Podcasts about Chick

Footy Fiddle Faddle AFLW Semi Finals with Fiona Newton from Chick's Talking Footy. Hear the predictions, the highs and the lows as we step into semi finals of the AFLW. The post Footy Fiddle Faddle AFLW Semi Finals appeared first on JOY Breakfast.

The Chickster talks Reds baseball with Dave "Yiddy" Armbruster, Bengals vs Steelers with Bengals legend Jim Breech, UC football with producer Sean McMahon and high school football playoff talk with Greg Shoemaker of Tristatefootball.com. Chick also takes our calls to talk about your favorite gameday traditions.See omnystudio.com/listener for privacy information.

The Financial Chick 11-14-25 by JVC Broadcasting

On today's Extra, Kristi # 10, Tom's music, & Chick's TV Watching Learn more about your ad choices. Visit podcastchoices.com/adchoices

The guys go around the NFL, hitting on the latest with the Bills, Chiefs, and Patriots while debating whether the Bills still have a realistic chance in the AFC East. Larry Blustein joins to preview the biggest high school playoff matchups across Florida and break down statewide college football storylines, including FSU, Florida, USF, and more. Plus, the crew notes a fun Panthers promotion that rewards fans with free Chick-fil-A whenever the goalie records 30 saves

This week, the Queens are crunching on Chick-fil-A's latest foray into the grocery store. Are waffle chips able to replace waffle fries in our hearts and our lunches?

'In-ovo' sexing, or determining the sex of an egg before it hatches, has long been seen as a potential solution to the problem of male chick culling at hatcheries. Methods of in-ovo sexing have historically been invasive and difficult to apply at scale, but today we're spotlighting a company with some revolutionary tech that could change that. Jennifer Volz is the Head of Global Business Development at Orbem, a Germany-based company using MRI technology and AI algorithms to make mass in-ovo sexing achievable for only a few cents per egg. Orbem's tech is already in use at several hatcheries in Europe, and Greg caught up with Jennifer at their Houston office, where they're quarterbacking the company's expansion into the US. Jennifer delves into the scale of the male chick culling issue, how Orbem's tech aims to solve it, and why their success could have implications that extend far beyond the egg industry. 

This week the AFLW hit round 1 of finals and Fiona Newton from Chick's Talkin Footy is always there to lend her voice in case you missed any of the... LEARN MORE The post AFLW Finals round 1 appeared first on JOY Breakfast.

Chick-fil-A is absolutely changing the game with this new item...

11.13.15 Hour 4 1:00- Chick-fil-A is absolutely changing the game with this new item... 23:00- Barry Svrluga from the Washington Post wrote a story discussing last year's Commanders team being a fluke vs this year's team being a blip... What do you think?

Here's what we're reading, recommending, and revisiting this week.Catherine's library find is Seriously Good Chili Cookbook: 177 of the Best Recipes in the World, which prompted a look at other celebrities who've published cookbooks (and a shout-out to their savvy publicists and unsung ghostwriters). Mentioned: Kevin spills the chili on The Office and the 2010 Primetime Emmys opening number.​Terri's random recommendation is her daughter's new employer, Chick-fil-A! Get yourself some waffle fries to celebrate. Mentioned: "Chick-fil-A (...But It's Sunday)" from Bobby Bones.Bonus content: You can hear our thoughts on Dancing with the Stars every Tuesday night on YouTube; here's our chat on this week's episode (week 9, celebrating the show's 20th birthday).In the archives, we checked in on an episode from 2019, Parenting Do-Overs. Mentioned: The Ministry of Time by Kaliane Bradley.Next week's lineup: Lost S4 E4, "Eggtown," on Tuesday, November 18The Lowdown S1 E2, "The Devil's Mama" on Wednesday, November 19Weekly roundup on Thursday, November 20Until then (and anytime you're in need), the archives are available.​This episode was recorded in front of a live audience ... of dogs.

How do you go from knocking on doors in the snow to running a referral-driven, tax-focused retirement firm? Hamilton Brandenburg shares his path from Chick-fil-A's “my pleasure” culture, to prospecting at Edward Jones, to launching a fee-only practice built around tax-smart retirement planning. A near-lapsing whole life case pushed him toward a model where taxes, decumulation, and clear service rhythms give clients real value they can feel.Hamilton talks about the habits that mattered early, how they evolved into surge meetings and a proactive review schedule, and why retirees need more than pie charts. They need coordination on withdrawals, Roth conversions, Social Security timing, and account sequencing that keeps lifetime taxes low.We also get into the chapter where he built a virtual practice from a 46-foot fifth wheel while raising four kids, and how remote work forced cleaner systems and sharper communication. He shares practical advice for advisors going independent and simple ways retirees can evaluate whether an advisor is really planning through taxes.Social:https://www.linkedin.com/in/hamilton-brandenburg-9a361b12b/Is it in this episode was obtained from Bensound.

"My baby went from fussy to lifeless in hours—by the time we reached the PICU, they said he might have had six hours to live." In this episode, TikTok Influencer and Medical Mom Marlee Brandon, a pediatric speech-language pathologist turned full-time mom, shares the whirlwind diagnosis of her 12-month-old son Bain with Type 1 diabetes and severe DKA, the traumatic hospital stay, and the everyday advocacy that followed. Raw, practical, and deeply hopeful. Why this episode matters Emotional clarity: what a Type 1 diagnosis really feels like in infancy Practical advocacy: scripts, choices, and language that help toddlers cope System gaps: when even major hospitals say "we've never seen this in a baby" Hope forward: raising a confident kid who knows why care matters What You'll Learn Early signs & ER visit: how "ear infection" symptoms masked T1D in a baby DKA in plain language: what "acidic blood" means and how PICU treats it The learning cliff: carb ratios, breastfeeding while dosing insulin, and why it's OK not to "get it" on day one Toddler coping: give choices, narrate care, build independence Rebuilding trust after mistakes: when training/tools aren't perfect Finding your people: groups, podcasts, and creators who answer "what now?" Timestamps 00:00 Meet Marlee (pediatric SLP → motherhood) 01:40 Why speech therapy & pediatrics 03:55 Bain turns one → sudden "ear infection" → nonstop vomiting 06:30 Small-town ER: "He has diabetes" (dismantling stereotypes) 08:35 Life-flight & PICU: severe DKA, hourly sticks, no food for 48 hrs 10:20 Turning the corner: energy returns; the six-hour window 11:22 "I don't understand this"—carb ratios, nursing, overwhelm 13:05 "We've never seen this in a baby" at a major children's hospital 15:23 Tears → handing tasks to partner → first solo shot 17:20 The Chick-fil-A moment: necessity builds confidence 18:44 Finding community: Facebook groups, YouTube, TikTok 19:55 Narrating care for toddlers—SLP tools that build trust & language 21:19 Offering choices: stickers, shot sites, pushing the button 22:53 Caregiver reality: self-care with very young T1D 24:32 Why daycare felt unsafe: syringe mix-ups & trust 25:54 Joy check: rocks, crafts, and a kid excited by everything 27:56 Best resources for newly diagnosed families 29:52 "Diabetes doesn't define your life." Marlee Shares that... "Type 1 isn't about weight or diet—my baby was still nursing." "They told my husband he probably had six hours to live." "I thought I needed nursing school to understand our endo." "I won't chase him with a shot. I explain why—insulin keeps you safe." "You can be anything and do anything…and have diabetes." Resources & Links Support communities Diapers & Diabetes (Facebook group for infants/toddlers with T1D) Juicebox Podcast Related Child Life On Call resources Explaining shots, blood draws and vaccines to kids   SupportSpot App (by Child Life On Call) Procedure guides, coping plans, journals, and parent resources to feel prepared and advocate with confidence 

