Podcasts about Clear

Clear your mental clutter and wipe away worried and anxious thoughts with this guided meditation. In this practice you will visualize your worries being written down, and then erased from your mind and your heart. Find Your Meditation Match- ⁠⁠⁠⁠Take the quiz here⁠⁠⁠⁠ More Mindful in Minutes ⁠⁠⁠⁠⁠⁠Join the free 5-day Nervous system reset to overcome overwhelm⁠⁠⁠⁠⁠⁠ Books ⁠⁠⁠⁠⁠⁠Order Meditation For The Modern Family⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠You Are Not Your Thoughts: An 8-Week Anxiety Guided Meditation Journal⁠⁠⁠⁠⁠⁠ **⁠⁠⁠⁠⁠⁠Download 4 sample days from You Are Not Your Thoughts Here⁠⁠⁠⁠⁠⁠** Join MIM on Patreon here ⁠⁠⁠⁠⁠⁠Order Meditation For The Modern Family⁠⁠⁠⁠⁠⁠ Let's Connect Email Kelly your questions at info@yogaforyouonline.com Follow Kelly on instagram @yogaforyouonline Please rate, subscribe and review (it helps more than you know!) Learn more about your ad choices. Visit megaphone.fm/adchoices

The August Eclipse Portal is officially open. If life feels like it’s standing at a crossroads… this is why. The next six weeks are some of the most important of 2026, and the Eclipse Journey was created specifically to help you work with them consciously instead of simply reacting to them. Begin the Eclipse Journey → Details here Understand what’s changing. Release what you’ve outgrown. Walk consciously into what’s next. Available through August 27. A little gift for our podcast community: Use code ECLIPSELOVE for 20% off the ReWild Your Destiny Eclipse Journey during eclipse season. ——– This isn’t just another astrology forecast. It’s the beginning of one of the most fated and transformational periods of 2026. From August 3–9, the cosmos begins preparing us for the August 12 New Moon Eclipse, opening a six-week window to release old karma, reconnect with your soul’s path, and make choices that shape the months—and years—ahead. In this episode, Sabrina Lynn explores how to work with these energies instead of being overwhelmed by them, revealing why this week is about healing, truth, destiny, and choosing the path your soul has been calling you toward. If you’ve been feeling like everything is changing… If you’re standing at a crossroads… If you know something in your life can no longer continue the way it has… This week’s astrology explains why. IN THIS EPISODE • Why the August Eclipse Portal accelerates karma and destiny • How Chiron retrograde begins a powerful healing initiation • Jupiter conjunct Hygeia and the potential for profound healing • Hecate on the North Node and choosing your true path • Eris, Mars and the courage to speak difficult truths • Venus entering Libra and restoring harmony after deep transformation • Isis, Sophia and awakening higher feminine wisdom • How to prepare for the August 27 Eclipse before it forces change for you _____ ECLIPSE RESOURSES ReWild Your Destiny — Eclipse Journey Open your destiny line. Clear karmic patterns. Activate your North Node. Prepare consciously for the August eclipses. Offer ends August 27: Details here A little gift for our podcast community: Use code ECLIPSELOVE for 20% off the ReWild Your Destiny Eclipse Journey during eclipse season. The Healers Bundle Work with Chiron, Hygeia and Sedna to support deep healing, miraculous transformation and soul-level evolution during Eclipse Season. Buy 2, Get 1 Free — Save $197 Work with the Healers Archetype IX Ready to go deeper? Archetype IX is ReWilding’s complete Mystery School, featuring Isis, Sophia, Hecate, Chiron, Hygeia, Saturn and dozens of archetypal initiations. → Email support@rewildingway.com for private enrollment information. ReWilding Weekly: Stay connected with our community and get practices, journal prompts, and deeper insights in your inbox. Subscribe here  _____ Listen to “August 3–9: The Week That Resets Your Destiny“ podcast here… Topics Explored in “August 3–9: The Week That Resets Your Destiny” podcast: (Times based off audio version) Chapters (00:00) – Entering the Eclipse Wormhole (01:15) – Working with Eclipse Season: Karmic Burn vs. Dharmic Opening (03:42) – Standing at the Hecate Crossroads (07:05) – ReWild Your Destiny Eclipse Journey (08:14) – Monday: Chiron Retrograde & The Wounded Healer's Wisdom (11:21) – Jupiter conjunct Hygeia: Miraculous Healing & Kundalini (14:25) – The Healers Journey: Working with Hygeia, Chiron & Sedna (16:20) – Tuesday: Truth Bombs with Eris & Mars (18:43) – Vesta & Eris: Focusing Your Inner Soul Flame (23:34) – Thursday: Challenging Conversations & Words That Rock the Boat (27:40) – Venus moves into Libra: Harmonizing Your Feminine (29:03) – Sun trine Saturn: Grounding the Dream into Reality (31:05) – Friday: High Feminine Magic with Isis & Sophia (35:10) – Saturday: Sedna's Deep Metamorphosis (41:22) – Sunday: Finding Your Voice as Mercury moves into Leo You can leave a comment or question for Sabrina on the YouTube version of this episode. Listen to after “August 3–9: The Week That Resets Your Destiny“: The Crucible Week That Changes Who You Are Shadow Work with the Goddess (Kali, Lilith, Persephone, Hecate, Medusa) CHIRON MEDITATION: Why You DON’T Need to Heal Everything STAY CONNECTED ReWilding Weekly (free, embodied astrology)  IG  Website  Disclaimer: Educational/spiritual perspectives; not medical/mental-health advice. #2025Shift #NewHuman #SpiritualAwakening Welcome to ReWilding with Sabrina Lynn & ReWilding for Women! A gifted facilitator of revolutionary inner work and the world's leading archetypal embodiment expert, Sabrina Lynn is the creator of the groundbreaking ReWilding Way and founder of ReWilding For Women. Sabrina has led more than 100,000 people through programs based on the ReWilding Way, a modality of healing and awakening that strips away the false, the deep wounds from early life, and the fears that hold people back, to reveal their true and unique soul light and help them build their innate capacity to shine it in the world. Her work includes in-person retreats and events, the monthly ReWilding Membership, Living Close to the Bone, Priest/ess Trainings, Mystery Schools, the ReWilding with the Archetypes, and the wildly popular 6 Faces of the Feminine workshop series. Welcome to ReWilding! The post 394 – August 3–9: The Week That Resets Your Destiny appeared first on Rewilding for Women.

August 2nd, 2026:  St Alphonsus Liguori - He Made Doubts Plain & Clear;  The Little Portion of St Francis;  St Alphonsus Liguori - Look to the Saints;  Our Lady of the Angels & the Pardon of Assisi

Learn about blue collar empowerment and automation in China. Clear communication is the most important factor in AI/digital transformation. Empower workers and create a smooth transition so everyone gradually comes on board. Blue-collar workers can be upskilled with simple interfaces and training, and the biggest challenge is always taking the human factor into account. Rosanna Terminio is a consultant, contributor, and lecturer specializing in innovation, strategy, and human resources; since 2011 she has been a partner at AsecorpChina Business Consulting, bridging European companies and the Chinese market. Find her on LinkedIn. 

Six months into a catastrophic war in Iran — and with no end in sight for the war in Ukraine — the world is embroiled in conflicts with no apparent exit plan. In this interview, political scientist and Eurasia Group founder Ian Bremmer breaks down what these wars are costing people around the world — and which one he's more worried might spiral out of control. (This interview, hosted by TED's Helen Walters, was recorded on July 28, 2026.) Hosted on Acast. See acast.com/privacy for more information.

Episode 144 When the Universe Sends a Clear Sign  Short personal story. The Universe sent me a clear sign to take the job. It was what I specifically asked for! So I did. But what happened during that first year had me questioning their motive. Do you stick out the challengeing lessons, trust the Universe has your back? We are scheduling now for Season Two. If you are interested in receiving a reading with a loved one in the afterlife, or a soul existence reading as part of a future episode, contact  linkingpodcast@gmail.com. Purchase Donna's books on Amazon. You can find out more about Donna here:  https://linktr.ee/donnaboylemedium To schedule a private or group reading, contact Donna at  dboylemedium@gmail.com Producer and editor: Donna Boyle Music from Freesound.org Opening: CD_PLENITUDE_002 kevp888  Closing: Pinecone ambient evanjones4 #theafterlife #mediumship #spirituality #soulpurpose #consciousness #channeling #innerwork #spirit #spiritguide #pastlife 

On this week's show we breakdown the Value Electronics 2026 TV Shootout and see who the new King TV is. We also read your emails and look at the week's news. News: LG is cracking down on smart TV apps that quietly turn your TV into a secret proxy Streaming Execs Say Roku Most Important CTV Platform for Home Screen Visibility Comcast has Lost Over 600,000 TV Customers So Far This Year & 232,000 Internet Customers Other: LG TVs are better than they've ever been — here's what they're doing right, what they're doing wrong, and what needs to change in 2026 2026 Value Electronics TV Shootout Summary Value Electronics (Scarsdale, NY) held its annual expert-judged TV Shootout on July 18, 2026. All sets were professionally calibrated and compared side-by-side against reference Sony BVM-HX3110 mastering monitors. Judges scored attributes (contrast/grayscale, color accuracy, processing, shadow detail, motion handling, bright-room performance, etc.) on a 1–5 scale for both SDR and HDR. Combined averages determine the rankings.  OLED Category (65-inch flagships) Samsung QN65S95H (QD-OLED)  — Combined (SDR + HDR) average 9.3 → King of OLED TV and overall King of TV for 2026. Highest scores in both SDR and HDR; won the majority of categories. Ended Sony's seven-year winning streak. $2500 at Amazon Sony K65XR80M2 (Bravia 8 II / QD-OLED) — Combined average 8.0 Close runner-up with strong, consistent performance in both SDR and HDR. $3000 at Amazon LG OLED65G6WUA (W-OLED / tandem) — Combined average 7.0 Solid but finished a clear third. $3300 direct from LG Micro RGB (True RGB Mini/Micro-LED LCD) Category (75-inch flagships)  This was the first year the shootout included a dedicated Micro RGB / true RGB-backlit LCD category. Sony K75XR90M2 (Bravia 9 II) — Combined average 7.9 → King of Mini/Micro RGB TV. Dominated most categories in both SDR and HDR. $3400 at Amazon Samsung MRN75R95H — Combined average 6.2 Clear second place. $4500 direct from Samsung LG 75MRGB95BUA — Combined average 5.2 Finished third. $4500 direct from LG Key Takeaways OLED still generally outperformed the new Mini/Micro RGB LCD technology overall. Samsung's S95H QD-OLED was the standout performer of the event by a healthy margin. Sony's new true RGB Bravia 9 II proved the Mini RGB approach is highly competitive (it even beat LG's G6 OLED and was competitive with Sony's own OLED in some HDR aspects). LG placed third in both categories. The event highlighted how close the top flagships have become, while still showing meaningful differences in accuracy, processing, and real-content performance under calibrated conditions.

  https://slasrpodcast.com/     Welcome to Episode 240 of the sounds like a search and rescue podcast. This week we are joined by Jake and Peter for a recap of a recent trip to Baxter State Park, which will cover all the logistics, planning and details of the hiking routes we used during the trip. Plus, hiker impales himself on hiking pole, plus size hiker needs a rescue in Yosemite, Clear cutting in the Whites, all this and more! Lets go!  Topics Welcome Jake and Peter Nick Rides a Bike  Hiker impales himself on hiking pole  Plus Size Hiker drama Clear cutting in the White Mountains CDT hiking towns Forest Service employees get kidnapped Baxter State Park trip recap - Part 1   Show Notes Apple Podcast link for 5 star reviews SLASR Merchandise SLASR LinkTree SLASR's BUYMEACOFFEE Order Hike Safe Card 48 Peaks website Nick's Instagram Nick Rides a Bike Hiker Impales himself on his own hiking pole and then hikes out 10 miles  Plus sized Hiker needs a rescue on Mist Trail - Yosemite Facebook Post The Hobbit Hikers Fish & game chair advocates for managed clear cutting to mitigate wildfires Small town gets boost from CONTINENTAL DIVIDE hikers Forest Service employees freed after kidnapping Baxter State Park - reservations  New England Outdoor Center Knife Edge Brewing Sponsors, Friends  and Partners Rek' lis Brewing Company Wild Raven Endurance Coaching burgeonoutdoor.com 48 Peaks - Alzheimer's Association Mount Washington Higher Summits Forecast Hiking Buddies  Vaucluse - Sweat less. Explore more. – Vaucluse Gear Fieldstone Kombucha CS Instant Coffee The Mountain Wanderer  

First, the city has renewed their contract with Caltrans. Then, as the summer temps climb, so are COVID-19 cases in the county. Next, new murals have popped up that honor African American and Chicano music legends. Also, some weekend events happening around the county that you and yours can take part in.

