reactive in a stressful moment, or unsure why their body remembers things their mind has tried to forget. Key Takeaways: Peak human performance and full sensory presence both happen near 10 Hertz, a measurably low-noise brain frequency — not a mindset or personality trait. Trauma creates highly "polarized" neurons that stay dormant until a matching sound, smell, or sensation reactivates them, sometimes decades later. You don't need to be your best self all day — reserving these techniques for one or two high-stakes moments daily is enough. The 10-10 technique (count fast to 10, then slow back to one) shifts brain state in about 20 seconds using nothing but your mind. The palm-tap technique and 4-2-8 breathing pattern each take 10 to 20 seconds and can be done anywhere, anytime. Healing trauma isn't about erasing the memory — it's about writing a final chapter where the experience serves a purpose. Listen to the full conversation and subscribe to Essential Ingredients so you never miss an episode:  https://tinyurl.com/Essential-Ingredients-Podcast  Meet Izzy:  Dr. Izzy Justice is the Chief Neuroscience Officer at Neuro580, a groundbreaking company at the forefront of human performance, sports psychology, and mental training. As a pioneering Sports Neuroscientist, he has certified over 300 coaches worldwide and has worked with elite athletes across multiple sports, many of whom have gone on to win Major Championships and Olympic Medals. Dr. Justice is the creator of Neurohacks-rapid, science-backed techniques that remove mental distractions, boost focus under pressure, and help athletes access the flow state in real time. With over 18,000 EEG-based functional brain scans conducted during live performance, he brings unmatched insight into golf neuroscience, mental toughness, and brainwave management for peak performance. As a consultant and executive coach, Dr. Justice has helped over 30 CEOs and dozens of Chief People Officers unlock leadership mindset, drive business performance, and build cultures of resilience through neuroscience. From Zambia, Africa, and based in the U.S. for the past 40 years, Dr. Justice is the Best-Selling Author of 10 Books, including his latest, Your Brain Swings Every Club (Foreword by Brad Faxon), which bridges the gap between golf focus techniques, emotional control, and personal mastery. Website LinkedIn Instagram  X YouTube Connet with Neuro580:  Website LinkedIn Instagram  TikTok Connect with NextGen Purpose: Website Facebook Instagram LinkedIn YouTube Podcast Chapters: 01:03 Meet Dr. Izzy Justice: From Boardroom to Brainwaves 04:10 How Wireless EEG Technology Changed Brain Science 08:32 Redefining Trauma as a Neuroscience Problem 14:03 The Mothers Who Turned Grief Into Purpose 19:55 The 10 Hertz Scale: Why Less Brain Noise Wins 28:22 The 10-10 Neurohack for Instant Focus 30:26 The Palm Tap: A 15-Second Calm Reset 33:00 The 4-2-8 Breathing Technique 41:10 What We'll Understand About the Brain Next 42:45 Key Takeaway: Longevity Starts With Your Brain  Resources:  Book Life Explained: Chasing 10Hz by Dr. Izzy Justice  THE PRIMES  ✨ You're more capable than you have ever been, and somehow more invisible than ever. You keep handing out advice you do not take yourself. You keep saying 'after this next thing' to your own life, and the people around you have no idea because, from the outside, everything looks fine— that is exactly what The Primes was built for.