Tiff and Kristy spell out what it takes to onboard to the best of your ability. They touch on the questions a hiring manager should be asking themself during interviews, how an applicant will be learning about your practice, the appropriate vibes to give out for your business, and more.   Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello Dental A Team listeners. I am here with you again today with my fave podcaster I'm sorry rest of the team. She's got that title right now. She's got the crown Miss Kristy is here with me today And this one we had to talk about it beforehand and I'm excited. I'm now excited for this We had to brainstorm a little bit before recording this podcast to ensure we were on the right track and like minded on this which I think speaks volume to the   you know, podcast topic, but also to how well our team works together and how well our team really is bonded. And Kristy, before we get into today's topic, first of all, welcome. Thank you so much for giving me, it's Monday today, so giving me your Monday afternoon so we could record a couple of podcasts. How are you?   DAT Kristy (00:50) Good, I always look forward to my Mondays when I get to spend them with you.   The Dental A Team (00:54) Thank you. I used to do these on Fridays, which was like, it's a fun way to end of the week. But I was like, I think it's a fun way to start the week too, because we get time together. And then I just like them better on Mondays. So hopefully you guys do too.   DAT Kristy (01:08) I agree.   The Dental A Team (01:10) So today's podcast, you guys, if you're subscribed to our newsletters, you know that our podcasts kind of follow the same topic and genre of our newsletters. If you're not subscribed to our newsletters, hop over to TheDentalATeam.com, hit subscribe because there's actually, I mean, we follow the same cadence and the same topics, but they're gonna be a little bit different. So if you're looking for more information, a lot of times they have downloads in them too. So if you're not subscribed, go do that.   Our marketing team would love me for that little plug, but truly if you're not getting those yet, you should be, so go grab them. ⁓ Today's topic may be, I think today's topic on podcast might be a little bit different than topic by newsletter. And Kristy and I wanted to take a stab at really kind of switching the mindset on this space. And Kristy, think I'm gonna like boost our egos. I think you and I actually do really, really well.   at seeing something and flipping it and being like, well, what if we looked at it from this angle instead of that one? I think you and I actually do really, really well at that. So thank you for working together with me on that. Today, you guys, your newsletter coming through, like I said, it's gonna be a little bit different. Today's podcast, we're really gonna be talking about not off-boarding, like what to do, how to let someone go, because we're really not here for that. Like the consulting team is here for...   doing everything we can to hire the right person and to make sure that there's complete clarity around everything that each individual is doing, that the path is set and you actually have no questions about keeping them on or off boarding them. Like that's in your court, that is not in our court. So we thought it would be more beneficial and more fun for the two of us to really talk about onboarding correctly and like even before you're onboarding, what that looks like.   Kristy, I think this might actually be fun. I'm just spinning us a little bit, but I kind of want to talk about us attracting you into the Dental A Team because you haven't always been here, right? We have met you, Kiera, I have met you a long time ago, but you haven't been with the Dental A Team forever, even though to us and likely to all of our listeners, it does feel like you have been a part of this team since   DAT Kristy (03:20) No.   The Dental A Team (03:33) the very beginning, which I think also speaks volumes to our topic today because that goes right along with what we're thinking. Now, how did that happen, Kristy? Like, how did Dental A Team, how did we attract you? You found us. ⁓ We are so thankful for it. But how did we attract you, who fit so seamlessly into the dynamics of our team, our goals?   you literally like consult just like we do like everything about you embodies who we are. How is that possible? How did we do that?   DAT Kristy (04:11) Yeah, you know, with every place you go, there's little things that may change a little bit, but the heart of things don't change. And so you're right, if we align not only in process, but also culture. so ⁓ when it came time for my journey to shift and change, it was important to find the like minded space and people. ⁓   not only for me to help them grow, but for you guys to help me grow, right? Like they say, look around who you surround yourself with because you're kind of like the top five people you hang around, right? And so ⁓ it was really important for me to find that culture and process both, you know, and I'll make sure we were aligned.   The Dental A Team (05:05) Yeah, thank you. I think if you guys can hear what she's saying, right, Kristy's saying that she was able to see that she was in alignment with who we are as humans, that our goals, our vision, our company standards really aligned with Kristy. While there might be some caveats and some spaces of learning or some spaces where it's like, okay, I thought it would look like this, but let's try this or and let's try and let's create this. ⁓   DAT Kristy (05:07) Yeah.   The Dental A Team (05:34) That's massive because offboarding, offboarding does, it's not easy, you guys. It's not, there's not an easy peasy process that takes emotions out and just makes it to where you're the robot that can easily just fire people whenever you want. What I do instead is I try to make sure that I'm representing our company to the best that I possibly can in everything that I do. So when I'm going through, I'm the hiring manager for our consulting team.   When I'm going through, I'm doing the same thing Kristy said she's doing. I'm looking to see, does this candidate align with who we are? the response is coming back in alignment with how we speak to each other or how we speak to clients. Is it in alignment with what I would love to see a timeline as, right? Like I've gotten, I've had candidates where I'm like, my gosh, their resume is fantastic. This is the experience that I want, spot on.   I'm gonna reach out to them and I don't hear from them for like a week. I'm like, well, that's not in alignment with us. And so ensuring that on both sides, we're taking a step back and we're questioning the alignment of those pieces, I think is a huge, huge reason why it's been successful. Now, in order to do that, this is a caveat, you guys. You can't just show up and just,   expect everyone to know how to show up, right? You've got to really lead by example. And in my opinion, we are leading by core values, mission and vision. We are driven by the why of this company. And that is what attracts people. That's what attracted Kristy. Kristy was attracted to the why of our company, our mission, our vision.   and how we show up, which are our core values. I show up in our core values, Kiera does, Britt does. When Kristy came to the interview, she was like, okay, got it. I can see it in real life. So Kristy, as an outsider, you're applying for a job. In what ways were you able to see that we did have an alignment or at least enough alignment to say, let's explore this in that... ⁓   hiring process, like in the application process, you're sending your resume outside of listening to us on on podcasts, I'm thinking how can offices kind of emanate and represent that in a space where like minded people can find them?   DAT Kristy (08:06) Yeah, if I'm understanding you correctly, think it's truly... ⁓   You have to make sure you're painting clarity for people on, you have to speak your culture. Like for instance, how many times do we talk to our own clients and say, do you have a mission statement? Do you have core values? And they'll be like, yeah, we do, somewhere. You know what I mean? You have to live it and you can't just say, yes, I have it. You have to show that you have it and you use it and it means something.   The Dental A Team (08:37) Mm-hmm.   DAT Kristy (08:47) Right? And so when I found you guys, you could recite it. You lived it. You wove it into your process. Right? And it told me that it means something to you and you live by it. Like it's our code of conduct, if you will. Right? And it can't just be put in a drawer. You have to keep it alive in order for it to serve the ultimate goal and mission, if you will.   The Dental A Team (09:15) Mm hmm. Yeah, I totally agree. And it's just a it's a rep an outward representation. And so I think even in our job ads, right, and I know I work a lot with clients on this. I know I see you guys doing it, too. I know Monica just helped a client last week with some job ads. But making sure those job ads speak to you because I can write a job ad. But if you copy and paste the job that I wrote, even writing it for you, even my clients that I've worked with for seven plus years,   DAT Kristy (09:16) Thank   The Dental A Team (09:44) I can write it for you and I know you, but unless you go in and speak some of yourself into that ad, it's not gonna hit, it just doesn't resonate. And so a lot of practices too are very different than who I am. So if I write your ad and I attract me to your practice and your practice doesn't, you're not me, that person is likely not gonna be a good fit.   DAT Kristy (09:51) Mm-hmm.   Right.   The Dental A Team (10:13) Right?   It's just, she could or he could for sure for the, maybe for the long run, but attracting that like-minded person takes really being able to know who you are and who you want to show up as and then doing that every single day. It makes me think of like, if I went and applied at Chick-fil-A, I know exactly how I'm supposed to show up. If I apply at Target, if I apply at Starbucks, I know exactly how I'm supposed to show up.   Dutch Bros. I wouldn't apply at Dutch Bros because it's too much energy output. I know that, right? But if I can go to Starbucks where it's still energy output, but not quite as much, it's a little tamer of a coffee process, I really want to be a barista one day. That's why I'm saying these. I would love to be a barista. ⁓ But I'm going to judge it. I'm going to judge where I'm applying based on those aspects. My son did the same thing. His first job even, he's looking at, is this a company I want to work for?   Is this a company that I can represent and be happy at? Because no matter what he understood as an employee, he's walking in as a representation of that facility. And if it's not a company that he is in alignment with, either what they're doing, he doesn't understand what they're doing, or he's not excited to be there himself, he knows that he's not gonna be able to represent that and he's gonna be a really just angry human.   And if they're not happy, that's where off-boarding comes in, right? Like now you're into the space of like this kid, dang it Brody, like you suck. He's like, yeah, cause I hate working here. Got it. Right. Or he sees like team members, employees that are like not loving life. Like he's judging these entry level positions based off of that. So to be in a position where we're high level, we're getting paid way better. We've got some schooling behind us.   DAT Kristy (11:48) See you.   The Dental A Team (12:07) Most of us at least see ease at least some sort of knowledge base or trying to get our foot into dental We're looking at those things as well Like how are people showing up and Kristy as I'm saying that I'm like that might be something that even is lost in the old like drop your resume off at the front desk like used to be able to drop it off and see what it was like to be like, ⁓ This is a place. I want to go or ⁓ okay, like   DAT Kristy (12:26) Yeah.   Mmm.   The Dental A Team (12:32) on and jot that down.   Yeah, so we lose some of that like visibility. But I do think this day and age people are looking at social media, people are looking at websites and people are researching. I know when we get when we get finally to the interview process, if I'm talking to a person who hasn't researched us, and they don't know who we are, they don't know how we show up, they haven't looked at the website, I'm like, well, that might not be a great fit. Because for our culture,   You've already done that. You know you fit and you're excited to work with us. You know?   DAT Kristy (13:04) I agree with you,   Tiff, so much. And I love that you use Dutch Bros. Hopefully everybody, even if you don't drink coffee, they have other things. But ⁓ I'm with you. I couldn't work at Dutch Bros. I appreciate what they do. But it's funny how many times that situation happens in practices and we want to make the employee wrong. And truly it was our process because we attracted the wrong person. I mean, if Dutch Bros. was attracting an introvert,   The Dental A Team (13:26) Hmm.   DAT Kristy (13:33) they'd be off boarding a lot of people, right? And so instead of, I mean, I like to say, I mean, when you and I looked at this topic, I literally was like, well, heck, if we're off boarding that many people, we've got to take some ownership on that side. You know, just like our patients, if there's attrition, we have natural attrition, they move away or death, that's gonna happen with employees too. But if we're having to off board a lot of employees, I think it's time that we take a step back.   The Dental A Team (13:36) Agreed.   DAT Kristy (14:01) and go, how are we attracting and who are we attracting? ⁓ One of the things with, we spoke about core values and our mission statement. I also think like, it's just not our why. And you made mention of this. It's also how we behave and how we show up. It's the why, the what and the how. And we get commitments around that. And if we're not getting that,   I'm always about extreme ownership. So how can I take a step back and attract the right person, attract the extrovert to Dutch brothers, not the introvert to, right? Because we're ultimately setting ourselves up for failure and for the person too. We didn't do right by them if we hired the introvert at Dutch brothers.   