Podcasts about communicate

Body image isn't just “how you look”—it's how you feel in your body, and that inner experience can quietly shape conflict, closeness, sex, and day-to-day connection in a relationship. Today, we sit down with Samantha Jerome (registered dietitian nutritionist + certified diabetes educator) reframes “health” as a whole-person process—food, movement, sleep, stress, relationships, creativity—and warns that extreme New Year “reset” mindsets often turn into control, shame, and burnout. The episode emphasizes curiosity, small sustainable shifts, supportive environments, and clearer partner communication so body-image struggles don't hijack time, mental space, or intimacy. Main Talking Points: Body image is felt Curiosity over control Mind–body connection Avoid “reset” extremes Small, sustainable habits Communicate with partner Continue the Conversation with Samatha Website Instagram Give Me Discounts! Check out Relationship Academy! ⁠ ⁠Cozy Earth⁠⁠ -  Black Friday has come early! Right now, you can stack my code “IDO” on top of their sitewide sale — giving you up to 40% off in savings. These deals won't last, so start your holiday shopping today! ⁠⁠Beducate⁠⁠ - Use code relationship69 for 65% off the annual pass. ⁠⁠AG1 - ⁠⁠AG1 has become my go to every morning. ⁠⁠Simple Practice⁠⁠ - If you're in mental health and not using simple practice then what are you doing??? ⁠⁠Spark My Relationship Course:⁠⁠ Get $100 off our online course. Visit⁠⁠ SparkMyRelationship.com/Unlock⁠⁠ for our special offer just for our I Do Podcast listeners! ⁠⁠Skylight⁠⁠⁠ - Use code “IDO” for $30 off your 15 inch calendar.  If you love this episode (and our podcast!), would you mind giving us a⁠ review in iTunes⁠? It would mean the world to us and we promise it only takes a minute. Many thanks in advance! – Colter, Cayla, & Lauren Learn more about your ad choices. Visit megaphone.fm/adchoices

The way we communicate shapes every relationship in our life. Welcome to How To Communicate, where we explore what the Bible says about the power of words to build or break our relationships—with people and with God. Let's tune in and listen.Connect with us: @ascentchurchvaConnect with our Lead Pastor: @pastor.tlaneIf you've just made a decision for Christ, we'd love to celebrate with you. Please connect with us through our A-Card here: https://www.liinks.co/ascentchurch

One of the greatest risks in a law firm merger has nothing to do with structure, scale, or strategy. It is how the merger is communicated. In this episode, Gina Rubel and Jennifer Simpson Carr explain why merger communications have become a core leadership responsibility, shaping trust, talent retention, and client confidence long before a deal is ever announced.

How “spaciousness” helps teams move beyond busywork — and build the conditions for honest conversation.“We're just so busy right now” is one of the most common reasons cultures don't change — and it's exactly what Megan Reitz set out to understand. In her research, she describes two modes of attention at work: doing mode, where focus narrows to tasks, control, and quick progress, and spacious mode, where attention expands, insight emerges, and real connection becomes possible.Reitz is a leadership researcher whose work explores how people speak up, listen well, and create environments where others can be heard — because, as she puts it, “how you show up affects the voices of the people around you.” When teams are anxious or rushed, attention tightens and listening gets shallow; when there's more safety and space, people can pause, widen their perspective, and make better choices together.In this Quick Thinks episode of Think Fast, Talk Smart, Reitz and host Matt Abrahams discuss why organizations get stuck in doing mode and what it takes to build spacious agility. They share practical ways to name spaciousness, strengthen psychological safety, introduce healthy dissonance (even through assigned roles like devil's advocate), and respond in ways that keep people speaking up — not shutting down.Episode Reference Links:Megan ReitzMegan's Book: Speak Out, Listen UpEp.132 Lean Into Failure: How to Make Mistakes That WorkEp.148 Conviction and Compassion: How to Have Hard Conversations Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:10) - Doing Mode vs. Spacious Mode (02:13) - Building Agility Between Modes (12:56) - Creating Psychological Safety (19:14) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Join our Think Fast Talk Smart Learning Community and become the communicator you want to be. 

Today, I want to talk about dogs again. If you've been listening to the podcast for a while, you already know this isn't the first time I've brought up dogs. Dogs are one of those topics we can come back to again and again, because each time we look at them from a different angle, we discover something new.  Get the transcript here: https://speakenglishpodcast.com/370-how-dogs-communicate-emotions/

Send us a textWhen people at work describe you as "the reliable one" or "the person who gets things done," those labels sound like compliments. But if those same descriptions are keeping you from getting promoted, you've been typecast. In this episode, Kele Belton reveals the R.E.F.R.A.M.E. Method, a strategic seven-step process for resetting your professional reputation and repositioning yourself when decision-makers have put you in a box that's too small for where you're headed. You'll learn how to break out of the mental category people have created for you and start being recognized for your full leadership potential.What This Episode Is AboutYou've been exceeding expectations for years, but when leadership roles open up, your name isn't on the list. When strategic projects are assigned, you get the execution work instead of the visioning work. And somehow, you're never part of the "high potential" conversation. In this powerful episode, Kele breaks down why this happens (you've been typecast based on what you do repeatedly) and walks you through the exact strategic process for dismantling the old perception while building a new one. You'll hear the story of a client who transformed from "detail-oriented implementer" to "strategic problem solver" in just one month, and how that shift opened doors to leadership roles she'd been overlooked for.What You'll LearnHow to identify the specific label or box people have unconsciously assigned you at work (and why recognizing this pattern is the first step to breaking free).The R.E.F.R.A.M.E. Method: A complete seven-step framework for strategically repositioning your professional brand when you've been typecast.How to establish your new professional vision by defining the 3-5 specific qualities and capabilities that position you for the role you want next.Strategic opportunity selection: How to say yes to different work (not more work) that showcases your new identity in visible ways.How to amplify your new professional identity through consistent, visible actions that create an undeniable pattern.Why enlisting strategic allies is the most powerful (and most overlooked) step in repositioning yourself, and exactly how to approach these conversations.Mentioned In This EpisodeIgnite Your Leadership Power Accelerator: A 12-week group coaching program for women in middle management ready to step into senior leadership. Launching March 2026. JOIN THE WAITLIST HEREMonday Momentum episodes: Starting February 2nd, 5-minute unfiltered leadership strategies every Monday, plus deep-dive episodes every Thursday.About Your HostKele Belton is a communication and leadership facilitator, coach, and speaker who specializes in helping women leaders transition from execution-focused roles to recognized leadership positions. Through her podcast "Communicate to Lead" and her coaching programs, Kele provides practical frameworks and actionable strategies that help high-performing women step into senior leadership without sacrificing their well-being.Connect with Kele for more leadership insightsWebsite: www.thetailoredapproach.comLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach.com

Bienvenue au REPOST French Bootcamp 2026, a repost of a special series of daily episodes to kickstart your French learning, keep your motivation, and feel good about yourself! The episode are all in French to challenge your comprehension. Feel free to speak along, take notes, repeat, pause, and memorize!Listen to the episode and head to https://speakfrenchavecmoi.com/talking-about-communicating-in-french/ for the full FREE transcript!Would you do me a small favor? Please make sure to subscribe and share to help other listeners to find out about Speak French Avec moi!Merci et à bientôt,SéverineSpeak French Avec Moi is a French podcast for beginners and travelers with free transcripts.Become a supporter of this podcast: https://www.spreaker.com/podcast/french-speak-french-avec-moi--4468664/support.

Peter Russo, entrepreneur and hardware mentor who has founded and sold multiple companies, shares decades of hard-won wisdom on working with contract manufacturers. With 15+ brands created, 2,000+ SKUs launched, and $250M in retail sales under his belt, Peter reveals the strategies, pitfalls, and creative approaches that separate successful hardware partnerships from costly disasters.What You'll Learn:• How to structure contracts that protect your IP while enabling collaboration • The cultural fit factors that make or break CM relationships • Why startups are "crappy customers" and how to overcome it with storytelling • Exclusivity negotiation strategies that work for both parties • Exit planning from day one: ensuring you can transition suppliers when needed • How to avoid being trapped by tooling, know-how, or single-source dependencies • The power of treating suppliers as partners, not vendorsEpisode Sponsors:Jiga - Professional hardware sourcing with direct access to vetted manufacturers and reliable capacity from prototype through production. Communicate directly with machinists, maintain supplier relationships, and get consistently reliable quality. Visit jiga.ioOnshape - The only cloud-native product development platform combining professional-grade CAD with built-in PDM and real-time collaboration tools. Through the Onshape Startup Program, eligible hardware startups receive free access to Onshape Professional for one year, including integrated CAM. Apply at onshapepro/the-builder-circleConnect & Learn More:• Follow the show's Substack for hardware tools, frameworks, and tips: https://substack.com/@thebuildercircle • Reach out to our LinkedIn Page if you have topics you'd like us to deep dive!DISCLAIMER Creators of this show are independent and not affiliated with or endorsed by any other company. All views expressed are solely those of the guests. Content is for informational purposes only and does not constitute legal, financial, or any professional advice. Listeners are responsible for their own decisions and should consult qualified professionals. By listening, you agree we are not liable for any outcomes.