You didn't start your business to stay stuck. If you're serious about hitting 6 or 7 figures without sacrificing your life, book your FREE Gap Assessment with our team: https://weddingproceo.com/applicationYou keep asking me for a follow up script, and I keep telling you no. This week I'm answering the question I get more than any other: what do I say when a couple goes quiet after a consultation? The short answer is nothing, because a script was never the problem. I'm walking you through why your consultation is ending without a clear next step, how to book that next step on the call itself, and what an actual personal follow up sounds like when you do need to send one.Here's what you'll walk away with:- Why a follow up script cannot fix a consultation that ends without a clear next step- The exact question to ask before a couple leaves the call, and how to book a follow up date on the spot- What a personal, transcript-specific follow up looks like compared to a generic template The FREE Assume Sales Training: 2x your wedding bookings in 30 days, step by step. Thousands of wedding pros have already used it to land more clients immediately! http://weddingproceo.com/freetrainingorgA favorite book of mine: Profit First by Mike Michalowicz https://amzn.to/4lbqZFwAnother favorite book of mine: Buy Back Your Time by Dan Martell https://amzn.to/3lTKLb4 ======================== EPISODE SHOW NOTES BLOG & MORE:https://www.weddingproceo.com/wedding-consultation-follow-up========================Thank you for tuning in to this episode of the Wedding Pro CEO Podcast. If you find these strategies helpful, make sure to share this episode with your fellow wedding pros. And remember, in the world of weddings, it's all about building genuine relationships and showcasing your best work. Until next time, keep shining, CEOs! PLEASE SUPPORT THE PODCAST! LEAVE A REVIEW HERE: https://ratethispodcast.com/swdHave a question you'd like Brandee to answer? Ask here: http://bit.ly/3ZqqPmz Heads up, CEO! Some of the links I share may be affiliate links, which means I may earn a small commission if you decide to purchase, at no extra cost to you. I only recommend tools and resources I actually use and love, and that I believe will help you grow a profitable, sustainable business you're obsessed with.========================Join the Beyond Prompts Boot Camp here!!!Support the show

What really changes when you go from $1 million to $100 million? Surprisingly, not much. In this episode, Christina explores why bigger businesses don't necessarily mean fewer problems, more freedom, or greater peace. From payroll and hiring to leadership loneliness and personal pressure, CEOs face many of the same challenges, just at a larger scale. The real difference? Knowing how to make clear, decisive decisions under pressure and keep moving forward. If you enjoyed this episode, make sure and give us a five star rating  and leave us a comment on iTunes   CONNECT WITH CHRISTINA! Instagram LinkedIn Christinalecuyer.com Book a Free Clarity Call Book Christina For Your Next Workshop

This week, Thomas shares a teaching on becoming grounded to integrate ancestral wisdom and initiate yourself into the digital age in a spiritually centered and holistic way.He explores the perspective shifts that occur in both healing and spiritual awakening, and how we can harness this transformative power to heal collectively and evolve technologically without abandoning spiritual connection.Thomas also discusses the importance of embracing uncertainty to expand your consciousness, what it means to truly process the past, and how to open yourself to your unique, higher calling.✨ Watch the video version of this episode on YouTube:

Ever go into a meeting with a major donor with a plan to ask for a gift, and something throws you off?You leave the meeting kicking yourself because you didn't make the ask. You had a purpose for the meeting, but somehow you got off track, and now you feel like you wasted your time with this major donor.This has happened to me what feels like 10,000 times in my career. And after coaching 651 nonprofit CEOs, development directors, and major gifts fundraisers over the last eight years, I've seen the same thing happen again and again.In this episode, I'm sharing a behind-the-scenes clip from one of my weekly CourageLab coaching calls. We get into the hidden dynamics behind why we back down in major donor meetings, especially with rich, powerful, assertive donors, and what you can actually do about it.What you'll learn in this episodeHow difference and power dynamics can take you off track in a donor meetingHow to relate to rich, powerful people without giving away your own powerWhy you must reclaim your power when a conversation gets uncomfortableThe dynamics you need to understand when it feels hardest to hold your groundWhat really stops you from making the askWhy asking donors for advice can be a dumb ideaWhere confidence actually comes from, and how to strengthen it in tough circumstancesHow to develop a no-pressure fundraising cultureWhy great partnerships are built on honesty, not just transparencyWhy giving donors more information can actually create more confusionIf you've ever felt like your best-laid plans are hard to stick to when you're sitting across from a powerful, rich, assertive donor, this episode is for you. If I were sitting down with you over coffee and sharing the truths I hope would get into your bones, this is that conversation.Every nonprofit founder, CEO and fundraiser needs this conversation. share this with a colleague or friend. DM me the letters CL on LinkedIn if you'd like to learn more about CourageLab and raise more unrestricted major gifts.Want 15 leads in 5 minutes? DM me "Breakfast burrito" on LinkedIn and I'll send you a pdf and 6-minute training to help you generate 15 leads for your nonprofit in minutes. It's totally free. All you need is an email to sign up. DM me "Breakfast burrito" - I'm from Texas, what can I say? - to get your pdf and mini training.If you're an ED or DD of a $1M+ making a difference in your community and you're ready to make bigger, bolder asks, then DM me “CL” on LinkedIn and I'll share details.