The Dental A Team (14:39) correct. Yeah.   I agree. And I think something you said there,   that's the like Simon Sinek, like what, what, how and why, right? And I think something that most practices nail is the what. We know what position we need to hire. We don't nail the how that position shows up for our company. So what, what is the how behind how that position contributes to our team? How do they show up for our team? And how do they show up for the patients? Meaning what is the job?   DAT Kristy (15:03) Thank   The Dental A Team (15:19) that they're doing and what are the metrics that tell us they are doing that job or not? Because oftentimes we also get stuck in the ⁓ mundane like feelings and emotions. And I'm not here to say that a stellar person, know, somebody, I've seen it. I've seen a manager who had stellar collections and like top-notch collections but couldn't communicate with the team. That's an issue, but that's a metric too. Like are we,   You know, how can we tie those things to the metrics? So if we can say your extreme ownership is massive, because if we can say as a leadership team or as an owner, I've done everything I can, they have complete clarity, I've had the conversations, offboarding then is much easier. Offboarding is difficult when there's still confusion, when either that person is gonna be confused because you let them go because they had no idea they did anything wrong.   or if you're confused because you can't even pinpoint why this person doesn't work with your team, you just know they don't work. That's the confusion. the what and the why. So what is the position? Why do you need it? And then how do we show up for that position? And what's the clarity around what that person's supposed to be doing?   DAT Kristy (16:41) I love that you say that, Tiff, because how many times do we even identify, let's just take an easy one. I need to hire a greeter, right? And they need to smile and they have to be able to answer the phone too, but it isn't just answering the phone. It's hearing the warm smile and we do it this way. How much of that did you portray? And even how much of that did you include in your interview process?   The Dental A Team (17:07) ⁓ uh-huh.   DAT Kristy (17:08) you know   what I mean? Did you have them answer a phone? This is really ⁓ a different way of looking at things, but I learned a different process when I was in practice where ⁓ at the end of the applying, it says, do not submit your resume. And we wanted somebody with detail. And so the people that submitted their resumes, mean, some of were great, but we threw it out, right? And we never ever   We also took bias, like people bias out of it. And so our first interview was always over the phone without seeing them. And we would instruct them to call at a certain time and how to handle the call. Like you're gonna schedule me an appointment for, and we wanted to hear, like we gave them specifics and hear how they deliver. Can you see how that then starts to align with our how and why? We painted the clarity of what to do.   and then listened for the results and saw how naturally they fit, if you will. It's a different strategy, but.   The Dental A Team (18:11) Absolutely, we used,   it totally is. used to do, ⁓ what's your favorite, respond to this with your favorite ice cream in the subject line or your favorite candy or your favorite baseball team. I've got offices that are in Chicago and you know, there's the Cubs and the White Sox are both Chicago. So it's like, what's your favorite ⁓ baseball team? Not to say, I love that baseball team too or yes, Sprinkles ice cream is the best, but to say, you caught that detail.   in there and I love that you said that, Kristy. used to, Kiera and I once upon a time had a recruiting company. We are not doing that anymore, everyone, and it is hard. I hated it. It was a long time ago. We don't need to go back there, but that's how I used to schedule the interviews. I would say, awesome. I will chat with you on Tuesday at 2 p.m. You call me. So if they didn't call me, if they missed that interview, they were out. It was an automatic out for me, or if they called late, but I do agree.   with getting the preliminary done, not having a face-to-face for the first time, listen for the details of what you need for that position. So if you're hiring a billing rep and you get someone you're like, I didn't love her on the phone, well, she's not talking to you, she's talking to insurance companies. So that might be okay. But if you're hiring a greeter that you're like, she was super shy, she didn't really, like she wasn't super forthcoming, she didn't have any questions for me, it wasn't engaging, is your patient gonna enjoy talking to that person on the other side? But then flip side of that, Kristy, I think you mentioned   something really, really beautiful you said, if we're hiring a greeter and we want that smiley personality, we want that bubbly person, like you're hiring for those things, but I've also seen practices, and this drives me a little nuts, I've seen practices that are like, I want the bubbly person who's building relationships with the patients, they're smiling, they're making eye contact, and they're excited to see the patients as soon as they walk through the door, they also answer the calls and they can pass it off. You find that person.   DAT Kristy (19:52) You   The Dental A Team (20:08) Right? And then they're like, her details suck and she can't multitask. Well, guess what? Those are two very differing personalities and you got to choose your heart. If she's stellar at building the relationships and your patients are fine waiting five minutes in the front lobby because she's sitting there talking to them and they're not angry when they go to the back, might be okay that she didn't call the insurance company for whatever, you know, whatever detail was.   miss, like then at that point it's do we have clarification of roles and are the duties in the right seat? Because personality will make a massive difference to the results that you want and you've got to figure out the type of person that you want in those seats as well.   DAT Kristy (20:46) Okay.   Yeah. The other factor in that too, Tiff, and I think in a way you touched on it was, it a skill thing or a will thing? You know, we've got to understand and also set benchmarks for time, right? I literally was talking to a practice last week and I just kept hearing, don't have time and we don't have time. And I'm just thinking, you know, we can always say, well, when I learned back in 19, whatever,   The Dental A Team (21:04) Yeah.   DAT Kristy (21:24) go there, but you know, we were just thrown in and that doesn't mean it's the right way. It doesn't mean it's the right way. And you know, we owe it to people to give them the time to onboard them and show them what we want. And it goes back to how you said, choose your heart. The time we spend early will reap rewards.   The Dental A Team (21:48) Totally agree. I think that's brilliant. we have worked so hard on our onboarding process to match it with our expectations and to match it with our core values and our mission and our vision because we want our team to be onboarded correctly, not willy-nilly. It was kind of like haphazard. honestly, we've hired a lot of amazing people and a lot of people who   They were, they are amazing humans. We've not hired anyone who's not an amazing human. I have loved everyone that we hired, but they may not have been the right fit for us, either at that time or just in general. It doesn't mean that they're not a good person. It just means that it didn't fit. And I am a firm believer in any aspect of life. If it's not fitting for me, it's not fitting for them either. It's not, there's no way.   we can coexist with one of us not working out and the other one working out. It just doesn't work that way. So this was so much more fun than the original topic we looked at. Thank you for taking that.   DAT Kristy (22:53) Yeah, agree, agree. Yeah, I'm with you   Tiff. mean, if we're off boarding so many people, let's just take a step back and focus on our onboarding and how we can choose differently. So, cause it's not fun off boarding. It isn't.   The Dental A Team (23:08) No, no,   and I don't want that to be like, eventually that is gonna be a conversation. It is a protocol that you do need to have in place. It should be very simple. There should be no questions asked and the person should be like, yep, got it, okay. They might still be angry, that's fine. That's an emotional situation, but there shouldn't be questions around it. And if you need help building that, fine. We've got references, we've got information, we've got documents we can help you with, but realistically,   take a step back and say, how can I prevent the need to off board someone? I want everyone here forever. having that protocol, sure, got it in our back pocket for if it is necessary, but how do I prevent that need? I don't want that at all. So go back through your hiring process and look at the team members that hired well. Like I'll look at Kristy and say, how did I attract Kristy to my team? How did I attract Trish to my team? Like Monica, to my team, Monica was a   referral from Trish because Trish knew that this was a fit for Monica. Trish knew it was a fit for us for the same reasons Kristy did. I actually, we didn't even realize until after Trish started the hiring process, she knew me previously, didn't even realize because it was a different space of life that we were connected. She applied to our company because she wanted to work with our company, not because of me. So it's just really cool to watch those things happen. So moving forward with hiring, I look at   DAT Kristy (24:28) Yeah.   The Dental A Team (24:34) the consultants that I have, Dana, and I say, what attracted this human, this perfect specimen of a consultant to our company? And how do I emanate that in the information I'm putting outward? Like the podcast, the job ads, those pieces, how do I make sure that I recruit those people again?   DAT Kristy (24:54) I agree with you. And you mentioned this early on too. One of my biggest tips would be make sure you're speaking to that employee in the beginning of your ad. So many times people write it about themselves. This is why, you know, but they're buying into what it's an emotional thing that it's going to bring to them. So make sure you're speaking to that, you know, on the onset of your.   The Dental A Team (25:20) I totally agree with you. That is a massive point. We get caught up in wanting people to want us. We want people to want to work with us. And I do want people to want to work with us, but I want people to first see themselves in the job, in the person that I'm describing. I want them to be able to check, check, check, say, yes, that's me, yes, that's me, yes, I want this, yes, I want to work with this company.   DAT Kristy (25:43) 100%. Yeah.   The Dental A Team (25:45) Awesome. All right, guys, I hope this was beneficial. think biggest takeaways, biggest action items, make sure number one, we talk about this all the time, you guys, core values, mission, vision, job descriptions are in alignment. We preach on this because you guys, it is the core of your company. So if those things, your org chart, those pieces are out of alignment, they're not solid yet, reach out, Hello@TheDentalATeam.com We can get on a call, kind of figure out what needs to happen. If you are our client, reach out to your consultant.   Easy peasy. Okay, don't reach out to hello. That gets a little confusing when things like that come through. So if you have a consultant on your team already on your side, reach out to your consultant. ⁓ Secondary to that, check and see like what's working, what's not working, and how can you duplicate what's working? How can you duplicate that higher and keep people for the long haul? I would love if every time we quote unquote off boarded someone, it was truly because they had a life change, not because   it was the wrong place for either of us. And sometimes we do outgrow each other. I do have to put that out there. If you're a team of seven today, and in a year and a half, you're a team of 13, 14, sometimes those team of seven team members need a team of seven. And that's okay too. That's an out, that's a life change. That's a, this space is no longer working for me. That's a life change. It's a growth space. That's okay too. It doesn't mean that there was something wrong. It just means that we're in a new space. So go check those pieces. If you're in the hiring world right now,   Check your ads, make sure your ads are speaking to you, and then check the kind of applicants that you're getting to your ads. Is there a trend in the type of applicants you're getting? Are they all wrong? Are they all right? Are they mediocre? Kind of check that and then revamp your ad to fit to attract someone different if you're not getting the right people. Kristy, thank you so much. This one was, like I said, this was really fun. At first I think we both were like, wow, that's a little wild. ⁓   DAT Kristy (27:39) What?   The Dental A Team (27:42) But I had a lot of fun with this one. So thank you for taking that journey with me, Kristy.   DAT Kristy (27:46) Yeah, absolutely. Thank you. Always a pleasure.   The Dental A Team (27:49) Thank you. Awesome. All right, guys, go drop us a five star review because you know this one was amazing. This was super fun for us. And also let us know what you loved. Let us know if there's anything we can do to help you. Again, if you're not yet a client, Hello@TheDentalATeam.com is a really easy space to reach us at. If you are a current client that we love and adore, we love and adore you on a consultant basis. So reach out to your consultant. She is here waiting to help you. All right, everyone, we'll catch you next time.  