Phil Egan is here with Friday's Football Daily, looking ahead to tonight's live League of Ireland commentary as Drogheda host Shamrock Rovers at Sullivan and Lambe Park-coverage on Off The Ball on Newstalk and the GoLoud App from 7, with kick-off at 8.Tributes are paid to Italian football legend Franco Baresi, who has died at the age of 66. Things go from bad to worse for FIFA President Gianni Infantino with his senior advisor quitting the Asian Football Confederation the latest to oppose his World Cup sell offBohemians and Shelbourne advance to the next round of the conference league with Shels setting up a glamour tie with Dutch giants Ajax.Football Daily on Off The Ball, brought to you by Lynx, “A Proud Sponsor of the FIFA World Cup 2026“. Smell Your Best When You Look Your WorstBecome a member and sign up at offtheball.com/join

Professor Ayelet Segal, Human-Computer Interaction and UX expert and Head of the "AI & I" Lab of Bar Ilan's Faculty. Drawing on decades of experience in cognitive psychology, user experience, and technology innovation, she explains how AI can amplify rather than replace human expertise. She discusses human-centred design working on AI digital twins, personality-informed avatars, and why context and trust influence the quality of human-AI interactions. Ayelet describes how LLMs are not search engines but simulate our world and expand human capabilities. She shares how new methodologies are accelerating scientific breakthroughs. Ayelet explains how she is preparing emerging leaders to effect change, combining AI with soft skills to transform industries.    KEY TAKEAWAYS  [00:31] Visual communication studies leads Ayelet toward interactive media and human technology.  [01:41] Her doctoral research explored touchscreen gestures for improved learning applications.  [05:12] Every technological revolution creates significant human behavioural change.  [05:45] Human-centred design combines cognitive psychology, design skills with emerging technology.  [06:40] Effective innovation begins with human needs, expert input, and iterative testing.  [09:14] Tech advances now enable more natural, human-centred interactions.  [09:59] Video avatars can provide accessible, conversational expertise across many professional fields.  [11:35] Digital twins use someone's knowledge base as well as their appearance and voice.  [12:14] AI companions sustain 'natural' conversations by answering, encouraging, and remembering.  [13:25] Video mentors generate longer, richer, more accurate interactions than text-based chatbots.  [14:14] Natural conversation and proactive prompting can strengthen users' trust and engagement.  [17:02] LLMs are not search engines. They simulate our world, including its strengths and biases.  [17:40] Effective AI companions benefit from personalities appropriate to the specific professions.  [18:36] Touchcast's avatars incorporate five personality traits as well as other parameters.  [19:11] AI communication – to/from humans – should adapt language according to the audience.  [21:21] Clear, defined context helps LLMs deliver more accurate answers.  [22:30] LLMs gradually learn about the user, creating important foundation context about them.  [23:55] Human-AI interaction is two-way, making individual accounts important for accuracy.  [25:57] AI should become a cognitive partner that amplifies professional capabilities.  [26:30] Professionals must creatively develop methodologies that expand their abilities with AI.  [27:00] AI is transforming UX research, enabling greater scale, depth, and analysis.  [27:30] AI-generated synthetic personas support research when human participants are unavailable.  [29:01] Integrating AI throughout scientific research can enable new breakthroughs.  [30:00] AI can help researchers rethink questions, not simply accelerate solutions.  [33:21] New AI implementation roles require leaders who bridge technology and industry.  [34:00] Students can become change makers using AI to identify transformative approaches.  [34:57] AI implementation skills can accelerate graduates into meaningful management roles.  [37:15] Successful change makers need skills in leadership, creativity, collaboration, and conflict mitigation.  [38:00] Leading AI change requires gathering supporters and navigating organizational resistance.  [39:00] Engaging deeply with AI now creates competitive edge for future leaders.  [42:10] Even experienced AI experts feel overwhelmed by the technology's rapid growth.  [43:13] People should focus on AI tools and developing solutions relevant to their profession.  [44:27] Treat AI as a superpower extending your mind, capabilities, and professional impact.  [44:48] Exploring real workplace needs can quickly inspire useful AI applications.  [45:58] Despite genuine risks, AI can solve previously intractable global problems.  [48:11] AI can advance sustainability, healthcare, education, and other critical domains.  [48:40] Everyone can use AI's superpower to create positive global impact.  [49:00] IMMEDIATE ACTION TIP: Explore one professional challenge and develop an AI-supported solution this week.    QUOTES   "We've experienced a few technological revolutions….Each time, for example, when we started to create the applications for mobiles, there was also a big behavioural change."    "We have now a technology that could be finally much more natural and human-centred."  Re LLMs "It's a simulation of our world and it comes with everything that we know about it. With the good things and the bad things and we need to treat it this way."  "It's about the context that you feed it, and then it's learning you through time and it's adjusting the answer based on that. So you really want to be cognisant about that….the interaction is two-way."  "We really need to be creative about how to use it [AI] and develop our own methodologies."  "In order to be a change maker and lead, you really need to learn how to deal with people who are against change."  "Every one of us has a [AI] superpower, and we should use it to do good in the world." 

Reflections from host Sarah Olivieri ... "Run It Like A Business" There is a quiet belief inside a lot of nonprofits that running things like a business would somehow cheapen the mission. That budgets, product thinking, and direct asks belong to the for-profit world, and that the nonprofit world runs on something purer. Heart. Passion. Care. The care is real. The problem is that heart gets asked to do a job it was never built to do. When there is no clear product, no business-grade financial forecasting, and no habit of quantifying value in dollars, people compensate with effort. They work harder. They care louder. And the organization still stalls. Running a nonprofit like a business is not the thing that threatens your mission. Avoiding it is. A version of this tension shows up almost every time I talk with a founder who built something meaningful and then hit a ceiling they cannot explain. I had a conversation recently with Barb Clapp, who built a workforce development organization from nothing into one that has trained thousands of people, and it sharpened how I think about this. The idea was not new to me. What she did was name exactly why the business lens holds up, and why the absence of it quietly breaks things. Mission Is What You Do. Method Is How You Do It. One of the most expensive confusions in the nonprofit world is treating the mission and the method as the same thing. Your mission is fixed. It is the reason you exist. Your method is everything else. How you deliver, how you fund it, how you structure the team, how you ask. The method is allowed to change. In fact it has to, or the mission gets stuck inside an approach that stopped working. I am a sailor, so forgive me, my sailing references tend to pop up. An America's Cup boat can sail several times faster than the wind pushing it. The wind does not change. The boat design does. Your mission is the wind. Your method is the boat. When leaders feel stalled, they almost always reach to protect the mission by clinging harder to the method. That gets it backwards. You honor the mission by being willing to rebuild the boat. The business lens is a method decision. It changes nothing about who you serve. It changes how much of them you can actually reach. You Have a Product, Whether You Name It or Not Here is where most organizations lose the thread before they even start. Barb said something in our conversation that I have not stopped thinking about: "People do not understand what their product is. They don't have a clear picture of what it is they're doing, why it makes a difference, and how they're going to tell a story."   What I appreciate about this framing is that it explains the mechanism. Every organization has a product and a buyer, even when it refuses to use those words. Your product is the specific change you create. Your buyer is the funder or donor who pays for that change to happen. When you cannot say clearly what your product is, everything downstream gets harder. Your messaging blurs. Your fundraising softens. Your team cannot rally around a result they cannot name. More detail does not equal more clarity here. Organizations often try to fix a fuzzy product by adding more program descriptions, more impact language, more mission poetry. That adds volume, not clarity. The fix is narrower. What is the one thing you produce, why does it matter, and who benefits enough to pay for it. Answer that and the rest of the machine has something to organize around. If you have never separated your product from your good intentions, that is worth doing before you touch anything else. I wrote more about the marketing side of this in what marketing really is and where it fits into your nonprofit. Business Values Do Not Replace Heart. They Protect It. The fear is that a business lens will crowd out the reason people came to the work. It does the opposite when it is done well. Barb put it plainly. She brought real business-based values into her nonprofit in addition to the heart-based ones. Budgets that get made and then actually followed. A strategic plan. Clear annual goals that everyone in the organization understands. Real job descriptions. None of that dilutes the caring. It gives the caring somewhere to land. At the end of the day, an organization without a real strategy cannot protect its mission for very long. A strategy is what tells you which opportunities to say yes to and which to let pass, which programs to double down on and which to sunset, where the next dollar should go and where it should not. Without one, every decision gets made in the moment, and moments add up to drift. Mission and money are not in conflict. They are mutually dependent. The money is what lets the mission keep showing up next year, and the year after that. Leaders who run everything from a heart place alone often feel like they are being noble. What they are actually doing is putting the mission at risk, because a mission with no financial floor under it is one bad quarter away from disappearing. This is one of the six things nonprofits can learn from the for-profit world, and it is the one that changes the most when a leader finally lets it in. Growth With Heart Alone Has a Ceiling You can grow a nonprofit on heart alone. You just cannot scale it that way. Growth is doing more. Scale is doing more per dollar, per person, per hour. Scale is what happens when you apply efficiency and leverage to the work, so that each resource produces a larger result than it did before. Heart gets you off the ground. It does not get you altitude. At some point, the leader who is running on care alone hits a wall, and because they care so much, the wall is deeply frustrating. Barb's organization scaled because she thought in terms of leverage from the start. She repurposed existing structures instead of rebuilding from scratch. She built revenue that funds the mission instead of chasing every dollar cold. She hired people who could own outcomes. Every one of those is a leverage decision, and leverage is a business concept that nonprofits need more than almost anyone, because the work matters more than almost anything. If you are feeling stalled right now, working harder is rarely the way out. Working differently is. That difference usually lives in structure, and structure is fixable. I made the fuller case for that in structure holds vision, the leadership system CEOs need. What Changes When You Let the Business Lens In When a leader finally stops treating business thinking as the enemy of the mission, the whole organization gets lighter. The product gets clear, so the story tells itself. The budget holds, so the panic drains out of every funding cycle. The asks get sized correctly, so the money starts matching the need. The team fits the phase you are actually in, so the turnover stops. None of this makes the work smaller. It makes the work hold. The heart is still the whole point. It finally has a structure strong enough to carry it. This isn't about caring less. It's about building something that can carry how much you care. Nonprofits can name their product. They can keep a budget. They can make the ask.   Not by trading away the mission, but by giving it a business strong enough to keep it alive. About the Guest Barb Clapp is not just a leader—she is a force of transformational change. A successful entrepreneur and nationally recognized business leader, Barb has always been committed to giving a voice to the voiceless. What makes her truly inspirational is how she draws on her own experience of overcoming adversity to empower others by providing the resources, support, and solutions they need to overcome their own challenges and achieve lasting success. As CEO of the nonprofit Dwyer Workforce Development (DWD), Barb is disrupting the traditional approach to solving the healthcare workforce crisis and creating a new paradigm for healthcare workforce training.  DWD Bio: Dwyer Workforce Development (DWD) is an innovative, national nonprofit with a mission to provide comprehensive support to individuals who lack opportunity and aspire to build careers in healthcare, alleviate a critical healthcare workforce shortage and improve the lives of seniors and the community at large. DWD provides CNA and GNA training and job placement support to underserved individuals and need-based wraparound services — including financial support for housing, childcare, and transportation — to eliminate barriers to success. As Scholars achieve key milestones, they become eligible for continued training and educational opportunities, creating pathways to become Licensed Practical Nurses (LPNs), Registered Nurses (RNs), and advance into additional roles in healthcare. Connect with Barb: https://dwyerworkforcedev.org https://www.facebook.com/dwyerworkforcedevelopment https://www.instagram.com/dwyerworkforcedev/ https://www.linkedin.com/company/dwyer-workforce-development/ Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

What separates the business owners who thrive from those who stay stuck? After coaching hundreds of business owners, we've noticed that those who create the biggest transformations aren't necessarily the smartest, the busiest, or the ones working the longest hours. In this week's episode, Melissa Kay and Kaitlyn Beaver pull back the curtain on the patterns they see every day while coaching business owners and leading conversations with entrepreneurs across the country. You'll learn the mindset shifts that lead to sustainable growth, what the best business owners do that others overlook, the habits that create stronger teams and better leadership, and why some owners grow with confidence. In contrast, others stay stuck in survival mode. Join us for an honest conversation about what we have learned from the business owners building businesses that truly support their lives.Profit by Design is a Tap the Potential production.Show Highlights:Top mindset shifts for sustainable growth: (Hint: Working less is more!)Create space for innovative thinking.Focus on $10,000-an-hour activities.Taking “time off” doesn't just mean going on vacation.The value of time audits in pinpointing your issuesDelegation is a true gift to your team members. It fosters growth AND trust.Clear systems make delegation easier!Do you know the sweet spot of your business?Examples from Melissa of giving clients a better lifeONE small step forward can make the biggest difference in your business and your life! Take the Better Business, Better Life Assessment today!Resources:If this conversation leaves you wondering what your next step should be, take the Better Business, Better Life Assessment. It will help you identify the biggest opportunity in your business so you can stop guessing and start building a business that truly supports your life. Work should support your life–not the other way around!