Electric vehicles shouldn't just be gas trucks with batteries. They should be entirely different machines. That's the premise behind Tello Trucks' attempt to reinvent one of America's most iconic vehicles.Company bio:TELO Trucks is an electric vehicle company building a mini truck designed to deliver full-size truck utility in a much smaller footprint. The vehicle is engineered for city life, with easier parking, better maneuverability, and strong towing and payload capabilities. The company's core idea is that electrification should enable completely new vehicle designs, not just “gas cars with batteries.”Speaker bio:Jason Marks is the co-founder and CEO of TELO Trucks. He is a mechanical engineer by training, a lifelong vehicle builder, and an automotive safety expert with deep experience in validation, radar/LiDAR systems, and vehicle crash safety. Before Tello, he worked across the automotive ecosystem, and he brings a highly technical, founder-led approach to product, manufacturing, and team building.Five lessons for entrepreneurs:Use a technology shift to rethink the category – Don't just copy the old product in a new form factor; ask what the new technology makes possible. For example, EVs allow for a much shorter vehicle with the same or greater functionality.Start with a niche, but tell a big story – A focused wedge can get you moving, but investors and talent need to see the world-changing vision. Think A, B, then Z.Capital efficiency matters – Small design choices can dramatically reduce material, parts, and manufacturing complexity. Don't ignore the beneficial cascade effect.Customer obsession shapes the product – Direct feedback from users can improve real design decisions, not just marketing. And even better when all your employees want to be customers of your future product.Founder credibility compounds when it comes from lived expertise – Jason's technical background lets him make unusually bold claims because he can tie them to concrete engineering decisions, not just vision.--1️⃣ Join our confidential CEO community.Private CEO group for VC/PE-backed climate tech founders navigating capital, strategy, and scale. Capped at 45 CEOs. → entrepreneursforimpact.com2️⃣ Join 40,000 professionals who get our newsletter.Climate tech finance, strategy, leadership. 2-min read. → entrepreneursforimpact.substack.com3️⃣ Leave a podcast review.If you got value, take 30 seconds and do the community a favor. It helps push more capital and talent toward scalable climate solutions.

What does it take to build a public medtech company that's transforming the future of hearing?In this episode of Startup to Stock Exchange, Seth Farbman sits down with Brent Lucas, CEO of Envoy Medical (NASDAQ: COCH), to discuss the journey of bringing groundbreaking hearing technology to the public markets.Envoy Medical is developing the world's first fully implanted cochlear implant, a breakthrough that could redefine how people with severe hearing loss experience sound. But this conversation goes far beyond the technology.Brent shares what it takes to lead an innovative medical device company, the realities of raising capital, navigating the public markets, telling a compelling story to investors, and why having a great product alone isn't enough to build a successful public company.In this episode, you'll learn:- How Envoy Medical is reinventing hearing technology- Why the company chose to go public- The challenges of building a public medtech company- Why great products don't automatically win in the public markets- The importance of investor storytelling- How fully implanted cochlear implants could transform millions of lives- The emotional impact of helping patients reconnect with their loved onesGuest featured in this episode:Brent Lucas, CEO of Envoy Medical -https://www.linkedin.com/in/brent-lucas-envoy/Whether you're a founder, investor, healthcare professional, or simply fascinated by breakthrough innovation, this episode offers valuable insights into the intersection of technology, entrepreneurship, and the public markets.

