Podcasts about Clear

Prayer for Choosing Higher for her Daily Spiritual Espresso published on January 24, 2026 which you can access here: https://powerofloveministry.net/clear-the-altar-make-room-for-gods-gifts/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Industry titans collide as James, Nick, and Jimmy step into the arena to dissect the fallout from their explosive sit-down with PCA CEO Joshua Habursky. Representing the powerhouse trio of Manufacturer, Retailer, and Media, they bring perspectives that rarely align—and the tension is palpable. Just as the debate threatens to spiral out of control, a surprise return from an old friend shifts the energy, but the peace is short-lived. Nick pulls back the curtain on the manufacturing world with a revelation that changes the context of the trade show, while Jimmy pulls no punches, voicing the raw, unfiltered concerns of a brick-and-mortar retailer fighting to survive. The episode culminates in a high-stakes interrogation of the media's true role: are they industry watchdogs, or just part of the machine? Clear the air. Find the truth. Listen now.

#683: Candy now — or a toy later? You slide play money across the table and let your kid choose. That moment kicks off this episode, where Dr. Stephen Day joins us to talk about building a “mini economy” at home.  Dr. Day is the director of the Center for Economic Education at Virginia Commonwealth University. He also holds a PhD in social studies and economics curriculum and instruction. His work looks at how kids form money habits long before they deal with real paychecks, budgets, or credit cards. We break down how a mini economy actually works. Kids have job titles tied to age-appropriate chores. They earn play money. They spend it at a small household store set up on the kitchen table. The store might sell candy, small toys, or privileges like extra screen time. Parents set the prices. Kids decide whether to spend right away or save for something bigger. You hear how this plays out inside Day's own house. A three-year-old takes on the role of “zookeeper,” feeding the cat and picking up stuffed animals. A seven-year-old creates a weekly plan that alternates spending and saving, using patterns she learns at school. A five-year-old chooses to donate part of his earnings instead of spending anything. The system stays the same. The choices vary by kid. The conversation moves through childhood stage by stage. Early years center on routine, structure, and basic trade-offs. Elementary school becomes the key period for practice, when habits and norms take shape. Middle and high school bring longer planning timelines, more independence, and deeper conversations about work, contribution, and goals. We also dig into questions parents ask all the time. Should kids get paid for chores, or should chores come with living in the house? Day explains how families can separate family work, paid jobs, and service work so kids understand why they are doing each task. Clear categories help avoid confusion about motivation and responsibility. Busy schedules come up, too. Sports practices, travel, school events, and late workdays often knock chore systems off track. Day explains how vague expectations create conflict and why job titles and defined duties bring structure even during chaotic weeks. Throughout the episode, the focus stays on practice, not lectures. Kids do not learn money by hearing explanations. They learn by earning, choosing, saving, spending, and living with trade-offs — all inside a system small enough to fit on a kitchen table. Resource: EconEdLink, a CEE program https://econedlink.org Timestamps: Note: Timestamps will vary on individual listening devices based on dynamic advertising run times. The provided timestamps are approximate and may be several minutes off due to changing ad lengths. (00:00) Intro (02:00) Teaching kids money (03:59) Mini economy basics (06:20) Money skills by stages (10:41) Starting at age three (12:02) Cat job example (16:08) Goods versus privileges (17:27) Bugging versus choices (18:11) Paying for chores (20:22) Family job service (24:56) Busy weeks and chores (33:21) Low-consumption kid example (39:17) Shared jobs and teamwork (43:34) Exchange rate to dollars (1:00:28) Investing, 529, compound interest Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Dr. Motley dives deeper into your questions on learning about and treating mold toxicity. He shares patient stories to illustrate the sneaky nature of mold-related health issues and the importance of thorough testing and treatment. TOPICS DISCUSSED:  How can your diet be affected by mold toxicity?  How can it affect alpha gal and what can be done about that?  What does mold have to do with your genetics?  What are some herbal treatments to deal with mold toxicity in your kidneys?  Tools mentioned in this episode: Start with homeopathics - https://dbscript.com/product/moldssr/ Soliman Auricular Ear Treatment - https://alternativemedicinecenter.info/soliman-auricular-allergy-treatment-saat/ Testing for mold toxins: Mycotoxin testing, OATS (Organic Acid Test) - https://mosaicdx.com/ Immunolytics - https://immunolytics.com/ Herbs that specifically help with mold toxicity Morinda Supreme: https://shorturl.at/AmP3p Smilax Supreme: https://shorturl.at/yTH9J Scutellaria Supreme: https://shorturl.at/Eio7a ------  Follow Doctor Motley Instagram TikTok Facebook Website ------  *If you're a health coach looking to advise parents and families, or even if you're a hardcore health nerd who wants to dive deeper and take advantage of ALL Doctor Motley's clinical experience, he has a membership to help you get the most out of your health and help the people you love. If you'd like to poke around for free for 15 days, check out https://www.doctormotley.com/15 *Build Strength Without the Strain. Suji is a wearable smart device that helps you rebuild strength, relieve pain, and recover faster - without the joint stress. Visit trysuji.com and use code DRMOTLEY for your exclusive discount.

From 'Take The North' (subscribe here): Dan Wiederer and Mark Grote discuss the mood inside Halas Hall as Bears head coach Ben Johnson and general manager Ryan Poles held their season-ending press conferences. Johnson had a clear message as the team enters the offseason. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Interview with Austin Stemper of Line of Sight, Praise, Clear, The Frontline, and Mindset.Support the show

Do you rely on alcohol to quickly "change your state" after a long day? Coach Jason reveals why alcohol is a false state changer and how you can achieve more powerful, sustainable shifts naturally . This episode breaks down the neuroscience of state shifts and provides a comprehensive toolkit using bottom-up strategies (like Box Breathing and cold exposure) and top-down techniques (like visualization and "I get to" language) . Learn how to send an immediate safety signal to your nervous system, boost your dopamine and serotonin naturally, and build the confidence to control your experience without external chemicals .   Download my FREE guide: The Alcohol Freedom Formula For Over 30s Entrepreneurs & High Performers: https://social.alcoholfreelifestyle.com/podcast ★ - Learn more about Project 90: www.alcoholfreelifestyle.com/Project90 ★ - (Accountability & Support) Speak verbally to a certified Alcohol-Free Lifestyle coach to see if, or how, we could support you having a better relationship with alcohol: https://www.alcoholfreelifestyle.com/schedule ★ - The wait is over – My new book "CLEAR" is now available. Get your copy here: https://www.alcoholfreelifestyle.com/clear

The real opportunity isn't everywhere—it's in solving one clear problem.

The 7 Two-Minute Habits That Make People Actually Want to Follow You1) Active Listen BurstHere's the move: give someone 60 seconds of your full attention, then paraphrase what they said and ask one clarifying question. The moment someone starts speaking, resist the urge to formulate your response. Instead, just listen. Then say: “So what I'm hearing is ____. Did I miss anything?” This works because people trust leaders who make them feel truly seen — and it clears up confusion before solutions start flying around the room. Just watch out for one thing: don't hijack the moment with your own story. Paraphrase first, then ask your question.2) Values CompassBefore or after making a key decision, take a moment to name the value guiding your choice. It's simple: “I'm choosing X because it best serves [fairness / ownership / customer care].” This habit works because when values are explicit, your team immediately understands the trade-offs you're making. They might not always agree with the decision, but they'll understand the why behind it. Pro tip: keep your organization's core values in your notes and use the same vocabulary consistently so your team recognizes the pattern.3) Openness NudgeIn the final two minutes of every meeting, create space for dissent and missing perspectives. Simply ask: “What haven't I heard yet — especially if you disagree with me?” This is how you build psychological safety — it doesn't happen by accident. You have to actively pull the truth out of the room. If everyone stays quiet, try a 30-second silent vote: “Type your concerns in the chat now.” This removes the social pressure and gives people a safer way to speak up. The uncomfortable truths you uncover here will save you from bigger problems later.4) No-Blame LanguageDuring reviews or post-mortems, shift the conversation from “who's at fault” to “what system failed.” Ask: “What part of the system or process produced this outcome?” This reframing is powerful because shame kills learning, while systems thinking scales it. When people aren't afraid of being blamed, they'll be honest about what actually happened — and that's where real improvement begins. Make sure to close the loop by assigning one owner and setting a deadline for fixing the system issue you've identified.5) Compass Check (Fair? Clear? Kind?)Before you hit send on any tough message, run it through three quick filters: Is it fair? Is it clear? Is it kind? If you can't say yes to all three, go back and fix one line. This is emotional quality control that takes less than a minute but saves hours of cleanup later. It reduces drama, increases alignment, and helps you communicate difficult things in ways that maintain trust. The discipline of pausing before sending is what separates reactive leaders from respected ones.6) One-Line IntentAt the start of every meeting, state your goal in one clear sentence: “Goal: decide/align on ____.” That's it. This simple habit works because people relax when they know what “done” looks like. It eliminates the wandering discussions where everyone leaves confused about what actually happened. Put this goal at the top of your agenda and read it out loud in the first 30 seconds. It sets the tone and gives everyone permission to redirect the conversation if things go off track.7) Decision Note (What/Who/When)Right after any decision, log it in one sentence: “Decision: ____. Owner: ____. By: ____.” This creates transparency and accountability while saving everyone from those frustrating moments three weeks later when no one remembers what was actually decided. Future-you won't have to dig through five different chat threads trying to reconstruct the conversation. How to connect with AgileDad:- [website] ⁠https://www.agiledad.com/⁠- [instagram] ⁠https://www.instagram.com/agile_coach/⁠- [facebook] ⁠https://www.facebook.com/RealAgileDad/⁠- [Linkedin] ⁠https://www.linkedin.com/in/leehenson/

John continues his conversation with Dr. Nelva Lee. In this episode they talk about the importance of pain and purpose in life, why avoiding hard moments can keep you stuck, learning from mistakes, and much more! In Part 1, they discussed the traditional model of public education and the need for new approaches to prepare the kids for real life or careers. Listen to this episode to learn more: [00:00] - Why pain is not something to fear [05:29] - The two most important days of your life [06:50] - How faith guides Dr. Nelva's decisions in leadership roles [11:32] - Respecting your audience while staying true to your beliefs [14:11] - Dr. Nelva's definition of success [14:57] - #1 daily habit [15:56] - Traits of a great leader [17:49] - Every person you meet can teach you something [21:00] - Value of learning from mistakes and failing fast [24:47] - Legacy Dr. Nelva wants to leave behind [25:32] - How she invests in her growth and marriage [27:26] - A message for husbands and wives [29:43] - Clear communication in marriage [30:32] - Best way to reach out to Dr. Nelva [31:04] - Supporting Dr. Nelva's candidacy [33:49] - Book recommendations [34:51] - Wrap-up NOTABLE QUOTES: "I have learned over the years that pain is not something I should be afraid of. I should be afraid when I don't experience pain." "If you do it right, you don't learn anything. So you have to fail, which means you tried something new, didn't do it right, and now you have the opportunity to learn. It's not a guarantee that you will, it just means the opportunity is there." "Embrace the fact that you will have failures. You will make mistakes. You just need to learn from them, turn them into learning opportunities, and pivot. If you're able to do that, you're going to be ahead of so many others." "First, lead yourself. Then you can lead others." "Our habits determine our behavior, and our behavior determines the level of influence that we will have." "We were all born as individuals. We were all born originals. We shouldn't die copies." "If you're not experiencing enough adversity, it's probably because you're just following a pre-decided path that may or may not be your path." "Gentlemen, date night is yours. You own it. You're in charge of it. Her job is to show up and look beautiful." "Ladies, if your husband is not the romantic type, it's okay to give him tips, and it's okay to help him plan it." BOOKS MENTIONED: Purpose Driven Life: What on Earth Am I Here For? by Rick Warren (https://a.co/d/hseine4) The 7 Habits of Highly Effective People by R. Stephen Covey (https://a.co/d/eChA52b) Left Behind Series by Tim LaHaye and Jerry B. Jenkins (https://a.co/d/a3jw43B) The Bible (https://a.co/d/59f7I7q) USEFUL RESOURCES: https://www.drnelvalee.com/ https://www.instagram.com/dr.nelvalee/ https://www.linkedin.com/in/dr-nelva-lee-a4a885314/ https://www.facebook.com/TBWGTR https://www.youtube.com/@DrNelvaLee/videos Stay and Fight: The Wise Woman Builds Her House (https://a.co/d/aE70YCB) Be the Superhero of Your Story (https://a.co/d/bzutXhk) A Hope and a Future: The Case for Fostering to Adopt (https://a.co/d/j87kVT8) CONNECT WITH JOHN Website - https://iamjohnhulen.com    LinkedIn - https://www.linkedin.com/in/johnhulen Instagram - https://www.instagram.com/johnhulen    Facebook - https://www.facebook.com/johnhulen    X - https://x.com/johnhulen    YouTube - https://www.youtube.com/channel/UCLX_NchE8lisC4NL2GciIWA    EPISODE CREDITS Intro and Outro music provided by Jeff Scheetz - https://jeffscheetz.com/ 

Menachos 13 [1.24] Clear & Concise Daf דף יומי מסכת מנחות י״ג

Menachos 14 [1.25] Clear & Concise Daf דף יומי מסכת מנחות י״ד

JOIN THE 7 DAY RESET - ▶️ www.therebuiltman.com/7dayreset   Most men believe their problem is porn. But porn is rarely the root issue — it's the symptom.   In this episode of The Rebuilt Man Podcast, Coach Frank Rich breaks down the 10 hidden addictions beneath porn and sexual behavior that quietly keep men stuck in relapse cycles, shame, and disconnection. These are the emotional, psychological, and spiritual patterns most recovery programs never address — which is exactly why so many men continue to struggle.   If you've ever wondered why willpower isn't enough… why filters don't fix the problem… or why you still feel empty even when you've gone weeks without porn… this episode will give you clarity.   Frank challenges the traditional addiction model and reveals why identity transformation, not behavior management, is the key to lasting freedom.     In this episode, you'll learn: Why porn is usually a coping mechanism, not the core problem   The 10 real addictions driving compulsive behavior   How escapism, avoidance, comfort, and distraction sabotage men   The role of shame, people-pleasing, and lack of purpose in relapse cycles   Why behavior change fails without identity change   How Reboot Your Life addresses root causes instead of surface symptoms   Why building purpose, structure, and brotherhood naturally weakens porn's grip   The 10 Hidden Addictions Covered: Escapism Avoidance Comfort Dopamine & Stimulation Victimhood Approval & Nice Guy Syndrome Distraction Fantasy Shame Identity Lack of Purpose   This is a must-listen episode for any man struggling with: Porn addiction Sexual compulsivity Shame cycles Low self-worth Emotional numbness Lack of discipline Lack of purpose Relapse patterns Identity confusion Secret behaviors    

Deepak Puri, CEO of The Democracy Labs, shines a light on how free and low-cost apps can simplify political intrigue and complex social issues and be used to educate and motivate.  Visualization tools for relationship mapping, accountability mapping, and crowdsourcing increase civic engagement, hold elected officials accountable, and counter disinformation and conspiracy theories. Deepak and I talk about: Relationship mapping tools such as Kumu.io which are effective for exposing hidden financial and personal connections between individuals and organizations Accountability maps from Esri that serve to directly connect decisions of elected officials to tangible consequences and outcomes in their districts Crowdsourcing apps like Padlet which is a way to engage individuals in real-time information gathering and mobilization allowing for rapid response and collective documentation of events #TheDemLabs #PoliticalAccountability #DataVisualization #CivicEngagement #PoliticalTransparency #SocialJustice #VotingRights #CitizenJournalism #PoliticalData #CommunityOrganizing #Kumuio #Esri #Padlet TheDemLabs.org    

The Colts host a MOAC foe in a matchup between two teams that are looking for a win

How do you feel when you have to make major life decisions? You don't have to make these decisions alone—God wants to give you clear direction. Dr. Stanley shares the principles necessary to making right decisions.Donate: https://store.intouch.org/donate/generalSee omnystudio.com/listener for privacy information.