Ep 149. Have you ever met someone and instantly felt in their energy a sense that they were meant to be in your life? Sometimes, we experience this inner knowing not just with people, but with certain places, career paths, or experiences that feel undeniably aligned. What is this intuitive sense, and how can we learn to recognize and become in conversation with it? In this episode, Christine Lang, medical intuitive and author, explains how our spirit communicates through the body. She breaks down the differences between messages from the ego mind vs. from the spirit, and why we are naturally drawn toward our spirit's truth even when it's uncomfortable or inconvenient. Christine shares her own transition from attorney to medical intuitive, revealing how chronic symptoms can be messages, and how she developed her gift to identify the physical markers of energetic misalignment. This is one of those episodes that honestly only feels possible because of the amazing community here, allowing us to continue to question, evolve, and explore so many facets of this human experience.    HERE'S THE JUICE: How physical symptoms can be expressions of unspoken truths and emotional silencing Christine's personal journey, going from attorney to spiritual healer, and how her body signaled misalignment in her career, leading her to her current practice   What is clairaudience?  Learning the difference between your ego voice and the spirit voice  Breaking down why the ego thrives on a lack of awareness and how to become the observer in your own life Do our souls choose certain experiences for purposes of soul growth? Why, sometimes we can see that a person, experience or place was meant for us The difference between anxiety and depression energetically. What the results of each look like energetically, and how anxiety often leads to depression The value in working with someone to understand your current energy state and how that can help you comprehend how your body and life have evolved to your current environment   Connect with Olivia: MY MUSIC IS OFFICIALLY OUT NOW ⭐️❤️

Lewis Powell worked with the Confederate Secret Service on a plot to kidnap Lincoln, while Union scout Harry Youngtook command of the Jesse Scouts. Young's disguised scouts provided crucial intelligence, enabling Sheridan to communicate with Grant via messages hidden in tin foil and leading the Union breakout.R

Struggling with a dead bedroom? Talking about sex can feel more vulnerable and more terrifying than almost any other conversation in relationships, but it's the key to bringing back the spark. In this episode, you'll learn how to talk about sex with your partner in ways that strengthen emotional intimacy, reignite sexual intimacy, deepen connection, and help couples communicate without shame, fear, or defensiveness. If you've ever wanted more closeness or desire in your relationship but felt frozen when it came time to talk about sex, you're not alone. For many couples, learning how to talk about sex with your partner feels risky—even when love is strong and the longing for connection is real. Fear of rejection, conflict, or hurting each other can keep these conversations stuck beneath the surface, quietly eroding intimacy over time. In this episode, I'm joined by Dr. Tara, a Kinsey-certified sexologist and tenured professor of sexual and relational communication, to talk about how to communicate better about sex in ways that actually build safety, trust, and closeness. We explore why sexual conversations feel so charged, how cultural conditioning shapes desire and avoidance, and what helps couples rebuild trust sexually after long periods of distance, rejection, or disconnection. You'll hear practical guidance for starting these conversations gently, expanding what sexual intimacy can look like in long-term relationships, and taking responsibility for your own sexual self—without blame or shame. As you listen, I invite you to reflect on this question: What might become possible in your relationship if talking about sex felt safer, clearer, and more connecting than it does right now? Episode Breakdown 00:00 Why Talking About Sex Feels So Hard in Relationships 06:30 The Cost of Avoiding Conversations About Sex 15:00 How Sexual Communication Affects Intimacy and Connection 22:00 How to Talk About Sex Without Fear or Defensiveness 27:30 Understanding Your Sexual Self Before Communicating Needs 30:00 Redefining Sexual Intimacy Beyond Penetration 33:00 How to Ask for What You Want Sexually (Without Hurting Your Partner) 39:00 Navigating Sexual Differences in Long-Term Relationships 47:00 Rebuilding Sexual Trust and Attraction After Distance 52:40 The Core Skill: Knowing What You Want and Communicating It If this conversation stirred something for you—maybe a desire to feel closer, more confident, or more understood—you're invited to schedule a free consultation with me or a member of my team. It's a private, secure space where you can share what's been happening in your relationship and what you're hoping will feel different. You'll answer three quick questions so we can thoughtfully match you with the right counselor or coach for your needs. It only takes a couple of minutes, and it's designed to help you find support that fits, whether you're working on communication, rebuilding sexual trust, or finding your way back to connection. Consider this a gentle next step and an open door, if and when you're ready. xoxo, Dr. Lisa Marie Bobby Growing Self Special thanks to this month's sponsors of the Love, Happiness and Success Podcast: Shopify — The all-in-one platform for building and growing your online business. Visit shopify.com/lhs  to explore their tools and access exclusive listener discounts. Working Genius — A powerful assessment that helps entrepreneurs and leaders focus on what they naturally do best. Get 20% off with code LHS at workinggenius.com

Boundaries are how you teach others how to treat you—while honoring yourself in the process. Handout included of the 10 boundaries to practice. Boundaries are to: Protect your emotional and physical well-being. Communicate what is okay and what is not okay for you. Build relationships rooted in mutual respect. Stay aligned with your values instead of slipping into people-pleasing. Make choices that honor your peace, not your pressure. Joanne's Book to help families manage emotions:Super Dog Helps Boys Fears  ServiceDogPro.com! -for safety and comfort https://podcast.feedspot.com/anxiety_podcasts/ https://podcast.feedspot.com/us_psychology_podcasts/ sts/  

Podcast guest 1696 is Barbra Banner certified psychic medium who shared the other side wants to communicate with you. Barbra is a psychic medium that uses humor to raise the vibration.Barbra's YouTube Channelhttps://www.youtube.com/@bannermediumBarbra's Websitehttps://bannermedium.com/CONTACT:Email: jeff@jeffmarapodcast.comAmazon Wish Listhttps://www.amazon.com/hz/wishlist/ls/1ATD4VIQTWYAN?ref_=wl_shareTo donate crypto:Bitcoin - bc1qk30j4n8xuusfcchyut5nef4wj3c263j4nw5wydDigibyte - DMsrBPRJqMaVG8CdKWZtSnqRzCU7t92khEShiba - 0x0ffE1bdA5B6E3e6e5DA6490eaafB7a6E97DF7dEeDoge - D8ZgwmXgCBs9MX9DAxshzNDXPzkUmxEfAVEth. - 0x0ffE1bdA5B6E3e6e5DA6490eaafB7a6E97DF7dEeXRP - rM6dp31r9HuCBDtjR4xB79U5KgnavCuwenWEBSITEwww.jeffmarapodcast.comNewsletterhttps://jeffmara2002.substack.com/?r=19wpqa&utm_campaign=pub-share-checklistSOCIALS:Instagram: https://www.instagram.com/jeffmarapodcast/Facebook: https://www.facebook.com/jeffmarapodcast/Twitter: https://www.twitter.com/jeffmaraP/The opinions of the guests may or may not reflect the opinions of the host.

When love and relationships turn into constant conflict, the problem isn't that you're bad at communicating; it's that you're negotiating without a strategy. In this episode, Dr. Lisa Marie Bobby sits down with negotiation expert Rebecca Zung to unpack how communication breaks down in narcissistic relationships and what it really takes to negotiate effectively in a marriage or partnership marked by high conflict. If you've ever found yourself explaining, accommodating, or giving more and more in the hope that things will finally calm down, only to feel resentful or powerless later, this conversation is for you. Rebecca shares why negotiation is not just a legal skill, but a relationship skill and a self-worth skill, especially when you're dealing with someone who is unpredictable, manipulative, or unwilling to meet you halfway. We talk about how to negotiate with a narcissist without losing yourself, including why mindset and preparation matter more than saying the “right” thing in the moment. Rebecca explains how common negotiation tactics like over-giving, people-pleasing, and JADE-ing (justify, argue, defend, explain) quietly undermine your position, and how clarity around your values, boundaries, and walk-away points can change the entire dynamic. You'll also hear practical strategies for staying grounded and strategic in high-conflict relationships, setting boundaries without escalating conflict, and using leverage in ways that protect your energy, your self-respect, and what matters most to you. As you listen, I invite you to reflect on this: Where have you been negotiating against yourself just to keep the peace? And what might shift if you approached these conversations with more clarity, intention, and respect for your own needs? Episode Breakdown: 00:00 Why Negotiation Is a Relationship Skill 01:38 Rebecca Zung's Personal Path to Negotiation Expertise 09:31 The First Negotiation Is With Yourself 13:26 Why Mindset Determines Negotiation Outcomes 18:24 Over-Giving, People-Pleasing, and Resentment 28:18 The Five I's of Negotiation Leverage 43:30 Never JADE: How to Stop Giving Away Your Power 46:43 Setting Boundaries in High-Conflict Relationships If this episode resonated, and you're realizing that navigating a high-conflict relationship requires more than just trying harder or explaining yourself better, I want you to know that support is available. I'd love to invite you to schedule a free consultation with my team at Growing Self. This is a private, secure space where you can share what's been happening in your relationship and where you're feeling stuck or drained. You'll answer a few quick questions so we can thoughtfully connect you with the right counselor or coach, someone who understands high-conflict dynamics and can help you move forward with greater clarity, confidence, and self-trust. You don't have to keep negotiating without a strategy, and you don't have to do this alone. xoxo, Dr. Lisa Marie Bobby Growing Sel

Leaders today face a critical challenge: how to leverage AI effectively without losing their authentic voice or the trust of their teams. Some are avoiding AI entirely, while others are over-relying on it at the expense of their own critical thinking and expertise.AI should enhance communication, not replace it. When used strategically, AI can actually help leaders become more authentic.Gayle Lantz speaks with Allison Shapira, trusted advisor to some of the world's most influential voices. For over 20 years, Allison has helped senior executives from prime ministers and cabinet members to Fortune 100 leaders communicate with clarity, confidence, and strategic purpose.Find the full show notes at:https://workmatters.com/Using-AI-to-Communicate-More-Authentically-with-Allison-Shapira

Running one gym is hard. Running multiple is a whole different game. In this episode, Rick is joined by John Vargas, multi-unit Alloy franchise owner and president of the Franchise Advisory Council, who shares the 5 keys that helped him scale from one successful Alloy location to several top-performing locations.They talk about why everything starts with your people, how to lead without micromanaging, and the importance of clear goals and consistent communication.John also shares how he and his team stay focused by cutting out distractions, and why being an available leader is one of the most underrated success factors.John's approach is packed with real-world advice you can use right now.