Process, People, and Purpose: Operations the Chick-fil-A WayBehind every lightning-fast drive-thru order at Chick-fil-A is a carefully designed system supported by real people who care — and continuous improvement that never stops. In this episode of Problem Solved, Elizabeth Grimes talks with Sam Hartman, multi-location Owner/Operator, and Matt Riley, VP of Enterprise Solutions, to uncover how Chick-fil-A balances efficiency with genuine hospitality. They discuss:Why the right people + thoughtful training matter more than any processHow simple operational tweaks — even moving the cups — can save seconds that scale to hoursWhy “my pleasure” is more than a catchphrase — it's a cultural mindsetHow Chick-fil-A uses data, observation, and feedback loops to refine systems every dayWhat leaders can learn about feedback culture, hands-on leadership, and developing talentThis conversation reveals what truly drives Chick-fil-A's reputation: not just speed, but purpose, consistency, and care.Learn more about The Institute of Industrial and Systems Engineers (IISE)Problem Solved on LinkedInProblem Solved on YouTubeProblem Solved on InstagramProblem Solved on TikTokProblem Solved Executive Producer: Elizabeth GrimesInterested in contributing to the podcast or sponsoring an episode? Email egrimes@iise.org

We're in New York City for the marathon weekend, and it was chaotic from the moment we arrived. Our first day involved navigating a disgusting NJ Transit (complete with a bucket of marinara on the floor) and heading straight to the formal Katherine Switzer Awards. We felt incredibly awkward and uncomfortable in our dress clothes, which leads into Erin's clothing nightmare, involving an intimidating J.Crew employee named Judy who yelled at her for picking oversized clothes and shoes that were accidentally mailed to the wrong state. Erin interviews Peloton's Rebecca Kennedy, who surprised her by knowing who she was and shared her most embarrassing story. On marathon day, we braved the subway, complained about the terrible new "rat piss tracking app" , and got a surprise visit from Dan and the kids , who rated NYC a "1 out of 10". We also decided to hand out pizza again, even after discovering another group allegedly stole our idea. Getting four pies to mile 25 was a "war zone" that required us to scale walls and hike through the woods. Our friend "Chick-fil-A Josh" saved us by finding a secret tunnel and a new spot where we ran out of all four boxes in 15 minutes. We finish the night at the finish line cheering on the last runners.