In this episode, Simon sits down with Val Coin, the Digital Transformation Fairy Godmother and a systems and technology strategist helping business leaders navigate growth and change.Val shares her journey from hospitality to technology and explains why true digital transformation starts with people and processes—not software. She also discusses optimizing tech stacks, avoiding unnecessary subscriptions, creating clear accountability, and helping accidental CEOs transition from working in the business to working on it.Whether you're a CEO, founder, or operations leader, this episode offers practical insights on systems, leadership, technology, and building businesses that can scale.Key MomentsIntroduction to Val Coin and her digital transformation journeyWhy digital transformation is more than simply implementing softwareWhy businesses should streamline processes before introducing technologyHow to assess whether your technology stack fits your stage of growthWhy growing businesses accumulate too many disconnected software platformsHow to identify duplicate software and unnecessary subscriptionsThe importance of clear organizational charts, roles, and accountabilityThe common challenges faced by accidental CEOsHow leaders can balance working in the business with working on the businessWhy curiosity, listening, and avoiding technology-first thinking are essential to digital transformationTo learn more about Val Coin, please visit her LinkedIn profileTo learn more about via technology, please visit her website.YOUR HOST - SIMON LADER    Simon Lader is the host of The Conference Room, Co-Founder of global executive search firm Salisi Human Capital, and lead generation consultancy Flow and Scale. Since 1997, Simon has helped cybersecurity vendors to build highly effective teams, and since 2022, he has helped people create consistent revenue through consistent lead generation. Get to know more about Simon at:    Website: https://simonlader.com/  Twitter: https://twitter.com/simonlader  LinkedIn: https://www.linkedin.com/in/headhuntersimonlader/    The Conference Room is available onSpotifyApple podcastsAmazon MusicIHeartRadio

What if your biggest leadership limitation isn't your strategy, skills, or team—but a belief you've never questioned? In this episode, Lisa G. sits down with bestselling author Nir Eyal to unpack the hidden beliefs that shape how CEOs see problems, anticipate outcomes, and decide what's possible. From Serena Williams' Wimbledon win to the science of attention, agency, and mental contrasting, Nir reveals why beliefs are tools—not truths. They explore how leaders can test assumptions, challenge organizational limitations, and plan for discomfort instead of relying on positive visualization. If you want to think more clearly, lead with greater agency, and achieve breakthrough results, this conversation will challenge what you believe is possible. Ready to challenge the belief that's quietly limiting your leadership? Listen to the full episode, then explore Nir's work at NirAndFar.com and read Beyond Belief. Don't just change what you do. Change what you believe is possible.

In this episode of the Shared Practices Podcast, we explore what it truly means to step into the role of CEO of Your Dental Organization. As a dental provider scaling from a solo operation to a multi-practice group, your leadership leverage increases significantly as you multiply your impact across a larger team. However, elite dental leadership requires shifting your mindset away from strictly clinical work and focusing on three distinct horizons: long-term vision, medium-term strategic planning, and short-term execution.To achieve sustainable dental growth, your business vision must be rooted directly in your personal life goals. Because the CEO of Your Dental Organization ultimately serves the practice owner, every strategic decision should align with your desired income, clinical schedule, and vacation time.Here is your framework for mastering dental business strategy and leading your practice:Design Your Life First: Define your ideal schedule, target income, and preferred dental procedure mix (such as focusing heavily on surgical implants). Let those personal goals dictate your dental practice's long-term destination.Focus on the Bottleneck: Adopt an Elon Musk-style approach to daily dental management by identifying and spending your administrative time solving only the single biggest constraint facing your business each week.Play the "Whac-A-Mole" Game: Understand that solving one dental growth constraint—such as hiring a third hygienist to improve patient flow—will immediately trigger the next bottleneck, like needing to fill that new hygienist's schedule.Translate Vision to the Team: Convert your personal dental ownership goals into a team-centric mission. Emphasize how adding an associate doctor improves patient access to dental care and provides the staff with more flexible schedules.Enforce Core Values: Establish a shared set of actions to define your dental practice culture. Use these core values to ensure your team's behavior stays on course, allowing you to quickly identify and correct toxic team members.Ready to take the next step in your dental practice journey? Visit https://sharedpractices.com to learn more about our Buyer Representation and Coaching services, designed to help dentists buy, grow, and optimize profitable practices. You can also use our Free Look to evaluate dental practice opportunities with real data before making a decision. For daily Dental Moneyball insights, strategy tips, and updates, follow us across our social channels.