They share insights into their remodeling business, discuss the emotional journey of home renovations, and highlight their deep ties to the Grayslake community. The conversation is filled with personal stories, local event shout-outs, and lighthearted moments, showcasing the warmth and neighborly spirit that defines Grayslake. Listeners are encouraged to support local businesses, connect with Affordable Interiors, and spread kindness throughout the community.   Discovering Grayslake: Lessons in Remodeling, Community, and Connection with Affordable Interiors Grayslake, Illinois, is more than just a dot on the map—it's a vibrant community where local businesses, families, and leaders come together to create a hometown feel that's hard to find elsewhere. In a recent episode of the "Discovering Grayslake" podcast, host David Wolf sat down with Nick and Katelyn from Affordable Interiors, a beloved local business specializing in kitchen, bath, and home remodeling. Their conversation offers a treasure trove of insights for anyone considering a home renovation, as well as a heartfelt look at what makes Grayslake such a special place to live and work. Whether you're a homeowner thinking about a remodel, a business owner looking to deepen your community ties, or simply a Grayslake resident who loves supporting local, this episode is packed with actionable advice, expert perspectives, and a genuine sense of hometown pride. Table of Contents The Remodeling Process: What to Expect Personalized Design: Marrying Form and Function Managing Timelines and Expectations Navigating the Emotional Journey of Remodeling Community Roots: The Value of Local Connections Actionable Tips for Homeowners Supporting Local: Why It Matters Final Thoughts: Building Homes, Building Community 1. The Remodeling Process: What to Expect Nick and Katelyn demystify the remodeling process, emphasizing that a successful project is built on clear communication, careful planning, and a personalized approach. Step-by-Step Breakdown: Initial Consultation:**     The journey begins with a phone call to discuss your goals, needs, and vision. Don't worry about the current state of your home—Affordable Interiors prides itself on a judgment-free approach. In-Home Measurement:**     A team member visits your home to take precise measurements and assess the project's scope. This ensures that every detail is tailored to your space. Showroom Appointment:**     Clients are invited to the downtown Grayslake showroom to explore materials, finishes, and design options. This hands-on experience helps you visualize the possibilities and make informed choices. Detailed Estimate:**     After the initial meetings, you'll receive a comprehensive estimate that reflects your unique project, including materials, labor, and timelines. Permits and Inspections:**     Affordable Interiors handles all necessary permits and inspections, streamlining the process and ensuring compliance with local regulations. Project Execution:**     The team coordinates demo, prep work, and installation, keeping you informed at every stage. Expert Insight:   Nick highlights the importance of flexibility and transparency, noting that every project is unique and may require adjustments along the way. Their process is designed to minimize stress and maximize satisfaction. 2. Personalized Design: Marrying Form and Function Remodeling isn't just about following the latest trends—it's about creating a space that reflects your personality, lifestyle, and long-term needs. Key Principles: Timeless Over Trendy:**     While blue cabinets and bold islands have had their moment, Nick and Katelyn encourage clients to choose designs that will stand the test of time. Your home should feel like your home, not a showroom. Aging in Place:**     Many clients remodel with the intention of staying in their homes for years to come. Katelyn emphasizes the importance of functional layouts, accessible features, and durable materials that support aging in place. Client-Centered Approach:**     The design process is collaborative. Katelyn works closely with clients to understand their routines, preferences, and future plans, ensuring the final result is both beautiful and practical. Actionable Advice: Bring inspiration photos, but be open to professional guidance. Think about how you use your space daily—storage, lighting, and flow matter as much as aesthetics. Don't be afraid to express your personality through color, texture, and unique features. 3. Managing Timelines and Expectations One of the most common questions Nick and Katelyn hear is, "How soon can you start?" The answer depends on several factors, and setting realistic expectations is crucial for a smooth experience. Timeline Factors: Cabinet Lead Times:**     Some cabinet lines arrive in 2-3 weeks, while others may take up to 3 months. The team schedules demo and prep work accordingly to avoid unnecessary downtime. Permits and Inspections:**     Kitchens and bathrooms often require permits and inspections, which can add 4-6 weeks to the timeline. Scope of Work:**     Larger projects or those involving structural changes will naturally take longer. Pro Tips: Start planning early, especially if you have a specific deadline (e.g., holidays, family events). Communicate openly about your priorities and constraints. Trust the process—rushing can lead to mistakes or missed details. 4. Navigating the Emotional Journey of Remodeling Remodeling is as much an emotional journey as it is a logistical one. Katelyn and Nick are keenly aware of the vulnerability clients feel when their homes are in transition. Common Emotions: Anxiety:**     Seeing your kitchen or bathroom gutted can be unsettling, even if you know it's temporary. Excitement:**     Watching the transformation unfold—tile, flooring, cabinets—brings anticipation and joy. Relief and Pride:**     The final reveal is often met with relief, pride, and a renewed love for your home. How Affordable Interiors Supports Clients: Clear Communication:**     The team explains each step, so clients know what to expect and when. Empathy:**     They encourage clients to give themselves grace and not feel embarrassed about the "before" state of their home. Celebrating Progress:**     Milestones are acknowledged, and clients are kept in the loop, making the journey more enjoyable. 5. Community Roots: The Value of Local Connections Affordable Interiors isn't just a business—it's a neighbor. Nick and Katelyn live in Grayslake, their showroom is housed in a historic building, and they're active members of the Grayslake Chamber of Commerce. Community Involvement: Local Events:**     From the Festival of Lights parade to the Saint Patrick's Day parade, Nick and Katelyn love participating in community celebrations. Charity and Support:**     They regularly donate to local causes, such as the bachelorette auction benefiting a family in need. Showroom Dog, Cooper:**     Their trilingual cocker spaniel, Cooper, is a local celebrity and adds a welcoming touch to the showroom. Why It Matters: Local businesses reinvest in the community, creating jobs and supporting local causes. Familiar faces and personal relationships foster trust and accountability. Community pride is contagious—when businesses thrive, so does the town. 6. Actionable Tips for Homeowners Thinking about starting your own remodeling project? Here's what Nick and Katelyn recommend: Don't Wait for "Perfect" Conditions:**     Many clients put off remodeling because they're embarrassed by their home's current state. The team at Affordable Interiors has seen it all—no judgment, just solutions. Start with a Conversation:**     A simple phone call can clarify your options and set the process in motion. Be Honest About Your Needs:**     Whether you're planning to age in place, need more storage, or want a fresh look, share your goals openly. Plan for the Unexpected:**     Remodeling can uncover surprises (old wiring, plumbing issues). Build a little flexibility into your budget and timeline. Stay Engaged:**     Visit the showroom, ask questions, and stay involved in decisions. Your input is invaluable. 7. Supporting Local: Why It Matters The episode underscores the importance of supporting local businesses—not just for economic reasons, but for the sense of connection and pride it brings. How to Support Local: Shop and Hire Locally:**     Choose local businesses for your needs, from remodeling to dining and beyond. Spread the Word:**     Share positive experiences with friends, family, and on social media. Participate in Community Events:**     Attend parades, markets, and fundraisers to strengthen community bonds. Practice Kindness:**     As the podcast host suggests, perform random acts of kindness—smile, hold a door, thank a service worker. Small gestures make a big difference. 8. Final Thoughts: Building Homes, Building Community The story of Affordable Interiors is a testament to what makes Grayslake special: hard work, personal relationships, and a deep commitment to community. Nick and Katelyn's expertise, empathy, and local pride

As we step into a new year, now is the perfect time to start fresh-and that includes safeguarding yourself against tax identity theft. Everyone is at risk of falling victim to tax identity theft, and thousands of Americans are impacted by this crime each year. Fraudsters often target taxpayers early in the year, hoping to take advantage of the busy tax season preparations.  Links: Get started on this year's taxes, consider filing through IRS Free File Guided Tax Software IRS tips for finding a trustworthy tax professional Check out TCU University for financial education tips and resources! Follow us on Facebook, Instagram and Twitter! Learn more about Triangle Credit Union Welcome to Money Tip Tuesday from the Making Money Personal podcast.   According to the IRS, tax-related identity theft occurs when someone uses your stolen personal information, including your Social Security number (SSN), to file a tax return claiming a fraudulent refund. A successful scammer can create an online return using your SSN, even if they don't spell your name right. Once the fraudulent account is established, they can not only use it to file taxes on your behalf and receive your refund but also to receive future payments from the federal government. The criminals are adept at using accounts that funnel money into prepaid debit cards so that it is untraceable and unrecoverable.  Here are five tips to help you avoid becoming the next victim and help protect yourself against tax-related identity theft.  Secure Your Personal Information.  Keep your Social Security number (SSN) or individual tax identification number (ITIN) in a secure location. When asked for these numbers, be skeptical and verify that it is a legitimate need. Additionally, keep your home computer security software up to date, and run regular software updates on your connected devices, including the seemingly less risky ones like smartwatches.  File Your Taxes Early and Securely.  The sooner you submit your tax return, the harder it is for fraudsters to submit a fake one in your name. As soon as you have the necessary documentation, go ahead and take care of this right away. Always file taxes through a reputable service and use a secure internet connection if filing online; avoid transmitting such sensitive information through public Wi-Fi. You may consider filing through IRS Free File Guided Tax Software. If you feel more comfortable relying on a professional to prepare your tax return, choose your tax preparer with care.  Monitor Your Financial Statements, Mail, and Email.  Regularly check account statements for any unusual activity. Your first sign of tax identity theft this season will usually be a letter from the IRS after filing your return, informing you that one has already been filed using your SSN. Year-round, expected payments that are not received are another sign to watch for. Also be mindful of any tax reporting documents from employers you have never worked with. Rather than ignoring them, follow up to ensure someone else hasn't stolen your identity and taken a job using your information.  Communicate with Caution.  Beware of unsolicited emails, phone calls, or text messages asking for personal information, and verify the source before you respond. Remember, the IRS will never initiate contact with taxpayers by email, text, or social media to request personal or financial information, including your taxpayer Identity Protection PIN, nor will they ever threaten lawsuits or arrest.  Create an Online Account at the IRS Website.  Visit the IRS online account website (www.irs.gov) to create your account now and monitor it regularly. While a lot of personal information is required to create the account, once you have done so, you can monitor your tax activity throughout the year, including if a return has been filed in your name. Through your online IRS account, you can then request an Identity Protection PIN (IP PIN). Once established, the PIN must be included on your federal tax return in order for it to be processed as valid.  Remember, even with all these precautions, tax-related identity theft can still happen. That's why Triangle Credit Union offers Fully Managed Identity Theft Recovery services for Better Checking account holders. If you suspect your identity has been compromised or you suspect identity theft for any reason, Identity Theft Recovery Advocates will help you recover and mitigate any damage. Learn more about Better Checking at trianglecu.org or click the link in the show notes.   If there are any other tips or topics you would like us to cover, let us know at tcupodcast@trianglecu.org. Like and follow our Making Money Personal FB and IG page and look for our sponsor, Triangle Credit Union on social media to share your thoughts.   Thanks for listening to today's Money Tip Tuesday and check out our other tips and episodes on the Making Money Personal podcast.   Have a great day! 

Why do so many healthcare providers still view obesity as a lifestyle choice rather than a complex chronic disease—and how can we change that?In this Echo Episode, Dr. Andrea Austin interviews Dr. Katherine Saunders about her journey from pre-med influences to pioneering obesity medicine at Weill Cornell and co-founding FlyteHealth. They explore obesity's scientific underpinnings, the impact of weight bias, practical advice for EM physicians in brief encounters, common weight-promoting medications, the value of bariatric surgery, and emerging tools like genetic testing and AI-driven algorithms. Katherine emphasizes empathy, permission-based discussions, and multidisciplinary approaches to treat obesity as the root cause of over 200 comorbidities.You'll hear how they:Debunk obesity myths perpetuated in medicine, framing it as a chronic disease requiring medical intervention beyond "eat less, exercise more"Provide strategies for EM docs to discuss weight compassionately in 5 minutes, including asking permission, using neutral language, and offering resources without judgmentDiscuss weight-promoting factors like medications (e.g., progesterone-focused birth control), stress, genetics, and sleep apnea, plus the role of bariatric surgery and anti-obesity medsHighlight innovative obesity care through FlyteHealth's telehealth platform, AI algorithms for personalized treatment, and collaborative post-surgical managementIf you're a physician encountering obesity-related issues in acute care or seeking better ways to support patients, this episode delivers empathetic insights and actionable tools for transformative care.About the Guest:"Obesity isn't just a lifestyle problem, it's a complex chronic disease we can now treat effectively." – Dr. Katherine SaundersDr. Katherine Saunders, MD, FTOS is a leading obesity medicine expert, co-founder and executive vice president of FlyteHealth, and clinical assistant professor at Weill Cornell Medicine. She received her undergraduate degree Phi Beta Kappa/Summa Cum Laude from Dartmouth College and her medical degree from Weill Cornell Medical College, where she became a member of the Alpha Omega Alpha Honor Medical Society.  She completed her residency at New York-Presbyterian and was the first obesity medicine fellow at Weill Cornell's Comprehensive Weight Control Center. Board-certified in internal medicine and obesity medicine, she hosts the Weight Matters podcast, speaks internationally, and has been recognized as a top influencer in wellness.