As more treatments for atopic dermatitis come to market, a wider base of patients can achieve clear skin and reduced itch. In this episode, April Armstrong, MD, Kara Gooding, MS, PA-C, Joe Gorelick, MSN, FNP-C, and Darren West, MS, PA-C discuss their approaches to treatment selection and patient education. Also, David Cotter, MD, PhD addresses the role for gene expression profiling in the clinic and Lisa Swanson, MD shares tips for initiating isotretinoin therapy for acne.Like what you're hearing? Want to learn more about the Dermatology Education Foundation? Explore assets and resources on our website.

Today on The Right Side, Doug Billings delivers a powerful analysis of Dr. Anthony Fauci's dramatic Senate testimony.After years as the public face of America's COVID response, Dr. Fauci sat before Congress and invoked the Fifth Amendment dozens of times — refusing to answer questions under oath. In this episode, Doug examines what this moment truly represents: one of the most striking falls from grace in recent American history.Doug breaks down the hearing, the presidential pardon, the released diary pages, and the larger collapse of unquestioned expert authority. This is not just about one man — it's about accountability, power, and the end of an era in which a single official could demand extraordinary sacrifices from the public while remaining insulated from scrutiny.Clear-eyed analysis. No spin. Just the truth about what this silence reveals.Subscribe to The Right Side for daily conservative analysis that goes beyond the headlines.Please donate to the show at: www.DougBillings.us#Fauci #FauciHearing #FifthAmendment #COVID #PublicHealth #Accountability #TheRightSide #DougBillings #SenateHearing #FallFromGraceSupport the show

Miscommunication in a dental practice often begins when doctors and team members make assumptions instead of clarifying expectations. In this episode, Kirk Behrendt speaks with Dana Watson, a dental practice educator, consultant, and certified Five Voices of Leadership trainer, about how assumptions create inaccurate stories, unresolved conflict, and inconsistent systems. You will learn how to establish clearer expectations, build reliable communication rhythms, prepare for difficult conversations, and improve communication with both team members and patients. To reduce assumptions and create greater clarity in your practice, listen to Episode 1079 of The Best Practices Show!Main Takeaways:Team members create inaccurate stories when important information is missing.Clear expectations help teams understand and consistently perform the behaviors required in the practice.Morning huddles and regular team meetings provide structured opportunities to address communication gaps.Leaders build respect when they acknowledge their own communication mistakes.Clarifying questions such as “Help me understand” can uncover the facts behind frustration or confusion.Important systems, core values, and non-negotiable expectations should be documented in writing.Dentists should not assume that patients understand available services, treatment recommendations, or clinical terminology.Episode Chapters:00:00 The danger of assumptions in dental practice communication.01:06 Dana Watson's background in education and dentistry.03:05 How missing information causes people to create stories.05:58 Why communication systems require ongoing attention.07:35 Dana's Everyday Excellence non-negotiables.10:47 Creating intentional opportunities for doctors and teams to reconnect.12:39 Using “Help me understand” as a clarifying question.14:13 Expectations, personality differences, and the Five Voices of Leadership.17:05 Communication rhythms and morning huddles.19:17 The consequences of leaving conflict unresolved.21:19 Reinforcing communication through written systems.23:14 Avoiding assumptions when communicating with patients.24:32 The Exchange and CollaborCon27:15 Closing thoughts.Guest Bio:Dana is an international speaker, author of Married to Dentistry, and a dedicated advocate for excellence in the dental field. After a decade of teaching high school science, she transitioned to dentistry to help her husband run his practice. With over 20 years of experience, Dana has developed a passion for empowering dental teams to achieve their best. Her speaking journey began in 2006 when she shared insights on Bettering Your Best with an international audience.Dana says she did not “choose” to go into dentistry, but found it necessary to join her husband's practice to help it improve. At first, she felt resentful, but she came to love it, and it ignited a great passion for working in the dental field.Today, Dana inspires teams with her leadership, culture, and systems expertise. Resources:Five Voices of Leadership by Jeremie Kubicek and Steve Cockram:https://www.amazon.com/Voices-Communicate-Effectively-Everyone-Lead/dp/1119111099Communication Code: https://www.amazon.com/Communication-Code-Strategies-Stronger-Relationships/dp/1394150539Dana Watson's website: https://danaspeaksdental.com/The Exchange: https://smilesource.com/exchangeCollaboriCon: https://www.collabriconcrew.com/More Helpful Links for a Better Practice & a Better Life:Contact Gina to learn more about ACT: gina@actdental.comThe Best Practices Show: https://www.actdental.com/podcast/Smile Source Community Hub: https://www.actdental.com/community-hubUpcoming Events & Workshops: https://www.actdental.com/events/Smile Source: https://www.smilesource.com/Subscribe on Apple Podcasts: https://podcasts.apple.comSubscribe on Spotify: https://open.spotify.com

Leadership principles are rarely complicated. The difficulty is remembering to practise them consistently when targets are missed, markets become unstable, staff disappoint us and the pressure keeps building. In Part One, we examined the first seven guiding principles of leadership. Here are principles eight to sixteen: practical reminders about respect, recognition, accountability, goal-setting, focus, resilience, work-life balance, worry and enthusiasm. They may sound familiar, but familiarity is not the same as application. How does showing respect improve employee motivation? Genuine respect is the foundation of sustainable employee motivation because people are more willing to contribute when they feel valued as human beings. This applies not only to star performers but also to the large middle of the workforce whose performance may be average or inconsistent. Many bosses naturally respect their top 20% because those people deliver results. The real leadership test is how they treat everyone else. Frustration can leak into the boss's voice, facial expression and daily interactions. Staff quickly recognise when they are being tolerated rather than respected. Leaders do not have to accept poor performance. They do, however, need to separate the individual's worth from the current quality of the work. Clear coaching, fair expectations and honest feedback can coexist with dignity. Do now: Check whether every team member receives the same basic level of courtesy, attention and respect, regardless of performance. Why are recognition and praise sometimes more powerful than money? People work for money, but they often go the extra mile because they receive recognition, praise and meaningful rewards. Fair pay matters, but salary alone rarely creates emotional engagement, loyalty or discretionary effort. Frederick Herzberg described salary as a "hygiene factor". When pay is unfair, it causes dissatisfaction. When it is fair, employees generally treat it as an expected part of the employment relationship. The stronger motivational effect often comes from achievement, responsibility, progress and recognition. Our Dale Carnegie research has repeatedly identified feeling valued by one's immediate manager as an important emotional driver of engagement. Employees cannot read the boss's mind. They know they are valued because the leader communicates it through specific praise, appreciation and acknowledgement. A vague "good job" is better than silence, but precise recognition is stronger: explain what the person did, why it mattered and who benefited. Do now: Recognise one specific contribution today and connect it directly to its positive impact. Should leaders admit their mistakes? Strong leaders admit mistakes quickly because accountability builds credibility rather than diminishing authority.A boss who pretends to be infallible creates defensiveness, fear and political behaviour throughout the organisation. Ego, face, pride and professional image can make an admission difficult, particularly in hierarchical business cultures. Some managers worry that saying "I was wrong" will weaken their position. Usually, the opposite happens. Employees already know the mistake occurred. The only unresolved question is whether the leader has enough confidence and integrity to acknowledge it. Admitting an error does not mean accepting chronic incompetence. Leaders and employees must still meet professional standards. The principle is to be quick to acknowledge genuine mistakes, slow to criticise others and constructive when correcting performance. A leader who accepts personal imperfection is also more capable of responding calmly when a team member makes an occasional error. Do now: Admit the mistake, explain the correction and focus the team on preventing a recurrence. How should leaders set challenging but realistic goals? Effective goals should stretch performance without becoming so unrealistic that employees stop believing effort will make any difference. Clear, challenging and attainable targets generate more commitment than numbers based on guesswork, hope or executive wishful thinking. Throughout my career, I have encountered targets that appeared to have no scientific, commercial or logical foundation. A wet finger held up to the breeze seemed to be the methodology. These goals did not motivate anyone. They encouraged cynicism, sandbagging and creative explanations for failure. Today, I use a spreadsheet to track each salesperson's results from the date they joined the company. This allows comparisons based on experience, historical performance, conversion patterns and realistic productivity expectations. Large corporations, SMEs and startups may use different metrics, but the principle remains the same: base targets on evidence, explain the rationale and confirm that employees can influence the outcome. Do now: Review whether your team's goals are evidence-based, clearly explained and difficult but genuinely obtainable. How can leaders maintain focus on the big picture? Leaders maintain strategic focus by protecting time for important long-term work, even while urgent problems compete for attention. Markets, currency movements, wars, technological disruption and economic downturns can easily pull leaders into permanent crisis management. Employees are often understandably focused on today's workload, career, compensation and immediate problems. Senior leaders must operate across a longer horizon. They need to keep reminding the organisation where it is going, why that destination matters and what must be protected during periods of disruption. The familiar advice is to work on the business, not only in the business. Stephen Covey's Quadrant Two—important but not urgent—is where strategic planning, relationship building, capability development and risk prevention normally sit. Unfortunately, these activities are easily postponed because they are not yet emergencies. The big picture does not maintain itself. Leaders have to schedule time to think. Do now: Block regular Quadrant Two time for strategy, people development and prevention before urgent work consumes the calendar. Does work-life balance improve leadership performance? Consistently high performance requires recovery because health, reflection and leisure support better judgement, creativity and endurance. Leadership is a marathon, even though ambitious executives sometimes behave as if every month is the final sprint. "I will outwork, out-sacrifice and out-commit everyone" can sound admirable. It becomes dangerous when exhaustion damages decision quality, relationships or physical health. Many of our strongest ideas appear while walking, running, swimming, exercising or gardening—not while staring at another spreadsheet late at night. My father established his own company at the age of 49 and achieved rapid financial success. He died from lung cancer at 51 and was not there to enjoy the rewards. That experience permanently shaped my view of success. Winning in business is meaningless if leaders destroy their health, family life and capacity to enjoy what they have built. Do now: Treat sleep, exercise, relationships and recovery as performance disciplines rather than optional rewards. How can leaders remain positive during severe setbacks? Resilient leaders take strength from what remains possible instead of allowing past failures and present negativity to consume their energy. Positivity is not pretending that serious problems do not exist. It is maintaining the ability to act despite them. The movie reel inside our minds repeatedly shows mistakes, humiliations, losses and disasters. News media amplify the effect because negative stories attract attention. During the COVID-19 pandemic, the training industry suffered extraordinary disruption. Remaining optimistic while facing losses, uncertainty and upheaval was not easy. My mantra was TINA: There Is No Alternative. Quitting mentally would not improve the situation, so the only productive option was to keep adapting and fighting. Japan's well-known saying, "Fall down seven times, get up eight," captures the required mindset. Resilience does not remove the wound. It gets us moving again. Do now: Identify what remains within your control and take one constructive action before reviewing the problem again. What practical method helps leaders control worry? Leaders can reduce worry by converting vague fear into a clearly defined problem followed by practical solution choices. Worry thrives when the mind circles endlessly around uncertainty without moving toward a decision. Questions such as "Can we make payroll?", "Will we run out of cash?" and "How much longer can we survive?" became genuine concerns for many business owners during the pandemic, supply-chain disruption, market instability and geopolitical conflict. A simple four-part process can interrupt paralysis: What is the problem? Why is it a problem? What could I do to alleviate the problem? Which solution is best? This structure moves the mind away from emotional repetition and into analysis, options and action. The selected solution may not be perfect, but purposeful movement is generally healthier than passive anxiety. Do now: Write down the worry, answer the four questions and choose the next specific action. Why is enthusiasm essential for leadership? Enthusiasm gives leaders the emotional energy to influence others, sustain momentum and keep hope alive when circumstances are grim. It can move people, but it must also be protected from persistent negativity. Negative colleagues, commentators and acquaintances can act like kryptonite. Their pessimism gradually drains confidence and makes every idea appear impossible. Leaders cannot always avoid difficult people, particularly when the negative person is a colleague, client or family member. They can, however, control how much authority that person's outlook is allowed to have. Enthusiasm is not constant excitement. It is a renewable commitment to possibility. Leaders should identify the activities, people, purposes and achievements that reignite their energy. A small spark can become the blue flame that helps a team believe there is a worthwhile future ahead. Your emotional state is contagious, whether you intend it to be or not. Do now: Protect your enthusiasm, reduce unnecessary exposure to habitual negativity and reconnect with what gives the work meaning. Conclusion: How can leaders turn familiar principles into daily habits? The sixteen principles covered across Parts One and Two are not new, glamorous or technologically advanced. Most leaders have heard similar advice before. The problem is not a lack of knowledge. The problem is inconsistent execution. Respect, recognition, humility, constructive feedback, realistic goals, strategic focus, personal health, resilience, practical problem-solving and enthusiasm only create value when they become visible behaviours. Choose one principle each day and deliberately practise it. Treat the principles like daily business health supplements. One small leadership behaviour repeated consistently can improve trust, engagement, judgement and organisational performance. The obvious principles are often the ones we neglect. Leadership improves when we stop admiring the ideas and start living them. Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021 and received the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver leadership, communication, sales and presentation programmes globally, including Leadership Training for Results. He has written several books, including the bestsellers Japan Business Mastery, Japan Sales Mastery and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His books have also been published in Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg publishes daily business insights on LinkedIn, Facebook and X and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery and Japan's Top Business Interviews for executives and professionals seeking practical strategies for succeeding in Japan.