Tune into this week's episode as Eric is joined by special guest Cheryl Bachelder and they discuss how to live and lead with Christlike servanthood!Cheryl Bachelder was the CEO of Popeyes Industry during the turnaround years. She currently serves on the Board of Directors for Chick-fil-A and as a board member of WorkMatters, a ministry focused on helping Christian leaders discover the sacredness of their work. She also authored the leadership book Dare to Serve.

“My pleasure.” What restaurant has made these two words iconic? Chick-fil-A, of course. Employees who work for this corporation say this response becomes automatic, even after years of not working there. Gratitude is a fruit of the Holy Spirit of God that should overflow from the mouths of Christ followers. Today, we look at a healing story from Luke's Gospel and lean in to see what Christ says about those who practice saying thanks. Luke 17:11-19

Welcome back to the LuxeGen Group Chat! This week, Saroop is joined by Lola and Poppy to run through the week's hottest headlines.They kick off with a full breakdown of the ‘All's Fair' press tour – from the standout fashion to *that* Kim Kardashian and Sarah Paulson interview that left the internet divided. They also get into the Lily Allen and David Harbour relationship drama, discuss Jonathan Bailey being named 2025's Sexiest Man Alive, and weigh in on the behind-the-scenes tensions between the Strictly hosts. Later, the team share the random things they're loving right now – from Nike x Palace collabs and buzzy London restaurants to Chick-fil-A. And of course, we talk about what's on our autumn watchlist. Finally, we tackle your dilemmas – including the boyfriend who cheated years ago but only just confessed, the friend who turns into a liability when they're drunk and whether you can save a sibling relationship that's drifting apart… Hosted on Acast. See acast.com/privacy for more information.

Welcome back to the LuxeGen Group Chat! This week, Saroop is joined by Lola and Poppy to run through the week's hottest headlines.They kick off with a full breakdown of the ‘All's Fair' press tour – from the standout fashion to *that* Kim Kardashian and Sarah Paulson interview that left the internet divided. They also get into the Lily Allen and David Harbour relationship drama, discuss Jonathan Bailey being named 2025's Sexiest Man Alive, and weigh in on the behind-the-scenes tensions between the Strictly hosts. Later, the team share the random things they're loving right now – from Nike x Palace collabs and buzzy London restaurants to Chick-fil-A. And of course, we talk about what's on our autumn watchlist. Finally, we tackle your dilemmas – including the boyfriend who cheated years ago but only just confessed, the friend who turns into a liability when they're drunk and whether you can save a sibling relationship that's drifting apart… Follow us on:Instagram | https://bit.ly/3X0xm27TikTok | http://bit.ly/3jvwlBEPodcast | https://open.spotify.com/show/60SxAVVuD3LrgLdlKuy3uH Hosted on Acast. See acast.com/privacy for more information.

Introducing Relevance + Momentum® — A Special Series of Burke's BeyondMeasure Podcast. In this first episode, hosts Jeremy Cochran, PsyD and KelseySchmeckpeper dive into AFFINITY—one of the five dimensions of our Brand Strength philosophy, Relevance + Momentum®. Affinity is all about connection—the trust, understanding, and emotional resonance that keep consumers loyal and engaged. Jeremy and Kelsey explore what makes high-affinity brands like Chick-fil-A, LEGO, and Spotify stand out, and what causes others to lose their way. Tune in to learn:How top brands build Affinity among consumersWhy Affinity is critical for long-term brand strengthFive strategies to build deeper consumer connections Whether you're shaping a brand, tracking its performance, or just curious about what makes people love certain companies, this episode will help you see why Affinity is at the heart of every strong brand. For more information on how you can leverage the Relevance + Momentum® framework to move your brand forward, visit ⁠Burke's ⁠⁠⁠Brand Strategy⁠. Thanks for listening! Please subscribe to be notified of future episodes of Burke's ⁠⁠⁠⁠⁠⁠⁠BeyondMeasure⁠⁠⁠⁠⁠⁠⁠ podcast.

How can you tell if someone needs encouragement?If they are breathing, according to Truett Cathy, founder of Chick-fil-A.Children can easily and quickly become discouraged, especially when tired or stressed, and become negative, self-critical, and depressed.The Bible mentions “encouragement” a lot, including Hebrews 3:13, which tells us to “encourage each other daily.”You can create an encouraging environment for your loved ones by building up and encouraging them more than criticizing and correcting them. Kids will know it is OK and safe to make mistakes and learn that God can use their failures to help them grow.Parents should be their family's CEO — Chief Encouragement Officers.For more information about a Proven Process that is helping boys grow into godly men, visit Trail Life USA or RaisingGodlyBoys.com.