Employee Turnover in Interior Design Firms: What to Do When a Team Member Quits Here is your calm leadership framework for replacing a team member, redesigning roles, and protecting capacity. When a team member leaves, most interior design firm owners feel two things at once: operational disruption and emotional impact. Projects don't pause, clients don't wait, and the principal often ends up carrying everything again—quietly, constantly, and at a cost. In this episode of Design Business Freedom, Melissa Galt—interior design business coach and former firm principal of 30 years—shares how strong leaders handle team departures with clarity instead of urgency. You'll learn what matters when an employee quits, how to stabilize the firm, and how to fill the gap strategically without slipping into over functioning or burnout. This episode is especially for established interior designers and design firm principals who are growing teams and managing real business complexity—and want a calm, proven approach to staffing transitions. You'll learn how to: (03:04) Avoid the costly mistake of rushing to replace the person (04:30) Audit the role before rehiring (and uncover what really failed) (05:24) Decide whether you need a like-for-like replacement—or a redesigned position (06:04) Use contract or fractional support during transitions (06:50) Protect the principal seat so "temporary" doesn't become permanent burnout (09:34) Communicate with clients and your team with steady leadership A departure doesn't mean you failed. It's data. And when you respond well, your firm becomes more resilient, more structured, and better prepared for growth. Connect with Melissa Instagram Facebook Linkedin Website  

Arguments don't have to damage your relationship. In fact, how we navigate those moments of friction can actually become a bridge to deeper intimacy. In this episode of the Communicate and Connect Podcast, I'm sharing some "mini-tips" on the difference between healthy and unhealthy conflict and why building emotional safety matters so much more than winning an argument. What You'll Learn in This Episode: Arguments Don't Have to Damage Relationships Healthy vs. Unhealthy Conflict: Recognizing the Patterns The Impact of Criticism and Name-Calling Understanding Defensiveness and Dismissiveness Why We Avoid Money, Sex, and Kids Skill 1: Using I-Statements for Vulnerability My Personal Story: A Lesson in Loud Restaurants Skill 2: The Importance of Taking a Strategic Break Skill 3: Why Repair Attempts Build Confidence Building Long-Term Emotional Safety >>>Make sure to like, review, and subscribe to get all the future episodes and help the podcast be found by others who would benefit the most.  You can sign up for Elizabeth's FREE 10-week relationship email course here.  Read the show notes for this episode here. 

Men and first interactions with women, intentional conversations with women, how men should communicate, and understanding consent — this episode breaks down how men can approach first interactions with confidence, maturity, and respect.We talk about: • how men should start conversations with women• how to have intentional and intense conversations without being weird or aggressive• how to read comfort, boundaries, and body language• what real consent looks like between men and women• how to create emotional safety during dating and first links• how men can communicate attraction the right wayThis episode is perfect for: • men improving dating skills• men learning emotional intelligence• building healthy communication between men and women• conversations about modern dating cultureWelcome to the Millennials Vs. World Creative Network, on this platform we cover cultural news, lifestyle and review shows. The only spot you get authenticity and entertainment. Please like, comment and subscribe to the platform. Merch Websitemvwmerch.myshopify.comhttps://www.instagram.com/millennialsvstheworld_Recorded and Produced by BORN II WIN media @borntowinmediaDonate to the Podcast:PayPal :Born to Win Media LLC

Father Thomas Naval proclaims the Gospel (John 1:29-34) and breaks open the word. Words for your Way from Santiago de Compostela Catholic Church in Lake Forest, California.

Today, Kole Z returns to the podcast along with the new director of communications at St. Isidore's, Avery Werth. Alongside Father Gale, they discuss their Christmas breaks as well as Avery's new role.

Hey Friends~  Today's conversation is unusual for this podcast, but an important one. Over half of marriages end in divorce, and about 30% of those become high-conflict - deeply impacting children. This week, I'm joined by Lisa Johnson, a high-conflict divorce coach, to unpack the often-misunderstood topic of coercive control. We talk about what it is, the red flags within relationships, how it shows up during divorce and custody battles. We also explore Jennifer's Law. We discuss how it recognizes the many non-physical forms of abuse. Lisa shares how children are victims, used as weapons in adult conflict, along with ways parents can begin rebuilding secure bonds after trauma. ⚠️ Listener Advisory: This episode covers sensitive material and is intended for a mature audience. Parents should use discretion with younger listeners.  I still hope you TUNE IN!  Because understanding coercive control could make a life-changing difference for you or someone you love. Always cheering you on!  Dinalynn CONTACT the Host, Dinalynn:  hello@thelanguageofplay.com   ABOUT THE GUEST:   Lisa Johnson is the co-founder of Been There Got Out, a high conflict divorce strategist and certified domestic violence advocate who has successfully represented herself through scores of court appearances. Her case, published in the Connecticut Law Journal, is being used as legal precedent. Her live testimony helped pass Jennifers' Law in Connecticut, the third state in America to expand its legal definition of domestic violence to include “coercive control.” She and her partner, Chris coach people in high-conflict relationships, divorce, custody battles, and co-parenting hell so they have the chance of the best outcome in family court and beyond. They also offer a weekly Legal Abuse Support Group for those dealing with narcissistic opponents in legal matters. Their book, "Been There Got Out: Toxic Relationships, High-Conflict Divorce, and How to Stay Sane Under Insane Circumstances'' was released in March 2023. Their first course, “How to Communicate with Your Ex Without Destroying Your Case or Losing Your Mind” is out now! CONTACT THE GUEST:    Instagram: https://www.instagram.com/been_there_got_out/ YouTube: https://www.youtube.com/@BeenThereGotOut Facebook: https://www.facebook.com/BeenThereGotOut TikTok: https://www.tiktok.com/@been_there_got_out LinkedIn: https://www.linkedin.com/company/been-there-got-out/ Twitter: https://twitter.com/BeenThereGotOut Pinterest: https://www.pinterest.com/Been_There_Got_Out/ Podcast: https://beentheregotout.buzzsprout.com/    YOUR NEXT STEPS: 5 Ways To Get Your Kids To Listen Better: https://dinalynnr.systeme.io/7ca5ce43-d436ea91 Sign up for the Newsletter:  https://dinalynnr.systeme.io/newsletter-optin 21 Days of Encouragement:  https://dinalynnr.systeme.io/1-21signup To discuss working together:  https://calendly.com/hello-play/strategy-session For Workshops, Speaking Events, or Partnerships:  https://calendly.com/hello-play/discovery-session ** For Speaking Engagements, Workshops, or Parent Coaching (virtual or live), contact me at hello@thelanguageofplay.com   IF THIS EPISODE WAS HELPFUL, HERE ARE RELATED TOPICS:  246 Dr. Marcus: Are you a soothing presence for your child? 226 Constance Lewis: Using Colors To Get Through Big Feelings 188 Susanna Peace Lovell: Is Your True Self Enough? Lessons Learned In Parenting A Child With Autism 185 Anastasia Arauz Unraveling the Magic of Play Therapy in Child Development   Love this podcast?  Leave a Review: https://lovethepodcast.com/play Follow & subscribe in 1-click!  https://followthepodcast.com/play   To SPONSOR The Language Of Play, schedule your call here:  https://calendly.com/hello-play/discovery-session To DONATE to The Language Of Play, Use this secure payment link: https://app.autobooks.co/pay/the-language-of-play   A BIG THANK YOU TO OUR SPONSOR!   Cindy Howard  Lightening Admin VA   cindy@lightningadminva.com

Understanding, meeting, and communicating your emotional needs is not about expressing everything you feel in the moment. It is about self-leadership. Emotions are biological and psychological signals that give you information about what is happening inside you. When you slow down, identify the emotion, recognize the need beneath it, and regulate your body before responding, you build capacity. Capacity creates choice instead of reaction. Every emotion points to an underlying need required for nervous system stability. Needs like safety, connection, validation, autonomy, rest, and consistency are not about comfort. They are about regulation. Emotions are not instructions to act. They are signals to notice. Thoughts assign meaning, emotions activate the body, impulses attempt to restore safety, and behavior completes the loop. The pause between impulse and behavior is regulation. That pause is where leadership begins. Kate Hastings | Mental Health Coach