Watch The X22 Report On Video No videos found (function(w,d,s,i){w.ldAdInit=w.ldAdInit||[];w.ldAdInit.push({slot:17532056201798502,size:[0, 0],id:"ld-9437-3289"});if(!d.getElementById(i)){var j=d.createElement(s),p=d.getElementsByTagName(s)[0];j.async=true;j.src="https://cdn2.decide.dev/_js/ajs.js";j.id=i;p.parentNode.insertBefore(j,p);}})(window,document,"script","ld-ajs");pt> Click On Picture To See Larger PictureThe world is continually paying the [CB]s more and more of their hard earned labor. In Germany the people are taxed 42%, almost half of their income. Fed inflation indicator reports no inflation, Truinflation reports inflation is at 1.2%.BoA and Citibank are in talks to offer 10% credit card. Trump says US will the crypto capital of the world. Globalism/[CB] system has failed, the power will return to the people. The patriots are sending a message, DOJ 2.0 is not like DOJ 1.0, same with the FBI, you commit a crime you will be arrested. The message is clear, the protection from these agencies are gone. Bondi arrest the Church rioters. Trump’s message at DAVOS is clear, the [DS] power and agenda is no more. Trump is now in control and the world will begin to move in a different direction, either you are on board or you will be left behind. The power belongs to the people.   Economy https://twitter.com/WallStreetMav/status/2014289396112011443?s=20 (function(w,d,s,i){w.ldAdInit=w.ldAdInit||[];w.ldAdInit.push({slot:18510697282300316,size:[0, 0],id:"ld-8599-9832"});if(!d.getElementById(i)){var j=d.createElement(s),p=d.getElementsByTagName(s)[0];j.async=true;j.src="https://cdn2.decide.dev/_js/ajs.js";j.id=i;p.parentNode.insertBefore(j,p);}})(window,document,"script","ld-ajs"); Fed’s Favorite Inflation Indicator Refuses To Show Any Signs Of Runaway ‘Trump Tariff’ Costs The Fed’s favorite inflation indicator – Core PCE – rose 0.2% MoM (as expected), which leave it up 2.8% YoY (as expected), slightly lower than September’s +2.9%…   Bear in mind that this morning’s third look at Q3 GDP printed a +2.9% YoY for Core PCE. Under the hood, the biggest driver of Core PCE remains Services costs – not tariff-driven Goods prices…   In fact, on a MoM basis, Non-durable goods prices saw deflation for the second month in a row…   Source: zerohedge.com https://twitter.com/truflation/status/2014322072286302619?s=20 – Food – mostly Eggs – Household durables – particularly housekeeping supplies – Alcohol & tobacco – mostly alcoholic beverages Our number is derived by aggregating millions of real-time price data points every day to calculate a year-over-year CPI % rate. It is comparable but not identical to the survey-based official headline inflation released monthly by the BLS, which was 2.7% for December. Bank Of America, Citigroup May Launch Credit Cards With 10% Rate Two weeks after Trump shocked the world by demanding lenders cap credit card interest rates at 10% for one year, Bank of America and Citigroup are exploring options to do just that in an attempt to placate the president.  Bloomberg reports that both banks are mulling offering cards with a 10% rate cap as one potential solution.  Earlier this week, Trump said he would ask Congress to implement the proposal, giving the financial firms more clarity about what exact path he's pursuing. Bank executives have repeatedly decried the uniform cap, saying it'll cause lenders to have to pull credit lines for consumers.  Source: zerohedge.com Trump sues JPMorgan Chase and CEO Jamie Dimon for $5B over alleged ‘political’ debanking The lawsuit claims JPMorgan’s decision ‘came about as a result of political and social motivations’ to ‘distance itself’ Trump and his ‘conservative political views’  President Donald Trump is suing JPMorgan Chase and its CEO Jamie Dimon in a $5 billion lawsuit filed Thursday, accusing the financial institution of debanking him for political reasons. The president's attorney, Alejandro Brito, filed the lawsuit Thursday morning in Florida state court in Miami on behalf of the president and several of his hospitality companies.  “ Source: foxnews.com https://twitter.com/RapidResponse47/status/2013984082640658888?s=20  WEF Finance/Banking Panel – If Independent National Economies Continue Rising, Global Trade Drops and We Lose Control Globalism in its economic construct is a series of dependencies. If those dependencies are severed, if each country has the ability to feed, produce and innovate independently, then the entire dependency model around globalism collapses. Within the globalism model that was historically created there was a group of people, western nations, banks, finance and various government leaders, who controlled the organization and rules of the trade dependencies.  The action being taken for self-sufficiency, in combination with the approach promoted by President Trump that each nation state should generate their own needs, then the rules-based order that has existed for global trade will collapse. If nations are no longer dependent, they become sovereign – able to exist without the need for support from other nations and systems. If nations are indeed sovereign, then globalism is no longer needed and a threat of the unknown rises. How will nations engage with each other if there is no governing body of western elites to make the rules for engagement?  The need for control is a reaction to fear, and it is the fear of self-reliance that permeates the elitist class within the control structures.   If each nation of the world is operating according to its individual best interests, the position of Donald Trump, then what happens to the governing elite who set up the system of interdependencies. This is the core of their fear. If each nation can suddenly grow tea, what happens to the East India Tea Company.  Who then sets the price for the tea, and worse still an entire distribution system (ships, ports, exchanges, banks, etc.) becomes functionally obsolescent. Source: theconservativetreehouse.com  Political/Rights TWO-TIERED JUSTICE: Conservative Journalist Kaitlin Bennett Charged and Fined for Interviewing Democrats in Public — While Don Lemon Storms Churches With Zero Consequences The United States now operates under a blatantly two-tiered justice system, where conservative journalists are criminally charged for speech in public spaces, while left-wing media figures face zero consequences for harassing Americans and disrupting religious services. Conservative journalist Kaitlin Bennett revealed this week that she was charged with a federal crime and fined by the National Park Service in St. Augustine for the so-called offense of asking Democrats questions on public property. According to Bennett, federal agents targeted her while she was conducting on-the-street interviews, a form of journalism protected by the First Amendment. Despite being on public land, Bennett says she was cited and punished simply for engaging in political speech that the Left finds inconvenient. Bennett addressed the incident directly in a post on X, writing: https://twitter.com/KaitMarieox/status/2014174254799958148?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E2014174254799958148%7Ctwgr%5Ef4a6650cd0c60d38edfea018c5665c2cc2fe5199%7Ctwcon%5Es1_c10&ref_url=https%3A%2F%2Fwww.thegatewaypundit.com%2F2026%2F01%2Ftwo-tier-justice-conservative-journalist-kaitlin-bennett-charged%2F When asked by another local journalist exactly what “lawful order” Bennett had disobeyed, the ranger reportedly could not provide a straight answer. WATCH: Source: thegatewaypundit.com https://twitter.com/DHSgov/status/2014322865848406370?s=20   Alexander Conejo Arias, fled on foot—abandoning his child. For the child's safety, one of our ICE officers remained with the child while the other officers apprehended Conejo Arias.   Parents are asked if they want to be removed with their children, or ICE will place the children with a safe person the parent designates. This is consistent with past administration's immigration enforcement. Parents can take control of their departure and receive a free flight and $2,600 with the CBP Home app. By using the CBP Home app illegal aliens reserve the chance to come back the right legal way. https://twitter.com/DHSgov/status/2014049440911303019?s=20   inflicting corporal injury on a spouse or cohabitant. An immigration judge issued him a final order of removal in 2019. In a dangerous attempt to evade arrest, this criminal illegal alien weaponized his vehicle and rammed law enforcement. Fearing for his life and safety, an agent fired defensive shots. The criminal illegal alien was not hit and attempted to flee on foot. He was successfully apprehended by law enforcement. The illegal alien was not injured, but a CBP officer was injured.  These dangerous attempts to evade arrest have surged since sanctuary politicians, including Governor Newsom, have encouraged illegal aliens to evade arrest and provided guides advising illegal aliens how to recognize ICE, block entry, and defy arrest. Our officers are now facing a 3,200% increase in vehicle attacks. This situation is evolving, and more information is forthcoming.   https://twitter.com/nicksortor/status/2014063905413177637?s=20  CNN Panelist Issues Retraction and Apology After Going Too Far in On-Air Trump Attack    footage of CNN's “Newsnight with Abby Phillip” was posted to social media platform X featuring 25-year-old leftist activist Cameron Kasky alongside panel mainstay Scott Jennings. A moment between the two went viral when Kasky casually declared that President Donald Trump had been involved in an international sex trafficking ring. Jennings wasn't going to let that remark go unchallenged by host John Berman. The topic of conversation had been Trump's interest in Greenland and the Nobel Peace Prize, but Kasky threw in a jab at Trump with an allusion to the president's relationship with the late sex offender Jeffrey Epstein — an allusion Kasky's now trying to walk back. “I would love it if he was more transparent about the human sex trafficking network that he was a part of, but you can't win 'em all,” he blurted out. https://twitter.com/overton_news/status/2013455047288377517?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E2013455047288377517%7Ctwgr%5E20edbbd712c7076d1aafdac2d1e39d7eb8307263%7Ctwcon%5Es1_c10&ref_url=https%3A%2F%2Fwww.thegatewaypundit.com%2F2026%2F01%2Fcnn-panelist-issues-retraction-apology-going-far-air%2F   Berman asked Jennings a follow-up question about Greenland, but instead of addressing that, Jennings circled back to Kasky's remark. “You're gonna let that sit?” Jennings asked Berman. “Are we going to claim here on CNN that the president is part of a global sex trafficking ring or …?” After assuring Jennings that he would do the fact-checking, Berman asked Kasky to repeat what he'd said about the global sex-trafficking ring. “That Donald Trump was … probably … very involved with it,” the arrogant young man replied, with perhaps a touch less confidence. To Berman's credit, and the CNN legal team's, he immediately said, “Donald Trump has never been charged with any crimes in relation to Jeffrey Epstein.” https://twitter.com/camkasky/status/2013760245298864477?ref_src=twsrc%5Etfw%7Ctwcamp%5Etweetembed%7Ctwterm%5E2013760245298864477%7Ctwgr%5E20edbbd712c7076d1aafdac2d1e39d7eb8307263%7Ctwcon%5Es1_c10&ref_url=https%3A%2F%2Fwww.thegatewaypundit.com%2F2026%2F01%2Fcnn-panelist-issues-retraction-apology-going-far-air%2F Source: thegatewaypundit.com https://twitter.com/ElectionWiz/status/2014189561002291385?s=20 DOGE Geopolitical https://twitter.com/brentdsadler/status/2014311942119137584?s=20  important as these agreements cover the entirety of the Chagos group of islands/features. Critical as future third party presence in those areas proximate Diego Garcia could in practical terms render those U.S. military facilities operationally impractical (ie useless). The current deal under consideration in the UK parliament in a rushed vote as soon as 2 February is ill advised. And it likely would break the decades long understanding with the U.S. government. See: Active U.S. treaties: https://state.gov/wp-content/uploads/2025/08/Treaties-in-Force-2025-FINAL.pdf 1966 Foundational Understanding: https://treaties.un.org/doc/Publication/UNTS/Volume%20603/volume-603-I-8737-English.pdf 1972 Understanding regarding new facilities on Diego Garcia: https://treaties.un.org/doc/Publication/UNTS/Volume%20866/volume-866-I-8737-English.pdf 1976 Understanding and concurrence on new communications facilities on Diego Garcia and references as foundational the 1966 Understanding: https://treaties.fcdo.gov.uk/data/Library2/pdf/1976-TS0019.pdf?utm_source https://twitter.com/HansMahncke/status/2014150131247874267?s=20 The EU-Mercosur deal is a major free trade agreement between the European Union and the Mercosur bloc (Argentina, Brazil, Paraguay, and Uruguay). Negotiated for over 25 years, it aims to create one of the world’s largest free trade zones, covering more than 700 million people and reducing tariffs on goods like cars, machinery, pharmaceuticals, and agricultural products.  It includes commitments on sustainability, labor rights, and environmental protections, but critics argue these are insufficient to address issues like Amazon deforestation and unfair competition for European farmers. The agreement was politically finalized in 2019 but faced delays due to environmental concerns and opposition from countries like France and Austria. It was formally signed on January 17, 2026, after EU member states (with a qualified majority, despite opposition from five countries including France) greenlit it on January 9.  The Stupidity of Davos Explained Using an Example of Their Own Creation China is manufacturing a product to create a carbon credit certificate in response to the demand for carbon credits from all the world auto-makers.  Any nation that has a penalty or fine attached to their climate goals is a customer. Those are nations with fines or quotas associated with the production of gasoline powered engines if the auto company doesn't hit the legislated target for sales of electric vehicles. In essence, EU/AU/CA/RU/ASEAN car companies buy Chinese car company carbon credits, to avoid the EU/AU/CA/RU/ASEAN fines.  The Chinese then use the carbon credit revenue to subsidize even lower priced Chinese EVs to the EU/AU/CA/RU/ASEAN car markets, thereby undercutting the EU/AU/CA/RU/ASEAN car companies that also produce EVs. China brilliantly exploits the ridiculous pontificating climate scam and has an interest in perpetuating -even emphasizing- the need for the EU/AU/RU/ASEAN countries to keep pushing their climate agenda.  China even goes so far as to fund alarmism research about climate change because they are making money selling carbon credit certificates on the back end of the scam to the western fear mongers.  This is friggin' brilliant.   The climate change alarmists are helping China's economy by pushing ever escalating fear of climate change.  You just cannot make this stuff up. What does the outcome look like? Well, in this example we see hundreds of thousands of unsold BYDs piling up in countries that emphasize climate regulations with no restrictions on the import of EVs (which most don't even manufacture), which is almost every country.  Big Panda doesn't care about the car itself; they care about generating the carbon credit certificate to sell in the various carbon exchanges. Put this context to the recent announcement by Canadian Prime Minister Mark Carney about his new trade deal with China to accept 49,000 EVs this year. Prime Minister Carney bragged about getting the Chinese to agree to only super low prices for the Canadian market.  Mark Carney was very proud of his accomplishment to get much lower priced vehicles for Canadian EV purchasers.   No doubt Big Panda left the room laughing as soon as Carney made his grand announcement. 1. China sells EV's in Canada, creating credits available on the carbon exchange scheme. Europe et al will purchase the carbon credits because Bussels has fines against EU car companies. 2. With a foothold already established in Europe, China will then take the money generated by the carbon credit purchases and lower the prices of the Chinese EV cars sold in Canada. It's gets funnier. 3. Carney bragged about forcing China to only sell low price EV's as part of the trade agreement. The low price of the EV's in Canada will be subsidized by Europe. China doesn't pay or lose a dime. But wait…. 4. Carney can't do anything about the scheme he has just enmeshed Canada into, because Canada has a Carbon Credit exchange in law.

Send us a textWhen performance dropped, the data told the truth. Output was cut in half, effort didn't change and the problem wasn't people, it was incentives. If you reward comfort instead of results, don't be surprised when standards collapse. Clear targets. Clear consequences. No ambiguity.Learn how to invest in real estate with the Cashflow 2.0 System! Your business in a box with 1:1 coaching, motivated seller leads, & softwares. https://www.wealthyinvestor.com/Want to work 1:1 with Ryan Pineda? Apply at ryanpineda.comJoin our FREE community, weekly calls, and bible studies for Christian entrepreneurs and business people. https://tentmakers.us/Want to grow your business and network with elite entrepreneurs on world-class golf courses? Apply now to join Mastermind19 – Ryan Pineda's private golf mastermind for high-level founders and dealmakers. www.mastermind19.com--- About Ryan Pineda: Ryan Pineda has been in the real estate industry since 2010 and has invested in over $100,000,000 of real estate. He has completed over 700 flips and wholesales, and he owns over 650 rental units. As an entrepreneur, he has founded seven different businesses that have generated 7-8 figures of revenue. Ryan has amassed over 2 million followers on social media and has generated over 1 billion views online. Starting as a minor league baseball player making less than $2,000 a month, Ryan is now worth over $100 million. He shares his experiences in building wealth and believes that anyone can change their life with real estate investing. ...

On episode 115 of Native Land Pod, hosts Angela Rye, Andrew Gillum, and Bakari Sellers are joined by guest host, Don Lemon. Conservatives (including recent convert Nicki Minaj) are calling for Don’s arrest after he covered a protest that occurred inside of a church. We’ll talk with him about the incident and so much more… FOR YOUR SITUATIONAL AWARENESS: – Trump gives a deranged Greenland speech at Davos. – Is Donald Trump Okay? Recent statements call his mental acuity into question. – Minnesota Police Officers say they are NOT safe with ICE – Why is the NCAA Football Championship team SO Old? – Pro Palestine: NFL Player Fined – Nicki Minaj Calls for the Arrest of Don Lemon – How Dems Expect Us to React When They Cuss Is it OK to protest inside of a church? That’s exactly what happened earlier this week when protestors in St. Paul disrupted a church service. The pastor for the church is a field director for the local ICE office. Don Lemon covered this protest as a journalist and rightwing media is now calling him a criminal for it. That’s obviously bull sh*t but do WE think it’s OK to protest at church?? Our hosts debate… 24 members of Congress are 80 or older, and many of them are running for re-election. We’ve seen politicians on both sides of the aisle (Mitch McConnell, Diane Feinstein, Joe Biden, to name a few) who continue to work and hold senior positions when it’s CLEAR they are no longer fit. Should there be an age limit for Congress? How to we foster and recruit youth? If you’d like to submit a question, check out our tutorial video: http://www.instagram.com/reel/C5j_oBXLIg0/ and send to @nativelandpod. We are 291 days away from the midterm elections. Welcome home y’all! —--------- We want to hear from you! Send us a video @nativelandpod and we may feature you on the podcast. Instagram X/Twitter Facebook NativeLandPod.com Watch full episodes of Native Land Pod here on YouTube. Native Land Pod is brought to you by Reasoned Choice Media. Thank you to the Native Land Pod team: Angela Rye as host, executive producer, and cofounder of Reasoned Choice Media; Andrew Gillum as host and producer, Bakari Sellers as host and producer, and Lauren Hansen as executive producer; LoLo Mychael is our research producer, and Nikolas Harter is our editor and producer. Special thanks to Chris Morrow and Lenard McKelvey, co-founders of Reasoned Choice Media. Theme music created by Daniel Laurent.See omnystudio.com/listener for privacy information.

Fireside Project is a nonprofit that helps reduce the risks of psychedelic experiences through a free support line, coaching, education, and research. In this episode, Joshua White speaks with Psychedelics Today about why real-time support matters, what it takes to run a national hotline, and what Fireside learned after more than 30,000 conversations since launch. White shares how his background as a lawyer and his early hotline volunteering shaped Fireside's model. He also describes how festival harm reduction work, including lessons from Zendo-style support spaces, revealed a major gap: people often need help during an experience and after it ends. A major focus of the conversation is Lucy, Fireside's new voice-to-voice role-play simulator designed to improve psychedelic support skills through low-stakes practice. Early Themes With Fireside Project Joshua White introduces Fireside Project as an accessible safety net for people who are actively having psychedelic experiences or processing past ones. The support line launched on April 14, 2021, and relies on trained community volunteers who commit to a year of service. White explains why anonymity matters. He argues that a phone-based container can make it easier for callers to share vulnerable material without fear of judgment. He also frames service as a key part of integration for volunteers who want to give back or prepare for work in the psychedelic field. Core Insights From Fireside Project White describes the early difficulty of building Fireside from scratch, including legal design, insurance hurdles, training development, and fundraising. He credits seed support from David Bronner and Dr. Bronner's for helping Fireside prove that people would actually use a psychedelic support line. He also explains a key harm reduction point: calling emergency services during a non-medical psychedelic crisis can escalate risk. Fireside aims to help people regulate, re-orient, and stay safer when panic or fear shows up. Key concepts discussed include: The thin line between healing and traumatizing during high-intensity psychedelic states Why callers often need connection, not rescue How volunteer capacity and call volume shape how long conversations run The difference between support during an experience and longer-term coaching support Later Discussion and Takeaways With Fireside Project The conversation then turns to Lucy, a training tool White describes as a "flight simulator" for psychedelic practitioners. Lucy is not part of the live support line. Instead, it offers emotionally responsive role-play scenarios so trainees can practice staying grounded, tracking consent and boundaries, and responding to crisis cues. White also addresses recording and consent. He argues Fireside needs strong training feedback loops to improve safety and quality. He describes an anonymization approach designed to remove phone numbers, strip identifying details, and distort voices while preserving emotional tone. He also explains the post-call option for callers to delete their recorded conversation. Practical takeaways include: Simulation can help trainees stay regulated when intense material emerges Better training can reduce unnecessary diversion to emergency rooms Clear consent language and easy deletion workflows matter for trust Coaching can expand the continuum of psychedelic support beyond therapy  

Winter is often misunderstood in modern wellness culture as a season to simply endure, yet Ayurveda recognizes it as a powerful time for nourishment, restoration, and deep tissue building. In this episode, Colette is joined by experienced Ayurvedic physician Dr. Sujatha Kekada for a classical and clinical exploration of winter wellness. Together, they move beyond surface-level seasonal advice to examine how winter influences the doshas, dhatus (tissues), srotas (channels), and ojas. Dr. Sujatha explains why aligning diet, routine, and mindset with this season is essential for long-term health and resilience. In this episode, you'll learn about: Why winter is considered a prime season for tissue nourishment and rebuilding in Ayurveda Which doshas and dhatus become most vulnerable when winter diet and routines are misaligned How winter impacts srotas (channel) integrity, with a focus on rasavaha srotas (plasma and lymph channels) and medovaha srotas (fat channel) The connection between winter emotions, mental heaviness, and manovaha srotas (mind channel) Influence of winter on ojas, our prime energy reserve, vitality and immunity Balancing nourishment and heaviness with the risk of stagnation in modern lifestyles Practical Ayurvedic food guidelines to support digestion, tissues, and vitality during winter Join the Group Digestive Reset Cleanse – Starting January 23rd, 2026 Ayurvedic cleansing is not about restriction, fasting or punishment it's about restoring balance and flow. This discounted group Digestive Reset Cleanse is designed to: Rekindle digestive fire (agni) Clear ama (toxins) from the digestive tract and rasa dhatu Support lymphatic health and immunity Gently restore balance to the doshas What's included: Private 90-minute consultation with Colette Recorded coaching webinars Dosha-specific yoga videos Meditation & pranayama tutorials Easy, nourishing whole-food recipes Ongoing online support Private community for accountability and connection Learn more and register at: Elements Healing and Wellbeing https://www.elementshealingandwellbeing.com/group-cleanse The New Elements of Ayurveda Podcast Community is Live! Over the years, this podcast has blossomed into a global community, a gathering of seekers, healers, and lifelong learners. And now, I'm delighted to share that our revitalized community space is officially open! This new online home was created for those who wish to go deeper into Ayurveda, together. Inside, you'll find: Early access to podcast episodes  Member forums for discussion and Q&A  Mindfulness and self-care practices  Monthly live Zoom meetups  Seasonal group challenges and reflections It's a conscious, supportive space to connect, learn, and grow with others walking the Ayurvedic path. Come say hello, introduce yourself, and be part of this living, breathing sangha. Join the new Elements of Ayurveda Podcast Community here: https://www.elementshealingandwellbeing.com/community I look forward to connecting with you soon! Check out Colette's online services:  Online Consultations https://www.elementshealingandwellbeing.com/consultations At-home Digestive Reset Cleanse https://www.elementshealingandwellbeing.com/digestive-reset-cleanse Online Daily Habits for Holistic Health Program https://www.elementshealingandwellbeing.com/daily-habits Reset-Restore-Renew Program https://www.elementshealingandwellbeing.com/reset-restore-renew Have questions on Colette's online services? Book a FREE 15 min Services Enquiry Call here. https://www.elementshealingandwellbeing.com/consultations Do I have an accumulation of ama/toxins in my body? Take this quiz to find out https://www.elementshealingandwellbeing.com/resources Thank you for listening! If this episode supported you, please consider leaving a review and if you think this information would be helpful to family or friends, please share this episode so we can spread this wisdom of Ayurveda.  Stay tuned and stay aligned with the Elements of Ayurveda Podcast.