The Financial Chick 11-7-25 by JVC Broadcasting

1415 Today's guest is a bestselling author and business psychologist who's helped companies like NASA, Microsoft, and Chick-fil-A solve problems that free snacks and ping pong tables never could. He's on a mission to help leaders actually appreciate their teams and stop burning out their top performers. Please welcome… Dr. Paul White!Website: https://www.AppreciationAtWork.com________ Go to www.BusinessBros.biz to be a guest on the show or to find out more on how we can help you get more customers! #Businesspodcasts #smallbusinesspodcast #businessstrategies #businesseducation #businesspodcast #businessmodel #growthmarketing #businesshelp #podcastinglife #successgoals #wealthcreation #marketingcoach #smallbusinesstips #businessmarketing #marketingconsultant #entrepreneurtips #businessstrategy #growyourbusiness

What can a chicken sandwich teach us about leadership in ministry? In this insightful and energizing episode, Brett Buckland joins the conversation to share how lessons from his time at Chick-fil-A have shaped the way he leads in ministry and life. Brett dives into the power of value-driven leadership, the importance of being present with your team, and how simple, consistent habits can build a culture where both volunteers and families thrive.Through real stories and practical wisdom, Brett draws surprising and inspiring parallels between the restaurant world and the church, showing that when leaders serve with purpose and excellence, ministry becomes more than a task; it becomes a movement.This episode is packed with leadership gold for anyone serving in kids, next gen, or family ministry. Whether you lead two volunteers or two hundred, Brett's practical insights will help you build a culture of excellence, purpose, and joy. The kind that keeps people coming back.Because great ministry isn't built on programs. It's built on people.SHOW LINKS:Connect with Lifeway Kids Leave us a voice message here with any questions or feedback!

Remarkable Fans, today's episode features new Owner/Operator Collin Kutz! After working at 2 different Chick-fil-A locations, traveling in Chick-fi-A's Leadership Development Program, and experiencing everything in-between, Collin became the Owner/Operator of Chick-fil-A Peachtree and Piedmont in Atlanta, GA in May 2025. You won't want to miss how intentional he has been about building his team, and his ties to the community! You may even hear some great game recommendations, so listen up!Learn more about Cooper Connect, here: www.cooperconnect.co Cooper Connect is an independent entity and is not affiliated with, associated with, authorized by, or endorsed by Chick-fil-A, Inc. or its subsidiaries and affiliates. The name Chick-fil-A, Inc., along with its related names, trademarks, logos, and images, are the registered property of their respective owner. For official information about Chick-fil-A, Inc., please visit their website at https://chick-fil-a.com.

This week we're talking San Diego's newest tech moves, beer week, and what's next for Tony Hawk's long-awaited restaurant.Chris is fresh off a hike to Potato Chip Rock, while Cassidy's reliving a tough weekend of soccer losses. We get into San Diego FC, the World Series, and what the deal is with Waymo — are self-driving cars really about to take over our streets?In New, To-Do, and Adieu:

Adam and Dr. Drew dive into Adam's latest AI creation — Burt Reynolds as Gavin Newsom in a mash-up of Kara Swisher's “Where the hell are you gonna go?” interview. The guys use the clip to skewer how politicians lecture with total confidence while missing the point entirely. Adam dubs Newsom's view on homelessness “fairytale chick talk,” and the duo zero in on how politicians keep misreading the real problems they claim to solve.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Voting in Kentucky. Festive feast subs. Best and worst airports for food. The most popular baby names of 2025. Moon water. Chick-fil-A secrets. Cinnabon scented wrapping paper. Tom Brady cloned his dog.

Kids asking questions. Misbehaving at Bass Pro Shop. Voting in Kentucky. Festive feast subs. Best and worst airports for food. Chick-fil-A secrets. Cinnabon scented wrapping paper. Tom Brady cloned his dog. Winner! Mowing problems.

Here's the problem — running a restaurant that serves thousands with consistency and care isn't easy. At Chick-fil-A, every second counts, and every process is engineered for excellence.In this Problem Solved trailer, Chick-fil-A owner Sam Hartman and Matt Riley, VP of Enterprise Solutions, share how they build systems that balance speed, quality, and human connection.

The Evidence Speaker: Michael Shockley, ReCreate Church Scripture: 1 John 2:3-11 Episode Summary In part 6 of our 1 John series, Pastor Michael presents an entertaining courtroom skit to ask a crucial question: If your claim to follow Jesus were put on trial, would the evidence of your life and love be convincing? True faith in Jesus isn't about cultural Christianity or religious activities - it's about a transformational relationship that changes how we live and love. Key Points - Knowing Jesus means more than knowing information - it means being changed by Him - If your life wouldn't be different without Jesus, you may not truly know Him - Love isn't just sentiment or agreement - it's caring for people like Jesus did, even enemies - Faith that doesn't change the way you live and love isn't real faith Main Takeaway Your life and your love are the evidence of faith - evidence that your faith is real and that Jesus truly transforms lives. We can't earn salvation through good works, but our obedience and love demonstrate the reality of our relationship with Jesus. Memorable Quotes - "Your life and your love are the evidence of faith." - "The proof of truly knowing Jesus is living a life that you could not live without Him." - "If knowing Jesus does not change your life, then you don't know Jesus." - "Jesus did not give His life to merely affirm flawed human nature; He came to give us supernatural freedom from the darkness inside us." - "We ruthlessly oppose evil, and we relentlessly love people." - "Faith that does not change the way you live and love is not real faith." Reflection Question If your claim to be a follower of Jesus were put on trial, and the only evidence was the way you live and the way you love, would it convince a judge? Tune in to hear the hilarious courtroom skit between a lawyer and a client who thinks honking at Jesus bumper stickers and eating at Chick-fil-A makes him a Christian. Connect & Give Learn more about ReCreate Church at www.recreatechurch.org Give online easily and securely through Tithe.ly

Welcome to Omni Talk's Retail Daily Minute, sponsored by Mirakl. In today's Retail Daily Minute, Omni Talk's Chris Walton discusses:Amazon experiments with robot-powered shopping and new grocery formats at Whole Foods locations.Walmart publishes its first-ever home catalog to showcase furniture and decor.Chick-fil-A opens Daybright, a new restaurant concept in Georgia featuring specialty coffee, smoothies, and breakfast items, without any traditional Chick-fil-A menu items.The Retail Daily Minute has been rocketing up the Feedspot charts, so stay informed with Omni Talk's Retail Daily Minute, your source for the latest and most important retail insights. Be careful out there!

Does a Chick-fil-a coffee shop sound good? Also, what did Hudson and Aly think of Only Murders in The Building Season 5? We talk about the Dodgers winning the World Series, Bluesky planning to add a dislike button, and lots more!

Master Shake's got himself a chick magnet... but it doesn't work the way he expected. Like, in a big way. Voice of Master Shake, Dana Snyder, joins the podcast to talk about this great Season 6 episode! Dana is weighing in on why Shake is such a popular character, whether or not he was nervous to voice Shake for the very first time, and Dana gives Shake some advice on how to actually get chicks. Other topics discussed include Dana's craftiness, what ever happened to Matt Maiellaro's daughter, and adult swim banners fit for a king's castle. Dana also has an exciting announcement for Dancing Is Forbidden! Whoa!R E F E R E N C E S• Rabbot Rough Cut vs Final Cut: https://www.youtube.com/watch?v=ekRmKsu3xk0♫ Le Sexoflex - Marriot Cock Squat: https://www.youtube.com/watch?v=vJrfNsxlq1Y• Those Cats: https://www.thosecats.org/• DIF Giveaway Art: https://www.instagram.com/p/DOG8SU7EdCTG U E S T

Today – A longtime firefighter steps into a leadership role in Shelby, and says he’s right where he’s meant to be. Read more about this story: Humbled and honored: Sauder sworn in as new Shelby fire chief Headlines: Ghosts and goblins descend on Mansfield for trick-or-treat Happy 60th birthday: Richland County Park District throws a community party The wait is over: Chick-fil-A selects site in Ontario From toys to cocoa: Deck the Halls with Children’s Laughter has it all Support the show: https://richlandsource.com/membersSee omnystudio.com/listener for privacy information.