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 special series responding to insights from the National Executive Pastor Survey with an executive pastor from a prevailing church. Today we're joined by Eric Garza, Executive Pastor at Cross Church. Cross Church is one of the fastest-growing churches in the country, with 12 campuses across South Texas, serving both English- and Spanish-speaking congregations. In this conversation, Eric helps unpack the number-one fear expressed by executive pastors in the survey: running out of space and not knowing what to do next. Is your church growing but feeling physically constrained? Are facilities, kids' space, or parking holding you back from what God may want to do next? Eric offers practical, hard-earned wisdom from leading through rapid multisite expansion. Facilities don't just limit space—they shape momentum. // At Cross Church, growth has come through both campus planting and mergers or acquisitions of existing churches. In both cases, facilities either enable momentum or quietly choke it. Sustainable space must support all aspects of ministry—not just a worship room. Parking, kids' environments, lobbies, restrooms, storage, and office space all play a role. A building that works on paper can quickly fail if it can't support the full weekend experience. Don't rush into permanence. // One of Eric's strongest recommendations is to resist the pressure to own a building too early. Several Cross campuses began in leased spaces, which reduced operational burden and allowed the church to test viability without long-term risk. Leasing removes concerns like insurance, major maintenance, and long-term liability, freeing leaders to focus on ministry. If a campus stalls or misses the mark, leaders can pivot without being locked into a costly asset. Location matters more than you think. // Some facility lessons are learned the hard way. Eric humorously—but seriously—warns against launching next to railroad tracks or industrial zones. Visiting a facility during a Sunday morning timeframe is essential. Noise, safety, curb appeal, and accessibility all influence guest experience. Cross has launched campuses in libraries and event centers, learning to adapt acoustics and layouts while prioritizing safety and hospitality. Capital campaigns need margin. // Eric is candid about capital campaigns. Churches often believe in faith for a number that rarely materializes at full scale, especially since capital giving sits above normal tithes. Meanwhile, construction costs almost always rise. Cross learned the hard way that campaign timelines and construction timelines rarely align. Building 10–15% margin into every campaign accounts for inflation, surprises, and delays. If surplus remains, it becomes a testimony of generosity rather than a crisis averted. Remodeling vs. rebuilding requires sober math. // Acquiring an existing building can be a gift—or a trap. Before knocking down walls, Eric urges leaders to get third-party inspections and cost estimates. Some remodels quietly approach the cost of new construction while delivering less functionality. Evaluate whether a building should serve as a long-term campus, a ministry center, or even collateral for future development. Sometimes the wisest move is not to hold services there at all. Define a clear facility standard. // Over time, Cross Church developed a consistent “Cross standard” across campuses—shared color palettes, stage layouts, kids' safety ratios, and ministry flow. While floor plans differ, the experience feels familiar. This standard helps teams evaluate remodels quickly and ensures families know what to expect. It also clarifies where compromise is acceptable and where it's not. When space is tight, simplify strategically. // Not every constraint requires construction. Cross has increased capacity by adding services, adjusting service times, and consolidating kids' age groups when space is limited. Combining grades temporarily doesn't dilute quality—it preserves momentum. Eric defines excellence not as “having the best,” but “doing the best with what you have.” Obstacles are reframed as opportunities to steward growth faithfully. Communicate the season clearly. // Your people can endure inconvenience when they understand the why. Leaders don't need to share every detail, but they should frame facility strain as evidence of impact, not failure. Clear vision keeps people focused on mission rather than discomfort. To learn more about Cross Church, visit crosschurchonline.com or follow @crosschurchrgv on social media. You can also connect with Eric directly on social media at @ericpgarza. 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! Thank You to This Episode’s Sponsor: Risepointe Do you feel like your church’s or school's facility could be preventing growth? Are you frustrated or possibly overwhelmed at the thought of a complicated or costly building project? Are the limitations of your building becoming obstacles in the path of expanding your ministry? Have you ever felt that you could reach more people if only the facility was better suited to the community’s needs? Well, the team over at Risepointe can help! As former ministry staff and church leaders, they understand how to prioritize and help lead you to a place where the building is a ministry multiplier. Your mission should not be held back by your building. Their team of architects, interior designers and project managers have the professional experience to incorporate creative design solutions to help move YOUR mission forward. Check them out at risepointe.com/unseminary and while you’re there, schedule a FREE call to explore possibilities for your needs, vision and future…Risepointe believes that God still uses spaces…and they're here to help. Episode Transcript Rich Birch — Hey friends, welcome to the unSeminary podcast. So glad that you have decided to tune in. We are in the middle of, in the in the midst of, is maybe a better way to say, these special set of podcasts where we’re responding to what you said in the National Executive Pastor Survey, which turned out to be the largest dedicated or direct executive pastor survey that we’re aware of ever, which is kind of cool. And hundreds of people were you know, logged in and told, gave us a sense of where ministry is at. And what we’ve been doing is spending time with an executive pastor from a prevailing church, and frankly, people I like, to get their ah thoughts on kind of what was surfaced. Rich Birch — And today we’ve got a big one. This is a significant issue. In fact, it was the single biggest fear that was expressed. We asked a question around, what’s your kind of biggest fear for this year? And nearly one in five executive pastors expressed fear about this. And what is that fear? It’s the whole issue of our facilities, space, capital projects, that sort of thing. Many churches are running out of kids space, parking, seating, lobby capacity. Rich Birch — You know, we’re all worried about in inflation of construction costs. If you got a building quoted on five years ago, you’re going to want to get it quoted on again, you know, renovation, building, all of this stuff. And, you know, we’re excited to have ah today a return guest, Eric Garza with us. He is from a fantastic church, Cross Church, which is located in Texas. It’s one of the fastest growing churches of ah in the country, and they have 12 campuses, if I’m counting correctly. So Eric has thought about facilities and so excited to have you back on the show, Eric. Thanks for being here.Eric Garza — Rich, thanks for having me back. Good to have an opportunity to have a great conversation about a big topic for a lot of pastors and executives across the country. Yeah.Rich Birch — Well, you’re going to solve all our problems for us today, Eric. So.Eric Garza — It’s just some nuggets of what I’ve learned and experienced. But if I can make your life and your world a little bit better, awesome.Rich Birch — That’s great. That’s good. Kind of tell us a little bit about Cross again, kind of set the context, you know, give us a bit of sense of the the church.Eric Garza — Yeah, so we’re in deep south Texas. Most of our campuses are within a half hour north of the US-Mexico border. So right at the bottom of the tip of Texas. 30 years going on 31 years as a ministry. In the last eight years, we went from one site ah to now seven locations, physical locations and 12 campuses.Eric Garza — We’re a bilingual ministry, which means we do we have English campuses and we have Spanish campuses. And we recently, last year in 2025, launched our first campus outside of our region in San Antonio, Texas. Rich Birch — Love it.Eric Garza — And you can imagine a lot of ah victories and a lot of challenges, ah you know leaving your space, your comfort area, the region where you’ve been, for 30 years and then heading out and venturing off into what we believe God called us to do in in Central Texas.Eric Garza — So ah just phenomenal growth. We’ve seen God’s hand up on our ministry and it’s come with, ah like I said, a lot of wins and a lot of challenges we’ve had to navigate. And being a a predominantly Hispanic ministry that reaches both English congregants and Spanish congregants, dealing with cultural, political issues in our region of the country ah has just been a whirlwind. But as anybody could imagine, it’s been a big learning season for us for expansion. You know, I know we’re talking about facilities going from one side to multisite and all of that that entails operationally, logistically, financially. So I wouldn’t say we know it all. We certainly don’t if we’re always learning. But man, if if we can just impart any wisdom, we’re we’re all for that.Rich Birch — Love it. Well, I would say I actually re-looked at a lot of these fears. And the overall tone, if you were to kind of summarize the the conversation that people seem to be expressing is like, there’s this sense from a lot of executive pastors, listen, our ministry could grow, but our space, frankly, is holding us back. And we’re not entirely sure what the path forward is. It’s like, we we see the physical space issues, but I’m not sure where to go from here. So I’d love to jump right in. Eric Garza — Sure.Rich Birch — How have you, as you’ve looked at your seven physical locations, 12 campuses, how do you evaluate facility limitations? And are they the things that are actually restricting growth or does the issue lie somewhere else? How do you, how are you discerning that when you look at, you know, this, this whole issue?Eric Garza — Yeah, a lot of our of our growth has come from us planting campuses, but some of our growth has come from, I guess, what the corporate world calls mergers and acquisitions, where we’ve merged or really acquired other ministries who either had an existing facility that we took over. Or where we partnered with them through the acquisition and launched a campus in a new building or a new facility.Eric Garza — So some of the things that we’ve done is, there’s a whole process, right, that that it’s entailed with going multisite. And one of those big key indicators of whether the campus or the church plant is going to succeed is whether they have a sustainable facility that can house all aspects of the ministry. And sometimes that can be difficult to find.Eric Garza — For example, you don’t just want meeting space to have services, right? You need maybe an office space, you need childcare space, you need a meeting space, you need lobby, restrooms, you need adequate parking. And all of those factors come into play when you’re looking to find the right spaces. So for us, We’ve just been blessed that ah either we’ve have you know gone through the capital campaigns, we’ve gone through the funding, the you know internal funding to build new facilities, or the acquisition that we’ve ah done over the last couple of years already had an existing facility, which is a plus. Because instead of building, we just went into a remodel phase to bring that building up to what we would call our Cross-standard to house our campus and facility. And so I mean it’s It’s a holistic approach. Rich Birch — Yeah, yeah.Eric Garza — You look at parking, kids space. What you don’t want to do and what what we’ve run into in the past, is it’s okay to to launch with limited space, but if you’re launching and you already have a couple of hundred people that are gathered, you’re going to want to find a space that’s going to give you ample room to have one or two services without having to crunch yourself in the short term. And it’s going to, in in in a larger sense, going to really facilitate some challenge and some angst and frustrations early on. And you want to minimize as much of that, especially when you’re when you’re launching and you’re setting out to start a new campus or a new church.Rich Birch — Yeah, so that’s one of those kind of pinch points would be too small, right? Like I’m assuming you’ve ended up in facilities where it’s like, okay, this is this just frankly is too small. Eric Garza — It’s not going to work. Rich Birch — And so we’ve got to, it’s not going to work. We’re going have to start with three services and that, you know, or something like that. Or we’ll start with two and we’ll be pinched too quickly. Are there any other kind of tripwires that you’ve run into that are like, oh, like it might be great on these five things, but this, these, if it’s not these two or three, if these aren’t right, we were not going in there. Are there any other things to get to, as you said, a sustainable facility? Are there any kind of big no-nos that you’ve bumped into, or maybe you wish you knew before? Yeah. Tell me about that.Eric Garza — Yeah, a couple of things. Number one is don’t ah start a church next to the railroad tracks. That may sound a little funny.Rich Birch — No, tell me more.Eric Garza — You never know that during your Sunday morning message at your 10 o’clock service, roughly about 10:40 a.m., this train… Rich Birch — Oh, gosh. Eric Garza — …who’s two or three blocks away is going to come blaring out ah and just completely disrupt your sound and and your service and your message for a few minutes. So it may sound comical, but ah yeah, definitely don’t do that. Right.Rich Birch — No, that’s very good.Eric Garza — Yeah.Rich Birch — That’s well, and even going and seeing, that’s a great takeaway because even going and seeing the facility during a Sunday morning, like, cause you wouldn’t know that if you’re there to just Tuesday afternoon or something, you would have no sense of that. Eric Garza — Yeah.Rich Birch — But, but cause it might be a train, but there’s, I could see lots of things where.Eric Garza — Trains are not confined to Monday through Friday.Rich Birch — Yes. Yeah. Yeah. Yeah.Eric Garza — They’re there every day as they need. And so you just you just never know. That has to happen a couple of times, and it’s incredibly frustrating. Rich Birch — Yeah. That’s interesting. That’s good.Eric Garza — And so you play it off the middle of the service, but man, it can it can mess it could mess with some stuff. The second thing I would say is is this when looking for a facility. There’s obviously some innate some internal perhaps pressure or self-imposed pressure as a pastor or an executive to want to get into a permanent facility right away.Eric Garza — One of the things that helped us early on with with a couple of our campuses is we actually rented. And here’s the benefit of renting or leasing, even for a year or two, as you grow that site is number one, you’re not worried about insurance, right? You’re not worried about lawsuits. You’re not worried about maintenance or you’re paying for that, right? But there’s a lot that you minimize when it comes to overloading your mind and your brain about what you have to handle.Rich Birch — Yep. Eric Garza — Alright. And so you pay a fee, but the building’s clean when you come in. And right after you set, you know, you tear down your equipment for the service in your kids area, you don’t have to worry about that because you’re leasing a space. Rich Birch — Yeah, that’s good.Eric Garza — And so if you can minimize, like I said, as much of the overload of operations and facilities on the front end, that’s that’s a great a great thing. And most spaces, right, what we did early on is if we had an event center where we would rent the main auditorium uh we would use conference rooms or or multi-purpose room for child care. We would safe proof them, right – all of our protocols in place. But that’s what we would do early on, and it would give us a chance to test and gather some data. Rich Birch — That’s so good.Eric Garza — Is this going to work long term? Right. Number one, we don’t believe we missed God. But if after a couple of years, this isn’t going anywhere. Well, thank God we didn’t buy a building… Rich Birch — Right. Eric Garza — …because now we’re you know up a creek without a paddle, as they say. And so leasing is not is not an entirely bad idea on the early outset.Rich Birch — No, that’s great.Eric Garza — But definitely the neighborhood that you’re in, right beside the town that you’re in, you want to be in a centrally as centrally as you can, centrally located as you can, and and not next to a railroad track or any industry or warehouses where there’s going to be trucks, just for safety concerns, for the curbside appeal. And so that’s why public libraries or where we had actually launched started campuses was at a public library – acoustic set because we couldn’t be so loud. So all of those facility concerns are are really things you want to keep in mind.Rich Birch — Yeah, I love that. I love the idea of the rental on the front end. What a great way to, it’s good use of capital. It’s a good, you know, it it gives you a chance to test… Eric Garza — Yeah. Rich Birch — …even if you stay for a couple of years, that’s, you know, that’s fantastic. So you’ve been through multiple, you know, capital campaigns, this whole process of like, we’ve got to raise money and then get a facility renovated or, you know, you know, expanded or whatever. Rich Birch — What, what do you wish you would have known before all that? Well, are there a couple like things that either, you know, you stumbled upon, you stubbed your toe or you wish, man, I wish somebody would have told me this. Are there any things that stand out to you?Eric Garza — Number, I think the first one is this. You have an you have a number in your mind, and you of course you believe God for it. It…Rich Birch — And it’s lower. It’s going to come in lower every time.Eric Garza — …it is. Every single, unless God does a miracle, which he is more than able to do… Rich Birch — Yes.Eric Garza — …it’s going to come in lower. And so I think have have high anticipation but realistic expectations… Rich Birch — Right. Eric Garza — …because most capital campaigns are campaigns that are above normal giving.Rich Birch — Yeah. Okay. Yep.Eric Garza — Right. And so at least for us, it’s above normal giving. Rich Birch — Yep.Eric Garza — We encourage and we get people to give towards a specific capital campaign, which is for a specific campus or a specific project or or what have you. But you have this number in mind and then if you can tend to early on. It’s not coming in yet. Or maybe you’ve done it for a year or give a specific timeline.Rich Birch — I see. Okay. Yep.Eric Garza — And you can get quickly discouraged, especially with capital campaigns where you’re like, we’re halfway through this thing and not even half has come in yet, or of what we thought would come in. And so it’s easier to get discouraged. But that was a big thing is that number in your mind, it’s going to be lower. And that’s not a bad thing. Right. That’s not a bad thing.Eric Garza — People are giving to a capital campaign above giving of their normal giving, sacrificially, they’re giving by faith. They’re giving with expectation. But at the same time, for those of us on the inside, right, those of us who are managing the resources and what have you, it’s it’s about having a realistic expectation that we have the faith that God can do it. But we’re all going to budget ourselves knowing that if there’s a high probability, not impossible, there’s a high probability that the number we had in mind, is not going to be what comes in for the capital campaign.Rich Birch — Let’s talk about that there. So there’s an interesting, um so I’ve seen that for sure in churches. There’s an interesting kind of tension that pulls in two different directions. One, you can have exactly what you’re talking about, which is, you know, we thought we would go in, we we were hoping we would raise X and we raised something less than that. Eric Garza — Yeah. Rich Birch — But then the other part of it is we were hoping the project was going to cost X and it costs X plus, you know, it’s costing us more than, than we anticipated. How do you manage that tension? How have you been able to kind of navigate that? That’s a, that’s a tough tension.Eric Garza — Yeah, the longevity of the capital campaign is gonna is not always going to be exactly match, it’s not going, rather, to exactly match what the building construction cost was at the beginning. Prices fluctuate and prices change.Eric Garza — And so let’s say you have let’s use so a rough even number, a million dollar capital campaign for your church organization. And the construction is going to cost, I don’t know, $900,000, $950,000. Well, a million dollars should cover it. But by the time a million dollars or shortly or short of that comes in, well, your budget is now at 1.2 or 1.3. Rich Birch — Right. Eric Garza — It’s fluctuated. And so the what’s congruent at the beginning can be really a little bit financially off by the time that can…In other words, the timelines of the capital campaign and your building projects sometimes don’t align perfectly. And we’ve run into that too, where we’ve had to take from our operating budget a little bit, or we’ve had to really emphasize a certain amount during the campaign, because that’s what needs to come in. We’ve you know met with with key givers and donors of the church. And those are challenges that you navigate ah during the capital campaign process. Rich Birch — Sure. Eric Garza — And and like I said earlier, it’s it’s challenging because, well, let me backtrack and say this.Eric Garza — This is why on the front end, you should add margin into your capital campaign… Rich Birch — Yeah, that’s good. Eric Garza — …which we didn’t do that, perhaps the first go around. But certainly the later ah seasons, we added margin in our capital campaigns to account for any fluctuation in construction costs. And if there was ever in a surplus, well, we would tell the church it’s because of your giving and because of your support and generosity that we had more than enough come in. Rich Birch — That’s good.Eric Garza — And so now we’re going to use those funds for X or they’re going to go back to the general fund or or whatever whatever the case. But I think that the key that would be to incorporate some 10 to 15% margin in your capital campaign on the outset to account for anything that might happen 12, 15, 18 months down the road.Rich Birch — Yeah, that’s good. That’s really good. That’s good. You maybe just saved somebody a lot of headache two years from now… Eric Garza — Yeah. Rich Birch — …because of that part of the conversation. I want to go back to something you talked about earlier. You’ve had multiple buildings that you’ve acquired or you’ve merged with, and you were talking about remodeling and there’s like, that can be a blessing and a curse. Like it can be amazing. Like, wow, this is great. And…Eric Garza — You never know what you’re going to find.Rich Birch — …you know, you open up, you open up a wall and who knows what’s behind that wall. And, you know, there’s all that. And you talked about bringing it up to the Cross standard. Talk me through what how have you decided what that is? What is the Cross standard? And how do you what are the common things that you find, Oh, we’ve got to make this change. And how have you kind of defined that as you think about projects like that?Eric Garza — Yeah, so over the last few years, we’ve pretty much honed in on, I guess, the vibe and the look of what we want our campuses to to feel and look like.Rich Birch — Okay.Eric Garza — They may be different ah floor plans because some of them we built, some of them we acquired, properties we took over. But as far as color schemes, we do our very best to match wall colors, sanctuary colors. We use the same stage equipment, both branding and layout as best as possible across all of our sanctuary auditoriums, our stages. Eric Garza — Our kids spaces, ah we have an internal ratio of how many teachers or volunteers per infants, per toddlers, for school-age children we want. And so that determines our spacing. And so sometimes we’ve got to knock some walls down or build some walls in to accommodate for for what, like I said, our standard of ministry, both in appeal, but also in care for for our congregants and for our families.Eric Garza — And so when we remodel, you’re right, there’s some things that once you knock down a wall, you’re not going to know until you knock it down. And that’s where that, you know, that margin comes in. But for the most part, right, we’ve had we do inspections, we get we get third party opinions on the building, on the cost estimates, and like we would encourage anybody to do, right.Eric Garza — But that’s our Cross standard is the look, the feel, the equipment, the wall colors, you