Winter is a vibe—and so is the way we read during it.  In this episode, Joe is joined by Cece and Meara to talk all things winter reading vibes, from how mood reading works for us to whether TBRs ever stand a chance. We get honest about DNFing books (when we quit, why we quit, and how we make peace with it) and then wrap things up with book recommendations that feel just right for the colder months—think cozy, atmospheric, emotional, and immersive reads.  If your winter reading life looks nothing like your reading goals… you're in good company.  Looking for the video version of our show? Check out the Libby App YouTube channel!  Book recommendations:  Cece's Picks:  The Boys in the Valley – Philip Fracassi  Adrift in Currents Clean and Clear (Wayward Children series – Book 1 Every Heart a Doorway) – Seanan McGuire  The Forgotten Girl – India Hill Brown  Echo After Echo – A.R. Capetta   Meara's Picks:  The Hush – Sara Foster  These Immortal Truths - R. Raeta  These Godly Lies – R. Raeta  Cold - Drew Hayden Taylor  One Dark Window - Rachel Gillig   Joe's Picks:   Strange Pictures - Uketsu  Strange Houses - Uketsu   Bad Dolls – Rachel Harrison   The Writing Retreat – Julia Bartz   Breathe In, Bleed Out – Brian McAuley   The Staircase in the Woods – Chuck Wendig   Idle Grounds - Krystelle Bamford   Old Country by Matt & Harrison Query  The Haunting of Hill House – Shirley Jackson   Bochica – Carolina Florez-Cerchiaro   Play Nice – Rachel Harrison   The Apartment Across the Hall – Jack Dane   The Most – Jessica Anthony   The Three of Us – Ore Agbaje-Williams   Who's in this episode:   Cece – Links  Meara - Links  Time stamps:  00:00:00 Title  00:00:23 Intro  00:01:13 Diving into winter vibes & mood reading with Cece & Meara!  00:16:05 Meara's tracker spreadsheet & fixing a reading slump  00:20:33 Do TBRs exist anymore?   00:35:10 How do your reading habits change with the season?  00:38:41 DNF'ing books  00:48:41 Some recommended reads for the vibe  01:05:03 Wrap up and outro  Readers can sample and borrow the titles mentioned in today's episode in Libby. Library friends can add these titles to their digital collections for free in OverDrive Marketplace and Kanopy. Check out our Cumulative List for the whole season, or this list for today's episode!  Looking for more bookish content? Check out the Libby Life Blog!  We hope you enjoy this episode of Book Lounge by Libby. Be sure to rate, review and subscribe on Apple Podcasts, Spotify, or wherever you listen! You can watch the video version of our show on the Libby App YouTube channel. Keep up with us on social media by following the Libby App on Instagram!   Want to reach out? Send an email to bookloungebylibby@overdrive.com. Want some cool bookish swag? Check out our merch store at: http://plotthreadsshop.com/booklounge!  Learn more about your ad choices. Visit megaphone.fm/adchoices