In this episode, I chat with Nic Allison AKA Nic the Birding Chick. Nic is a California Naturalist, birder, and storyteller based in Northern California. A few key takeaways are celebrating the slow, safety when birding as a woman, nature journaling and creating zines, birding with ADHD, and appreciating the living world.Check out Nic on her socials: Nic the Birding Chick on InstagramCelebrate the Slow on Instagram***The Bird for Joy podcast is recorded and produced by Candi Lynn Fite."Hope Hop" music composed by Ever Bliss Music, permission with commercial license via Premium Beat.Written lyrics "Bird for Joy's Sake" written by Candi Lynn FitePodcast artwork created by Candi Lynn Fite.

Send us a textDan Hurley and Alex Karaban join us for a special episode of the podcast. We look back on Dan and Alex's time in Storrs together, preview the upcoming season, dive into what film session is like, and the two weigh in on Jared's Chick-fil-A gameday superstition.

In this episode of Innovation Meets Leadership, host Natalie Born sits down with Brad McDonald — leadership designer, executive coach, and co-founder of Pattern Talent. With a mission to develop one million leaders, Brad brings deep insights from his work with organizations like Chick-fil-A, the U.S. Army, and the City of Phoenix.Together, Natalie and Brad unpack the four dimensions of leadership — Character, Chemistry, Competence, and Capacity — and explore how these timeless principles shape emotionally intelligent, high-impact leaders. From building self-awareness to cultivating trust and unlocking the potential in others, this episode is a masterclass in leading with both head and heart.[00:00 – 04:00] Brad's Leadership JourneyGrowing up in a leadership-centered home and learning from his parents' example.How early exposure to servant leadership through Chick-fil-A shaped his philosophy.Why Brad chose to dedicate his life's work to developing leaders across industries.[04:01 – 08:00] Character: The Foundation of LeadershipAsking the essential question: Who am I as a leader?How self-awareness and emotional intelligence prevent unintentional harm.Why humility, integrity, and consistency build credibility and lasting trust.[08:01 – 12:00] Chemistry: Building High-Trust RelationshipsRedefining “likability” through authentic curiosity and connection.The power of emotional security and presence when entering a room.Why curiosity and trust are the hidden superpowers of relational leadership.[12:01 – 18:00] Competence: Knowing Your Unique ValueMoving beyond skill to unique value contribution.Engaging both the head and heart of your team for sustainable performance.The difference between teaching and modeling — why imitation builds true capability.[18:01 – 24:00] Capacity: Developing Leaders Who Multiply LeadersHow to identify and nurture untapped potential in others.The leader's role in creating “more, better, autonomous” leaders.Why leadership capacity expands through empowering others, not controlling them.[24:01 – 29:00] The Refining Fire of LeadershipNavigating challenges, setbacks, and chaos with resilience and perspective.How to process leadership growth questions in community, not isolation.Staying grounded and open through curiosity, humility, and feedback.[29:01 – 31:00] Closing ReflectionsBrad's call for leaders to invest deeply in both themselves and those they lead.How community, trust, and transparency unlock lasting transformation.“Low self-awareness can unintentionally make or break a leader.” – Brad McDonald“Great leaders cultivate genuine curiosity about the people around them.” – Brad McDonald“If you want infinite capacity as a leader, it's found in your ability to develop the capacity of others.” – Brad McDonaldWebsite: patterntalent.coPodcast: The Daily LeaderIf this conversation inspired you, don't forget to leave a review and share this episode with a leader who's ready to grow through innovation.

In this episode, we go through the final few tournament results of the fall and start to discuss the rankings.  We go over the Little East and Colonial Women's Conference Championships, the first for both conferences.  We also hit up some of the other tournaments from around the country.  Including the Jeff Roope, Abilene Invitational, the Chick-fil-a Invitational (women only) and The Melee (men only).  Lastly we touch on the O'Briant-Jensen Memorial tournament that had to deal with weather.  We hope you enjoy this episode!!Support the show

On this week's Extra Serving, NRN editor in chief Sam Oches and executive editor Alicia Kelso discuss the latest restaurant industry news, including earnings reports from Chili's, Chipotle, Starbucks, Shake Shack, and more, plus all the beverage news that's fit to podcast and a roundup of new menu items with senior food and beverage editor Bret Thorn. First up is a recap of the week's earnings, which included great results from Chili's, Shake Shack, and Burger King, not-so-great results from Chipotle, and some pretty meh results from Starbucks. Are there any trends to deduce from the winners and losers? Sam and Alicia come up with a few. Next up, they talk about — what else — beverage news! That's right, the whole industry is gaga for beverages, and this week saw the opening of Chick-fil-A's new beverage-focused concept Daybright, Dunkin's push toward more cold and afternoon-focused beverages, and the news that Flynn Restaurant Group would franchise 7-Brew. How much more beverage news can two podcast hosts sustain? Sam and Alicia find out. Finally, senior food and beverage editor Bret Thorn joins to talk about new menu trends he's excited about, and about that one time he went viral in a TikTok video. For more on these stories: How Chili's plans to continue its momentumChipotle plans to double down on value messaging to win back consumersBurger King's focus on its signature Whopper pays off

HAPPY FRIGGIN' "A" FRIDAY!!! There's A Parralell Parking Championship, Paying Cat Support After The Divorce.  AI Is Starting To Refuse To Shut Down, Leaving Hickey's On Your Son's Neck, Beer For Your Expertise, Tazer Time Trivia, WIlly NIlly, & Chick-fil-A Has A New Restaurant!!!

We talk a lot about making your miles more meaningful, whether you will be running the Novant Health Charlotte Marathon, Half Marathon, or Chick-fil-A 5K, or just running in life, period. And some people do that every day, and our guest on this episode of The Running Around Charlotte Podcastis one of those guys. It's Charlie Godfrey, and he is the Development and Major Gifts Director for the Parkinson's Association of the Carolinas. They do a ton of work for the care and education and assistance of the more than 50,000 folks in the Carolinas and their caregivers and families who suffer from Parkinson's disease. So if you're not familiar with this organization and how they impact folks here in the Carolinas every day… sit tight, spend 20 minutes with us here on this episode of the Running Around Charlotte Podcast.