Cynthia Ruiz is a Professor, Executive Coach, Best Selling Author, Inspirational Speaker and Leadership Expert. Receiving over 75 accolades and awards for her leadership and service to the community.     Welcome to the Conscious Millionaire Show - Become an Ultra-Performer. Now 3X week M / W / F   Are you an Entrepreneur, Founder, or CEO? Revenues $250K to $5M? Sign up for your Breakout Session...get custom steps to build a fast-growing, highly profitable business that makes an impact.     BREAKOUT SESSION - Book it Now     Join Host JV Crum III, with 2 exits and over 75M revenues in his companies, he is the Ultra-Performer Advisor for Founders, Entrepreneurs and CEOs ready to achieve at your the top 1%.     SUBSCRIBE to Conscious Millionaire Show     Season 12 of the award-winning Conscious Millionaire Show. The World's #1 Ultra-Performance podcast. Millions of Listeners. 190 countries -- Inc Magazine "Top 13 Business Podcasts" with 12 seasons and 3,200+ episodes.

Tucker Carlson says he's socially conservative and economically liberal. That's where we think the trouble starts. The $20 burrito may be real evidence that Americans are getting crushed by higher prices, but blaming investors, rich CEOs, and "free market capitalism" misses the actual argument. Nate and Chuck break down Tucker Carlson's comments about affordability, capital gains taxes, the purpose of an economic system, and the massive CEO-to-worker pay ratios that make people furious. Then they pull out a calculator and ask a very simple question: if you took a CEO's entire compensation and gave it to the workers, how much would their lives actually change? The conversation gets into libertarian economics, incentives, investment, government intervention, the Federal Reserve, monetary policy, and why politicians have such an easy time selling immediate solutions to complicated economic problems. There's also a bigger political problem. If voters correctly recognize that the economy isn't working for them but incorrectly identify the cause, the "solution" can easily become more government power. Finally, Nate and Chuck look at Argentina and Javier Milei as an example of a radically different approach: government doing less instead of promising to manage everything better. Subscribe or follow Good Morning Liberty, like and comment where your app supports it, share the episode, and leave a rating or review. 00:00 Opening and Back-to-School 02:15 The $20 Burrito Affordability Debate 05:15 What Should a President Actually Do? 07:45 Does an Economy Need a "Purpose"? 12:30 "Economically Liberal" and Socially Conservative 13:30 Capital Gains, Taxes, and Investment 18:30 Affordability and Blaming the Free Market 24:00 The CEO-to-Worker Pay Argument 29:45 We Run the CEO Pay Math 35:45 Blaming the Rich Misses the Real Source 40:15 Why Easy Economic Promises Sell 44:15 Argentina, Milei, and Government Doing Less Join GML: joingml.com All GML Links: gml.bio.link Watch All Episodes: https://www.youtube.com/playlist?list=PLi78svKlBr_8o0dDOX8DxO_Wwxu6WYhhA Watch Host Favorites: https://www.youtube.com/playlist?list=PLi78svKlBr__Zu40RL7mWxCuOOe54zgy2 Join the Fed Haters Club: https://www.goodmorningliberty.us/fedhatersclub Martens Minute: https://martensminute.podbean.com/ Merch mentioned in the episode: godhatesfeds.com  

Companies are spending billions on GPUs, data centers, foundation models, and AI infrastructure. But what happens when the network connecting all of it cannot keep up? In this episode of Tech Talks Daily, I welcome back Avi Freedman, co-founder and CEO of Kentik, five years after our previous conversation. Avi has been operating large-scale networks since the 1990s, including more than a decade at Akamai, and brings a rare combination of founder experience and hands-on knowledge of how the internet actually works. We discuss why network performance is becoming an important factor in determining the return companies receive from their AI investments. If organizations cannot move data efficiently to models or deliver inference reliably to users and applications, expensive compute infrastructure can sit waiting while performance suffers and costs increase. Avi explains what technology leaders should measure to determine whether their network is helping or hindering AI workloads. This includes establishing performance baselines, synthetic testing across cloud and AI providers, understanding dependencies across the digital supply chain, and using observability to identify what changed when performance deteriorates. The conversation also examines network intelligence and why collecting telemetry alone is not enough. Organizations need to connect network data with the applications and users affected, understand historical behavior, determine which problems matter, and give network teams enough context to act quickly. Agentic AI introduces another opportunity. Avi explains how AI agents can increasingly perform the work of experienced network engineers by monitoring baselines, investigating alerts, troubleshooting problems, and recommending actions. But fully autonomous networks remain some distance away. Most enterprises currently want humans deciding whether significant production changes should be made. That leads us into governance. As businesses give AI systems access to increasingly important infrastructure, credentials, permissions, guardrails, and oversight become major considerations. Avi warns about ungoverned AI systems gaining proxy access to corporate infrastructure and explains why companies need clear boundaries around what agents can see and do. We also revisit a lesson from decades of internet infrastructure: individual components will fail. Rather than attempting to create networks that never fail, businesses should design for resilience through redundancy, over-provisioning, monitoring, and architectures capable of continuing when something inevitably breaks. For founders, CIOs, CTOs, network engineers, and infrastructure leaders building around AI, Avi offers practical advice on observability, network resilience, autonomous operations, AI infrastructure, and knowing when networking expertise should be developed internally or brought in from elsewhere. And we finish somewhere unexpected: how CEOs can use AI to make better decisions by explicitly asking it to disagree with them. Avi explains why turning AI from a sycophantic assistant into an argumentative colleague can expose weaknesses in an idea, improve communication, and help leaders test their thinking. AI may be transforming software, compute, and business operations, but none of it works without connectivity. As AI becomes part of the operational backbone of the enterprise, understanding the network underneath it becomes increasingly difficult to ignore.