PXY Mornings w/ Moose and Breezy! Clear the air! Let out your hottest take with There I Said It!

Core values only matter if leaders are willing to use them. In this episode of Sales & Cigars, Walter Crosby sits down with EOS Implementer Jim Coyle to talk about culture, accountability, leadership, and the challenges founders face when trying to step out of the sales seat. Jim shares his journey from entrepreneur and bar owner to becoming one of the earliest EOS Implementers. He explains why core values should be discovered rather than created, how EOS gives organizations a common language, and why companies must be willing to make difficult decisions when employees do not align with the culture. The conversation also explores why the best salesperson is rarely the best sales manager, how founder-led companies become too reliant on the CEO to close deals, and why accountability must apply to culture as much as performance. If you are still the best closer in your company—or your core values only live on the wall—this episode will give you plenty to think about. Episode Highlights Why Traction remains one of the most transformative books for entrepreneurs How Great by Choice helps leaders test ideas before making major bets Jim's journey from entrepreneurship to EOS implementation Why EOS works through simple tools and shared language Why core values should be discovered, not invented How leadership teams can uncover values from their best employees Why core values must be used as a business tool How to address employees who perform well but damage the culture Why a "moldy blueberry" can quickly affect the rest of the team The danger of promoting top salespeople into management without support Why founders struggle to step away from the sales seat How accountability conversations help people improve Key Takeaways Simple does not mean easy. EOS provides straightforward tools and language, but leaders still have to do the hard work of implementation and accountability. Core values already exist inside the business. The goal is not to invent impressive words. It is to identify the behaviors shared by the people who best represent the company. Values are only useful when they guide decisions. Core values should influence hiring, coaching, promotions, performance conversations, and terminations. Culture must apply to top performers too. A salesperson who hits their number but damages the team cannot be exempt from accountability. It may be better to have no core values than fake ones. When leaders tolerate behavior that contradicts the stated values, they weaken trust across the organization. The best salesperson is rarely the best sales manager. Selling and managing require different skills, including coaching, patience, process, and accountability. Founders get pulled back into sales because it feels natural. They built the company through relationships and selling, but long-term growth requires developing a team that can perform without them. Accountability is an act of support. Clear feedback gives employees the chance to improve, align with the culture, and become more successful.   Who Should Listen This episode is especially valuable for: Founders who are still the primary closer in the company Entrepreneurs considering EOS Sales leaders building accountability across their teams Companies reviewing or redefining their core values CEOs dealing with high-performing employees who damage the culture Leadership teams trying to create consistency across the organization Business owners who want the sales department to run without them   Links & Resources EOS Worldwide https://www.eosworldwide.com Contact Jim Coyle jim.coyle@eosworldwide.com Traction by Gino Wickman Great by Choice by Jim Collins and Morten T. Hansen Enshittification by Cory Doctorow   Continue the Conversation If this episode made you think differently about accountability, leadership, culture, or how to get the sales department running without everything flowing through the founder, join the Sales Integrator Community. The community is built exclusively for salespeople and sales managers who want an edge and practical support from someone who has learned the hard way over 40 years in sales. Inside, members can access coaching insights, sales tools, practical resources, and ongoing conversations designed to help them improve their craft and lead more effectively. Free forever. Special founding member badges are available for the first 250 members. Join the community here: https://helix-community.circle.so/join?invitation_token=8b6622d942c852339d856b2af3504123cf9476e2-8b78b151-d94f-46df-a26b-ec4a6df24460   Subscribe to Sales & Cigars Sales & Cigars is hosted by Walter Crosby, the Sales Integrator with Helix Sales Development. Subscribe on Apple Podcasts, Spotify, YouTube, or wherever you listen. The only smoke we blow is from cigars.

00:00 – Intro & episode overview (Moon Colony Bloodbath + Michelle interview note; audio quality warning) 03:01 – Moon Colony Bloodbath discussion begins  13:19 – Clear rules overview of Moon Colony Bloodbath 17:07 – Deeper critique of Moon Colony Bloodbath (family vs. gamer game, comparisons) 19:53 – Galaxy Trucker comparison 24:22 – Designer & artist credits (Donald X. Vaccarino / Franz Vohwinkel) 26:14 – Spider-Man Noir  34:19 – Transition to listener interview 34:33 – Interview with Michelle begins (noticeably improved audio) 1:06:09 – Michelle's top 5 games (starts with #5) 1:06:24 – Codenames 1:08:04 – Decrypto 1:11:24 – Castles of Burgundy 1:12:49 – Civolution 1:16:35 – Terraforming Mars  1:18:06 – Underwater Cities mention 1:21:31 – Twilight Imperium / Second Dawn for the Galaxy / Eclipse 1:23:26 – Arcs (Cole Wehrle) 1:25:56 – Moon Colony Bloodbath discussion with Michelle 1:39:52 – Ponzi Scheme recommendation 1:48:28 – Holding On: The Troubled Life of Billy Kerr 1:49:35 – Fog of Love mention 2:07:35 – Outro & closing   Our Patreon: https://www.patreon.com/bgsnobs Email: boardgamesnobs@gmail.com Follow/join us at: Board Game Snobs YouTube Board Game Snobs Discord https://www.instagram.com/boardgamesnobs/ Board Game Snobs Facebook Group  

  If you've ever been asked “What are your salary expectations?” and felt your mind go blank, you're not alone. This is one of the most high-stakes moments in any job interview, and the way you respond can directly impact your earning potential for years to come. Many candidates unintentionally undercut themselves by naming a number too early, guessing without research, or feeling pressured into revealing expectations before understanding the full scope of the role. The good news is that you can take control of this conversation with the right strategy. By learning how to defer the question, redirect toward the employer's budget, and use well-prepared negotiation scripts, you can stay confident and in control. In this episode, I'll will help you approach salary discussions with clarity, avoid costly mistakes, and ensure you're positioning yourself for the compensation you truly deserve.   You'll learn:   ✔ How to answer the dreaded "What are your salary expectations?" question without hurting your negotiating position ✔ When to defer salary discussions, how to ask for the employer's budget first, and what to say if you're pressured to give a number ✔ Smart salary negotiation scripts that help you maintain leverage while keeping the conversation collaborative ✔ How to research and communicate a salary range that's grounded in the market, not guesswork ✔ Common salary negotiation mistakes that can cost you thousands and how to avoid them with confidence   ⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯⎯ Cut 3 months off your job search in 90 minutes (start here) Create a clear brand & job search strategy that cuts 3 months off your search: https://theuncommoncareer.com/intensive     Learn our 5-step job search strategy: https://theuncommoncareer.com/process Connect with me on LinkedIn (let me know you're from the podcast): https://www.linkedin.com/in/pmortega/                 . . . . . . _____________________ Patricia Ortega is known for coaching clients to a strategic, emotionally intelligent approach to job searching that emphasizes clarity over activity, quality over quantity, and positioning over bragging. She helps mid-career professionals rise above crowded applicant pools and land aligned roles faster by combining three core areas: 1) Clear branding and messaging, 2) job search strategy, and 3) Identity, Confidence, and Emotional Intelligence Under Pressure. She operates from a Christian, biblical worldview. She believes excellence and integrity can coexist, and you don't have to exaggerate or compromise who you are to compete at a high level. Learn more at https://theuncommoncareer.com.             .

Mariners get humbled in Texas. Trade deadline necessities become more clear, but who's available and what cost? Is a Geno Suarez reunion becoming more of reality? What could the Mariners get in return for one of the staring pitchers? nstagram:@ryebreadandmustardpodcast Youtube: @ryebreadandmustardpodcast X: @RandBPodcast TikTok:@ryebreadandmustardpod Email: ryebreadandmustardpodcast@gmail.com Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

State opposition leader Jess Wilson joined Jacqui Felgate.See omnystudio.com/listener for privacy information.

Logging cuts, also known as clear-cuts, are some of the best places to find mature bucks in the big woods. They provide a focal point in an otherwise monotonous landscape. You can also readily spot them while e-scouting. The problem is, everyone else realizes this too. While clear-cuts attract deer for bedding or browse, they also attract a lot of pressure. Luckily, whitetails adapt regardless of hunting pressure, and logging cuts can still hold...

Mike Gallagher and Drew Dinkmeyer return to break down the huge free agency signing of LeBron James to the Philadelphia 76ers, how LeBron can fit into this 76ers team and how current Philadelphia players might have to adapt. They also discuss whether this move makes the 76ers the favorite to win the Eastern Conference, before touching on Denver's troubling cap situation and how much of a concern it actually is. 

Greg, Wiggy and Coco give their leads for the morning and the crew react to Tatum's comments from over the weekend. Did the Jays ever get along?

The episode reveals infrastructure dependence and vendor consolidation risks in the IT channel, illustrated by Broadcom's abrupt closure of the VMware Cloud Service Provider (VCSP) program. This move eliminated license access for numerous MSPs, disrupting established practices reliant on VMware platforms and forcing providers into accelerated, unplanned migrations. The event highlights the vulnerability of service provider business models when built on external vendor programs without autonomy or long-term contractual assurance. The most consequential development discussed is the forced transition experienced by Valor C3 Data Centers after Broadcom shut down the VCSP program on October 31, 2025. According to Justin Fox, this action imposed a non-negotiable deadline and provided no grandfathering, causing hundreds of MSPs to lose access to essential licenses. Valor allocated several hundred hours to research and migration planning, citing costs between $200,000 and $300,000 per site for new landing zone infrastructure, not including increased hardware prices driven by AI market demand. Decisions centered on reducing repeat vendor risk, balancing reuse of existing hardware, and evaluating alternatives such as full open source OpenStack via Platform9. Supporting developments point to broader changes in the virtualization market post-Broadcom. Justin Fox noted that, while Proxmox and Hyper-V are common destinations for displaced VMware users (especially in small, single-tenant environments), larger service providers prioritize native multi-tenancy, platform flexibility, and hardware independence—criteria that led Valor to OpenStack. The importance of ecosystem compatibility, operational simplicity, and readiness to pivot away from vendor-managed solutions was elevated against the background of supply chain disruptions and rising hardware costs. For MSPs and IT leaders, these circumstances clarify the need for robust vendor risk assessment and contingency infrastructure strategies. Reliance on proprietary vendor programs presents exposure to sudden policy changes, price escalations, and contract terminations. Transitioning to open platforms can reduce repeat risks, but does not eliminate dependency—especially when managed open source solutions have their own governance and continuity considerations. Clear communication with customers, careful management of migration costs, and ongoing evaluation of vendor relationships are required to avoid operational shocks and revenue disruption in an increasingly consolidated channel environment. Supported by: Pax8 ScalePad