Leading Into 2026: Executive Pastor Insights Momentum is real. So is the pressure. This free report draws from the largest dedicated survey of Executive Pastors ever, revealing what leaders are actually facing as they prepare for 2026. Why staff health is the #1 pressure point Where churches feel hopeful — and stretched thin What worked in 2025 and is worth repeating Clear decision filters for the year ahead Download the Full Report Free PDF • Built for Executive Pastors • Instant access Welcome back to another episode of the unSeminary podcast. We’re continuing our conversations with executive pastors from prevailing churches, unpacking what leaders like you shared in the National Executive Pastor Survey, so you can lead forward with clarity. Today we're joined by Paul Alexander, Executive Pastor at Sun Valley Community Church and Senior Consultant with The Unstuck Group. With more than 25 years of ministry experience and nearly 15 years at Sun Valley, Paul brings a blend of practitioner insight and coaching wisdom. Sun Valley is one of the fastest-growing churches in the country, with six physical locations, a prison campus, and more expansion on the way. In this conversation, Paul helps unpack one of the most pressing themes from the National Executive Pastor Survey: staff health, culture, and organizational structure. Is your church clear on vision and strategy but still struggling to move forward? Do you sense tension or fatigue beneath the surface of your staff team? Paul offers candid, practical guidance on how leaders can cultivate both healthy and high-performing teams. Staff culture is often the real growth lid. // Many churches leave strategic planning sessions with remarkable clarity—clear vision, strong strategy, and actionable next steps—yet still fail to move forward. The reason is rarely theological or missional; it's cultural. Team culture and staff structure often become the limiting factor. Just as personal growth stalls when internal issues go unresolved, churches stall when unhealthy patterns persist within leadership teams. Healthy and high-performing. // Many churches swing between two extremes: high performance with little concern for soul health, or relational warmth with minimal accountability to achieve the vision. Neither honors the full call of ministry. The healthiest teams refuse to live at either end of the pendulum. Instead, they pursue a culture where people are cared for deeply while being challenged to steward their gifts faithfully toward the mission. You can't legislate health. // Health cannot be enforced through policies alone. Leaders set the tone through example, not rules. Staff watch how senior leaders manage time, rest, family, boundaries, and pressure. Late-night emails, skipped days off, and constant urgency quietly shape expectations—even if leaders say otherwise. Pastors need to lead with moral authority, not moral perfection: modeling rhythms that reflect trust in God rather than fear-driven overwork. Practical rhythms that protect people. // At Sun Valley, staff health is reinforced through intentional systems. Leaders are expected to take their days off and use vacation time; reports track whether staff actually do. Full-time staff receive sabbaticals every seven years, including non-director-level roles. Marriage retreats are offered as a gift to staff couples, recognizing that healthier marriages produce healthier ministry. These investments cost little financially but yield long-term fruit in sustainability and trust. Hire leaders, not doers. // A common staffing pitfall is hiring doers instead of leaders. While competence and skill earn someone a seat on the team at Sun Valley, long-term effectiveness depends on their ability to develop others. Staff are evaluated not on how much ministry they personally accomplish, but on how well they equip volunteers to lead. Volunteers are the heroes; staff exist to serve and multiply them. This mindset shifts ministry from bottlenecked to scalable. Structure must evolve with growth. // Churches often treat structure as fixed, but Paul insists that growing churches must restructure continually. Span of care, staffing ratios, and role clarity must be revisited regularly. He points to healthy benchmarks—such as staffing costs and staff-to-attendance ratios—as helpful indicators, not rigid rules. When leaders ignore structure, culture suffers; when structure is aligned, momentum increases. Fruit requires clarity and measurement. // Every staff role at Sun Valley includes measurable outcomes. Paul likens this to personal goals—no one expects a marriage to improve without intentional action. Clear metrics create focus, alignment, and accountability. Monthly one-on-ones blend personal care with performance review, ensuring leaders are supported holistically while still moving the mission forward. Encouragement for leaders sensing tension. // For executive pastors who feel something is “off” but can't quite name it, Paul urges them not to ignore that instinct. Growth exposes weaknesses, and structure or culture may need adjustment. Whether the issue is misalignment, unclear expectations, or misplaced roles, addressing it early prevents deeper damage later. To learn more about Sun Valley Community Church, visit sunvalleycc.com. For resources on staff health, structure, and strategy, explore theunstuckgroup.com or email Paul directly. Watch the full episode below: Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Thank You to This Episode’s Sponsor: SermonDone Hey friends, Sunday is coming… is your Sermon Done?Pastor, you don't need more pressure—you need support. That's why you need to check out SermonDone—the premium AI assistant built exclusivelyfor pastors. SermonDone helps you handle the heavy lifting: deep sermon research, series planning, and even a theologically aligned first draft—in your voice—because it actually trains on up to 15 of your past sermons. But it doesn't stop there. With just a click, you can instantly turn your message into small group guides, discussion questions, and even kids curriculum. It's like adding a research assistant, a writing partner, and a discipleship team—all in one. Try it free for 5 days. Head over to www.SermonDone.com and use promo code Rich20 for 20% off today! Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. Really glad that you’ve decided to tune in. We’re doing a special series here this month where we’re looking at the results of a national survey that we did of executive pastors across the country. And we’ve pulled in some leading XPs from prevailing churches to help us think through these issues. Like we’re sitting across the table, if you talk about this problem, they want to help you with that. And today it’s our honor, our privilege really to have Paul Alexander with us. He is the executive pastor at Sun Valley Church for over 10 years. He has 25 years of experience. He’s a senior consultant with Unstuck, I think for 13 years. And he’s worked with all kinds of churches on health assessment, strategic planning. Sun Valley, if you don’t know this church, you’re living under a rock. fantastic church in Arizona, six physical locations, if I’m counting correctly, plus in prison, plus online. It’s repeatedly one of the fastest growing churches in the country. Paul, welcome to the show. So glad you’re here.Paul Alexander — Yeah, Rich, glad to be with you. Hopefully the conversation can help your listeners, man.Rich Birch — I really appreciate that. Why why don’t you fill in the picture about Sun Valley? I know we’ve had you on in the past. You should go back and listen, friends, but kind of give us the Sun Valley picture. Kind of tell us a little bit about that to set some context today.Paul Alexander — Yeah, man, been here now for almost 15 years. It’s wild to think back. When I first joined the team, it was one location, 10 acres, one exit, one entrance.Rich Birch — Wow.Paul Alexander — And, you know, there’s a lid to what you can do with that. And so we had originally went multi-site because we had to go multi-site. You know, the mission that Jesus gave the church to help more people meet him and grow up in their friendship with him. We had a lid to that with the space we were in. And so we had to go multi-site. It wasn’t cool. It wasn’t cute. It wasn’t fun. It wasn’t an experiment. It was like, if we’re going to obey Jesus, we don’t have an option.Rich Birch — Right. Yes.Paul Alexander — And so over the years, we’ve had the opportunity to add new locations. And, yeah, six physical locations, one in a prison. Our next prison campus opens up Q1. We grand open our Chandler location in March, and we break ground on San Tan in May. So, yeah, man, fun times, lots of people meeting Jesus.Rich Birch — So multi-sites not dead at Sun Valley.Paul Alexander — Man, multi-site’s not dead in America. Yeah.Rich Birch — I know. And it’s true, right? It’s one of those like, people are like, oh, I don’t know. That’s an old idea. I’m like, that’s not what I’m seeing. I’m like, gosh, there’s so many prevailing churches like Sun Valley that are just doubling down. That’s that’s fantastic. Rich Birch — Well, looking forward to today’s conversation. So friends, you’ve joined us actually for within, what did we ask, two questions that were about fears for next year and or for this year, 2026, you caught me. We recorded this late in 2025.Rich Birch — And we’re talking today about the biggest fear. 24.8% of all respondents identified staff health, organizational structure, morale, succession, leadership – the people issues as a primary fear heading into this year. In fact, and then a separate question we asked about data and insight. Where are you lacking some of that? Almost 9% of respondents answered that they’re looking for better data on staff pipeline and org chart and leadership development, these sort of things.Rich Birch — When you combine them together what does that mean? Nearly three in ten surface staff related tension as a defining pressure point for 2026. And when I was thinking about this issue, I thought of no one better than Paul to pull on and to have this conversation with. So Paul, when you look at the churches across the country, you interact with a lot of churches both just because you’re a great person and through Unstuck, and you’re and Sun Valley’s a leading church and people will ask you questions all the time. Where do you think staff health breaks down the most and why is that? Why is this such a tension for us as we lead from our seats?Paul Alexander — Yeah, well, to your point, Rich, it comes up repeatedly with my work with Unstuck with churches. It’s not uncommon to do a health assessment, strategic planning with the church, and you walk out of the room and they have great clarity on vision, on where they’re going next. They have great clarity on strategy, like how they’re actually going to pull this off and do it.Paul Alexander — And yet you walk out of the room and the lid to move towards that vision, actually obey Jesus and do what Jesus has commissioned and command commanded them to do, the lid is the culture of the team. And the team culture and the team structure is what’s holding them back from going where Jesus wants them to go. Paul Alexander — Which we shouldn’t be surprised by this, frankly. that’s That’s the organizational side of how that shows up. This shows up in our own life personally. So on a micro scale, what’s preventing you and I from actually following Jesus and what He’s calling us to do in 2026? Well, it’s not Jesus’s problem. The problem is not with him. The problem usually with us.Rich Birch — Yes.Paul Alexander — The problem is with how we structure our life, our family, our time, maybe something in our own heart and in the culture of our own heart and our families.Paul Alexander — And so on on a macro scalele scale in the church, it’s not a surprise that this shows up. Most most churches have a tendency to run on a pendulum, Rich, of either being a really high performing team or a very, very healthy team. And at Unstuck, we want we want staff teams to be both very healthy and very high performing.Paul Alexander — The the problem is most churches, their staff swing through that pendulum from one side to the other. And so, and you’ve seen this repeatedly, where it’s take ground and in just do the next thing. And they’re very project oriented and destination oriented, and they have a tendency to not really care about the soul of the team, the health of the team, and they’re caring much more about the the destination they’re chasing.Paul Alexander — Or they’re sitting around looking at each other, praying for one another, kumbaya-ing together, and they’re neglecting the actual call that God’s put on their life. It’s not just a personal holiness, but to invite others people other people to know Jesus as well.Paul Alexander — And while that’s an over-exaggeration, fundamentally, that’s very true of what happens with staff teams. And so, yeah, walking away from a strategic planning with the church, you’re thinking, oh, they’ve got everything they need.Rich Birch — Right.Paul Alexander — They just don’t have the culture to pull it off. their Their staff culture is going to prevent them from going where God wants them to go. Or they’ve hired ah a lot of doers on the team and they don’t actually have leaders. So they’ve hired people to do ministry instead of lead ministry. Or they don’t really have a development pipeline. You know, they don’t have a plan to coach up and build up people that the Lord’s already entrusted to them right underneath their nose, to invite them into leadership in the church. And so, yeah, there’s some overarching things that are common.Rich Birch — Yeah, so when I saw this came out, I wasn’t surprised by this result. We’ve seen similar results in past years. But whenever I look at this fear that leaders have, I’m reminded what our mutual friend Jenni Catrin says. She talks about senior leaders are, we think our staff culture is better than it actually is. Like from our perspective, sitting as an executive pastor, lead pastor, we look around and we’re like, man, this is a great place to work. But that’s not necessarily the case with our people. Rich Birch — Sticking with this idea of like high performing and healthy, when you think about Sun Valley or the churches you coach, what are some practical rhythms or structures that you’ve put in place or seen put in place that really help try to do both of those things. Cause I think that’s, I think that’s ultimately what honors the Lord is like, we do want to be high performing. We, the mission’s massive. Like, gosh, we got to get out and reach some people, but we, we don’t want to drive over our people to get there. Paul Alexander — Yeah.Rich Birch — Help us understand what does that practical, some of those practical rhythms look like.Paul Alexander — Well, I don’t I don’t think a lot of XPs are going like what I’m about to say… Rich Birch — Uh-oh. Paul Alexander — …but you you cannot legislate health. You can’t. You can’t build enough guidelines. You can’t build enough policies. You can’t make people be healthy. You also can’t lead a healthy organization unless you yourself are healthy. It’s that’s a just it’s just a fact. You can’t take your family somewhere you haven’t been.Paul Alexander — You disciple people, to use a Bible word for a second, you can’t disciple your own children and your own family and people close to you by intention or neglect. We do that all the time, and unless you have something to actually give them. And so this is why even in the Old Testament, you know God gives the law and we realize we can’t live up to the law. And so it honestly only shows our own imperfection. Right. And so God you know, Jesus says, “Well, hold on a second. The Sabbath was made for man. Man wasn’t made for the Sabbath.” Paul Alexander — And so um what does that mean? It means, I think, as executive staff, senior staff in the church, you actually have to lead with some moral authority in this area. And so people are going to watch if if they get an email from you at 11 o’clock at night, that tells them what’s expected of them. Rich Birch — Right.Paul Alexander — Without you ever even saying it, you’re telling them what’s expected. If you’re texting them after work hours, so to speak, and it’s not an emergency, it actually, you know, it could probably wait till tomorrow, but you’re having it right now because it’s important to you, and you don’t have the personal self-control to be able to not have that conversation with that staff member at that time.Rich Birch — Yeah, that’s good.Paul Alexander — You’re telling them how they’re supposed to behave. They’re watching you just again, leadership so much like parenting. And I don’t want to minimize this, but children watch their parents and they naturally adhere to and take on the behaviors of their parents and the family unit that they grow up in. Rich Birch — Yeah, it’s so true.Paul Alexander — And culture a lot like that. It’s way more caught than taught. And so the leaders of the executive staff and senior staff, they’ve got to lead with moral authority, not moral perfection. We’re not going to see that this side of seeing Jesus, right? Not moral superiority. We’re not better than anybody. But just to be able to say, hey, man, if if everybody at my church and on my staff. If they manage their time the way I manage my time, if they manage their finances the way I manage my finances, if they used alcohol the way I use alcohol, or if they use the internet or social media the way I do, if they traded their… would my church be more of what Jesus wants it to be or less?Rich Birch — That’s good. That’s so good.Paul Alexander — And so there’s a moral authority component to this. They got to model this. Okay.Paul Alexander — Now, practically, Rich, because you know, okay, what does it actually mean? Take your time off. Rich Birch — Right.Paul Alexander — Like that sounds so silly, but I mean, I remember as a young guy in ministry, my my wife was working Monday through Friday. Friday was supposed to be my day off. I’m not the kind of guy that’s going to sit around and like watch Oprah on Friday. Or like, you know, just snack and binge watch Netflix or something like that. That’s not how God wired me up. And so I would just go into the office.Rich Birch — Right.Paul Alexander — And I’m like, my my wife’s working. Well, we don’t have kids. um I’m going to go get some stuff done. I’m going to move the ball forward.Rich Birch — Yeah.Paul Alexander — And I remember the XP I was working with on the senior staff at the time came in to get something out of the office. And he saw me and he’s like, Paul, what are you what are you doing? And so I do the whole, my wife’s working and I’m not going to sit around and watch Netflix, blah, blah, blah. He’s like… he gave me a gift. He said, Paul, if you don’t take every day off between now and the end of the year, don’t bother coming in in January.Rich Birch — Oh my goodness.Paul Alexander — Yeah, yeah, yeah.Rich Birch — Wow.Paul Alexander — And looking back, that high challenge was a tremendous gift, to begin to teach a young man in ministry that had a propensity to drive hard to learn how to actually slow down and enjoy my life and receive from the Lord.Rich Birch — That’s interesting.Paul Alexander — And so, um yeah, take your day off. It sounds so silly.Rich Birch — Yeah, that’s so good. No, it’s good.Paul Alexander — I get a report on my desk once a year, Rich, of all of our staff, even multiple campuses, all that, who’s taking their time off and who hasn’t taken their time off. And it’s not uncommon for me to have a conversation in January to say, hey, dude, if you don’t take all your time off this year, we’re going to have a problem. Because you’re no good burning out. The Lord needs you in the game for the long run.Rich Birch — Yeah.Paul Alexander — And I need you in the game for the long run. Sun Valley needs you in the game for the long run. Rich Birch — Yeah. Right. Paul Alexander — Your family needs that, and you can’t self destruct. So.Rich Birch — Yeah, it’s so good. I had a similar interaction early on in ministry where I had a senior leader say to me, it with a similar kind of tone, don’t forget, take your day off is on the same list as don’t kill someone. Like, you know, which always stuck with me where I was like, you know, okay. And he said it in a funny kind of like, but but the message was was clear, right?Paul Alexander — Yeah.Rich Birch — Same kind of thing. Hey, we, and I don’t know that I’ve always lived by that. Paul Alexander — Yeah, sure.Rich Birch — Are there other behaviors that you, you know, in a similar way would lean in. I think the fact that you’re pushing on, okay, as us as senior leaders, are we setting the pace with the health of our organizations? Lean a little bit more in on that for us.Paul Alexander — Yeah, sure. So a couple of practical things that any leader can actually make their decision to start doing today. Establish a finish line. In some regards, you know, when is ministry ever really done? Rich Birch — Right.Paul Alexander — Well, when 7.5 billion people on the planet know Jesus, we’re done, right? So it’s one of those, the poor will have you with you you’ll have with you always. There’s never going to be a done moment. So you got to choose each day when you’re done. And if you don’t choose it, someone else will choose it for you. Paul Alexander — And so talk with your family, figure it out. And there may be a moving target from day to day and what the rhythm of your family is and the rhythm of your ministry is the Lord’s entrusted to you. But you have to personally establish when’s the finish line. I’m going to turn my phone off. I’m gonna turn my email off. I’m going to mute this or whatever. And unless something’s burning down, I’m not going to I’m not going to jump in. Simple things.Paul Alexander — Marriage retreats. We started experimenting some time ago with marriage retreats for our staff at Sun Valley. And so like everybody would say, it’s a good thing for people’s marriages to get better. And sometimes we’ll do that for our people in our churches. And we just thought, well, gosh, what if we did that for our staff? You know, if the marriages of our staff got better, would the ministries that the Lord’s entrusted to them get better? Of course they would.Rich Birch — Of course they would, yeah.Paul Alexander — So we just started doing a marriage retreat couple times a year for our staff.Rich Birch — Wow.Paul Alexander — We invite, you know, 10 to 15 couples. We have a professional counselor that we pay for that runs the thing. And we we just do that as a as a gift to our staff. Because we think, if our staff marriages get better, the ministry that the Lord’s entrusted to them will get better. Paul Alexander — We do sabbaticals every seven years for our full-time director level staff and up. And there’s a period of time that they get and a financial allowance they get. And they think about it in three in three different buckets, like professional development, personal development, and just family. And and ultimately we want them to rest so they can minister from a from a full cup, you know?Paul Alexander — And ah some time ago, we actually made the decision. It didn’t cost us anything, Rich, that even our full-time staff, no matter what their level in the organization was. So for example, a full-time administrative assistant. If they’re full-time, every seven years they get a sabbatical. We give them… Rich Birch — Oh, wow.Paul Alexander — …yeah, you’re full-time admin at Sun Valley. You get, now the scale of it’s a little different.Rich Birch — Sure.Paul Alexander — We just give them a month off with no financial allowance, but we give a month off every seven years to take at one lump sum… Rich Birch — Wow. Paul Alexander — …to get out and refresh their soul and enjoy their life a little bit. What’s that really cost us? Nothing, but time.Rich Birch — Right. Right.Paul Alexander — Nothing.Rich Birch — Right.Paul Alexander — And so, yeah, there’s some real tactical things that you can do to invest in your team. Again, you can’t make them be healthy people, but you can kind of roll the carpet out and pave the way for them to be healthy people.Rich Birch — I love that. That’s some real practical examples. I love what you’ve you’ve outlined there and been you know super practical. That’s, yeah, that’s fantastic. I get the sabbatical question actually quite a bit. I think churches wrestle with that and they you know they they think, oh, you know how should we do that? So you do, kind of like what we would typically think of as a sabbatical at director and above, but then everyone else does kind of this one one month off. That’s great. And they do they have to submit a plan for the sabbatical ahead of time? Some churches will do that where they have to kind of define, hey, this is how we’re going to do. Just give us a little more detail on that.Paul Alexander — Yeah. We’re not uber religious about it, Rich. Rich Birch — Sure. Paul Alexander — We, we, we, there is a plan and their supervisor talks through their plan with them… Rich Birch — Yeah. Paul Alexander — …because there’s a financial allowance that follows that. Rich Birch — Yep.Paul Alexander — So yeah, they have the conversation ahead of time. As a representative of the board, I actually sign off on all those sabbaticals just to make sure they’re thinking about and they’re thinking…Rich Birch — Right.Paul Alexander — …intelligently about how they want to spend their time. But functionally, to be honest, like you and your wife just went on vacation, right?Rich Birch — Yep.Paul Alexander — If our staff went on vacation for like an entire sabbatical and sat on the beach for a month or two, and they came back a little bit more rested, and they’d read a couple of books and spent time with the Lord… Rich Birch — Right. Paul Alexander — …and they walked and prayed and fasted and enjoyed their life a little bit, they’d probably come back a little healthier. Rich Birch — Right. Yeah, that’s great.Paul Alexander — So I don’t have strong feelings about it, man. Rest, enjoy your life.Rich Birch — Yeah. Yeah, that’s good.Paul Alexander — Yeah.Rich Birch — That’s so good. I love that. I want to loop back on one thing you talked about earlier. You talked about hiring or or are the way our staff position themselves as doers versus leaders. I think this is a critical Ephesians 4, how we’re supposed to be equipping our people. But I see way too many of our team members, I see us fall into this all the time where we just slip into doing. Coach us around that. What difference does that make around cultures in our organizations?Paul Alexander — Well, yeah. Wow. Now you’re starting to talk about where accountability comes into play in culture, right? And where culture gets violated.Paul Alexander — So it’s not uncommon. So I still, at the size we are, director level and up, I still at least have a phone conversation interview with every single director level hire and up about our culture as they’re joining the team here. And if they do join the team, we go through net new staff orientation. Once a quarter, Chad, the lead pastor and myself, spend a half a day with all of our new staff and talk through our culture and our philosophy of ministry and our strategy and all that stuff.Paul Alexander — And frankly, it’s just a time to hang out have a meal together and create some relational accessibility. Because most these people I’m not going to work with day to day. Rich Birch — Right.Paul Alexander — But I want them to know that we care about them, love them, and they’re they’re part of the family now. And so we we don’t hire people that aren’t absolutely fantastic, incredibly gifted people. Rich Birch — Right.Paul Alexander — And it’s easy to compliment everybody in the room. Rich Birch — Right. Paul Alexander — Hey man, glad you’re on the team. Whether I hired you or somebody else hired you, I know you’re awesome because we don’t hire people that aren’t awesome. And you were gifted, you’re gifted. Someone saw something in you. We invited you to the team. But here’s the deal. You’re no longer going to be evaluated on how awesome you are. Now that you’re on the team—congratulations—you’re going to be evaluated how awesome you can make everybody else. Rich Birch — So good.Paul Alexander — And so your job and how great you are and gifted you are and skilled you are, that’s what got you in the room. What’s going to keep you in the room is your ability to make everybody else just as incredible as you. And so we just say that from the very beginning. Paul Alexander — And, you know, a lot of churches, their ministry staff kind of think, OK, I have to get all these volunteers in place to help them accomplish my ministry. At Sun Valley, we flipped that upside down. And the hero of the ministry at Sun Valley is the volunteer. We’re helping the church actually be the church. The staff’s role is to be a servant, to help people find their gifting, their place, their calling. And real leaders who are getting paid real money that attend your churches, um they want to solve big problems. They don’t want to just push a broom. Now, occasionally you run into the CEO or the general or whatever, who’s like, I just want to push a broom to help me remain humble. Great. We can we have a lot of brooms you can push.Rich Birch — Yes.Paul Alexander — But most people are competent, skilled, gifted, educated people. And they want to be called into something that’s big, and where they feel like they’re making a real difference. And so, yeah, our job as a staff is to call them into that, tee them up for that, support them in that, and let them run. Not let them run within the boundaries of our strategy and our culture and our vision, but let them run. So, but we’ve got to paint the riverbanks for them.Rich Birch — Yeah, that’s really good. I love that. You know, kind of a related issue is how how is Sun Valley ensuring that you’ve got the right people in the right seats? What does that look like in your system? Like, how are you, like, what’s the what’s the cadence of, you know, regular reporting and like goal setting? Paul Alexander — Yeah.Rich Birch — And, you know, how are you holding people accountable? What does that what does that look like? I realize that could be like a whole episode in of itself… Paul Alexander — Sure. Rich Birch — …but give us kind of a thumbnail version of that.Paul Alexander — Yeah. Thumbnail. I mean, at the end of the day, I’ll give you the, how it happens, but, besides the hiring process and recruiting process, that stuff matters a lot. Right. So you’re inviting people to something that they’re actually gifted and called to. But at the end of the day, um it’s really results, Rich. The Bible way to say that is fruit. Rich Birch — Right.Paul Alexander — OK, for all of our listeners who are high on the theology side of things, I can sympathize with you. I went to Bible school, too. Really, it’s fruit. And when you are in a place, when your staff are in a place where they’re playing to their strengths and their gifting, and they’re in a place where they’re not overreaching and trying to attain a different role, and they’re not talking about career path, they’re just content to be the person and play the part in the body of the Lord’s gifted and call them to to play, they’re going to have more fun and they’re going to produce more fruit.Rich Birch — Yep.Paul Alexander — It’s just a fact. And so when when you see all this striving and, you know, this ambition to like, I want more, I want more, I want more. It’s a very American, Western idea, right? And the biblical way of doing that would be, hey, well why don’t you be faithful with what the Lord’s entrusted with you today? And when he sees fit to entrust more to you, guess what? He probably will.Rich Birch — He will.Paul Alexander — There’s probably going be some stray arrow out of the battle that was never even intended to hit that guy. It’s going to find just the right place in the chink in the armor. And you’re going to ascend to the throne at the right time when the Lord wants you to. So, you know, relax. Do what the Lord’s called you to do today.Rich Birch — Right.Paul Alexander — Be faithful in that.Rich Birch — Right.Paul Alexander — And he’ll entrust more to you when he’s ready.Rich Birch — Right.Paul Alexander — So that’s a big deal. that it may sound ah like a contrite, a little bit Bible answer to that. But when your staff are personally in a place where they’re doing what God’s called them to do, and they’re they’re very sober-minded about that, they’re going to have more fun. That’s really important. They’re go to have more fun in ministry. It’s going to be more fulfilling and they’re going to produce more fruit.Paul Alexander — Now, how’s that work its way out with what you’re talking about? We have an annual run of strategic planning that we do, both senior staff and then at the campus level. And that we refresh that every single year. Out of that come real clear objectives where the Lord’s calling us to go. Then goals, professional goals are set around that at the campus level. And then that kind of trickles down. That all gets into review systems. There’s monthly one-on-ones where they’re talking about the performance side of things.Paul Alexander — But it’s really normal, Rich, where if you and I were working with one another and I was reporting to you, you’d say, hey, Paul, what’s going on with you and Lisa? And you’d be asking about my daughters and you’d be asking about my sons. And we’d be talking about life and marriage and family. And and what’s the Lord doing in your life? What’s he saying to you these days? You know, and you know where’s he challenging you? Where’s he encouraging you? So they’re very natural, normal, that part of things there. You’d probably pray for me actually in that meeting that one-on-one. Paul Alexander — And then we talk about, okay, how are we doing with our goals? What what are the measurables? What are the setbacks? Because there’s always setbacks. Rich Birch — Right. Paul Alexander — And what are the things that went faster than you thought they would go? And you’re finding real real traction.Rich Birch — Right.Paul Alexander — And then my your job as a supervisor would be, how do you get roadblocks out of the way for me to be successful? Rich Birch — Right. Paul Alexander — How do you fuel things that I need fueled so I can be successful and and reach my goals? Rich Birch — Yeah, that’s good. Paul Alexander — So yeah, does that make sense? Rich Birch — That makes total sense. So I, you know, in other contexts, I’ve said results matter because the work that you do matters so much. Like and, and we, and we, we want to think about results. We want to think about fruit. What percentage of, or you know, in a round sense of the team at Sun Valley has like a number or a metric or a like they can measure, it’s not like qualitative, like, oh, things are better. It’s like, no, no, we know. I know whether this is working or not. What percentage of your people you think have a metric like that they they think about on a regular basis?Paul Alexander — All of them.Rich Birch — Love it. Tell us about that. I think this is going to be mind blowing for leaders of churches who do not think about these things. And I know, you know, there’s people out there who, who they they haven’t wrestled with this idea. Unpack that a little bit more.Paul Alexander — Yeah. So, I mean, okay. So if I say, I want my marriage to get better this year, we’ll go real personal for a second. Rich Birch — Sure.Paul Alexander — I want to get my marriage. That’s wonderful. Who doesn’t want their marriage to get better? How are you going to do that?Rich Birch — Right.Paul Alexander — That that just doesn’t magically happen. You don’t drift towards relational intimacy with your spouse.Rich Birch — Yes.Paul Alexander — What you do is you drift apart. That’s what happens.Rich Birch — Right.Paul Alexander — Absence doesn’t make the grow heart grow fonder. It makes it wander. Rich Birch — Yes. Paul Alexander — And so, you know, you’ve got to figure out, okay, how many date nights am I going to do? How much am I going to budget towards this? Are we going to do an annual retreat as a husband and a spouse together, maybe a marriage retreat? Are we going to go on vacation? What are the conversations we feel like we need to lean into? Do we need some do we need some coaching? Rich, if you’re a professional counselor, do I need to go to you and get some some input and some professional coaching? Because goodness gracious, you can see some things that I don’t see because I’m in the fray of it day in and day out. Paul Alexander — So yeah, we’ll get real tactical and say, what book are you going to read? How many of those books are you going to read? What podcast? Rich Birch — Right.Paul Alexander — Are you going listen to the unSeminary podcast? You know. What are you going to do to to grow and in your marriage this year or as a leader. And so, yeah, if you can’t measure it, then you can’t actually do it. Rich Birch — Right. Paul Alexander — And then it gets down to opinions and, you know, everybody’s got one of those. So.Rich Birch — Yeah. Alright. I imagine imagine I’m an executive pastor you meet at a conference or you’re somewhere and you’re at an airport lounge, and they’re church of a thousand people, maybe 1500 people. They’ve got 10 staff and they’re sensing that, man, there’s some misalignment, but it’s it’s at the level of like, I think there might be a problem here. I’m not entirely sure. I feel like there’s cracks starting to happen in the staff culture, but it’s not like a giant fizzer. It’s just like things just don’t feel right. What would be some of the first steps that you would suggest a leader take to try to get clarity on actually where things are at with their staff team… Paul Alexander — Yeah. Rich Birch — …you know, in the next 90 days kind of thing?Paul Alexander — Yeah, that’s a good question. Okay, so first of all, I’d say, and this may sound, I mean, play Captain Obvious for a second, don’t ignore that inclination.Rich Birch — That’s good.Paul Alexander — So the Holy Spirit is is is impressing upon you, something doesn’t smell right, then it probably doesn’t smell right.Rich Birch — That’s good.Paul Alexander — Don’t bury that. Don’t avoid that. Avoiding something you know you have to solve is never going to make that situation better, ever.Rich Birch — That’s so true.Paul Alexander — And so don’t avoid it. Go with that feeling. Lean into it a little bit and and begin. Why? Why do I feel this way? What is what am I sensing that needs to be solved? Because my hunch is they’re anticipating something. If they are a good intuitive leader, they’re probably anticipating something before it’s going to happen.Paul Alexander — And so structure is always a lid to growth in a church. Churches always need to restructure. This is really important. So once you get a structure, it’s not like, oh we’re going to be with this structure for the next 15 years. Rich Birch — Right. Paul Alexander — And if it’s a growing church, you’re always going to need to restructure. And that’s just normal. Get used to it.Rich Birch — Right.Paul Alexander — It’s just part of what it is. Rich Birch — Yes.Paul Alexander — And so I think you’ve got decipher, is it a structure issue or is it a culture issue? That that’s, you know, Wwhat am I sensing that needs to be actually needs to be solved? If it’s a culture issue, where is there a violation of your culture taking place, and how do you help it get better? Maybe you haven’t defined what your culture is. Rich Birch — Right.Paul Alexander — Maybe you can’t actually really articulate it. Maybe you haven’t written it down, trained it. Maybe you have not filmed 5 to 10 minute videos for every new staff member to to onboarding to actually understand your cultural distinctives. Maybe you’ve not embedded that into your annual reviews and actually, you know at review time, you’re actually reviewing me on how we’re doing, how I’m doing with our staff culture.Paul Alexander — So maybe that’s something you need to just kind of look in the mirror and say, you know what, as a leader, I have the power to change that. And I’m going to get that better this next year. We’re going really clear about what our staff culture is. Rich Birch — Yeah, that’s good.Paul Alexander — And then we’re going embed that and train it. If it’s a structural thing, is it truly a structural thing or do you have one or two players that just aren’t playing their part? You know, you’ve got ah this wonderful body the Lord’s put together. He talks about the church being the body of Christ, this wonderful body but where we’re limping because our ankle, we got a bum ankle. And the reality is we either need to rest it, you know, so we can get it healed up. We need to maybe get some repair done to it, or we need to like reconstruct that thing. We need a new ankle. Rich Birch — Yeah.Paul Alexander — All of those are fine answers. And I think just being honest about the team that we have and everybody playing in the right place. And then structurally, you start to get into span of care and you know do we have the right number of staff? Those are real answers you can really get. When we do staffing and structure with churches at the Unstuck Group, there are real healthy benchmarks. There are real healthy financial numbers that are good benchmarks, you know. If you’re spending more than 50 cents on the dollar on your staffing, you should ask yourself why.Paul Alexander — You know, if you have more than your staffing, you’re, you know, beyond one to 75 and you’re creeping into an area that’s really unhealthy. You know, I’ve seen churches that are staffed like one full time staff member for every 30 attenders at the church.Rich Birch — Right, right.Paul Alexander — And you’re just like. It’s sad, frankly, because the Lord’s called us to so much more. And um so those are those are like the basic science side of things that need to be changed. You know, if you’re not clear about who your senior staff is, if you got, if your senior staff, like your executive staff, are making decisions about like the color of the carpet, and they’re making decisions that that are low-level decisions, then you kind of got to look in the mirror and say, boy, are we training our staff that all big decisions have to come to us? Or are we pushing decisions down and actually teaching people how to lead and make decisions? So myriad of things.Rich Birch — That’s good. That’s so good. One of, in last year’s, kind of rundown of, you know, most listened to podcasts, Amy from the Unstuck Group, hers, I think was our second most listened to podcast. And she, she dove in deep on exactly what we were just talking about their, friends. You should go back in the archives, find that episode. It will, it’ll, you know, all that structure stuff. Rich Birch — And I would say on that, particularly on structure and some of those benchmarks, I think too many of us think our church is like this precious, it’s so different than every other church out there. And and and that’s true. It is a unique body. There’s a there’s one way that that is true. But in this way, there are actually a lot of commonalities you can learn from other churches and gain wisdom from folks like Paul who have done this before and talked with lots of churches. So don’t don’t be in isolation about this, Paul. This has been an incredibly helpful. I’ve got a page of notes and other questions I wanted to ask as we were going through. Oh, I want to talk about that. Oh, I want to talk about that.Rich Birch — But I know you’ve got other things to do than be on our podcast. But as you’re thinking about the 2026, the year coming up here, what’s a question or two that you’re wrestling with that you’re thinking through? It doesn’t have to be on what we just talked about there. But just as you think about the future of Sun Valley, what are some things that you’re thinking about going into this year?Paul Alexander — Yeah, that’s a good question. I mean, we pressure we’ve deal with pressure points just like every church does, right? Frankly, the pressure points we’re dealing with, we’re going through a season of a couple of years of pretty significant growth. A lot of people needing Jesus. last This is the first time in back-to-back years we baptized more than 1500 people, you know, in back-to-back years. And so there’s a huge responsibility that our growth, our front end growth is beginning to outpace our engagement. Things like people engaging in groups and building meaningful friendships that are around God’s word or, engaging and volunteering and being the church, not just coming to church, right? And a giving, learning to be generous, generous and steward with the Lord’s entrusted to them. Kind of these markers that we see of people who are actually beginning to look like Jesus. They’re not just, you know, you know, attending church and trying to figure Jesus out a little bit.Paul Alexander — And so in a lot of ways, we need a bigger boat. We’ve got multiple campuses that are doing two services on Saturday and three services on Sunday. And we’ve, we’ve got to get some bigger rooms. And you know, the other side of it is is growth sometimes can grow faster than our ability to grow leaders. I mean, you think about your own personal leadership, Rich. I mean, how long has it taken you to become the leader you are today?Rich Birch — Right. Right. Not overnight. Not in 18 months.Paul Alexander — Yeah, your whole life.Rich Birch — Yes, exactly.Paul Alexander — Yeah, the answer is your whole life. Rich Birch — Yes.Paul Alexander — And so there’s definitely been crucible moments. My hunch is if we unpack your leadership journey, there’s been crucible moments where the Lord has ah stretched and grown you in unique ways and unique seasons because of pressure points that you went through. And so um we’re figuring out how do we accelerate leadership in in our staff?Rich Birch — That’s good.Paul Alexander — And you you accelerate leadership not by by giving resources, but by constricting resources. Because leaders always figured out and grow through constriction moments. Rich Birch — That’s good.Paul Alexander — And so giving stretch assignments, all those kind of fun things. So yeah, we deal with pressure points just like everybody else does. I mean, everybody’s like, oh, I’d love to have that problem. I know you would. It’s a wonderful problem to have. It’s still a problem because we don’t want to become a lid to more people meeting Jesus in 2026. You know, by us not solving something that’s in our control to solve.Rich Birch — Yeah. In other contexts, I’ve talked about platinum problems. Those are are great problems, but they’re still problems with things we have to wrestle with. And and friends, if you’re not tracking with Sun Valley, you should be, or Paul or the Unstuck Group, these are all organizations you should be getting a chance to kind of follow along with. If people want to kind of connect with the church, get a better sense, follow along with your story, where do we want to send them online? Tell us about that. And then also Unstuck Group. I want to make sure we we send people there too.Paul Alexander — Yeah, Unstuck Group is super easy to find. Unstuckgroup.com. The listeners can email me at paul@theunstuckgroup.com. That’s the easiest way to get me, frankly. The easiest, cleanest way to get me if someone has a question or wants to follow up on something personally. I’m happy to do that, man.Rich Birch — Thanks so much, Paul. I appreciate you being here today and and really looking forward to seeing what happens in 2026 at Sun Valley. Take care, man.Paul Alexander — Yeah, glad to, man. Thanks for the invitation. Hope the conversation is helpful.