The opening hour of CNBC's "Squawk on the Street" with Carl Quintanilla, Jim Cramer and David Faber is broadcast each weekday from the floor of the New York Stock Exchange, on site at the opening bell with the up-to-the-minute news investors need to know and interviews with the most influential CEOs and greatest market minds. Squawk on the Street Disclaimer Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Executive Coach Neal Schore says that fear-driven habits are quietly stealing at least an hour from your day, every day. Drawing from decades of coaching founders, operators, and unicorn CEOs, Neal explains how anxiety about being fired, judged by boards, or seen as “not enough” leads to endless Slack chains, diluted meetings, and mental “swirls” that crush focus and time. Neal and Entrepreneur Editor in Chief Jason Feifer unpack why good things often start with worst-case scenarios (like getting fired), how to stop overcompensating out of fear, and why managing you—not everyone else—is the only way to reclaim your calendar. He shares practical tools from his new book, The 25th Hour, like the “clarifying question” that can turn a 7-hour crisis into a 7-minute conversation, the devil/angel metaphor for fear versus real performance issues, and a simple five-minute “swirl limit” to stop catastrophic thinking from hijacking your nights and weekends. If you're a founder or senior leader stuck in loss-aversion, overcommitting to boards, or living in constant “what if I get fired?” mode, this conversation shows you how to get out of your own way, protect your time, and even see job loss or client churn as the start of better fits—not the end of your career. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Alex Zubko shares what she is seeing inside organizations trying to make AI transformation actually work. Alex has been in the AI trenches since 2022, when she pivoted a company into AI right as ChatGPT launched, and she now works with private equity firms, fintech companies, and beyond, doing everything from education to hands-on consulting to executive coaching. She and Andy dig into the gap between the headline statistics on AI usage and what is really happening, and why making a tool available is not the same as people using it. Alex lays out her three Ts, training, time, and tools, and explains why organizations that skip any one of them will not see the adoption or the returns they expect.Alex and Andy also explore the pressure CEOs feel from their boards, and the irony that the leaders asking the biggest strategic questions about AI are often the ones using it least. She unpacks the J curve of productivity, why treating AI like a new intern is a more useful mental model than treating it like software, and why so many teams struggle to hand work to AI when their own processes were never written down. The conversation covers what the best companies are doing, from ambassadors and centers of excellence to hackathons and channels where people share AI fails, and closes with practical guidance for L&D professionals on leading by example, anchoring AI change in the organization's mission and values, and remembering that the human judgment is the whole point.I hope you enjoy it! As always you can learn more and connect with me on my website (andystorch.com) or LinkedIn. And you can find my books - Own Your Career Own Your Life and Own Your Brand, Own Your Career - on Amazon.Connect with Alex Zubko: LinkedIn | alextalksai.com

You are losing sales every time a customer says it is too expensive, they need to talk to their spouse, or they want to check with another agent first. On August 20th at noon CST, Michael is teaching a free live training on exactly how to overcome objections in the auto conversation.