know is there enough space for our our guests, connect area, our next steps area for first impressions. Does every ministry have adequate space to store their items – all of those factors come into play in deciding how we’re going to remodel a facility. Eric Garza — And I’ll say the second thing is this is why before you break or before you knock down a wall, get an inspector or or get some people either in your church or in the construction industry or somebody that you know in in your community. Because sometimes when you have a building, your initial thought is to remodel. That may not always be the most financial financially wise decision. And here’s why. Because you may not know all that you’re going to encounter, you may in the long run end up spending just as much as if you had built a brand new facility with the exact floor plan you want.Eric Garza — And so that’s where you’re evaluating and deciding, is it more feasible to remodel this building for X amount of dollars? Or are we within 5% to 10% budget margin, where we might just say it’s it’s in the best interest of the church perhaps to use either this facility as collateral for our next building or a brand new building, or is it better to use it a multisite building, excuse me, multi-purpose building, and we end up building a new facility…Rich Birch — Right.Eric Garza — …for the church or for the campus. And so those cost estimates are going to help you make the best, most informed decision of where you’re going to steward the resources financially in either remodeling or in building a site.Rich Birch — Yeah, I love that. One of my favorite churches, Mercy Hill Church in North Carolina, they they had a building that was given to them and they did, they weren’t entirely sure what to kind of, it was in a part of town, they weren’t necessarily sure they wanted to launch a campus and just they had a campus closer and all that. And they ended up using it turned it into a really a student center and it’s a fantastic ministry building and it’s active, you know, five, six days a week.Rich Birch — Now they don’t do Sunday morning services there, but they do all kinds of other stuff, which is fantastic. Like is a great, you know…Eric Garza — And we’ve seen that too. Yeah. They use for leadership meetings, for small chapel receptions… Rich Birch — Yeah. Eric Garza — …or gatherings or next gen events, youth, young adults, even renting it out to the community as a means to supply income to the church…Rich Birch — Yep. Yep. On a daycare or something.Eric Garza — …to like, you know aligned organizations, of course, whatever your church policy is. But yeah, sometimes the best use of that building is not for church services.Rich Birch — Have you, have you run into facilities that you’ve evaluated and then decided, no like this is going to cost way too much to renovate and we’re, so we won’t go forward with it. Have you run into that after evaluation?Eric Garza — Well, not entirely, but I’ll say this…recent… Rich Birch — I know that risk is there for sure.Eric Garza — Yeah, there is risk. There is risk. And the risk assessment is different when you’re leasing a space or remodel… Rich Birch — Right. Eric Garza — …and when you’re when you’re obviously building your own facility, as far as and including the costs associated with that. One of our campuses recently, and I mean in the last 24 months, before we moved into our new building was leasing a space and we were given the option to remodel the space we were leasing. Because though it was suitable for what we needed for the ministry, for Sunday services and and all the other ministries, parts of it were not really conducive to growth for the congregation and for the ministry.Eric Garza — So we did contemplate remodeling. I think I think what kept us from doing that number one is whatever you remodel for the landlord the landlord is going up keeping. And so the return on that investment would be short term and not long term, We were already in the midst of building our building but we were growing at a rapid rate, and so we were eight, twelve months out from from being in our building and the campus was growing, and so we needed a short-term solution. Rich Birch — Right.Eric Garza — So we did think, Well, we’ll spend X amount of dollars to remodel our site where we’re leasing before we get into the new building. But we found out that shifting our service times and and doing different different strategies ended up alleviating in the short term the constraints we had to give us a time to get into our new building, which is now more than enough space for us to grow for for years and years to come.Rich Birch — Right. That’s cool. Yeah. Cause I’ve said as a, I feel like I’ve been in a ton of conversations with XPs where, you know, they’re talking about this issue and you know, there’s like a building that they’re, maybe it’s another church that’s come to them and they’re having a conversation and they’re, I would say their mindset is like, I’m not sure we should do this. Like this is, they’re like, this other church came to us and statistically, actually the most likely for these mergers to succeed are when the joining church comes to the lead church. Eric Garza — Yeah.Rich Birch — So they would come to your church and be like, Hey, we’re interested. So it actually happens a fair amount. And I’ve, I feel like I’ve talked, tried to talk so many executive pastors into like, man, it’s gotta be a really bad building. If particularly if it’s like has debt or has no debt or very little debt on it, it’s gotta be a very bad building to not want to take it. Cause it’s like, you know, you can, you can take, invest, you know, a moderate amount of money. You don’t need to dump a ton into it and get something great. And like you said, as long as you’re above board with everybody, you know, five years from now, if it doesn’t work, you could take that asset, sell it and move on and use those resources somewhere else.Eric Garza — And that’s very good because when you talk about acquiring a ministry, especially if it has a low balance on their mortgage or or they don’t have much to pay off the building, and if you’re in a position to pay that off within the first year of acquiring the ministry… Rich Birch — Right. Eric Garza — …think of a collateral and the equity that your organization now has because of that new facility that’s in your portfolio.Rich Birch — 100%.Eric Garza — And I know it sounds very business-minded, but when you’re looking to expand into the future, even at another site in your church ministry organization, you now have more collateral, more resources to leverage for a better financial position in the future when you do want to actually build a building. Eric Garza — And the second thing is this, if you’re acquiring a ministry that already has an existing building, in most cases, it’s already built out for church purposes. So that’s very helpful. So at that point, you may be putting in a smaller amount and just… Rich Birch — Right. Eric Garza — …you know, refurbishing it, painting the walls, putting some new equipment, some new screens, maybe be changing out the flooring a little bit, or some of the fixtures in different spaces… Rich Birch — There’s technology or whatever, yep. Eric Garza — …because it’s already built out for a church. And so that’s the benefit of going or acquiring in a ministry if you’re going that route that already has an existing facility.Rich Birch — Yeah, we had, ah we were running, our budget was about $8 million dollars and we were, we had a church come to us and they were, they had really, they had had a tough season and the summer before we ended up merging with them or they joined us really, they had multiple Sundays where they had two people show up on Sunday. They had the person that was preaching and the guy that was opening the door, like it was, it had really atrophied down.Rich Birch — And I remember in one of those conversations, they had had a bit of a roof problem. The facility was worth just probably south of 2 million. It was like ah a great facility, but they had a roof problem. And I remember one of the the elders leader person, he said, you know, we we got a quote on the roof and it’s it’s going to cost maybe about $15,000 to fix. Do you think you guys will be able to fix that? And they had no debt and were going to give us their building. Rich Birch — Well, like I humbly had to say like, like, yeah, we’ll we’ll be okay. Like, it’s gonna it’s gonna be fine. Like, you know, I what I didn’t want to say is like, I feel like our youth guys have like wasted $15,000 this year. Like, you know, like it’s like we can, you know, the exchange just on paper. And again, that’s not why you go into those conversations. Eric Garza — Of course.Rich Birch — But a part of that is, particularly in our seats as executive pastors, that’s a part of what we have to wrestle through and think about those things. So let’s get back to the renovation thing. A lot of what churches were talking about is like, pressure of like, man, I just, our physical facilities are, are holding us back. Rich Birch — Any other thoughts around, you know, changes you’ve made to increase capacity or, um you know, things that maybe are like some low hanging fruit or creative solutions that have that, that maybe we’re not thinking about, but as a leader who’s been through this, you know, you’ve been, you’ve wrestled through that, that we, we could, you know, benefit from.Eric Garza — Yeah, absolutely. A couple of things. You can please everybody, right? Rich Birch — That’s good. Eric Garza — And so I think one of the ministry pressures well, we want to please the next gen. We also want to please the child care. We also want to please the elders of the church. And we also want to please the younger families of the church and young professionals. And when you’re when you’re in a facility that wasn’t originally built according to your specs, it’s going to be difficult to do that.Eric Garza — And so you have to focus, as we have, on the most critical areas, sanctuary and child care. If you don’t have child care, it’s going to be a barrier to growth because families or parents are not going to have the comfort level they need to come to your church on a regular basis and to be a part of the community. And so for us, when we’ve remodeled, the first things we look at are sanctuary and then the kid space. Do we have enough adequate kids space?Rich Birch — That’s good.Eric Garza — Some of the solutions when we’ve been limited in space is is launching multiple services to we have a smaller sanctuary or a smaller space, we’ll offer more service opportunities. Or when it comes to our kids ministry, we’ve evaluated with our kids directors and our our kids department of how can we best merge age groups to maximize the space that we have. So if you have right an ideal facility where you have you know your child your child care divided by grade level or age level, sometimes you have the amenity to do that and many times you don’t. And so what we’ve done is instead of having first grade on their own, maybe we’ll put you know kindergarten and first grade level kids together.Rich Birch — Yeah, that’s good.Eric Garza — We’ll put second and third together, fourth and fifth together as a way to consolidate because we don’t have the space that we prefer to have, at least in this season. And so for us, sometimes you’re not watering down in essence, the content, the quality, but you are consolidating in the short term or even medium term… Rich Birch — Right. Eric Garza — …if you will, if that’s even a term, to make adequate space for the constraints that you may have. Rich Birch — That’s good.Eric Garza — And so you have 600 members and you only have 200-seat sanctuary, 250. Well, that’s an opportunity for three services. Rich Birch — Right.Eric Garza — Is that is that is that Is that a strain? Well, it can be if you see it from core perspective versus a perspective of, Man, we’re so large and we have the space. You know, one of our core values at our church is excellence. And we’ve defined excellence as not having the best, but doing the best with what you have.Rich Birch — Oh, that’s good.Eric Garza — So we may not have a thousand seat auditorium for this growing congregation, but what we do have, we’re going utilize it and steward it to our best ability. So if that means two or three services, well, God give us the strength and the people to manage and to lead and to execute three strong services every weekend, or every Sunday, in order to meet the need of the congregation that we have.Eric Garza — And and I think one of the biggest things, Rich, is also communicating this. It’s keeping them current, right. You’re not going to go into all the details per se, unless that’s your preference and that’s your senior pastor’s prerogative. But to share with them the overarching theme of, hey, here’s where we’re at as a ministry. Here’s our facility. And here’s what we’re going to do to continue to offer as best a ministry as we can, while at the same time being cognizant of the challenges that we’re facing.Eric Garza — We said this to our staff and to our church many times, is we don’t look at obstacles as negatives. We look at obstacles as opportunities. Okay.Rich Birch — That’s so true.Eric Garza — If this is what we have, how can we be as excellent as possible with what we have? If that means going to a third service, well, then we’re going to give it a shot because what we don’t want to do is allow facility constraints to translate into diminished capacity or into a diminishing congregation and I’m talking about numerically. Because the diminishing congregation numerically also means a diminishing budget and revenue financially because you have less givers in the seats. And that’s those are some of the challenges that you got navigate so we don’t see it as obstacles. We don’t see obstacles necessarily as a challenge we see that’s an opportunity of okay how can we navigate around this mountain if you will to continue to provide as excellent a ministry as we can.Rich Birch — Yeah, I love that. I love your example of the kids age size rooms. Because I think you’ve you’re articulating a tension that whenever we’re, particularly for launching we talked a lot about this, like renovating other spaces and new campuses and all that, where I think really is germane to our job as executive pastor to to manage this tension of we want it feel, you know, the language you used was Cross standard. It’s absolutely has got to be Cross standard, but there will be areas where we’re going to have to compromise. Like that is just true. And a part of what we have to do, we have to use our leadership and our discernment and, you know, get the right players in the room and have the conversation. And, you know, somebody using your example, somebody kids’ ministry to be like, no, we can’t combine them together. That’ll be terrible. And it’s like, we’re going to be fine. Like, we’ll figure it out, you know. Eric Garza — Yeah [inaudible].Rich Birch — Yeah, it’s going to be okay. We’ll we’ll help that navigate. And that’s one example, but there’s a ton of those that can come up in these, you know, in these renovations for sure.Eric Garza — Yeah, absolutely.Rich Birch — That’s good.Eric Garza — and And people are always going to have opinions. Rich Birch — Right.Eric Garza — But I’ll say this from experience. And I mean, no ill intent towards anybody in your congregation or your ministry.Rich Birch — No.Eric Garza — Most of the people that are criticizing are the people that aren’t giving anyway. And so I’m not saying ignore them by any means. They’re part of your part of your ecosystem. They’re part of your church, they’re part of your flock.Rich Birch — Yep. That’s very true.Eric Garza — But it’s always with a grain of salt because the people that are really bought into your ministry are going to walk through those opportunities alongside you, ah hopefully with the best attitude that they possibly can muster up because this too shall pass.Rich Birch — Yes.Eric Garza — Right.Rich Birch — Yes.Eric Garza — If you’ve gone out in faith to plant or to grow or to expand your congregation, this is a temporary season. It’s not a permanent season. You won’t always be at three or four services, right? Or multiple services.Eric Garza — At some point, if God is in this and you really believe He is, and I believe He is for many organizations and ministries, the timing will be right when you have a facility that can house what you need, or that can provide the amenities and space that you need. And so for parents, for givers, for guests, it is just letting them know as best you can, even subtly through announcements or even messages and say, hey, we’re in a season of growth and expansion. Growth doesn’t always look you know perfect. And so we have seasons where we’re going to navigate some some challenges and opportunities as best we can to get us to an end goal.Eric Garza — This is a means to an end. What we’re going through is a means to get us to where we want to go as a ministry. And as long as you keep it at the forefront, tying it into the vision of the house, you’re going to see that in a large sense, you’re going to have people rally behind that idea and unfocused, if you will, from the constraints of their of the facility to the broader appeal of what God is doing in the ministry.Rich Birch — Yeah, that is so good. Friends, you should go back and re-listen to what Eric just said there. That is some wise advice. And obviously from somebody that’s been in the trenches a lot, that’s been my experience as well. The people, the complainers, I’m reading through the book of Job right now. And I’m like, man, his friends are just like, this guy needs better friends.Eric Garza — Yeah.Rich Birch — And that that reminded me of the people you’re talking about. Like…Eric Garza — Yeah.Rich Birch — You know, there’s these people who are just, you know, sniping from the cheap seats and they’re not really engaged in the mission where, man, those people that are right on in the middle of it, they’re like, let’s go, let’s lean in.Rich Birch — And man, that’s the kind of person, I’m hoping as I transition into older age that I’m that person, you know, because we have a number of those people at our church that I look at that are like, these are incredible saints who have seen so much change. And who I’m sure lots of things annoy them, but they’re fired up for the mission. They’re excited in our case to reach unchurched people, to see people who far from Jesus connected.Eric Garza — If you’re not changing, you’re not making progress, right? Rich Birch — Yeah, absolutely. And the fact you the fact that your ministry is facing opportunities or obstacles rather disguised as opportunities is proof positive you’re going somewhere. Rich Birch — Yeah.Eric Garza — You’re not a stagnant ministry. You’re not a you’re not a lazy ministry, right? You’re not apathetic. You’re really out in the field of vision that God has given you or to your senior leadership. And so it’s proof positive, right? And so take that as an badge of honor in some way to say, we must be doing something right.Rich Birch — So good. Well, Eric, just as we’re coming to kind of land, this has been a great conversation, hopefully been helpful for you, friends, as you’ve have been listening in. But as we kind of come to land today’s conversation, what’s a question or two that that you’re kicking around for this year at at Cross as you’re thinking about 2026? Where’s your head at? What are the things you’re wondering? It doesn’t have to be about this, could be anything.Eric Garza — Yeah, well, ah thanks for letting me speak into that, Rich. I think for me as an executive and looking at our ministry, you know, looking at the previous 30 years and looking at the next decade, if you will, of where God is going to take our ministry, being one of America’s fastest growing churches, being the largest bilingual Hispanic-led ministry in the country. We’ve, you know, like I’ve said in a previous episode with you, we haven’t had any precedent for us in our context. And so we’ve navigated a lot of uncharted waters and learned from both wins and losses and different opportunities and struggles to get us to where we’re at now. Eric Garza — I think one of the biggest questions facing the church at large in 2026 is how the church is going to respond to the ever increasingly fast-paced changes that we’re seeing on the political front, on the cultural front. I’m not saying that the church has to be a political response. The church has to be, has to provide a biblical response to what we’re seeing.Rich Birch — Yep. Eric Garza — And with the fast paced nature of culture and society and trends, I don’t believe it’s the church’s responsibility to respond to every trend or to everything, but certainly the overarching elements of our current culture and political dynamic where there is a biblical either mandate or precedent for it, that the church would speak it into that and provide biblical perspective… Rich Birch — That’s good. Eric Garza — …and and and wisdom for how people should think about certain topics that have a biblical or moral prerogative. And so navigating that as an organization, because as a growing church and being such a large ministry, if you can imagine the opinions. We have people in our church who are conservative and who some who are not. We have people who belong to one political party over another. We’re in multiple communities. And so different communities have different demographics, different cultural contexts, different policy initiatives. There’s a lot going on.Eric Garza — And as a church ministry, especially as that we’re multisite, one of the biggest questions I’m asking myself and our team is how do we, number one, stay biblically founded, right? And unwavering in what the biblical standard is.Eric Garza — Number two is how do we address the different things and different occurrences in different communities that we’re in? If we were just one site and one community, well, then we would just be I guess you could say in our own little space and our own little focus. But we have multisites, so we have multi-focus, if you will, at how we continue to provide as excellent a ministry as possible… Rich Birch — That’s good. Eric Garza — …keeping Jesus at the forefront, above the fray, and at the same time, giving a biblical perspective so that people have the right biblical worldview for how to walk out their journey of faith their relationship with Christ, but at the same time, how to respond to what’s happening in our world. I think for many times, for for many years, really for decades, the church has abdicated its biblical responsibility, if you will, to speak into things, not from a political perspective, but from a biblical perspective.Eric Garza — And because that abdication of responsibility we’ve seen a lot of things that have happened. Thankfully, in recent seasons, in recent years, we’ve seen a a shift where faith is now at the forefront. And so though I have that question, my biggest, I guess you could say prerogative is to leverage that people are focused more on faith, that people are open to faith now more so in our country, that people are focused more on this person of Jesus and is to leverage that as an opportunity to really hone in and speak into people’s hearts and minds and into the different communities that we’re in so that they have the right biblical perspective, the biblical worldview to carry out what God has enabled them or called them to do.Rich Birch — Yeah, that’s so good. I love I love what you’re saying there. And you know I know had a friend say, you know if you’re, you know, we we all are serving in a context. We serve in a particular time, in a particular cultural context, and God’s called us to lead in that context. And if you’re not feeling the pull from, you know, multiple sides, multiple polarities, you’re like, well, everybody here agrees with me then it means you’re not actually reaching your community, you know. And the fact that you’re feeling that tension means, okay, like there’s there’s people from a wide variety of, and it can be all different political is one, but there’s lots of different ways to think of that.Eric Garza — Yeah.Rich Birch — And yeah, that’s that’s so true. I really appreciate this. Well, Eric, you’re you’re a blessing to us. I thank you so much for for giving us time today and helping us think about these things as we kick off into 2026. If where do we want to send people if they want to track with you or with the church?Rich Birch — How do we how do we want to get people connected to Cross?Eric Garza — Yeah, well, Rich, thanks for the opportunity. And it’s what a blessing for us and for me personally to be able to just share some thoughts. And if it helps anybody, well, praise God for that. I think if you want to follow the church, we’re crosschurchonline.com or crosschurchrgv on Instagram, YouTube, Facebook, all of, you know, most of the social media platforms.Eric Garza — If you want to connect with me, I’d be happy to connect with you at Eric, E-R-I-C-P Garza on any of social media platforms. It’d be a h privilege for me to help you guys and to share some thoughts and even answer questions. I’d be more than happy to do that. If I can serve your ministries in any way, by all means, feel free to reach out to me on any of the social media platforms.Rich Birch — Nice. Thanks so much, Eric. Really appreciate being here today, sir. Thank you. Eric Garza — Thank you, man. God bless. Appreciate it.