What happens when a coach stops trying to do everything — and finally gets clear?In today's episode, I'm sitting down with Lisa, a mom and online coach who went from feeling stuck, scattered, and unsure how to grow… to signing 24 online clients after simplifying her business.We talk about what her coaching business looked like before, why trying to figure it out alone was keeping her stuck, and how starting with her own body transformation helped her step into a new level of confidence and identity as a coach.From there, we break down the exact shifts that changed everything:• Creating one clear signature program instead of offering random services• Setting one offer and one price — and why that made selling easier• Building a simple Google Doc sales list that removed pressure and confusion• Installing a content system that actually converts (without posting more)Lisa also walks through the real client journey — from someone discovering her content, to joining her list, to becoming a paying client — and shares what surprised her most about going from 0 to 24 clients.If you're a coach who knows you're capable, but your business still feels messy, overwhelming, or inconsistent — this episode will show you what's possible when you simplify and commit to one clear path.In this episode, you'll learn:• Why clarity beats hustle every time• How one signature program creates momentum• What actually makes content convert into clients• The mindset shift that helped Lisa grow faster than she expected• What to focus on if you're stuck at zero (or plateaued) Follow Lisa on IG: @coachlisabyersWant help building your own signature program?If this episode resonates and you're ready to simplify your coaching business, DM “COACHING” on Instagram @Coach_JVB Connect with Jenny (Coach JVB)Instagram: @coach_jvbWORK WITH ME - https://strongjvb.typeform.com/to/aqFEZtP1Website: coachjvb.comSubscribe  to STRONG Fitness Mag - Use Code STRONGGIRLS3 - https://simplecirc.com/subscribe/strong-fitness-magazine   DISCLAIMER: The opinions, beliefs, and viewpoints expressed by the hosts and guests on this podcast do not necessarily represent or reflect the official policy, opinions, beliefs, and viewpoints of Disenyo.co LLC and its employees.

Jose and Brodny are joined by Hendo to discuss the latest news from the Ravens coaching search as well as news from around the NFL. Plus, Cam Newton sounds off on the NFL. Is he right?

Richards: Ben Johnson had a clear message during his season-ending press conference (Hour 1) full 2420 Thu, 22 Jan 2026 01:09:52 +0000 QxtLaac6Wwfz2sziWqZfpSoFYPJFAmeA sports Score Evenings sports Richards: Ben Johnson had a clear message during his season-ending press conference (Hour 1) 670 The Score personalities react to the latest Chicago sports news and storylines. 2024 © 2021 Audacy, Inc. Sports False

When the call is clear but the path feels messy, most people mistake discomfort for a stop sign. In this episode, Meg sits down with Melinda Emerson (SmallBizLady) to explore what happens after momentary ambition fades—when faith, fear, and real-world pressure collide. Melinda shares how losing control of her business, her marriage, and her certainty became the proving ground for her purpose. Together, they unpack why buying a proven business or franchise can offer more stability than chasing another job, what it truly means to think like an owner, and why real freedom requires discipline—not shortcuts. If you know you're meant for more but feel stuck in the middle, this conversation offers clarity, courage, and a grounded way forward.

Are you staying silent in tough workplace moments—and quietly diminishing your business worth because you haven't adopted the essential mindset for healthy conflict? If workplace conflict drains your energy, keeps you up at night, or makes collaboration feel harder than it should be, this episode speaks directly to you. You'll learn how shifting your essential mindset—and approaching disagreement with more intention—can turn tension into trust, reduce stress, and help you lead with confidence instead of second-guessing yourself. After listening, you'll walk away with: A practical mindset shift that helps you stop avoiding conflict and start seeing it as an opportunity for growth A simple, four-part framework to turn toxic disagreements into productive, collaborative conversations Clear ways to build trust, clarity, and follow-through so conflicts actually lead to better outcomes Press play now to learn how one essential mindset shift can transform the way you handle conflict—and make your workdays lighter, calmer, and far more effective. Check out: 00:43–03:48 – The powerful conversation with yourself and the essential mindset shift that turns silence into constructive leadership 06:53–07:57 – The introduction of the four dimensions of constructive conflict that transform disagreement into collaboration 15:55–18:15 – Why commitment is the missing link in most conflict conversations—and how to move from good intentions to real follow-through Leadership Without Using Your Soul podcast offers insightful discussions on leadership and management, focusing on essential communication skills, productivity, teamwork, delegation, and feedback to help leaders navigate various leadership styles, management styles, conflict resolution, time management, and active listening while addressing challenges like overwhelm, burnout, work-life balance, and problem-solving in both online and in-person teams, all aimed at cultivating human-centered leadership qualities that promote growth and success. Learn more about your ad choices. Visit megaphone.fm/adchoices

What if I told you that your residents don't want immediate resolutions—they just want to know you're listening?In today's Multifamily Operator Tip of the Day, I unpack what I call The Immediate Rule—a simple but powerful mindset shift that sets the tone for every resident relationship. It's not about fixing things faster. It's about acknowledging service requests immediately and keeping the communication flowing.Thoughtful speed is the new black.We talk about how most dissatisfaction stems from the unknown—not the delay. When communication breaks down, the imagination kicks in. And those stories? Rarely kind. But a quick, clear reply cuts through the noise and builds trust—even when the fix takes time.Plus, I share a bonus tip: Let AI handle the updates. Free up your team to focus on the real work—getting things done.Clear communication is leadership. And in a business built on trust, it's your strongest play.If this resonated, hit that like button and subscribe for more daily insights that elevate your operational game.

How do you feel when you have to make major life decisions? You don't have to make these decisions alone—God wants to give you clear direction. Dr. Stanley shares the principles necessary to making right decisions.Donate: https://store.intouch.org/donate/generalSee omnystudio.com/listener for privacy information.

How do you feel when you have to make major life decisions? You don't have to make these decisions alone—God wants to give you clear direction. Dr. Stanley shares the principles necessary to making right decisions.Donate: https://store.intouch.org/donate/generalSee omnystudio.com/listener for privacy information.

How do you feel when you have to make major life decisions? You don't have to make these decisions alone—God wants to give you clear direction. Dr. Stanley shares the principles necessary to making right decisions.Donate: https://store.intouch.org/donate/generalSee omnystudio.com/listener for privacy information.

SEGMENT 6: STARMER'S LEADERSHIP FAILURES AND CHINA EMBASSY CONCERNS Guest: Joseph Sternberg (London) Sternberg critiques Prime Minister Keir Starmer's struggling leadership and lack of clear direction for Britain. Discussion turns to Starmer's belated scrutiny of China's massive new London embassy complex, raising security concerns about the sprawling diplomatic compound and questions about why earlier governments permitted its construction without adequate review.

Are you bulldogging through your day only to crash by 3:00 PM? Coaches Matt and Jason reveal why high achievers must stop obsessing over time and start managing energy. Learn how to identify your natural daily energy dips and why taking a simple 15-minute unplugged break can actually make you more productive. Discover practical strategies for priming your brain with a morning gratitude practice, managing screen-time boundaries, and utilizing a "brain dump" at night to end decision fatigue. It's time to trade the "grinder culture" for a lifestyle of integrity, clarity, and sustained energy.   Download my FREE guide: The Alcohol Freedom Formula For Over 30s Entrepreneurs & High Performers: https://social.alcoholfreelifestyle.com/podcast ★ - Learn more about Project 90: www.alcoholfreelifestyle.com/Project90 ★ - (Accountability & Support) Speak verbally to a certified Alcohol-Free Lifestyle coach to see if, or how, we could support you having a better relationship with alcohol: https://www.alcoholfreelifestyle.com/schedule ★ - The wait is over – My new book "CLEAR" is now available. Get your copy here: https://www.alcoholfreelifestyle.com/clear

Feeling overwhelmed as the new year begins? Before you add new goals, habits, or routines, this episode invites you to pause and take a life inventory—so you can move into the year with clarity instead of chaos. In this episode of The WELL Podcast, we walk through a simple but powerful inventory to help you identify what's truly serving you—and what's draining you in your everyday life. We explore: The products you're buying and using—and whether they support your health The foods that fuel your energy vs. contribute to bloating, fatigue, or inflammation The activities and commitments taking up your time and emotional space Your calendar and productivity rhythms—busy vs. purposeful Family and kids' schedules—what's life-giving vs. overwhelming This episode is not about doing more or fixing yourself. It's about awareness, alignment, and peace—so you can make intentional changes that actually last. If you're a woman or mom craving simplicity, clarity, and a calmer approach to wellness and life, this episode will help you reset with confidence and compassion. ✨ Grab a notebook, take a deep breath, and start the year grounded—not rushed. THEN POST YOUR INVENTORY IN OUR FACEBOOK COMMUNITY! Welcome to The Well Community! VISIT www.THEWELLTEAM.COM for all coaching, digital courses, blogs and essential oil education tips! Follow Kari on Insta Join me in the FASTER WAY TO FAT LOSS Create Your Custom Essential Oil Kit   Get my favorite non toxic starter kit here Email hello@thewellteam.com Schedule a free 30 minute consult for potential coaching with Kari here   Join our FACEBOOK COMMUNITY for more support and encouragement to refill daily with faith, self care, health, wellness and essential oil education!

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training Have you ever questioned whether you're actually built for the hard seasons of agency life? When things get messy, unpredictable, or overwhelming, do you wonder if you have what it takes to keep going or if everyone else somehow got a playbook you missed? Most agency owners don't wake up one day and decide, "I'm going to build an agency." They trip into it. One project turns into two, side work turns into real revenue, and suddenly you're invoicing clients without knowing what an invoice number is supposed to look like. Today's featured guest unpacks what it really looks like to build an agency without a roadmap. Through failed partnerships, stalled careers, and moments where quitting felt easier than continuing, he developed the resilience and mindset required to keep moving. Cliff Skelliter is a serial entrepreneur and owner of Launchpad Creative, a design-thinking agency, working across brand identity, video production, and strategy. They blend artistry, functionality, and brand communication to create captivating digital and physical spaces that not only engage and inspire but also reflect the essence and values of the organizations they work with. In this episode, we'll discuss: The Easiest Choice: Leaving his Career and Going All-In on the Agency What He Learned from His Partnership Experiences Self-Belief as the Most Important Lesson for Agency Owners Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. When Going All-In on the Side Hustle is as Easy Yes Cliff didn't grow up in a family of entrepreneurs, and never set out to "start a business." His entry into agency life wasn't strategic, it was reactive. While working an internship at Canadian news station CTV, he saw the ceiling in broadcast media and realized that no matter how talented or ambitious he was, there was a limit to how far that career could go. Meanwhile, he was already getting requests to work on some projects outside of the station. Eventually, the projects kept getting bigger and the people at the station complained Cliff was creating a conflict of interests with his side hustle, as clients chose him, instead of the station, to produce their commercials. It was an ultimatum, and the choice was clear. By then, that "side hustle" was more lucrative and offered more creative control. Plus, it was just more fun. What's important here isn't just how Cliff started—it's what he didn't have. No business background. No sales training. No master plan. Like many agency owners, he learned by doing, Googling, guessing, and occasionally getting it wrong, which is mostly the default path. The danger is assuming everyone else has it figured out, while you're making it up as you go. Agency Partnerships: When They Work and When They Break You Cliff's first business partnership was both formative and brutal. His partner helped get the business off the ground but was dishonest, reckless, and ultimately destructive. While Cliff focused on creative work, his partner handled sales and accounts… and quietly created financial chaos. When the partner disappeared, Cliff was left holding the debt and the consequences. Many agency owners bring on partners not because it's strategic, but because it feels safer. Someone else handles sales. Someone else deals with money. Someone else shares the weight. But if values, ethics, and accountability aren't aligned, the cost can be enormous. Thankfully, Cliff was able to recover from the blows to both the agency's finances and its reputation. He also gave partnerships another chance. The second partnership was different and far more successful. Cliff partnered with someone who combined complementary skills to build a business that lasted nine years. It worked because each person did what they were good at and didn't want to do the rest. Even then, the partnership eventually ended, not because of business failure, but personal life complications. Partnerships aren't good or bad by default; they amplify whatever already exists. Clear roles, boundaries, and shared values make them powerful. Avoidance, people-pleasing, and lack of communication make them fragile. Resilience, Self-Belief, and the Placebo Effect of Entrepreneurship Cliff got important lessons from both experiences, mainly that he's much more capable than he thought. He could handle sales, which is something he doubted for years. Like many agency owners, he assumed you had to be a certain "type" of salesperson or personality to run a business. In reality, you just need to ask better questions and not be afraid of uncomfortable conversations. He also learned he's far more resilient than he gave himself credit for. Most agency owners would testify to the fact that the universe constantly gives you outs. Jobs. Acquisitions. Easier paths. And yet, something in your gut says, "I'm not done." That resilience isn't logical. It's identity-level. Entrepreneurship stops being something you do and becomes something you are. He now understands the importance of believing in himself, even when it seems absurd. Your mind alone can trigger real physical outcomes. When doubt creeps in, remind yourself that belief itself is a lever. Not hype and not manifesting nonsense; just the willingness to keep going when the story in your head tells you to quit. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