It's Halloween night in Kankakee County, and the Kankakee Podcast News team is wishing everyone a safe and spooky evening filled with costumes, candy, and community fun. This week's episode covers the official trick-or-treat times across the county, along with the latest local headlines. The Illinois State Police have turned over the results of their investigation into several Watseka Police Department officers to a special prosecutor. In Oswego, a 19-year-old Kankakee man faces multiple felony charges following a fatal stabbing at a Chick-fil-A. The Bourbonnais Township Park District celebrates the retirement of longtime IT administrator Frank Cianci after 12 years of service, and the Village of Bradley prepares for its 40th annual Lighted Christmas Parade, themed “A Christmas Jubilee on Gingerbread Lane.” Finally, Manteno police arrest a man accused of driving his vehicle toward two local teens.Send us a textSupport the show

Today we have how a standoff between China and the Netherlands will likely affect automobile production right here in our state. We also have city-versus-sheriff legal wrangling in Birmingham and an interesting venture by Chick-fil-A. Learn more about your ad choices. Visit megaphone.fm/adchoices

On this episode of the gohappybeauty podcast, host Grant Kantsios welcomes Alex Hively, founder of the Hive Body Spa and Wellness in St. Louis. Alex takes us on a candid journey from her early days as a Chick-fil-A cashier and teenage tanning salon enthusiast, all the way to building one of St. Louis's go-to destinations for luxury spray tans and body sculpting. Through plenty of honest reflection, Alex shares how her passion for the beauty industry—and a push from her boyfriend—helped her take the leap into entrepreneurship, even when she wasn't sure what would come next. You'll hear how Alex used social media, aesthetic branding, and exceptional client experiences to stand out in a crowded market, transforming her business from solo side-hustle to a thriving brand with a dedicated team. Discover how she navigates the challenges of leadership, the lessons she's carried from her first jobs, and why she believes in learning as you go and believing in yourself even when anxiety and sleepless nights hit. Whether you're an aspiring business owner, a sunless artist looking to grow, or simply a fan of inspiring journeys, this episode is packed with actionable advice and hard-won wisdom. So sit back, get ready to be inspired, and enjoy the story of how Alex brought her vision for the Hive to life!

President Trump's Asia tour begins. Is the U.S. and China trade war about to end? Transportation secretary warns of travel consequences coming because of the government shutdown. Dems losing their minds. Jamaica getting slammed by Hurricane Melissa. Introducing the Chick-fil-A vending machine. Arrests made in Louvre heist. Time to change your clocks this weekend! The 2028 presidential race may pit Kamala Harris and Gavin Newsom against each other on the Democrat side. Update on the New York City race for mayor. Update on the White House ballroom construction. Joe Rogan discusses going to church. More terror for Christians at the hands of Muslims in Nigeria. New Jersey governor's race is … entertaining. 00:00 Pat Gray UNLEASHED! 00:26 Football Talk 05:48 President Trump Dances in Malaysia 06:24 FLASHBACK: President George W. Bush Dancing in Africa 07:23 Scott Bessent on Trump's Meeting with China 08:03 Scott Bessent on the Government Shutdown 09:47 Sean Duffy on Slowing Down Air Travel 12:15 Trump will Pay the Military during the Shutdown 14:53 Hakeem Jeffries Gets Schooled on CNBC 16:38 Marilyn Ashcraft Needs More Money? 20:48 Letitia James is ANGRY 22:09 James Carville and Jen Psaki on Living in Trump's America 28:00 Crazy Leftist Attacks Man in Inflatable Trump Costume 31:06 Fat Five 49:14 Kamala Harris 2028 50:57 Gavin Newsom 2028 53:05 Gavin Newsom Sits with Bill Clinton 56:00 Gavin Newsom Selling Knee Pads 56:54 Gavin Newsom's Got "Street Cred" 59:08 President Trump Meets with Qatari Leaders 1:06:42 Andrew Cuomo Should Drop Out, Not Curtis Sliwa! 1:07:56 Zohran Mamdani's Aunt Couldn't Ride the Train 1:12:21 Bill Maher on Zohran Mamdani 1:18:19 AOC Ranting about...SOMETHING! 1:19:30 President Trump on Low IQ AOC & Jasmine Crockett 1:21:53 The Left Continues to Attack the White House Remodel 1:25:13 A New White House Press Briefing Room? 1:27:05 Joe Rogan Goes to Church? 1:30:31 Nigeria Under Attack! Learn more about your ad choices. Visit megaphone.fm/adchoices

COPCK: The Hamilton Edition! Also, Chick-fil-A has opened a vending machine and tips for carving pumpkins for Halloween.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Jase vents his frustration with the media's handling of President Trump's recent comments about “getting into” heaven. The guys push back on checklist-based faith while acknowledging the balance between godly behavior and trusting in grace. Al and Zach pick their own walk-up songs, though it's clear they don't fully grasp the concept. The guys urge anyone with a platform to use it to point people to Jesus, noting that now is the time to be bold as more people seem open to spiritual matters. In this episode: Titus 3, verses 3–7; Romans 3, verse 23; Ephesians 3, verses 8–12; Psalm 51, verse 10; Genesis 1, verse 1; 1 Corinthians 3, verses 10–15; Hebrews 2, verse 11; Hebrews 11, verse 16; Romans 1, verse 16 “Unashamed” Episode 1192 is sponsored by: ONE NIGHT ONLY! “Off School Property" hits theaters October 23. Get tickets and watch an exclusive sneak peek: https://lifewise.org/unashamed https://fieldofgreens.com — Get 20% off with code UNASHAMED https://duckstamp.com/unashamed — Get your all-new digital duck stamp today. It's easier than ever! https://preborn.com/unashamed — Visit the PreBorn! website or dial #250 and use keyword BABY to donate today. https://chministries.org/unashamed — See why Christians are ditching health insurance for good. Get a simpler alternative at half the cost! http://unashamedforhillsdale.com/ — Sign up now for free, and join the Unashamed hosts every Friday for Unashamed Academy Powered by Hillsdale College Check out At Home with Phil Robertson, nearly 800 episodes of Phil's unfiltered wisdom, humor, and biblical truth, available for free for the first time! Get it on Apple, Spotify, Amazon, and anywhere you listen to podcasts! https://podcasts.apple.com/us/podcast/at-home-with-phil-robertson/id1835224621 Listen to Not Yet Now with Zach Dasher on Apple, Spotify, iHeart, or anywhere you get podcasts. Chapters: 00:00-04:08 Chick-fil-A comes in at #1 04:09-14:28 The guys pick their “walk up” songs 14:29-18:46 The Bon Jovi church wedding 18:47-27:23 Is Trump getting into Heaven? 27:24-32:17 Charlie Kirk's Medal of Honor ceremony 32:18-45:01 Good deeds won't land you in heaven 45:02-54:33 God is the only true creator — Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, the crew breaks down another wild mix of stories — from the Pentagon trying to control the press to a racist Chick-fil-A moment, heated celebrity clashes, and a few unfiltered Hot Mic Takes. Timestamps • 00:47 | Fun Facts • 13:14 | Best Thing Seen • 25:05 | Pentagon • 49:15 | Chick-fil-A Racist Incident • 66:25 | Stephen A. Smith vs. Serena Williams' Husband • 67:54 | Marc Lamont Hill vs. QueenzFlip • 102:53 | Hot Mic Takes – Argentina • 114:37 | Hot Mic Takes – Father Charged After Telling 6-Year-Old to Hit Bully • 121:08 | Hot Mic Takes – Justice Jackson's Comments on Black Voters • 125:09 | Hot Mic Takes – Comedians Face Backlash for Saudi Arabia Performance This Week's Topics Pentagon sparks uproar by trying to tell reporters how to report → AP News Why the U.S. gave Argentina $20 billion → CNN Alexis Ohanian checks Stephen A. Smith over Serena Williams comments → Vibe Chick-fil-A accused of racism after Black officer made to pay → Black News Dad charged after telling his 6-year-old to punch a bully → Yahoo News Justice Jackson compares Black voters to the disabled → Yahoo News Comedians face backlash for performing in Saudi Arabia → NBC News Marc Lamont Hill vs. QueenzFlip almost turns physical on JBP Listen and join the conversation. Learn more about your ad choices. Visit megaphone.fm/adchoices