How do you set a boundary without upsetting people? You cannot control whether someone feels disappointed, but you can communicate your limits with honesty, warmth, and clarity. If the word no gets stuck in your throat—or you find yourself saying yes before you have checked your calendar, energy, or actual desire—this episode is for you. Sometimes the hardest part of setting a boundary is not finding the words. It is the fear that another person's disappointment will mean you have done something wrong. So, instead of simply saying no, you begin building a case. You explain your schedule. You list your symptoms. You offer supporting documentation, emotional exhibits A through F, and perhaps a photograph of yourself looking convincingly exhausted. All because a quiet part of you is saying: Please don't be mad at me. In this solo episode, Danielle explores why saying no can feel so emotionally loaded—especially for recovering people pleasers, people who are highly attuned to others, and anyone who has learned to measure their goodness by how available they are. You will learn why boundaries are not rejection, why your capacity matters as much as the empty spaces on your calendar, and how to communicate a clear no without becoming cold, harsh, or unkind. Because a boundary is not a punishment for somebody else. It is a commitment between you and you. In This Episode, We Talk About Why saying no can feel threatening even when the request is completely reasonable The fear underneath overexplaining your decisions Why some people instinctively look outward to determine who they need to be How people pleasing, attachment patterns, and family dynamics can shape your relationship with boundaries The difference between having time and having capacity Why an invitation can feel more like a blazing cast-iron pan without oven mitts The hidden energetic cost of saying yes too quickly Why boundaries are commitments to yourself—not attempts to control another person How to care about someone's feelings without becoming responsible for preventing them Three simple ways to say no with clarity and kindness Three Practical Takeaways 1. Check Your Capacity, Not Only Your Calendar Something may technically fit into an open hour without truly fitting into your life. Before answering, consider: preparation time travel and transition time emotional energy recovery afterward what else you are already carrying what this yes will ask of your future self The question is not only: Do I have time? It is also: Do I have the energy to do this without abandoning myself? 2. Match the Detail to the Relationship You do not owe every person the same amount of explanation. A close friend may receive more context because the intimacy of the relationship supports it. A casual acquaintance, distant contact, or unsolicited email request may only need: Thank you for thinking of me, but I can't commit to that right now. Kindness does not require complete access to your private life. 3. Practice One of These Three Responses Polite and firm: "Thank you for thinking of me, but I can't commit to that right now." Gentle redirect: "I don't have the capacity for that, but here is what I can offer." Clear no: "No, thank you." The goal is not to sound perfectly scripted. The goal is to have language available when your nervous system wants to panic, overcommit, or start preparing a courtroom defense for your exhaustion. The Moment Would you rather fake a medical emergency than simply say no? It sounds dramatic—until you remember the last time you gave someone six paragraphs of evidence to prove that your boundary was legitimate. Sometimes we do not explain because the other person needs more information. We explain because we are trying to prevent them from having a feeling about our decision. The Heart of This Conversation Boundaries are not rejection. They're clarity. A boundary does not mean: "I do not care about you." It may simply mean: "I am no longer willing to run myself into the ground to prove that I do." Danielle's Favorite Quote If everyone gets a yes from me, eventually there is nothing left for me. Another Line to Keep I can care about your disappointment without making it my job to prevent it. Reflection Question Where in your life are you currently offering a yes because you are afraid of what someone might feel if you said no? Before you judge yourself, pause and get curious. What are you afraid their disappointment would mean about you? A Gentle Practice The next time someone asks something of you, try not to answer immediately. Even if your instinct is to say yes. Even if the message has been marked as read. Even if you are already imagining the awkward silence. Try: "Let me check a few things, and I'll get back to you." That small pause creates enough room to consult the person who is often left out of the decision: You. Before you go Listen to the full episode for a deeper look at why saying no can feel so difficult, how boundaries protect your energy before burnout sets in, and the exact words you can use when you want to be both clear and kind. And remember: You do not need to become less caring to set a boundary. You may simply need to stop using self-abandonment as proof that you care. 20-Second Spotify and Apple Podcasts CTA Does the word no ever get stuck in your throat? In this episode of Don't Cut Your Own Bangs, we're talking about how to set kind, clear boundaries without building a legal defense for your capacity. Follow the show on Spotify or Apple Podcasts so you never miss a conversation created for high-functioning humans with big feelings. Resources Mentioned The Treasured Journal A seven-part guided journal and meditation series designed to help you reflect, reset, and listen to yourself before burnout sets in. https://danielleireland.com/journal Wrestling a Walrus A playful book for little people with big feelings—and the grown-ups helping them name and navigate those feelings without shame. https://danielleireland.com/wrestling-a-walrus Connect With Danielle Website https://danielleireland.com Substack https://danielleireland.substack.com YouTube https://www.youtube.com/@DontCutYourOwnBangs Instagram https://www.instagram.com/dontcutyourownbangs The Treasured Journal https://danielleireland.com/journal Wrestling a Walrus https://danielleireland.com/wrestling-a-walrus Listen on Spotify https://open.spotify.com/show/0VFZulonTvaa2HIPyJa4Tq Listen on Apple Podcasts https://podcasts.apple.com/us/podcast/dont-cut-your-own-bangs/id1427579922  

Welcome to the Daily Disciple Podcast. As daily disciples, we seek to adore and follow Jesus, our teacher, into the abundant life that he offers. Because we find Jesus irresistible, fascinating, and incredibly practical, we want to be students of his Scripture. Today's episode is found in Matthew 6 "Clear Command."

The Pirates of our Times   Huge! This Changes Everything! Secrets Revealed! The Real Reason… ALL CAPS! What You're Not Supposed to Know About… Something That Shouldn't Exist… See Recipe in Comments Below[1]     Is this what it takes to get our attention now?   You would think so. When we search through YouTube looking for a favorite news outlet, we now slog through sensationalist titles and AI-generated title pages that entice us to view by showing extreme emotions: anger, fear, distress, shock.   Not comforting, is it?   It's a weekly challenge for me when I try to choose a graphic that authentically represents the content of the teaching. At some point I think we have to admit that no matter how intriguing the title or graphic, mostly the same people will read and the same people will delete. Probably at most, an especially intriguing title will cause a tiny percentage of people to open an email who normally delete it. We are becoming more wise…or perhaps fatigued…with sensationalist content.   The ability of AI[2] to offer us not just curated viewing, shopping, music, or social media posts, but to communicate with us like an actual person in Customer Service chats or Chat GPT, creates an illusion of an interested and caring person we know. How cool is it that YouTube lets me know when a new beading or archaeology video is released?   Honestly, though, it's digital machinery that has been fed immeasurable amounts of data. As I found out last week, it's also been fed pirated books (Creation Gospel workbooks!) and videos (Creation Gospel videos!). The AI in turn cheerfully offers the information free to seekers.   There was a foreshadowing of this back in 2003 when we first went online with www.israelnet.tv, offering teaching programs from some of the best-known Messianic teachers of the day. Our tech guy contacted us and said he was watching someone download multiple programs simultaneously in real time. This was in spite of clear copyright cautions. We only had permission from the teachers to stream to our audience, not to re-distribute the programs for personal use.   With a little bit of investigative work, we tracked down the email address of the pirate. My burning question was, what kind of person steals Bible teaching? There's much more lucrative content out there. Bible teaching? Really?   I sent the faceless Torah pirate an email, and kindly but firmly explained that we knew he was downloading copyrighted programs. I also explained that we did not have permission to distribute the material randomly; we were only licensed for the specific use on Israelnet.   Instead of an apology, the pirate went into the old trope: The Bible doesn't belong to anyone. It's free. Bible teaching should be free.   Pretext.   Aaargh, matey!   Sure the Bible is free. They're in the top drawer of any hotel nightstand. An institution known as the Gideons gives away free Bibles. Most people have an extra copy they'd be happy to give away. But there was a reason Yeshua chose one of the disciples to carry the donation money bag.   Even though Yeshua was quite handy with multiplying loaves and fishes, they had to eat.   Relying on miracles instead of working is not the Scriptural example. Miracles are for when we reach the limit of human skill, access, or knowledge.   In my reply to the gentleman pirate, I agreed that the Bible is free. In fact, our Creation Gospel programs and workbook royalties are designated to support Torah-based orphanages, not pay salaries. My husband and I had full time jobs, so we didn't rely on donations to pay the grocery bill or car payment. We donated our time and money. Other teachers, however, were full time ministers. They needed the income to support their ministries and families.   Not being as handy with loaves and fishes as Yeshua, they had to eat.   At the least, if this gentleman wanted to re-distribute the teachers' programs, then he should obtain permission like Israelnet did. He should explain why the costs the teachers incurred, such as travel, studio, equipment, utility bills, (our streaming T-1 line back then was $1000 per month!), software, etc., was okay for him to remove from their pockets because he knew better than they did to whom their teaching and production work should be disseminated.   So in our times, AI developers are free to redistribute all the intellectual property it can consume, even apologizing for not listing everything due to “copyright rules.” It's like nodding and saying “no” at the same time.   It's not something we'll change, however. In fact, it's so incorporated into our daily activities that it's probably impossible to disconnect unless we go off-grid. We're being sluiced down that funnel faster and faster. The current Western trend toward socialism and communism is a symptom. The pirate's reasoning that all Biblical content should be free is rapidly expanding. We feel entitled to confiscate anyone else's hard work because it's the “moral” thing to do. Share. Lift up the downtrodden. Love your neighbor.   Sometimes we feign asking permission by passing onerous laws to tax and take property. Others simply take without permission and know that the wealth from it will more than equip them to face their accusers in court by the time it makes it that far. The ultimate settlement is calculated as the cost of doing pirated business. The Author's Guild reports that the median annual income from book sales is just $15,000 for full-time authors. We're not all John Grisham. The authors are never going to recover the income they've lost to pirates and AI even when the case makes it to court.   Yes, I agree. Love your neighbor as yourself.   But what about “Thou shalt not steal”? That's in the Bible, too.   Pretext.   Yes, that's what the Torah calls it.   A pretext is when we make up a reason to conceal the actual reason we do or don't do something. Pretext tends to spread like wildfire. We'd all like to avoid confronting our own fears, failures, laziness, aggressiveness, greed, or apathy if someone can come up with a pretext that sounds way better than “my fear,” “my laziness,” “my aggressiveness,” or “my greed.”   Numbers 11:1-6 is an example of a pretext:   “Now the people became like those who complain of adversity in the hearing of the LORD; and when the LORD heard it, His anger was kindled, and the fire of the LORD burned among them and consumed some of the outskirts of the camp… The rabble who were among them had greedy desires; and also the sons of Israel wept again and said, “Who will give us meat to eat? We remember the fish which we used to eat free in Egypt, the cucumbers and the melons and the leeks and the onions and the garlic, but now our appetite is gone. There is nothing at all to look at except this manna.”   The fire started with a taste for free meat and fish. This was the pretext. They even invented facts to go with the pretext: we ate free fish in Egypt; we have no appetite.   The opposite was true. The fish wasn't free in Egypt. Even the straw for the bricks they had to find for themselves. They did, too, have an appetite. The ignoramuses even listed all the things they were craving.   The manna, the Word of Heaven was not tasty enough for their uncontrolled, greedy appetites.   It helps to know what preceded the complaining. For the first time, the organized camp moved with the Tabernacle, following the Ark of the Covenant and expected to give feet to the commandments they'd learned:   “So they moved out for the first time according to the commandment of the LORD through Moses.” (Nu 10:13)   The Israelites had entered a new stage of responsibility in their walk to the Promised Land. No longer newly-saved milk-dependent babes in the wilderness, they had multiple commandments in which to walk. They were now organized by camp, directed by leadership. There was no map to their journey, only the Ark that traveled ahead looking for the place for them to rest.   When we don't know exactly what lies ahead, we often look back. What we see when we look back takes on a glory and sheen that it never had when we were living it. Truth be told, we were miserable. But those reconstructed memories and invented facts make great pretexts.   Our present challenge is more than just leaking away of intellectual property or orphanage funds through pretexts or outright theft. Like I said, we won't stop this flood until Yeshua returns. There's no way to separate out an answer on a search engine that was stolen versus one that was taken from an open source. Our present challenge is more than just clickbaiting viewers or listeners to read, watch, or listen to a program when they have thousands of choices each day.   Let's put the two together.   We are in a transition period. We hear the footsteps of Messiah. We also know that the period just preceding his return is one of chaos, turmoil, war, weather phenomena, family conflict, rebellion, and mass confusion.   In the middle of this, a remnant is called out of that darkness in the “wilderness of the peoples.” What we feel as tribulation is really just a test. Tribulation is for the unrepentant. Yet, we, too, become scared, nervous, anxious, and angry. We're not sure we know how to follow the Ark. Organization? The Beast uses those! Help!   Yes, the Beast is full of cravings and greedy desires. He does use organizations to clickbait and entice us, to offer us any pretext for complaining about the journey. To overwhelm us with “free” choices: Cucumbers? Fish? Melons? Garlic? Onions? Pick me! Pick me! I love free!   All our choices do cost something no matter the pretext or the truth of the Word. The only free thing is our salvation. After that is a wilderness journey of learning, and each lesson costs us some effort. And unlike the wilderness of the first Exodus, this Greater Exodus doesn't come with a visible Moses or a leadership appointed by him. This is a bit scarier because it's more than a bit greater than the first one! (Je 16:14-15; 23:7-8; Is 43:16-19)   You know what? I used AI to look up those verses faster than I could on Logos. I don't think AI is the Beast. It's a tool, but we need to know how to and how not to use it, just like we need to know how to use and not use the organizations to which we belong or which we use. We don't put faith in government, medicine, recreation, education, or any other system. We use them, but they will ultimately fail…repeatedly. They are tools, but they are not the Kingdom. We must recognize where they fail and use them wisely where they are honest and successful.   While the wicked and lukewarm world with no clear direction enters this stage of confusion that precedes the Kingdom, knowing only an indiscriminate throwing off of every yoke, we are to walk with clarity. Training in the Word equips us, calms us, balances us.   This is why I know that trying to find the most enticing graphic or clickbait title is not going to get lots more people to open a newsletter. In fact, statistics tell me that fewer than 50% even open the weekly email.   People are weary and wary. When they do open those links that imply they HOLD THE NEXT GREATEST SECRET CONSPIRACY, they already anticipate that it will under-deliver.  They know we're overrun with the pirates of our time. It's kind of like those sea monkeys I ordered from the back of a comic book when I was seven years old. I still have no idea what that cloudy mess was, but the ads made me think something alive, mysterious, and fascinating could be had for the cost of postage and few bucks.   And I get it.   I, too, have to search for ways to promote books like Scorpions Ascent or a conference, to politely ask the readers or viewers for a minute or two to consider whether the book or event is a good fit for them. I don't want to be a time pirate, yet on the other hand, if we don't do something to attract the eye, the message is shouted down by edgier content producers. At what point do we become a time pirate? These are wilderness dilemmas, but Yeshua goes ahead of us so we won't get lost.   My prayer is that we are quietly growing a trained remnant that doesn't need superlatives, all caps, world-shaking prophecy insights, and carnival ride doctrines. They are faithfully collecting tasty manna in the Torah portions each week. They don't need pretexts to justify their lust for the doctrinal carnival rides because they are not afraid of walking in the chaos Scripture warned us would accompany the period before Yeshua's return.   AI can only appear to know you by your first name. It cannot know you at all. It is data programmed to identify your habits captured either legally or illegally by analyzing your keystrokes, questions, searches, and preferences. The upside is a quick search for a simple, non-life-changing question. The downside is that from now until Yeshua comes, we will not likely know for sure what images or voices are real. Oh yeah, that's in the Bible, too.   A minister of pretext doesn't really know you, either. He or she knows human fears, greed, cravings, laziness…even the good desire to do righteous things for your neighbor. The minister of pretext's bait draws out the “rabble,” sharing confusion and darkness because they feed one another half-truths that become whole lies. In the end, it consumes them together. It doesn't bear the fruit of righteous things. He's a pirate who baits our scroll…em…scrolling time.   As we navigate this greater exodus, let us deliver what the apostles of Yeshua delivered and what Moses and the leaders in the wilderness delivered. Truth. Truth still matters.   A human being doing the honest work of the Kingdom can hold truth and the good of others at the same time. It can give without stealing. Truth can be firmly upheld without being unkind. It can make manna tastier than anything from The French Laundry.   That is something the world desperately needs right now. Real human beings unafraid of the giants, robots, and raging, confused nutters. Strong, yet gentle messengers of Yeshua aren't driven by their own fears, but by the good news promises of the gospel. They may not remember where you shopped online six months ago or that you like loom beading videos, but they know you are the Father’s treasured possession. This kind of knowing becomes a comfort to others:   For our exhortation does not come from error or impurity or by way of deceit; but just as we have been approved by God to be entrusted with the gospel, so we speak, not as pleasing men, but God who examines our hearts. For we never came with flattering speech, as you know, nor with a pretext for greed—God is witness—nor did we seek glory from men, either from you or from others, even though as apostles of Christ we might have asserted our authority. But we proved to be gentle among you, as a nursing mother tenderly cares for her own children. Having so fond an affection for you, we were well-pleased to impart to you not only the gospel of God but also our own lives, because you had become very dear to us. (1 Th 2:3-8)   Isn't this a great passage Paul wrote to comfort the Thessalonians? These are words of relationship, not something Paul asked AI to write for him. Even back then, the recipient of a letter could sniff out a genuine letter from AI. A pastor who loves the flock is a gift from above AI will never duplicate.   This Shabbat is “Shabbat Nachamu,” the Shabbat of Comfort that follows the fast of Tisha B'Av. The readings for the weeks following are also comforts that the destructions will someday come to an end, and the hard work of walking through the chaos and confusion of the wilderness will come to an end.   The great thing about the Ark seeking out a resting place for the Israelites three days' journey ahead of them in the wilderness? It is said that its cloud lifted up the low places, leveled the high places, and killed the scorpions and snakes in their path. It shaded them from the heat or cold. The journey was nothing to be afraid of, nothing  for which they needed to collect pretexts beforehand for failures. They were being afforded the comforts they would need even through the challenges of the journey.   It was those on the fringes the cloud had expelled for complaining who were consumed by the fire. It's way bumpier and hotter out there where the cover of the clouds of glory is thin. The Presence of the Father can also sniff out a reluctant traveler on this journey. Leave the pretexts out there in the fire with the pirates, and report to your place in the cloud.   Complaining is the opposite of comforting. Complaining is the opposite of comforting. Complaining is the opposite of comforting.   “'Comfort, O comfort My people,' says your God. ‘Speak kindly to Jerusalem; and call out to her, that her warfare has ended, that her iniquity has been removed, that she has received of the LORD'S hand double for all her sins.'A voice is calling, ‘Clear the way for the LORD in the wilderness; make smooth in the desert a highway for our God. Let every valley be lifted up and every mountain and hill be made low; and let the rough ground become a plain, and the rugged terrain a broad valley; then the glory of the LORD will be revealed, and all flesh will see it together;' for the mouth of the LORD has spoken.” (Is 40:1-5)     [1] The recipe in Comments will be a link that ka-chings the content provider's account and takes you to a “recipe page” that buries the recipe within dozens of ads. Clickbait. [2] Fun Hebrew/English Coincidence Fact: The first AI pirate: in Hebrew: ?????, Ai means “heap of ruins.” It was a Canaanite city located just east of Bethel. It was the site of a major battle in the Book of Joshua. At first, the Israelites were defeated because a warrior named Achan (“troubling, troubler”) took treasure and hid it. After Achan was put to death, Joshua led a successful military ambush to capture and destroy the city. Pirates of Ai are in a heap of trouble. Please SUBSCRIBE to our newsletter to get new teachings.