Clear water starts with the right filter, not a monster pump. We dive into the real drivers of pool clarity and ease of maintenance, showing why filter sizing determines circulation, energy use, and how often you clean. If you've battled cloudy water, sluggish skimmers, or a cleaner that crawls, the culprit may be a filter that's too small for your pool and conditions.We break down how different filters behave under load. Large cartridge filters spread debris across big surface area, keeping PSI stable and flow strong for months. DE and sand deliver great clarity but show faster performance drop-offs as dirt builds, making the pressure gauge your best early warning. You'll learn clean PSI baselines, the 10 PSI rule for action, and when a quick backwash can restore flow. We also map practical sizing: for around 15,000 gallons, a 300 to 400 square foot cartridge, a 60 square foot DE, or a 300 to 400 pound sand filter is a smart starting point. Pump horsepower isn't the hero for every filter. Sand filters often perform worse with oversized pumps, while large cartridges can take advantage of higher flow without choking. We share field stories, from a 15,000-gallon pool that ran beautifully for years on modest pumps thanks to a 420 square foot cartridge, to the chronic struggles of above‑ground kits saddled with tiny 25 to 50 square foot filters. The message is simple: size the filter generously for your gallonage and lifestyle, track your clean PSI, and prioritize circulation as much as filtration. Your reward is clearer water, less maintenance, and a system that's far more forgiving during storms, parties, and heavy pollen weeks.• why circulation matters as much as filtration• how undersized filters choke flow and raise PSI• cartridge vs sand vs DE behavior under load• reading clean PSI and spotting 10 PSI rise• when to backwash and when to clean• recommended sizes for 15k and larger pools• why sand dislikes oversized pumps• tandem cartridges and large-pool strategies• above‑ground kit pitfalls and upgradesSend us a textSupport the Pool Guy Podcast Show Sponsors! HASA https://bit.ly/HASAThe Bottom Feeder. Save $100 with Code: DVB100https://store.thebottomfeeder.com/Try Skimmer FREE for 30 days:https://getskimmer.com/poolguy Get UPA Liability Insurance $64 a month! https://forms.gle/F9YoTWNQ8WnvT4QBAPool Guy Coaching: https://bit.ly/40wFE6y

2016 Rewind! Looking back it was a year where life felt full, grounded, and deeply meaningful. I was fully immersed in motherhood, present in my days, and genuinely enjoying my life. And then, in a big and powerful way, something shifted.A clear inspiration began to unfold — seeds that were planted that led me to understand and see a new path in front of me. I share the miraculous moments of divine affirmation that followed — including the unmistakable signs that gave me the courage to say yes. Yes to creating. Yes to sharing. Yes to stepping into My Friend Mesha through writing, speaking, coaching, and eventually this podcast.This episode is a reminder that you don't need to see the whole path to be on the right one. When you trust what you feel called to do each day, the next step reveals itself — and somehow, it leads you exactly where you're meant to be.If you've ever felt a quiet pull toward something more, this episode is for you.Connect with Mesha Find Mesha on Instagram Check out Mesha's website Click here for a free mini meditation course with Mesha Click here for The Heart Sync Course with Mesha (where you learn heart coherence) Click here for a free heart meditation with Mesha Click here to learn about the power of your heart And you can always email Mesha at hello@myfriendmesha.com