Melitta Campbell is an award-winning business coach, author, and international speaker specialising in helping female leaders and entrepreneurs unlock, communicate and step into their true value.With three decades of experience in communications, marketing and leadership across global organisations and entrepreneurial ventures, Melitta has developed her Value Whispering® Blueprint — a proven framework that empowers professionals to market themselves authentically, build influence without shouting, and create meaningful impact in their careers and businesses. Melitta helps leaders build not just credibility, but genuine belief in their ability to make a difference.She is host of the top 2% global podcast: The Art of Value Whispering, TEDx speaker, and author of A Shy Girl's Guide to Networking and her forthcoming book on Value Whispering (as well as multiple co-authored business titles). And her thought leadership has been featured in the media, including Forbes, Fast Company, and Thrive Global. Through her work and content, Melitta continues to inspire women to succeed, without being loud or pushy, but by embracing their true value.Her mission is simple: to show women that they don't need to be the loudest in the room to make the biggest impact. Download Melitta's First Chapter of Her Book: https://www.melittacampbell.com/chapter

202. Show, Don't Tell – Communicating Value and Impact   In this episode of the Visibility Factor podcast, host Susan M Barber expresses gratitude to listeners and discusses the importance of the concept 'show, not tell' in leadership communication. She emphasizes how leaders can effectively convey their value and impact by illustrating their experiences and contributions rather than merely stating them. The episode provides practical advice on how to implement this concept in presentations and one-on-one meetings with managers, highlighting the significance of setting the stage for effective communication. Takeaways The concept of 'show, not tell' is crucial for effective communication. Leaders should illustrate their experiences to convey value. It's important to connect actions with their impact on the company. Leverage this new formula to follow to show your value and impact. Prepare examples that demonstrate your value in presentations. Set the stage for conversations to capture attention. Communicate your passion and need for support effectively. Use storytelling to engage your audience. Practice showing your influence and decision-making skills. Take advantage of opportunities to showcase your leadership.   Link to Order Your Journey to Visibility Workbook   Thank you for listening to The Visibility Factor Podcast!    Check out my website to order my book and view the  videos/resources for The Visibility Factor book and Your Journey to Visibility Workbook. As always, I encourage you to reach out! You can email me at hello@susanmbarber.com. You can also find me on social media everywhere –Facebook, LinkedIn, and of course on The Visibility Factor Podcast! I look forward to connecting with you!          If you liked The Visibility Factor Podcast, I would be so grateful if you could subscribe and leave a review wherever you listen to podcasts! It helps the podcast get in front of more people who can learn how to be visible too!       