Post-award bid protests filed at the Government Accountability Office will not hold up the Office of Personnel Management's rollout of a governmentwide HR system. OPM spokeswoman McLaurine Pinover confirmed to FedScoop via email that all companies that were entitled to and requested a debriefing received one, and that all debriefings were completed “well over 10 days ago.” Per rules that govern bid protests before the GAO, that means that the nearly $400 million award the agency made to Oracle in June can no longer be challenged before the watchdog agency's adjudicatory body. The eventual 10-year award to Oracle came after a rocky start for the push to build a governmentwide HR platform. OPM initially awarded a sole-source contract — one without a competitive bidding process — to Workday in May 2025 to facilitate the Trump administration's HR modernization efforts, only to walk the award back shortly thereafter. OPM eventually launched open competition for a contract to establish a governmentwide HR system. That contract faced pre-award protests from IBM and Economic Systems, Inc., which were withdrawn or resolved, freeing up the agency to make its award. And ultimately, Oracle was announced as the winner. Most of the Technology Modernization Fund's projects have yet to achieve expected cost savings, according to the Government Accountability Office, but there's big money to be saved on the horizon. Two dozen projects are expected to reach savings of more than $1 billion, a figure that exceeds total TMF investments across its broader 68-project portfolio. Nearly a dozen of those have realized a combined $13.5 million in savings, while another 13 have not achieved savings at all, according to the GAO audit published Thursday. “While savings thus far have been small, the amount is not unexpected given that 21 projects — with expected savings of about $1.04 billion, or 98.3 percent of the total — anticipate achieving their savings in fiscal year 2027 or later,” the watchdog said in its report. Six TMF-funded projects that expected cost savings have been completed. Two were on track to meet their cost savings target. The watchdog found that the others missed the mark. A General Services Administration project went through “a major change that descoped planned work and reduced expected savings,” per the report. At least one other project met a similar fate, leading to less savings than initially planned. Higher-than-expected migration and transition costs led another project's predicted savings to not materialize. Seven other projects were cancelled. The Daily Scoop Podcast is available every Monday-Friday afternoon. If you want to hear more of the latest from Washington, subscribe to The Daily Scoop Podcast  on Apple Podcasts, Soundcloud, Spotify and YouTube.

⚖️ What If My Ex Makes Visitation Difficult? | Los Angeles Divorce

This week on TechRadio — Your Tech News of the Week — we remember the legendary tech journalist John C. Dvorak, break down the latest viral TikTok challenge, and dig into the ongoing debate over AI data centers. We also cover everything new from Samsung Unpacked, share smart fast-charging tips to protect your phone's battery, review power stations for outages, and highlight the best streaming movies and shows right now. Clear, no-hype tech news you can use.

Mimi says, "I always felt there was something wrong about the teaching on THOSE passages. Then I found the Tru316 research. It makes such sense. It aligns with who I've felt God to be." After she discovered The Eden Podcast she bought the study books based on the episodes and studied deeply. Today she leads the discussion sessions of Tru School Workshops! Perhaps you would like to go deeper? There are 4 books in The Eden Book Series. Each Tru School Zoom Workshop works through one of these books in several hour-long evening meetings! Here are the links starting with The Book of Eden and The Eden Workshop.  The Book of Eden - Genesis 2-3 by Bruce C. E. Fleming (on Amazon) The Eden Workshop on Genesis 2-3 led by Mimi Ouimet (Tru316.com/workshop) The Tru316 Foundation (www.Tru316.com) is the home of The Eden Podcast with Bruce C. E. Fleming where we “true” the verse of Genesis 3:16. The Tru316 Message is that “God didn't curse Eve (or Adam) or limit woman in any way.” Once Genesis 3:16 is made clear the other passages on women and men become clear too. You are encouraged to access the episodes of Seasons 1-11 of The Eden Podcast for teaching on the seven key passages on women and men. Are you a reader? We invite you to get from Amazon the four books by Bruce C. E. Fleming in The Eden Book Series (Tru316.com/trubooks). Would you like to support the work of the Tru316 Foundation? You can become a Tru Partner here: www.Tru316.com/partner

Thanks for watching our sermon. If you'd like to learn more about Celebration Church you can go to our website. www.thecelebration.church   This weeks verses are Acts 22- 23:1  

Don't resist tough emotions, but don't live there. Provide yourself with more time for REST. Don't stress about productivity at this time. Set FIRM boundaries. Allow space and deal with the withdrawal symptoms. Clear + reset your space. Reflect for future you. Reflect on underlying needs that your choices are compensating for. Show yourself the care + empathy you're saving for your ex. Don't take shit so personally. Allow different timelines + perceptions of the situation to exist. Believe this is all working out for your highest good. Even the painful bits. Focus on controlling YOUR timeline, not theirs.You are worthy of the most amazing, real love. Don't ever settle for less. Read Julie's Medium Blog.Support JULIE (and the show!)Support + get some bonus stuff over on PATREON.Get an occasional personal email from me: www.makeyourdamnbedpodcast.comTune in on INSTAGRAM AND YOUTUBE or TIKTOK.Info on War Tax Resistance.Donate to the Palestinian Children's Relief Fund and the Sudan Relief FundThe opinions expressed by Julie Merica and Make Your Damn Bed Podcast are intended for entertainment purposes only. Make Your Damn Bed podcast is not intended or implied to be a substitute for professional medical advice, diagnosis or treatment. Support this show http://supporter.acast.com/make-your-damn-bed. Hosted on Acast. See acast.com/privacy for more information.