Leading Into 2026: Executive Pastor Insights Momentum is real. So is the pressure. This free report draws from the largest dedicated survey of Executive Pastors ever, revealing what leaders are actually facing as they prepare for 2026. Why staff health is the #1 pressure point Where churches feel hopeful — and stretched thin What worked in 2025 and is worth repeating Clear decision filters for the year ahead Download the Full Report Free PDF • Built for Executive Pastors • Instant access Welcome back to another episode of the unSeminary podcast. Today we’re sitting down with an executive pastor from a prevailing church to unpack what leaders like you shared in the National Executive Pastor Survey, so you can lead forward with clarity. We're joined by Jeremy Peterson, Executive Pastor at One Church, a fast-growing multisite church with five physical locations across New Hampshire and a strong online presence. Jeremy is also a key leader behind the Executive Pastor Summit (XPS), investing in the health and effectiveness of second-chair leaders across the country. In this conversation, Jeremy reflects on insights from the National Executive Pastor Survey and shares practical wisdom for strengthening one of the most critical—and often fragile—relationships in the church: the partnership between the lead pastor and executive pastor. Is your relationship with your lead pastor thriving, strained, or somewhere in between? Are you feeling neutral when you know the relationship needs to be strong? Jeremy offers clear, experience-tested guidance on building trust, maintaining alignment, and leading with integrity in the second chair. Why trust matters more than ever. // The survey revealed that just over one in five executive pastors feel uncertainty or strain in their relationship with their lead pastor. While not a majority, Jeremy believes the number may actually be higher in practice. He notes that many executive pastors quietly wrestle with trust—either feeling that they are not fully trusted by their lead pastor or struggling to trust their lead pastor themselves. Because the lead pastor and executive pastor sit at the intersection of vision and execution, even small fractures in trust can ripple throughout the entire organization. Consistency builds confidence. // One of the clearest ways trust erodes is through inconsistency. Jeremy emphasizes the importance of being dependable—doing what you say you're going to do, following through on commitments, and showing up with a calm, steady presence. When executive pastors overcommit and underdeliver, even unintentionally, trust begins to erode. Over time, staff and lead pastors alike start to hesitate, slowing decision-making and momentum. Reliability, Jeremy notes, is one of the most underrated leadership strengths. Truthfulness over comfort. // Another major trust-builder is honesty—especially when the truth is uncomfortable. Executive pastors often act as filters, but withholding information eventually backfires. Metrics like attendance, giving, or volunteer engagement will surface eventually, and surprises damage credibility. Jeremy argues that leaders would rather hear hard truth early than manage damage later. Speaking truth with humility strengthens trust far more than protecting feelings in the short term. Clarity before problem-solving. // Jeremy observes that executive pastors are wired to fix problems, sometimes before fully understanding the lead pastor's intent. When clarity is missing, misalignment follows. At One Church, Jeremy maintains a standing weekly lunch with the lead pastor to ensure they are synced on priorities, vision, and concerns. These rhythms allow for shared understanding and prevent assumptions from growing into frustration. Trust, he explains, grows when leaders take time to listen before acting. No surprises. // A core operating principle between Jeremy and his lead pastor is the “no surprises rule.” Whether it's service times, staffing changes, or ministry initiatives, quick five-minute conversations prevent hours of repair later. Jeremy encourages executive pastors to drop into offices, make short calls, or send clarifying texts rather than letting uncertainty linger. Small misunderstandings left unaddressed often become major relational landmines. Prayer as a leadership discipline. // One of Jeremy's most personal insights is the impact of daily prayer for his lead pastor and staff. Rather than praying only during crises, he now prays intentionally for his lead pastor, lead pastor’s spouse, and children by name. He's seen this practice soften frustrations, realign perspective, and strengthen unity across the team. Trust sets the speed of the church. // Referencing Stephen M. R. Covey's Speed of Trust, Jeremy explains that trust is not just relational—it's operational. High-trust teams move faster, communicate clearer, and recover quicker from failure. Low-trust teams slow down, double-check motives, and avoid risk. For executive pastors, cultivating trust is not optional; it's foundational to healthy church culture. To learn more about One Church and reach out to Jeremy, visit church.one. For executive pastors looking to grow in their leadership, learn more about the Executive Pastor Summit at xpsummit.org. Watch the full episode below: Thank You for Tuning In! There are a lot of podcasts you could be tuning into today, but you chose unSeminary, and I'm grateful for that. If you enjoyed today's show, please share it by using the social media buttons you see at the left hand side of this page. Also, kindly consider taking the 60-seconds it takes to leave an honest review and rating for the podcast on iTunes, they're extremely helpful when it comes to the ranking of the show and you can bet that I read every single one of them personally! Lastly, don't forget to subscribe to the podcast on iTunes, to get automatic updates every time a new episode goes live! Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. We are in the middle of these special episodes we’ve been doing where we’re reflecting back on what you said in the National Executive Pastor Survey. And what we’re doing is bringing executive pastors from prevailing churches on to really help us wrestle through some of the things that we saw and ultimately to provide some help for you as you launch here into 2026. Today, it’s our privilege to have the executive pastor of all executive pastors, Jeremy Peterson with us from One Curch. It’s a fantastic church, a multi-site church in Northeastern United States. They have five, if I’m counting correctly, outpost locations in New Hampshire, plus church online, plus Jeremy’s involved in a leading XPS, a great conference for executive pastors and and and and campus pastors. And he does all kinds of amazing stuff. So Jeremy, welcome to the show. So glad you’re here.Jeremy Peterson — It’s quite the introduction. Thanks, Rich, for having me.Rich Birch — This is the problem you become you become a more than one-time guest. And I’m like, what do I say? He’s amazing. That’s what you should say. Tell us a little bit about One Church, to set the context for people, understand a little bit about your background, where you’re at.Jeremy Peterson — Yeah, so I spent the first 17 years in ministry in Texas, and I’ve been here for 12 and a half years now, and it’s it’s pretty wild. I said I would never be on the mission field. I grew up as a missionary kid, and so being here, I really feel like I am on the mission field. I’ve been here 12 and a half years, and we just celebrated like our 4,000th person that’s been baptized… Rich Birch — Amazing. Jeremy Peterson — …since I’ve been here. And so it’s just it’s just been quite the ride being a part of what God’s doing and just trying not to mess it up.Rich Birch — Yeah, it’s so good. Well, this thing we’re looking at today to kind of kick the conversation off, there was a a stat that jumped out to me from our study. 22.32% of executive pastors, that’s just over one in five, are either uncertain or experiencing strain with their lead pastor. Now, I know that that’s a minority number. It’s not like two-thirds are like struggling with this. It’s it’s It’s just over one in five.Rich Birch — But to me, that’s still a hauntingly large number that one in five executive pastors we would bump into and say, I’m not sure that that relationship is working well. So I’d love to start the conversation there. Why do you think the lead pastor and executive pastor relationship, why is there kind of tension there? Why would people be experiencing that? And and personally, I think, man, that relationship’s got to be strong for the the health of the church. But help us understand, maybe set the problem up for us. What what do you think is going on there when that relationship is strained?Jeremy Peterson — Yeah, it’s interesting to stat, Rich, because talking to a lot of executive pastors around the country like you do, I feel like that number may even be a little bit higher. Rich Birch — Right. I think so surveys are incredibly helpful, but I feel like one of the biggest challenges or conversations that I’m having on a regular basis with other executive pastors is I’m not sure the lead pastor trusts me. Sometimes it’s like, I’m not sure that I trust my lead pastor.Jeremy Peterson — And so I think there’s definitely a tension, which I think it’s, there there are two roles that are so incredibly crucial for the church, right. You have either the cedar senior or lead pastor, who’s really the one casting the vision. And you’ve got the executive pastor in that second role or that second chair, that’s really called to like help execute on the vision. And when there’s like, trust or mistrust, lack of trust, whatever it may be, that can cause a lot of, i think, tension and frustration if it’s not if it’s not addressed in some capacity.Rich Birch — Yeah. And I do get these calls as well. I sometimes what happens is i’ll I’ll be talking to an executive pastor, maybe I’m on site and they’ll pull me aside and they’ll say, you know, I just love my lead pastor. So fantastic. They’re an amazing vision-caster. They do such a great job. And then they they rattle off all this real positive stuff. And then they’ll say, but can you help me get better at this relationship how do I… Or it’ll be a lead pastor will pull me aside and say oh i just i love the executive pastor here and they’ll same thing rattle off that person’s so good at getting stuff done and they manage the team so well and never worry about money stuff, and and then there’s a but. But could you help me get better at that relationship like ah it’s like we’re struggling around this. Rich Birch — What would be some early signs in conversations that you’re having that maybe there’s the trust is starting to erode a bit that that’s drifting towards this kind of, Ooh, this is things are not in a good place. What are some of the telltale signs in those conversations that you see? Ooh, we maybe have a trust problem here.Jeremy Peterson — Yeah. Trust is really interesting because I feel like, um, really time builds trust. I mean, I feel like I’m, I usually kind of err on the side of like, hey I’ll trust you until you, until you cause reasons to bring like, untrust or whatever that may be… Rich Birch — Right. Jeremy Peterson — …or or break the trust. Because it takes, I feel like time, time is what really builds on trust, but it’s something that can be also lost overnight. Rich Birch — Very quickly.Jeremy Peterson — And so, um, I think a few things that I’ve noticed over the years, As trust begins to erode, I think there’s ah a few things that I would that I would hit on. I think um a few of them is just as being consistent. So like as an executive pastor, are you like are you reliable? Are you are you dependable? Are you doing what you say you’re going to do? Are you coming in with like a calm calm spirit? Sometimes senior pastors or lead pastors can be all over the place. They can be upset or frustrated, and if you kind of come in as like the is the constant like in the midst of a storm and you can kind of calm that down a little bit, I think that that’s that’s really helpful. Jeremy Peterson — I think a big part of it is just is being truthful. So like in the consistency, are you being truthful? Because a senior pastor needs somebody who can speak the truth into them. Most of most staff even other um I think a lot of senior pastors they’re just not very trusting people by nature, and so I think when you have somebody who can speak truth into you, I think it actually starts developing and growing the trust. I feel like if you’re the same time i feel like if you’re holding back all the truth, I feel like like trust starts eroding over time if you’re holding back some of the truth. Jeremy Peterson — So take something like weekly attendance, right? Senior pastors, lead pastors really, really care about seeing like about attendance. But if you are not being like fully truthful or transparent, little if you start holding some of the information, the information is going to come out in some capacity. Rich Birch — Right. Jeremy Peterson — And so I think if you start holding on to that, that can start breaking or even eroding the trust over time. So I think that consistency is a is a huge thing. I think another part of it is… Rich Birch — Yeah. I think… Jeremy Peterson — …oh go ahead.Rich Birch — No, no, I was just going say, it’s amazing how, and what was that poem? Like everything I learned about life I learned in kindergarten. It’s amazing though, how much the just the core idea of like, do what you say, do what you said you were going to do. Jeremy Peterson — Yeah.Rich Birch — Like it’s, but it’s amazing how for some leaders we, they seem to struggle with that, that it’s like, well, you said you were going to do this. Like, why did you not do it? It’s incredible. What else else were going to say there?Jeremy Peterson — Oh yeah, the other thing was just going to add is I think clarity is so crucial. You’ve been an executive pastor. I think sometimes we go into this like problem solving mode and we’re constantly trying to think of like, how do we solve this problem? How do we how do we get in front of it?Jeremy Peterson — And so a lot of times we don’t even have clarity, even necessarily around what the senior pastor or lead pastor are trying to accomplish. And we’ve already gone into like fix it mode before even we even have a full picture of like what’s trying to be accomplished. And if you’re not constantly like syncing up in some capacity with the senior pastor, I think that that’s where some of the trust can break over time. Jeremy Peterson — So like I have a standing lunch every single Monday, regardless of what’s going on, unless we’re on vacation, we get together and we sync up every single Monday to have a conversation. And I remember initially it was like, well I don’t know that I can commit to a, you know, weekly lunch time and doing this. And so unless there’s some random exception for us, Mondays is really that chance to be able to sync up, make sure that we’re on the same page. And and I think really in that time, kind of not only hear like what’s God placed on your heart, but but I’m building camaraderie.Jeremy Peterson — So like, and by camaraderie, I don’t I don’t feel like in any sense, like you as an executive pastor and lead pastor need to be best friends. But I feel like having some kind of common interests where you can you can spend some time together, you can have conversations that are not just work related, but a lot of it’s also about like hey what’s going on in your life. Like what’s happening not just here at the church but what’s happening in your own life? What’s going on? Like like being aware of those things, I think the more you can have those conversations it’s not just all about work all the time, I think that that helps build trust builds that relationship with your senior lead pastor as well.Rich Birch — Yeah, I’d love to come back to that the kind of friendship, co-worker relationship thing there.Jeremy Peterson — YeahRich Birch — But you said something earlier that caught my attention, this idea of a standing lunch on Mondays. Are there any other, in your relationship with Bo, a part of why I was excited to talk to you about this is as an outsider, I perceive you guys are like, those guys seem to like working with each other.Rich Birch — They’re like, the fact that you’ve been there for 12 years and you continue to be there is a sign of that and vice versa. He continues to love working with you and it’s a prevailing church. You guys are taking new ground. Mondays, lunchtime, that’s a core behavior practice, intentional practice. Are there other things that you’re doing as you think about engaging with him in a way that build trust or build that relationship?Jeremy Peterson — That’s a great question. So I think two things is, I will constantly drop into his office and have a five minute conversation, or make a five minute phone call. I’ve realized that over the years, how much time and probably pain I could have spared both of us… Rich Birch — Right. Jeremy Peterson — …had we just dropped in and had those conversations. And so kind of a a best practice that we would have now is like, hey, pick up the the phone and let’s have a five minute conversation… Rich Birch — Right. Jeremy Peterson — …instead of like potentially hours on the back end of things that we may have to undo or repair just because you know you may have had a question, doubt, frustration, whatever it may have been like. Just go ahead and voice those things and let’s have those conversations and then let’s move on versus like dwelling on it. Because I think that’s where the enemy does a really good job getting a foothold. And it’s like, hey, if I can just create a little little doubt or a little dissension here, then I can help break away and erode that trust.Rich Birch — Yeah, that’s good. Could you give me an example, that’s maybe not too close to home, of what one of those five minute things would be? Because I think that’s a good insight that like, hey, I should just like pick up the phone or drop by and like, hey, here’s something either I heard I can I can see that or I’ve thought of a similar thing around, like I see something that’s getting going and I’m like, I could wait to meet with the executive team and everybody or like, I but I really should just get my lead pastor’s thoughts on where his head’s at on this issue. Because if this thing gets too far down the road… Jeremy Peterson — Yeah. Rich Birch — …you know, we could be causing pain. What would be some examples of the kind of things that you think those kind of five minute drop-ins are helpful with?Jeremy Peterson — Yeah, I mean, something is simple as we had one of our locations was going from two services to three services. And so I had a conversation with the outpost pastor and we started talking through what those things are.Jeremy Peterson — And we’re like, yeah, these three times make sense. And we just kind of ran with it. And so in retrospect, we start going to print. So we get to the point where it’s like going on the website, it’s going to print. And he asked me, he’s like, what are these times? Like, why why did we land on these times?Jeremy Peterson — And so it was realizing that sometimes it’s those simple things, but if you can constantly be dropping in shoot a text, have a quick conversation, like the amount of things that we had to undo to fix something like that, was big. Another thing that he’s he’s shifted a lot now, but early on, it would not be uncommon for, say, one of our student pastors to go up to him and say like, hey, I know you did student ministry back in the day. I’m thinking about doing this. And he would be like, that sounds like a great idea. Just go for it. Not thinking through like all the details and ramifications of what that looked like.Jeremy Peterson — And so next thing I know, I’m in a meeting with one of our student pastors and they’re like, hey, Bo said that we should do this. And I’m like, hold the phone, like no we’re not we’re not doing that. Rich Birch — Yes. Jeremy Peterson — And so having those short conversations really trying to operate under the like the no surprise premise which is what him and I operate under. Our elders operate under that as well. So we’ve we’ve kind of shared the same thing with our elders is like, hey, if you have questions or concerns, pick up the phone, make a call, always choose to believe the best instead of assuming the worst.Rich Birch — Yeah, that’s good. You know, speaking with weight, you know, that’s always a shrewd move by staff to like, if I can just get the lead person to say, yeah, yeah go do that that. That’s like a blank check. Well, Bo said, you know, I can imagine that, thatJeremy Peterson — He signed off on it. It’s fine.Rich Birch — It’s fine. It’s totally fine. We’re buying the corporate jet. It’s fine. Let’s go back to the best friends versus coworkers thing.Jeremy Peterson — Yeah.Rich Birch — I see that this is an interesting relationship. And I’ve had I’ve had the privilege of working for three incredible lead pastors who I have really good positive relationships with. And, you know, we got a lot of stuff done, moved a lot stuff for the kingdom. And we’re friendly, like we’re we were close, but we weren’t like dudes. We were not like, you know, going to whatever dudes do like, you know.Rich Birch — And, so I sometimes had tension around in my own brain around like, should I be more friendly with these people? I don’t know. Help us understand, pull that apart. How, what do you think is healthy? What, what, what’s the kind of a minimum viable relationship? You know, how do we think through our you know, that, that side of this, this relationship?Jeremy Peterson — Yeah, that’s that’s a really, that’s I think it’s probably different for every senior executive pastor relationship, but I feel like there’s some who think that they need to be best friends. Rich Birch — Right.Jeremy Peterson — So like every vacation we do, like our families need to do this together. Every hobby, like we need to be a part of that together. What I’m also realizing is that there there’s probably some common interests that you share. Rich Birch — Right.Jeremy Peterson — And they may not be the same. So like your lead pastor may like to golf. You may not like to golf. I may really like to fish. He does not really care to fish. Rich Birch — Right.Jeremy Peterson — But but there are common interests that we’ve realized over time. So a lot of that could be sports. So like we follow one of the same college football teams. We both enjoy working out. And so being able to share some of the best practices in those areas, I think it is finding like, where’s their common ground? Rich Birch — That’s good.Jeremy Peterson — And how can we have a conversation? At the same time, I don’t know how healthy it is for you to be best friends. And because there are times where that could actually keep you from being fully truthful with them in in worries that you may like you may impact your relationship in some capacity. I think that’s a dangerous place to be.Rich Birch — That’s good. How do you think, so we’re really talking here about trust and how we’re building trust. How are we trustworthy people with our lead pastor and are seen by being trustworthy with our lead pastor and then vice versa? How do we, you know, continue to try to, you know, choose trust with them and engage in a way?Rich Birch — How do you think this idea of building trust ends up rippling into other relationships as, as, ah as we lead as an executive pastor? I often think, you know, we, we, we end up in, we’re in this really interesting kind of intersection of vision and execution. And so, you know, oftentimes I think lead pastors, when they’re doing their job, right, they are like a large portion of what they’re doing is thinking about vision and about the future. And then our job is to figure out, okay, how does that actually, how do we make that work?Rich Birch — And so we got to work with all these other relationships. What’s the connection here around trust and relationships with our staff, with our staff teams, maybe younger staff, what’s that look like?Jeremy Peterson — And I think it goes back to being truthful. If I overcommit and under deliver, then I can only do that a couple of times before like trust will start to erode. And I’ve seen it times over the years where like somebody way overcommits on this and they’re like, no problem, we can do this. And you know we’re going to have 10,000 people show up to it, but it’s going to be amazing. And then you you hype it up in such a way that then then the event or the function, whatever it is, happens. And then all of a sudden you like, you feel like you way under delivered. You can only that I think ah a few times before it starts to become like, man, I’m not sure. Like I know, I know Jeremy said he was going to do this, but like he keeps dropping the ball. He keeps committing at super high level and he’s not executing at that level. I think that that starts impacting things. um Jeremy Peterson — There’s a, there’s a great book out there um that Stephen Covey wrote. He’s probably most, probably most well known for The Seven Habits of Highly Effective People, I think is the name of the book.Rich Birch — Yep.Jeremy Peterson — He wrote another book that’s not as well known, but the book is called Speed of Trust. Rich Birch — Yeah. Jeremy Peterson — And it’s a great reminder that like the more you work on being synced up together, the more trust begins to grow, the faster you can actually move and operate as an organization and as an entity, the more that that is built. And so so if you haven’t had a chance to read it, fascinating read. It was really helpful for me to understand that like, the more truthful I am, the more consistent I am, the more clarity I’m providing and actually executing at that level, then the more trust begins to build. And therefore allows us to actually move at a pretty rapid pace, the more that that foundation is built. Jeremy Peterson — And I think it impacts the staff as a whole. it’s It’s a little bit like the mom-dad relationship. Like if there’s tension or if they’ve like if there’s been a fight or an argument, like as as kids, like you can tell something’s off.Rich Birch — Right. Yes.Jeremy Peterson — What did dad say? Or you know why is mom upset with dad? um I think ah the staff can sense that. Like If something is off between the two of you, they can start to begin to wonder, doubt. They can even begin to you know, put in like suspicious thoughts of like, man, something must be off here. Something’s out of sync. And so I think that that’s a big part of it is just, is taking time, working on the relationship, and then just watching it kind of like grow and blossom over time. But also I would encourage, like if you’re a new executive pastor to the role, just realize that like you can’t buy time.Rich Birch — It just takes time.Jeremy Peterson — I’m an investment over years, the things that you’ve learned. You know, we talk often here about like failing fast and cheap because we feel like failure is actually needed to be able to accomplish what God’s calling us to do. But I think if you’re not truthful and transparent as that’s happening, then then it’s not long before it it starts catching up to you.Rich Birch — That’s good. That reminds me one of the the, you know, axioms I’ve talked about with our teams is, you know, there’s, there’s no bad information. There’s just because I think sometimes like something might go wrong, you might have an event, you might be a team member, you, you know, you busted something, it could be as simple as, you know, youth event, we had literally had this happen, we opened a brand new building. And the very first youth event, there was a car, we had a kid go through the wall, and it busted a like it, you know, but busted a wall, like his brand new building, $15 million dollar build. Wow. This is amazing. You know, put a hole in the wall. Rich Birch — And you know, there’s no bad information. What makes that hole in the wall worse is if we never hear about it, and it gets covered up and someone puts a, you know, well, we’ll just move this, you know, whatever, some furniture.Jeremy Peterson — Just put a big poster up there, it’ll be fine.Rich Birch — Yeah. Put a poster in front of it or whatever. That just gets worse over time. Like, sure. There may be information we don’t like, but there’s no bad information. Like we’ve got to be organizations that spread even bad news and you know how we react. That was one of the times where I felt like in that case that instance I said was, I feel like, oh like the Lord was with me because actually I responded super well. I said to the guy, I’m like, this is why we bought this building. I’m so glad you had all these students here. You know, let’s get it fixed and and move forward. I did not like paying that bill, but you know, it is, it is what it is, so. But we can’t, if we create organizations that are trying to hide the truth, that are trying to hide information that will erode trust long-term and you move way slower to the speed of trust, you know, information there.Rich Birch — So pivoting in a in a slightly different direction, but related kind of an adjacent neighborhood of conversation. What are you learning about developing, particularly trust with, or building up team members, younger team members, newer team members at, at One Church? How, what does that look like for you guys? How, how are you, how how does that fit into this whole idea of, you know, building trust with people?Jeremy Peterson — That’s a great question, Rich, because actually the and we can talk about it if we have time. But the Executive Pastor Summit this year specifically is really about leading up and empowering younger leaders. Rich Birch — I love it. Jeremy Peterson —But can I just do a quick jump backwards before?Rich Birch — Yes.Jeremy Peterson — Just just maybe this is a bonus thing. Regardless of whether you’ve worked with your lead senior pastor um for the last couple of months or the last 10 years, something that has really changed my heart and my perspective, and I think has really helped grow the relationship, is um it’s just daily be in prayer for him or her. I know that sounds very simple. Until about three years ago I would pray for Bo on a regular basis but it was just kind of like when I thought of it, or on the way to work, or Sunday morning…Rich Birch — Right. It’s a big thing coming up.Jeremy Peterson — Yeah, here’s a big thing coming up. But but man the the more we really challenge all of our staff to do this, but I know for myself praying for him, praying for each of his kids by name, know where they’re at in their life, relationships that they’re in, praying for his spouse, and I know he’s doing the same thing. Like I think that that God really takes that, honors that, and he helps kind of build trust through that. And so just an encouragement to some of you if you’re like wrestling with this, if you’re doubting, if you feel like the enemy is getting a foothold is, my encouragement is like, man, just take time every single day to pray for your senior lead pastor. And then I think that’ll make a huge difference. So just want to put that in. So I didn’t forget about, about that on the, on the back end.Rich Birch — No, that’s so good. That’s a great practical tactic for us around, particularly, you know, you think about the the lead pastor, there was a high percentage of these in this kind of one out of five that were really saying, so it’s 17.89 is the number of people, of executive pastors that said that they feel neutral about their relationship with their lead pastor. And man, we don’t want to feel neutral about this relationship. Like this can’t be like, it’s fine. Like that’s not good. That would be a great takeaway is say, Hey, what if I was going to spend time every day praying for my lead pastor, for what’s going on in their world, for their, you know, for their spouse, for their kids, all of that. I think that’s a great, great takeaway. Rich Birch — That’s a callback to a previous episode as well. I love, and I know I’ve joked with you about this before when we had you and Bo on talking about multi-site stuff last year, and you know, I asked this question around how do you know the campus versus teams and like the classic multi-site tension. And, um and I’ve retold this story way too many times. And, you know, I’m like, what do you guys do to fix this problem? And then Bo in his wise sort of way rolls out the like, well, you know, I pray every day for every staff member and their, and their family. And I found that that has really helped. And I was like, literally, I was like, Okay. So I’ve been doing this for 20 years, asking that question. Never, never once considered that. So I felt humbled.Rich Birch — But that’s a great, a great, you know, it’s not just like, and know that’s what I love about you guys. It’s not like you’re not saying that from like, oh, just pray about it. It’s like, no, this, let’s actually add this as a part of our lives and discipline and see what the Lord will do. You know, I think it’s amazing. It’s fantastic.Jeremy Peterson — Yeah, not to recap the whole thing, but man, like our staff as a whole has been doing that the last four and a half months, Rich. And even the interaction, some of the past frustrations, it’s crazy how much that’s minimized.Rich Birch — Right.Jeremy Peterson — And just simply praying for, I mean, we spend all this money to go to conferences and all this stuff. And it’s like, hey, how about here’s a printed off name of everybody on staff, their spouse and their kids. Rich Birch — Yes.Jeremy Peterson — Hey, just take 20 minutes a day and pray for them. Rich Birch — Yep. Jeremy Peterson —It’s like, oh yeah, I can I guess Ii can do that as it doesn’t cost much other than some time so. But anyway…Rich Birch — Well, and you start to see each other as humans, right? At the end of the day. Jeremy Peterson — Oh yeah. Rich Birch —And, you know, you start to be like, hey, this person’s like, they’re not just a task that needs to be done or, you know, they’re not just whatever the next problem is that’s going to come up. So, um yeah, that’s a great practical takeaway. Rich Birch —Well, let’s pivot on that. I want to make sure because I know that you can help leaders on this as well. As we think about younger leaders, what, you know, just ah ask a super wide open, what should we be thinking about? What are you thinking about? What are you wrestling with? Help us wrestle through that. you know, let’s talk about that.Jeremy Peterson — Yeah, something that’s really been on my heart the last probably year and a half is how do we empower younger leaders? And so I’m not sure who sits around like your, know, your decision making team. But God really put in our hearts several years back to start a residency program and really pour into some of these younger leaders. I know people took a risk on people like you and I, at some point when we were in our twenties and didn’t really know what we’re doing. And we made some dumb things. Like, I think I made multiple holes and multiple walls, which the senior pastor was like very forgiving at the time about it. Jeremy Peterson — But, but I just love that we get an opportunity to like really pour into invest and actually empower and, um, and and put some trust even behind some of these residents that they’re they’re going from like, okay, I’ve learned these things in school. I have this head knowledge of things, but from a practical standpoint, what does that really look like? Jeremy Peterson — And so so knowing that we were going to this conversation, I just sat down with one of our first year residents just to kind of hear what their experience has been so far, because I want to hear like the positives, the negatives and kind of what their insight was. But um but a few things that he shared shared with me was like, I love that you guys allow us to fail.Rich Birch — That’s so good.Jeremy Peterson — He’s like, I’ve been at other jobs before where it’s like, if something happens to me, if I miss it, then it could be like, hey, you’re going get written up for this. And for us for us, it’s really trying to create that culture of like, you are allowed to fail. You’re allowed to try things. We talk about failing fast and cheap. We hope it doesn’t cost us a lot. But but ultimately, like that’s a safe place in the residency to but to be able to be.Jeremy Peterson — Another thing he said was, um like I’ve been challenged to say yes to opportunities. And I was like, well, yeah, tell me a little bit more about that. And he’s like, no, usually kind of like you pick and choose. Well, yeah, I want to say yes to this one, but I don’t want to say yes to this. And he’s like, I’m in my early 20s. Why would I not say yes to all these different opportunities? And he’s like, I really want to be scrappy.Jeremy Peterson — And I’m like, well, tell me more tell me more about that. He’s like, no, I really want to be like more of a utility, like multi-tool staffer. And in my mind, I’m like, OK, I appreciate the the hustle and this younger resident because he’s already talking about like, OK, how do we create a staffing position for him? Rich Birch — Right.Jeremy Peterson — But I also think realizing that, you know, he said, if I get an opportunity to preach, I’m going to take the opportunity to preach. If I get the opportunity to host, I to take the opportunity to host. If I don’t have anything that weekend, that I’m going to see if I can serve with our production team and kind of learn the behind the scenes side of things so that I can help with that. Anywhere that’s needed. Jeremy Peterson — And so I love this idea that they’re willing to say yes, they’re willing to take some risks, knowing that the team believes in them. And so for us, and I think for me specifically, it’s been okay, who do I see being a part of our leadership decision making team in the years ahead?Jeremy Peterson — And know for, you know, if the average age in the room is like, say, in their mid 40s, like to bring in a early mid 20 year old is it like, wait a second, like, what is this, you know, what is this kid going to say to us? um I think they provide some incredibly fresh perspective…Rich Birch — 100 percent.Jeremy Peterson — …on what we’re actually doing well, things that we should do differently, and just ways that we can continue to like really empower them, challenge them, put them in positions that may make them feel uncomfortable. Like we have some that have are like almost deathly afraid of having you know being on stage and talk talking to somebody. But give them an opportunity to to get in there, host, I mean, hosting’s two, three minutes, but get an opportunity to get on stage, just kind of like, you know, put a little fire under them, and and see how they do. And and just watch them grow. And I’m always shocked, and I shouldn’t be shocked because because we’ve been doing the residency for a while, but how many of them not only step up into the challenge, but then actually go beyond our expectations.Rich Birch — Right. That’s so good. I think this is a critical important critically important for us to lean in on. You know In the last year I’ve been struck, I was with a lot of different churches, and but there were two in particular that stood out to me. These are like prevailing churches, folks that are listening in. If you were listening, they’re like name brand churches. You know these people.Rich Birch — And the thing that stood out to me was I was having in both of them, I just happened to be having a kind of a meeting with leadership meeting with the folks that were actually operational leaders of a whole bunch of different departments. It was like a kind of a cross section of team leaders. And I was pleasantly surprised with how young that crowd was. Like I looked around the room and I was like, man, these people are all in their late twenties, early thirties. And they’re running departments that are larger than, you know the majority of churches in the country.Rich Birch — You know they’ve got 15 staff reporting to them. They’re managing multi-million dollars of budgets. And these are prevailing churches. Now, I don’t think that that is a coincidence. I think both of those churches have unlocked something and have realized, wait a second, we have to pass this thing on to the next generation.Rich Birch — So when you think about the residency, kind of talk to us so about but about the residency program. What does that look like? And how did you get into that? How did that kind of get that ball get rolling? Help us understand. Maybe there’s someone who’s listening in today is thinking, hmm, maybe that’s something, a step we should take in this coming year.Jeremy Peterson — Yeah, so it was actually a retired baseball player who’s actually going to be at XPS this year. I’m going to do an interview with him. Because now that he’s retired, he’s still coaching, but the like now he’s kind of coaching up the AA and AAA players as they’re coming in and they’re moving up to the major leagues. But he really challenged us because we told him the staffing was one of the biggest challenges, especially in in the New England area. There’s not a lot of people that feel called to be up here this close to Canada, which I know you’re in Canada. But they’re they’re like, maybe if we can be further south, like a little more comfortable.Jeremy Peterson — But for us, we realized that staffing was a challenge. And for us, he really challenged us to to start a residency. And the residency, it’s either a one or two year residency. And you come on you come in you have two areas of focus. And so it could be, say, worship and production. And you’ll spend six months with each of those areas, really kind of hands-on. And so if you’re showing up here, you’re actually like, you will be on stage leading worship. You will be helping run production, whether it’s for our online service or at one of our outposts. But we really try to give as many hands-on opportunities as possible. Jeremy Peterson — As somebody who went to seminary, I think I had one class called practical ministry. And it was like, here’s one semester on, you know, how to do weddings, how to do funerals, but not a whole lot of hands-on experience unless I was volunteering at a church. And so for us, it’s really trying to take, hey, here’s some things that I’ve learned, like from a practical standpoint, but like actually let’s just actually see them like, live happening in real time and get an opportunity to be able to see like, Hey, is it something that God’s even really calling me to? And how can I use the gifts that he’s given me to further the kingdom?Rich Birch — Yeah, it’s so good. Love that. Well, we’ve kind of referenced XPS. So XPSummit.org. This is a conference that you are the grand content poobah for. Talk to us about XPS this year. This is to me is a must-attend event. Talk to us about it. and And where is it? All those kind of details this year.Jeremy Peterson — Yeah, sure. It’s it’s May 4th through 6th in Dallas-Fort Worth. And typically we’ll have 150, 175 executive pastors from different size of churches around the country. And and I appreciate the comment, Rich, but really my goal is to get the people that are there with the content, people like you, and other leaders who really want to come and pour into other executive pastors. And so, yeah, so if you, whether you live in the area or you just want to a day to hang out with some incredible leaders, Rich is going to be there, I’ll be there. And like you said, you can go to xpsummit.org and you can see some of the keynote speakers as well as some of the breakout leaders.Rich Birch — Yeah, it’s so good. Well, Jeremy, just as we wrap up today’s episode, bit of a curveball question here. As you think about 2026 at One Church, what’s a question or two that’s on your mind that you’re like, hmm, here’s some stuff that we’re thinking about. it doesn’t have to do with anything we’re talking about today. It could be just anything that you’re thinking about this year. You’re wrestling through thinking, hmm, I wonder what that’s going to look like in this this coming year.Jeremy Peterson — Man, I was not expecting that question. One thing I’ve been praying about is I think we’re going to start seeing a shift in different parts of the country um where we may have people that are more of like a like a tentmaker role in ministry where um I think there’s an incredible opportunity to do things in like the business sector, but at the same time still work in the church using some of the gifts that God’s empowered you with. And so I can see a shift happening where we have more of the tent making. It’s crazy to me that it’s been like less than a hundred years since the church has actually had like paid full-time staff… Rich Birch — Right. Jeremy Peterson — …and not only paid full-time staff, but multiple staff. And so I think I think we could see a shift there. I think a lot of its just to be trying to be, in the words of one of our residents, how to be a little more scrappy, and really looking for staff that is not just focused on one specific area, but somebody who is a utility player that’s like, hey, I can help out in these four or five different areas instead of just being like, I have this one skill set that I can bring. I think those are two things that are going to make a huge impact in the church in 2026.Rich Birch — That’s great. Thanks so much, Jeremy. I appreciate you being on today. If people want to track with One Church, where do we want to send them online to track with you guys?Jeremy Peterson — Just go to church.one. Little bit different of a website, but yeah, they can go there and you can find my email address if you want to email me or if we can serve you any way, I know um for for our elders, for Bo, our senior pastor, we love serving the local church as a whole. And so if you’re in the area or if you want to come and hang out with us for a few days, shoot me an email and we’d love to host you guys.Rich Birch — Great. Thanks so much. Thanks for being here today, sir.