College students may be experts at pulling off last-minute study sessions, but when it comes to managing money, cramming simply does not work. The financial habits students develop during college can shape their decisions for years to come. Dr. Kelly Rush, a Finance Professor, Division Chair, and Financial Planning Program Coordinator at Mount Vernon Nazarene University, says this season offers students an important opportunity to build a strong financial foundation. Rush, who also serves on the Board of Directors for Kingdom Advisors, encourages students and their parents to approach college finances with intentionality, clear communication, and biblical wisdom. Start Building Financial Habits Early Proverbs 22:6 says, “Train up a child in the way he should go; even when he is old he will not depart from it.” Although this verse applies broadly to a child's spiritual formation, its wisdom can also inform the way parents teach financial responsibility. The habits students establish during college may either move them toward wise stewardship or create patterns they will need to overcome later. Unfortunately, many college students rely on what Rush calls a “mental budget.” They may have a general idea of how much they should spend, but few have a written plan or consistently track where their money goes. Without those practices, students may watch their bank balances fall more quickly than expected without understanding why. A written budget allows them to compare what they intended to spend with what they actually spent. College expenses may feel irregular, but that makes budgeting more important—not less. Learning to plan, track, and adjust now can establish habits that continue long after graduation. Understand the Value of Time One of the most important financial concepts for college students is the time value of money. When someone saves or invests, time can become a powerful advantage. Even modest amounts accumulated consistently may grow significantly over a long period. That means college students do not necessarily need large incomes to begin building healthy financial habits. They need to begin early. Psalm 90:12 says, “Teach us to number our days that we may get a heart of wisdom.” Ephesians 5:15–16 similarly encourages believers to walk wisely and make the best use of their time. Students can apply that wisdom by beginning to save, give, and manage money faithfully while they are young. The earlier those practices begin, the more time they have to shape a lifetime of stewardship. However, time does not always work in a student's favor. Time benefits savers and investors, but it can work against borrowers. The longer the debt remains unpaid, the more interest it may accumulate. Avoiding unnecessary consumer debt during college can therefore be just as important as beginning to save. Recognize the Momentum of Small Purchases Money moves quickly in college. Students may understand major expenses such as tuition, transportation, or textbooks, yet underestimate the effect of frequent smaller purchases. Coffee, restaurant meals, streaming subscriptions, delivery fees, and spontaneous outings may not seem significant individually, but together they can consume a large portion of a student's budget. The problem is often not one unusually large purchase. It is the sheer number of transactions. Tracking expenses helps students recognize this momentum before it overwhelms their finances. A budgeting app can be especially helpful for students who rarely use cash and manage most of their financial lives digitally. The FaithFi app, for example, allows users to create a customized spending plan, organize transactions, and choose a money-management approach that fits their needs. The goal is not simply to restrict spending but to help students see clearly where their money is going. Create a Plan for Financial Independence Parents and students should also discuss when specific financial responsibilities will transfer from one to the other. Rather than leaving those expectations unclear, families can create a gradual plan for independence. They might determine when the student will begin paying for expenses such as: Gas Clothing Entertainment Cell phone service Insurance Groceries or meals Transportation costs Parents and students are on the same team, but every team needs a game plan. Clear communication about which expenses belong to the student—and when that responsibility begins—can prevent confusion and unnecessary tension. Once students begin managing their own expenses, it may also be appropriate for them to open an individual bank account. This gives them an opportunity to practice budgeting, monitor transactions, and take ownership of their financial decisions. Approach Credit Carefully College can also be a reasonable time to begin establishing credit, provided the student is prepared to use it responsibly. One possible starting point is a secured credit card. These cards generally require a refundable deposit that serves as collateral for the credit issuer. Students can then use the card for one predictable expense, such as gasoline, and pay the balance in full every month. Using a card for a limited, budgeted expense can help prevent overspending while gradually establishing a credit history. However, building credit should never become an excuse to carry debt. If a student cannot pay the entire balance each month, the card may be doing more harm than good. The objective is to demonstrate responsible payment habits—not to finance a lifestyle the student cannot afford. Find Flexible, Meaningful Work Income is another important part of a college budget. A consistent part-time job can help students cover expenses while teaching discipline, responsibility, and time management. The ideal position offers a strong return for the student's time while providing enough flexibility to accommodate classes and coursework. This may include traditional campus employment, but students can also consider opportunities such as refereeing youth sports, tutoring, providing haircuts, doing freelance work, or offering another practical service. Whenever possible, students may also benefit from finding work related to their field of study. A nursing student working in a hospital, for example, may gain professional experience while earning income. The goal is not simply to make as much money as possible. It is to find work that supports the student's education and contributes to long-term growth. Avoid the Promise of Financial Shortcuts One of the most dangerous temptations facing students is the promise of a quick financial return with little effort or sacrifice. That temptation can appear through speculative investments, online schemes, or sports betting. The rapid growth of sports betting on college campuses is particularly concerning because it can become addictive and lead students into escalating financial losses. 1 Timothy 6:9 warns, “Those who desire to be rich fall into temptation, into a snare, into many senseless and harmful desires that plunge people into ruin and destruction.” Wise stewardship does not attempt to bypass time. It embraces patience, discipline, and steady faithfulness. Proverbs 13:11 says, “Wealth gained hastily will dwindle, but whoever gathers little by little will increase it.” Students should be skeptical of any opportunity promising extraordinary rewards without meaningful work, risk, or patience. Biblical wisdom points instead toward consistent saving, honest labor, careful planning, and contentment. Faithfulness Begins With the Next Decision College students may not have large incomes, extensive savings, or predictable expenses. But they do have an opportunity to begin practicing faithful stewardship. A simple written budget, honest conversations with parents, cautious use of credit, steady work, and resistance to financial shortcuts can establish habits that serve them for decades. The goal is not financial perfection. It is learning to manage what God has provided with wisdom and faithfulness—one decision at a time. On Today's Program, Rob Answers Listener Questions: Is there a tax limit on how much I can give my child, and does that apply if I'm helping pay her student loans? Also, could I set up a personal loan for my daughter so she can repay me over time at a lower interest rate than the 8%-plus she's currently paying on her federal student loans? Resources Mentioned: Faithful Steward: FaithFi's Quarterly Magazine (Become a FaithFi Partner) Our Ultimate Treasure: A 21-Day Journey to Faithful Stewardship by Rob West Wisdom Over Wealth: 12 Lessons from Ecclesiastes on Money Look At The Sparrows: A 21-Day Devotional on Financial Fear and Anxiety Rich Toward God: A Study on the Parable of the Rich Fool Find a Certified Kingdom Advisor® (CKA) FaithFi App Remember, you can call in to ask your questions every weekday at (800) 525-7000. Faith & Finance is also available on Moody Radio Network and American Family Radio. You can also visit FaithFi.com to connect with our online community and partner with us as we help more people live as faithful stewards of God's resources. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