Take the next step in your veterinary dentistry journey — discover how you can join Dr. Beckman's elite training community! https://ivdi.org/inv ----------------------------------------------------------------- Host: Dr. Brett Beckman, DVM, FAVD, DAVDC, DAAPM In this episode of The Vet Dental Show, Dr. Brett Beckman explains how properly performed regional nerve blocks dramatically improve anesthesia safety, efficiency, and patient recovery in veterinary dentistry and surgery. He walks through how nerve blocks prevent pain signals from reaching the brain, allowing patients to remain at a lighter plane of anesthesia while maintaining stable physiologic parameters. Dr. Beckman also shares his real-world anesthesia protocols, how nerve blocks reduce hypothermia risk during long procedures, and why patients recover faster, stand sooner, and go home happier. This episode highlights how nerve blocks not only benefit patients — but also improve workflow efficiency and owner confidence in anesthesia. ----------------------------------------------------------------- What You'll Learn: ✅ How regional nerve blocks block pain at the C-fiber level ✅ Why lighter anesthesia planes improve patient safety ✅ How nerve blocks support stable heart rate, respiration, and blood pressure ✅ Anesthesia protocols used for dogs and cats in clinical practice ✅ How nerve blocks reduce hypothermia during long procedures ✅ Why patients wake up faster and recover more smoothly ✅ How quick recovery improves practice efficiency ✅ How to communicate anesthesia safety benefits to pet owners Key Takeaways: ✅ Regional nerve blocks allow safer, lighter anesthesia ✅ Stable physiologic parameters improve perfusion and oxygenation ✅ Reduced anesthesia depth lowers hypothermia risk ✅ Faster recoveries shorten turnover time between patients ✅ Patients go home alert, comfortable, and pain-controlled ✅ Clear owner communication builds trust and reduces anesthesia fear Questions This Episode Answers: ❓ How do regional nerve blocks work in veterinary patients? ❓ Why do nerve blocks improve anesthesia safety? ❓ Can patients feel surgery while under light anesthesia? ❓ Why do some patients move but still feel no pain during procedures? ❓ How nerve blocks allow lighter anesthesia planes ❓ What anesthesia protocols are commonly used with nerve blocks? ❓ How nerve blocks help prevent hypothermia during long procedures ❓ Why veterinary patients wake up faster with nerve blocks ❓ How nerve blocks improve recovery time and efficiency ❓ How to explain anesthesia safety to concerned pet owners ----------------------------------------------------------------- Transform your dental practice today — request your invite to the Veterinary Dental Practitioner Program: https://ivdi.org/inv Explore Dr. Beckman's complete library of veterinary dentistry courses and CE resources! https://veterinarydentistry.net/ ----------------------------------------------------------------- Questions? Leave a comment below with your thoughts, experiences, or cases related to veterinary anesthesia and dentistry! ----------------------------------------------------------------- Veterinary Dentistry, IVDI, Brett Beckman, Veterinary Anesthesia, Regional Nerve Blocks, Vet Dental Show, Pain Management, Anesthesia Safety, Veterinary Surgery, Dog Dental Care, Cat Dental Care, Veterinary Education, Veterinary CE, Patient Recovery, Hypothermia Prevention

Neri Karra Sillaman, entrepreneurship advisor at the University of Oxford and author of Pioneers: Eight Principles of Business Longevity from Immigrant Entrepreneurs, discusses why immigrant-founded companies are disproportionately successful and tend to last longer than their counterparts. Drawing on her experience as a former child refugee and on research that began with her PhD, she explains how longevity is built through clear vision, perseverance, community, shared value, and disciplined decision-making. She begins with the formative role of vision. At age eleven, while living in a refugee camp, education became her "north star." That clarity helped her interpret rejection not as failure but as "not yet," a mindset she later observed repeatedly among immigrant entrepreneurs. Clear intent, she argues, allows setbacks to redirect effort rather than extinguish it. The conversation then turns to the principles she identified through interviews with immigrant founders of companies such as Chobani, Duolingo, WhatsApp, and Calendly. These include treating rejection as the beginning of negotiation, building community as a core operating system rather than a marketing tactic, and prioritizing shared value before profit. She emphasizes that many founders focus first on contributing to customers, suppliers, and local communities, with financial results following from that orientation. Sillaman also explains how history and heritage function as assets rather than liabilities. Rather than discarding their past, immigrant entrepreneurs draw on cultural memory and lived experience to shape vision and execution in the present. This integration of past, present, and future becomes central to how long-lived businesses are built. Another recurring theme is luck. She notes that founders consistently describe themselves as "lucky," but defines luck not as chance, but as a capability: being prepared enough to recognize opportunity and willing to act decisively when it appears. The discussion also addresses technology and AI. As tools become more powerful, she argues, human creativity, judgment, and connection become more important, not less. She suggests that imperfections and visible signs of human authorship may increasingly signal authenticity in an automated environment. Throughout the episode, Sillaman challenges dominant models of ego-centered leadership. She contrasts short-lived, personality-driven leadership with approaches that place attention on the work, the community served, and the legacy left behind. Longevity, she concludes, depends not only on how businesses grow, but on how they treat people and define the value they exist to create. Get Neri's book, Pioneers, here: https://tinyurl.com/3bnx7nyc Claim your free gift: Free gift #1 McKinsey & BCG winning resume www.FIRMSconsulting.com/resumePDF Free gift #2 Breakthrough Decisions Guide with 25 AI Prompts www.FIRMSconsulting.com/decisions Free gift #3 Five Reasons Why People Ignore Somebody www.FIRMSconsulting.com/owntheroom Free gift #4 Access episode 1 from Build a Consulting Firm, Level 1 www.FIRMSconsulting.com/build Free gift #5 The Overall Approach used in well-managed strategy studies www.FIRMSconsulting.com/OverallApproach Free gift #6 Get a copy of Nine Leaders in Acton, a book we co-authored with some of our clients: www.FIRMSconsulting.com/gift

Menachos 12 [1.23] Clear & Concise Daf דף יומי מסכת מנחות י״ב

JOIN THE 7 DAY RESET - ▶️ www.therebuiltman.com/7dayreset   What happens when the content you used to watch no longer does it for you?   In this powerful Q&A episode of The Rebuilt Man Podcast, Coach Frank Rich and Head Coach Arnold tackle one of the most common  and most misunderstood  experiences men face in porn addiction: escalation into more extreme content.   A listener bravely asks: "Why do I keep escalating… and can I undo the damage?"   Frank and Arnold break down the neuroscience behind porn escalation, explain how dopamine desensitization rewires the brain, and share practical steps men can take to reverse the conditioning and reclaim control.   This episode covers: Why the brain craves more extreme content over time   The science of desensitization and dopamine tolerance   How escalation happens (and why it's not a character flaw)   Why social media fuels relapse without men realizing it   Cold turkey vs. gradual recovery — what actually works   How to retrain your brain toward healthy dopamine   The role of identity, environment, and brotherhood in real transformation   Why isolation keeps men trapped — and community accelerates healing     If you've ever felt ashamed of where your habits have taken you, this conversation offers clarity, compassion, and a proven path forward.   You are not broken. But you must take this seriously. And there is a way out.   If you're serious about breaking the cycle and becoming the man you were created to be, this episode will hit home.  

Show Notes As part of the Develop This! 2026 Crystal Ball Series, host Dennis Fraise sits down with Andy Coe, Principal at Convergent Nonprofit Solutions, to explore what lies ahead for economic development organization (EDO) funding as communities head toward 2026. With public funding under pressure and competition for private dollars increasing, this episode delivers a candid, practical conversation about risk management, revenue diversification, and leadership strategy. Andy draws on his national experience working alongside EDOs, chambers, and nonprofit organizations to explain why some communities will struggle—and why others will emerge stronger than ever. Dennis and Andy also reflect on the long-standing relationship between Develop This! and Convergent Nonprofit Solutions, highlighting shared values around leadership, transparency, and sustainable community investment. Listeners will gain insight into: Why waiting for funding clarity is no longer an option How strong investor relationships and communication can stabilize—or grow—budgets What EDO leaders must do to clearly articulate impact in a crowded funding environment How asking better questions can uncover hidden community capacity and opportunity Why organizations that lead with purpose and data will outperform those that rely on legacy funding models Key Takeaways Proactive leadership is essential to mitigating funding risk Diversifying revenue sources is no longer optional—it's foundational Strong, authentic relationships drive fundraising success Clear communication of impact builds investor confidence Asking the right questions reveals new funding and partnership opportunities

-Last Night's National Title Game Go How ya Thought? AND-Kids with Phones?! -The Most Concerning Aspect of this Texan Offense.. Might Not be Fixable! -Indiana Now Atop the College Football World! &-Texans TAPE-DROP Tues!

It's time for the 50th episode of The Truth About Ag podcast! In this first recording of 2026, co-hosts Kristjan Hebert and Evan Shout offer a realistic read on the mood coming out of Crop Production Week, last week in Saskatoon. Many producers are still coming to grips with what 2025 actually looked like once... Read More

YouTuber Ruslan KD sits down to explain that ambiguity from preachers on cultural issues is costing them more than they think. He shares how the next generation is looking to the church for what to think and how to think. In this episode, we do a deep dive into how the next generation is leveraging YouTube and social media to preach the Gospel.

RESOURCES- Listen to PART 1 of my conversation with Marley here- Go to earthechofoods.com and use the code PODCAST at checkout to receive a 15% discount on your first Cacao Bliss or any products order!- Want to be text friends and receive weekly inspiration? You can send JOY at +1 833 217 2760 CONNECT WITH DANETTEInstagram: @thedanettemayFacebook: Danette MayTikTok: @thedanettemayNEW TV Show on Youtube: @TheDanetteMayListen to The Danette May ShowRead my book: danettemay.com/embraceabundancebookGet The Rise book: therisebook.comWork with Danette: danettemay.comIn part 2 of my conversation with Marley Rose, we go even deeper into subconscious healing, generational trauma, and the hidden fears that block love, motherhood, and aligned relationships. Marley guides me through a powerful Clear the Fear Method session, where a deeply rooted fear of failure surfaces and reveals how the subconscious mind can quietly keep us from manifesting what we desire most. We explore how limiting beliefs are often passed down through generations and how clearing them can create profound emotional, energetic, and physical shifts.This episode is especially meaningful if you are navigating fear around relationships, parenting, self worth, people pleasing, or using your voice. I share my real time experience as Marley explains how the subconscious prioritizes safety over desire and how visualization and somatic awareness can help release long held beliefs and regulate the nervous system. If you are ready to heal generational patterns, activate your voice, and step into a more empowered version of yourself, this episode offers insight, transformation, and practical tools you can begin using right away.IN THIS EPISODE:(0:00) Overcoming parental fears and parenting anxiety (0:58) Introducing Marley and her fear-clearing method(1:15) Role-playing a client's fear and anxiety breakthrough(2:36) Live coaching session to clear fear and calm the nervous system(6:47) Guided visualization for anxiety relief and emotional regulation(23:15) Reflecting on the emotional shift and inner safety(26:10) Conclusion and final thoughts on trust and peaceCONNECT WITH MARLEY ROSEInstagram: ⁠@marleyroseharrisWebsite: www.marleyrose.caYouTube:

Can you help me make more podcasts? Consider supporting me on Patreon as the service is 100% funded by you: https://EVne.ws/patreon You can read all the latest news on the blog here: https://EVne.ws/blog Subscribe for free and listen to the podcast on audio platforms:➤ Apple: https://EVne.ws/apple➤ YouTube Music: https://EVne.ws/youtubemusic➤ Spotify: https://EVne.ws/spotify➤ TuneIn: https://EVne.ws/tunein➤ iHeart: https://EVne.ws/iheart SCOUT CLEARS CALIFORNIA HURDLE IN EV SALES PUSH https://evne.ws/4sSi5lq DIESEL CARS HEAD FOR SCRAPHEAP AS EVS SURGE https://evne.ws/4k6Gwrn VOLVO, POLESTAR AND TESLA EARLY WINNERS FROM CANADA TARIFF SHIFT https://evne.ws/3LIaxAH CHINA-BUILT EVS DOMINATE AUSTRALIAN SAFETY RANKINGS https://evne.ws/4qEEi4A FORD DELAYS IN-HOUSE EV PLATFORM FOR EUROPE https://evne.ws/4jMVsKV MG4 URBAN POINTS TO TWO-TIER MG EV RANGE https://evne.ws/49qT6hi RAM'S RANGE-EXTENDER ARRIVES LATE BUT FIRST https://evne.ws/3ZhIonh RANGE-EXTENDER RAM AIMS TO EASE EV PICKUP FEARS https://evne.ws/49KD2po UNIGRID EXPORTS SODIUM-ION BATTERIES AT COMMERCIAL SCALE https://evne.ws/3NQYzW5 VOLVO BETS ON LONG-RANGE EX60 DRIVE EV ADOPTION https://evne.ws/3Nt6xoj

1. Role of Popular Uprising Millions of Iranians are described as actively protesting against the ruling clerical regime. The movement is portrayed as organic, domestic, and secular, not Islamist or anti‑Western. Economic collapse is identified as the primary catalyst rather than a single political trigger. Protesters are framed as the legitimate engine of change, with the U.S. positioned as a supporter rather than the instigator. 2. Economic Collapse as a Destabilizer Hyperinflation and currency collapse (rial exceeding 1,000,000 to the dollar) have crippled daily life. Bazaar closures, labor strikes (notably in energy), and widespread shortages are presented as systemic stressors. Low global oil prices weaken Iran’s primary revenue source, limiting the regime’s ability to fund repression and foreign proxies. 3. U.S. Policy Contrast: Trump vs. Obama/Biden There is a sharp contrast between: Obama/Biden: Characterized as conciliatory, passive, and supportive of engagement (e.g., Iran nuclear deal). Trump: Portrayed as deterrence‑focused, confrontational, and openly supportive of regime change. Trump’s public endorsement of a “new government” in Iran is framed as unprecedented and strategically consequential. 4. Deterrence Without Occupation We reject a large‑scale military invasion. Instead, we support: Targeted military strikes (e.g., nuclear facilities, IRGC leadership) Covert operations Clear deterrent threats against mass repression The killing of Qasem Soleimani is highlighted as a key inflection point that shattered regime confidence. 5. Iran’s Strategic Weakness Iran’s air defenses and regional influence are described as severely degraded. Hezbollah, Hamas, and other proxies have been decapitated or weakened. The regime is increasingly isolated as allies (Venezuela, Syria, Russia) face their own crises. 6. Internal Regime Fractures The Islamic Revolutionary Guard Corps (IRGC) is portrayed as a potential kingmaker or coup actor. The text suggests the IRGC: Controls vast economic assets Is deeply unpopular with the public May abandon the clerical leadership to preserve its own power A coup becomes likely if U.S. pressure and labor strikes converge. 7. Information Control and Fear Internet shutdowns and communication blackouts are signs of regime panic. Supreme Leader Khamenei fears internal reform more than outright confrontation, drawing parallels to Soviet collapse. 9. Broader Geopolitical Context Iran’s situation is linked to potential domino effects in Venezuela and Cuba. Energy independence and low oil prices are framed as key U.S. national security tools. The moment is compared to the fall of the Berlin Wall, suggesting a possible systemic collapse of authoritarian regimes without U.S. ground wars. Please Hit Subscribe to this podcast Right Now. Also Please Subscribe to the 47 Morning Update with Ben Ferguson and The Ben Ferguson Show Podcast Wherever You get You're Podcasts. And don't forget to follow the show on Social Media so you never miss a moment! Thanks for Listening YouTube: https://www.youtube.com/@VerdictwithTedCruz/ Facebook: https://www.facebook.com/verdictwithtedcruz X: https://x.com/tedcruz X: https://x.com/benfergusonshowYouTube: https://www.youtube.com/@VerdictwithTedCruzSee omnystudio.com/listener for privacy information.