July 23, 2026; 4pm: Nicolle Wallace and guests cover the breaking news that the DOJ is rescinding the subpoenas issued to 5 reporters from The New York Times that would have compelled their testimony in front of a grand jury. In a win for the first amendment, the judge told prosecutors to either rescind the subpoenas, or he would quash them himself. For more, follow us on Instagram @deadlinewh To listen to this show and other MS NOW podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. For more from Nicolle, follow and download her podcast, “The Best People with Nicolle Wallace,” wherever you get your podcasts.To listen to this show and other MS podcasts without ads, sign up for MS NOW Premium on Apple Podcasts. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Kiera shares ways practices can make patients feel valued from that first visit to their final treatment, including tips for establishing consistency, intentionality, and the genuine connections between it all. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: Kiera (00:00) Hello, Dental A Team listeners. This is Kiera. And today I wanted to just talk about how to help people feel valued. Like, I know that seems so cliche. I know you're like, great, but patience to team members, like, what are some of those secret sauces that just really make people feel that extra ump to feel that extra peace? Because honestly, patients don't leave because of bad dentistry. Patients leave because they don't feel seen, known, or valued. And I don't think it's about being overly nice.   I just think it's about being intentional. And so today I want to just kind of dive into something that's going to impact your patients, your team, your leaders. of just like little tips. What are some little ways? And I'll I'll do a patient side and I'll do a team side of how do you help people just feel valued, feel like humans? And the reason I want to bring this up is because I feel like this actually is a like, gosh, it's like the   Like the cheat code, if you will, to success right now. I feel like so many people are mean. I feel like so many people don't genuinely care right now. People are just not nice in the world anymore. And so to me, I'm like, this is the cheat code to success. This is one of the easiest ways for you to improve and to win in the patient experience, to improve and to win in the team retention experience. And it's one of those of like, how do we have a full journey and different little things to have? So   A lot of pieces that I'm gonna pull from are a book that I really enjoyed, Unreasonable Hospitality. If you haven't read it, read it. That one is one of my like go-tos that I think of often of how can I make magic moments for my patients and for my team. And that's really showing them and help them to feel valued. So a couple of things, and this ties to leadership and this ties to patient experiences. We've got to make sure that we're consistent, having consistency in how we lead, not having favorites, consistency in our patient experience. There was a book, gosh.   I can see the title of it. It's blue. You guys are gonna like write me an email and tell me what it is. But it was about this guy who went to the barber. And every time you go into the barber, it was a different experience. So, like the first time he got like a warm towel and a great shave. Then the second time he like got a shave, but not a warm towel, and then he got a drink. The third time, like towel, no shave, no drink. And he left. And I thought about it like.   Gosh, if you could just be consistent. I think about Starbucks. People say I go to Starbucks not because they have great coffee, but because I know it's always going to be consistent every time I go. And I think about this like people want that consistency. They want the experience to be consistent. They want their boss to be consistent. Like every single month we do one-on-one check-ins and I check in on you on your life and who you are. And we do morning huddles every day. Like things that can feel consistent with our patients. We have a warm handoff. Like it's   A handoff every single time where it just feels like we're a put together movie set, if you will. Like it's like we don't feel rushed. I remember I was in the ER for my appendix years ago. Yep. That was fun. That was a fun moment. And I remember the ER doctor just it felt like he was the nicest human in the entire world. I was not doped up on drugs. at the point, I was in a lot of pain still, but he was so nice to me. And my husband happened to like step out to go use the bathroom and   I remember he's like, Kiera, I saw that ER doctor and he was freaking running, like running. But as soon as he got to the door, he like put himself together, walked in, and was like calm as a cucumber. And I think for us in our patient experience, like we don't want to feel rushed. We don't want to feel like we are rushing through. You can be very efficient and consistent and help patients really feel very valued. So for example, we have a very consistent handoff from hygienist to doctor, where the patient's a part of it. We're not talking behind their head.   We're talking to them as a human, they're part of it. And like I call it the ICRP handoff. So introduction, compliment, recap the treatment already discussed, and do a personal note. This way the patient feels like you heard me, you listened to me. This hygienist has been actually taking care of me or dental assistants. Dental assistants are a little trickier, I get it. but if we say like, hey, Dr. Jones, this is Kiera, you met her last time. she's been doing an amazing job on her flossing. She's really, really ramped that up.   Just so you know, we already chatted. She knows she's got a couple of crowns probably on the upper right. She knows she needs to come back for that deep cleaning. and then she also knows that there's probably a couple of fillings on the lower left. And then just so you know, Dr. Jones, Kiera is headed off to Hawaii next month. and she's just we're so excited for that Hawaii trip. She's gonna absolutely love it. Well, now Dr. Jones can seem incredibly warm. Have a warm welcome, talk to me about Hawaii, compliment me on my flossing. Me as a patient, I instantly feel at ease and I feel like you love me.   You know me, you heard about me, you're going to take great care of me and you're genuinely interested in me. Then doctor does the exam. Doctor then wraps up with the next visit, the date, the time, the recare, making sure that's all done. Wishes me well on Hawaii because we've already made that easy connection. That could take five to seven minutes tops from start to finish. And that patient just felt like I had the most incredible experience with that doctor. I felt like the whole team is on board. Then that hygienist takes that front office team member up.   Or that patient up to the front office and they say, Hey, perfect, Dr. Jones on C Care back in two weeks. We're gonna start with the upper cro the upper right crowns. We're also gonna get her scheduled for that deep cleaning. Kiera, Sarah's amazing. She's gonna take incredible care of you. We've already got your cleaning scheduled for you. I can't wait to see you back in a couple of weeks. she's gonna take great care of you. Now Sarah picks it up and Sarah schedules me and perfect. Let's get you in with Dr. Jones. We'll make sure you're super taken care of. How was it today for you? All these different pieces for you.   Let's get you scheduled. We're gonna get you scheduled for that crown. Blah dah da. Gets me scheduled, sends me on my way. I have a great experience. That feels so consistent. And if that happens every single time where the doctor gets a handoff, the doctor handoffs to the hygienist, hygienist hands off to the front office or clinical team. We say it the same way. We have it. People feel like this experience was magical. They feel like, wow, they like really have their stuff put together. They feel very connected. They feel like they know me. I didn't feel rushed through the process.   You can be psychotic, rushed and behind, but that patient doesn't need to feel that because you are like that ER doctor where you are a duck on water and you're just paddling underneath, but you're taking care of all the pieces. And they're judging like patients and team judge the entire experience. So if we're talking about patients and helping them feel valued scene, practice these interactions. Practice how it is. We can practice how the new patient experience happens. Like, what do we say on the phone? How do we schedule them? What happens if it's ringing?   Also pay attention to when they walk in. Like, does someone greet them consistently every time? Do we have our coffee bar stocked all the time? Do we have like nice things all the time for them? Whatever our experience is, you don't have to go expensive. You don't have to have, but you just make it consistent for them where they can count on it and it feels welcoming. I will also do a hard, like no food at the front office. It drives me nuts. I can't tell you how many times I've walked in and they're eating, and I'm just like, stop it. I know you don't think it's that big of a deal, but it feels you're in a medical space. Stop that. Don't.   Front office, I used to be guilty of this. I had like my little snacks in the drawer. No, go to the break room, get your water in the back. Don't have clutter everywhere. Have it clean when they walk in. Make those patients feel like this is the best decision. It's clean. It's welcoming. Also, if you're on the phone, no problem. You can like wave to them. You can make eye contact with them. You can like point to the drinks. give them a little heart. Like you're so happy that they're there and so welcoming to them. When you answer the phone, smile.   Like every single time we smile, we're so happy to answer that phone. and to truly love them. And so if you do each of those little checkpoints, patients feel insanely valued. And then we pivot that to how do we make our team feel the same way? Let's have morning huddles where we do shout outs of core values. Let's have one-on-one check-ins with them every time. Let's every single day doctors like if you need to, I had a doctor set a compliment alarm where you genuinely compliment and say thank you. Not just a   Thanks for a great day. It's a, hey Kiera, thanks for rocking that root canal with me today. Like you crushed it. I couldn't do this without you. And I'm so grateful I can always count on you. Very intentional thank yous to your team members. Both sides of that equation make both people feel very valued. Doesn't take a lot of time. It's just very consistent. Other things I feel are just very confident on like next steps. And this ties to patients and team members. that's NDTR. Like, what is the next step at the end of my exam? Like,   What am I doing? Where are we going? How much time is this? That way patients aren't defaulting to like, I'm gonna think about this or whatever. Same thing with team members. If we've got one-on-one corrective action, like what is the next step? What is that process? Britt in our company, she does a lot of our operations in HR and she says clear is kind. And I think for both patients and team members to feel valued, to feel seen, what's clear? Like how do I make this as clear as possible? Clear is kind. So what are the next steps? Being very clear on our communication.   Making sure our treatment plans are clear, making sure we're asking what questions do you have, not do you have questions? Same thing with team members. Both of these are interchangeable. Like, here is the plan. What questions do you have for me? When we're rolling out a new training, what questions do you have for me? I'm going to send over the plan. This is what's expected of every person. These are the dates. These are the times. This is the expectation of what we're going to do. This way people feel certain. Certainty creates confidence and certainty creates value. People feel like   They're ready to go. Like confusion is the enemy of execution on either side. Confusion is where people feel anxious. People feel don't value. They don't feel seen. They don't feel loved. So how do we make everything with our patient experience and our team experience where we have clear communication, where it's drawn out, it's very much where people can just feel solid. You might not like the decisions, you might not like the treatment, but you're very clear. The communication was clear, the expectations were clear. Pieces were very, very clear for you. And then another piece is like,   Making sure we have genuine relationships, not just transactional relationships. So knowing people, like so if we have a big case, I'm really big on like calling those patients. There are pe places where you can have automated voicemails so it acts like you call them, but you don't actually have to call them. Medenta was fantastic at this. And you could just have a voicemail after a big case where it's like, hey, care, hey, like, hey, this is Dr. Jones. I'm just calling to check in and see how that appointment went for you. If you have any issues or any pain, please give me a call. I'm hoping that you're doing really, really well on all of this.   You don't even have to the patient's name, but it feels like you cared about them. what are check-ins? How can we check in to see how they're doing? like when patients come in, remembering little subtle things about them. So if care is going to Hawaii, we put it in our notes and we ask her, How is Hawaii when you come back in? Those little simple things create relationships. Same thing on the one-on-ones. If someone tells you that they're going on vacation, ask your team member how was that vacation? if it's their birthday or anniversary.   What ways can I foster the relationship? And to me, this is where I tie into unreasonable hospitality of how do I make magic moments for these people where they're like making meaningful moments in the everyday moments. So how do I help people feel seen, heard, and loved in both of them? So we don't just stop at checkout for our patients. We don't just stop after the one on one. We know them as humans. shout out to Tiff with her consultant team. She does Tiffany's connection time.   And she literally like meets with the consultants, talks to them, connects with them as humans. And I love that she calls it connection time because I feel like that's her building relationships. Connection time with your patients. How do I build those relationships? How do I remember who they are? How do I remember little things? I have a fee for service chiropractor. I love her every time. She's like, So you just got back from Kentucky? And I'm like, Yes. And she's like, How is like in your next trip? You guys are headed out to wherever? Like, I feel she knows me. She has a lot of patience.   But people want to be known, they want to be remembered, they want to be seen for birthdays and anniversaries, like big small big team, small team. How do you make that person feel seen, valued, heard? How do you do the small daily things where you're looking out, you're sending out thank yous? you guys compliment each other? Do you guys have a shout-out jar where you guys call out on each other? What can you do to make sure that there's strong bonds and relationships? Because people don't leave offices because of   usually money, sometimes they do, but typically it's due to a lack of a relationship, a lack of a bond. Tip told me she said, cure the reason I've been with you for almost a decade. Shout out to the TT Spiffy Tiffy over there. she's like it's because of the relationship we have. And I think about that and I know it can feel like as our team's getting larger, this is something I'm often questioning of how do I make sure team members feel seen, valued and heard. And I will say as a CEO, one of the things I do and as an office manager,   Gosh, I hope my team doesn't listen. I don't, I'm not perfect at this, but I do have a list of every team member and I actually hand write letters to them and I'll mail them to them. or if I know something's going on for them, I will make it a point to either ask about it or make sure I help out with certain things with them. I'm not perfect at it, but I do feel like when people feel seen, valued, and heard, we always for their birthdays, we have in a survey and we send them their absolute favorite things. And every time, and we send them a gift, we send them something personal for them.   when I know someone's got a rough day, we'll just send over a little treat. You don't have to have a lot of money, you just have to have intentionality. And this goes to patients and it goes to team members. If you know someone's birthday's coming up, like so many times I I check in at places and it's my birthday, and people get my ID. They type in my birthday and they don't say it. Like, could you just look ahead and see whose birthday's coming up? How could I like could we celebrate? Anyone whose birthday is in June or July? Tell your patient happy birthday.   If you see something that they did, how do you just build the relationship so it's not transactional? It's very much feels like a it feels like you know them, that you love them. And I would say that comes from genuinely loving people, from genuinely wanting them to feel valued, genuinely wanting to make a magic moment for them, getting excited. There's a doctor in Georgia that's on our team, and he got so giddy. He just got so giddy. He's like, Here, I'm putting together the holiday party for them. And   He like goes all out and he like spent all night decorating and he just got so giddy. And I love working with him. I love learning from him because to have that genuine joy and curiosity and excitement and love for your team, it filters into then how you say thank you to them. And I think it's seeing teams and patients. Do you see them as liabilities or do you see them as assets? Do you see them as value ads or soul sucking?   and the way you view them is how you're going to treat them and you're going to create more of that. So I might encourage you of just looking to see how we can do that. So just a couple of things, just as a quick recap for you, is making sure you are consistent, making sure you have clear communication, clear as kind, and really truly trying to build that relationship with them. and I think if you can can just again.   To me, these are the sprinkles on a cupcake. You've already got the cupcake, you've already got the frosting. I feel like the sprinkles really are what make the pop, the pizzazz, the the what makes you stand out from the other offices. All the other offices have a cupcake and they got frosting. Maybe some offices only have cupcake. Like they do dentistry. You need dentistry and you at least have some of the pieces. But to me, this is where I feel like value comes from sprinkles. And I think it in the analogy of this cupcake, the cupcake's the core. That's their job, that's their coming to the dentist. The frosting is   I don't know, probably their management and their clinical care. the sprinkles to me are what are going to set you apart and what people are going to remember. And I love the analogy because the cupcake is the largest, the frosting is smaller, and the sprinkles are really just the accent pieces. but it's crazy. I had a designer come out, we were doing some fun things and she's like, Kiera, it's crazy because the little things, like she literally like had a bowl and   rolled the napkins and like the placemats and put them in the bowl rather than just like I was gonna just stack them. And she's like, Kiera, those small little details are what make people feel like this is a home and it's cozy and it's warm versus like sloppy and not put together. And I thought about that and I'm like, it's those sprinkles that make people feel valued or make them feel like they're just a transaction or just a number on the page. And so I would I would encourage you to figure out like what sprinkle of these ones that we talked about can you do to make your patients and your team feel more valued.   Again, it's not more and I know I said more valued, but I think it's just intentionally valued where it's not doing more, it's being intentional. It's changing of how I do it. Can I be intentional on my thank yous at the end of the day? Can I be more intentional on my communication with them so everything's clear and mapped out for them? Can I have it where I have a consistent experience for my patients every single time? can I look to build the relationship a bit stronger and write?   a thank you card. It could take six months, guys. Like I'm not saying it's every single month. Like I have a list and I work through it and then I go back and is there a way where I can maybe change our birthdays and our anniversaries? Our team does videos for everyone and I know it's like we have so many. They come up so often. But to get like that takes 30 seconds from our teammates to make somebody feel valued and important and special. Those to me are the sprinkles. 30 seconds out of an entire eight hour day is so minimal. And yet   That's sprinkle on your cupcake. So where can you add the sprinkles? Where can you add the value? Teams deserve it. You deserve it. And I believe that this is the greatest way to like truly it's the secret sauce to win, to win, to hire and retain people, to bring in patients that feel valued, to feel seen, to feel loved. We're all looking to see how we can compete with others and how we can have a cutting edge. And I would say, like, add the sprinkles, add the sprinkles, stand out just a bit stronger. Everyone else has the cupcake. Most people have the frosting. Not all have the frosting.   But if you've got the cupcake and the frosting, add those sprinkles, help people feel valued. And if you're struggling with this, or you're like, gosh, that's just not my thing. As I said, we give doctors the the to-do of you put a compliment alarm on your on your phone and you do that. this is where I love to help people go to the next level to optimize, to scale, to have structure, but in a way that's not necessarily production scale.   But in happiness scale and fulfillment scale, which ultimately is going to lead to higher production, higher profitability. So reach out. I'd love to chat with you. Hello@TheDentalATeam.com. Go make it a magical day. Go spread some sprinkles. Go share. Go love. Go genuinely enjoy what you get to do every single day. It won't be forever that you get to do this. So let's make it magical. Let's make it impactful. And let's make it meaningful with helping people feel seen, valued, and loved. And as always, thanks for listening. And I'll catch you next time on the Dental A Team Podcast.  

Don't resist tough emotions, but don't live there. Provide yourself with more time for REST. Don't stress about productivity at this time. Set FIRM boundaries. Allow space and deal with the withdrawal symptoms. Clear + reset your space. Reflect for future you. Read Julie's Medium Blog.Support JULIE (and the show!)Support + get some bonus stuff over on PATREON.Get an occasional personal email from me: www.makeyourdamnbedpodcast.comTune in on INSTAGRAM AND YOUTUBE or TIKTOK.Info on War Tax Resistance.Donate to the Palestinian Children's Relief Fund and the Sudan Relief FundThe opinions expressed by Julie Merica and Make Your Damn Bed Podcast are intended for entertainment purposes only. Make Your Damn Bed podcast is not intended or implied to be a substitute for professional medical advice, diagnosis or treatment. Support this show http://supporter.acast.com/make-your-damn-bed. Hosted on Acast. See acast.com/privacy for more information.

Your dental practice feels like it's barely surviving, the team is overwhelmed, and the plan sounds logical: “Once we hire one more assistant or one more hygienist, then we'll fix the systems.” I'm challenging that idea head-on, because waiting doesn't pause the chaos. It feeds it. When we delay training, accountability, and process improvement, we create the exact environment that drives burnout, frustration, and turnover in a short staffed dental office.I walk through the cycle I see constantly in dental practice management: we hire someone, we rush onboarding, the new team member is afraid to ask questions, mistakes pile up, coworkers get resentful, and suddenly we're hiring again. The problem isn't effort, it's predictability. That's why building a systematized dental practice is not a “nice to have.” Clear expectations, simple workflows, and consistent follow-up are powerful staff retention strategies that make the day feel doable and the job worth keeping.You'll get a practical leadership playbook for what to do right now: talk to your team with transparency, pick one recurring friction point to fix instead of launching five projects, and protect training even when the schedule is packed. Training isn't extra work, it's how we reduce future work and help people feel confident, capable, and loyal.If you want help building the systems and training that keep great people, head to dentalpracticeheroes.com/slash strategy and set up a call with me. Subscribe, share this with a practice owner who's stuck in survival mode, and leave a five-star review so more dentists can find the show.Join our Newest and Best Coaching Program, Click Here for More InformationTake Control of Your Practice and Your LifeWe help dentists take more time off while making more money through systematization, team empowerment, and creating leadership teams.Ready to build a practice that works for you? Visit www.DentalPracticeHeroes.com to learn more.

A parasite is crawling across 34 states, with thousands of confirmed cases across America. Cyclospora is causing that explosive diarrhea, aka the parasite flu, you've no doubt heard about in the news. In this episode, Dr. Chris Motley lays out the facts about what we know, his best advice for avoiding contamination and your full treatment options from both modern and ancient science. In this episode you'll learn: Cyclospora is a protozoan parasite that can go dormant or activate depending on how strong your immune system is. The gross part: People infected with Cyclospora shed oocysts in their feces which can contaminate food or water.  Symptoms to look out for: watery diarrhea that won't go away (this is the big indicator), bone-deep fatigue you can't shake off, explosive bowel movements and loss of appetite. Prevention: Soak your produce thoroughly with an apple cider vinegar and baking soda wash, but most importantly...Cook your produce! Heat kills this parasite. Keep an eye on restaurant reports as much as possible. It's not always possible to know where your favorite restaurant sources its food, but be on the lookout for information about where they get their food and how careful they are with their ingredients. Steps to take if you are potentially infected: Ask to be tested for cyclospora specifically, by name, because it won't be included in routine tests. Treatment options:  1) The antibiotic - it's called TMP - SMX (Trimethoprim - sulfamethoxazole). Brand names are Bactrim or Septra. Standard treatment is a 7 to 10 day course, with longer courses for folks with weakened immune systems. 2) Anti-parasitics - Ivermectin, Fenbendazole 3) Ancient Medicine - Huang Lian is an ancient Chinese herb that cools the gut. Check out the brand Golden Flower. Natural anti-parasitics: Wormwood or Black Walnut: https://shorturl.at/0i5c8 Mimosa Pudica: https://shorturl.at/EPIO0 Morinda: https://shorturl.at/aCP7n You can also try a parasite cleanse. Head to Rogershood's ParaFy cleanse here: https://rogershood.com/ref/1966/, and use code DRMOTLEY for 10% off.