Learn how to communicate your feelings and desires in an empowered, feminine way to bring a man closer and inspire him to WANT to meet your needs (even if you have a difficult time being vulnerable) in this episode with Naomie Thompson.     You can learn more about Naomie's Feminine Communication Masterclass here to get your needs met without feeling pushy, needy or inauthentic (use the coupon code HELENA25 to get 25% off!): https://helenahart--naomiethompson.thrivecart.com/feminine-communication-masterclass/     If you'd like some coaching around your unique situation, you can book a FREE call with Naomie here: https://calendly.com/naomiethompsoncoaching/free-introductory-call-helena/     If you want to learn the secrets to attracting the man you want and inspiring his love, devotion and commitment, get my FREE "3 Keys To Attract The Man You Want" report and audio training here: http://helenahartcoaching.com/     Ever wonder why a guy pulls away even when he was interested and attracted to you at first? It's not you - it's something I call "The Heartbreak Treadmill." Discover how to stop this painful cycle, and what to do instead to bring a man closer than ever here: https://helenahart--mcoast.thrivecart.com/feminine/     Check out my eBooks and Programs here: http://helenahartcoaching.com/ebooks/     Here are the biggest Connection Barriers that push a man away (PLUS how to make him come back and want to stay forever): http://forever1234.com/     While I don't personally conduct one-on-one counseling, I'm sponsored by a company that can meet such a need if you'd like to get online therapy from a licensed professional (I've worked with a therapist from BetterHelp myself and it was absolutely life-changing!). You can get a discount through my exclusive invitation here: https://betterhelp.com/helenahart/     Subscribe to my YouTube channel: https://www.youtube.com/c/HelenaHartCoaching/     Connect with me on Facebook: https://www.facebook.com/helena.hart.10     Follow me on Instagram: https://www.instagram.com/helenahartcoaching/ Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Has organizational change redefined your job role? If it hasn't yet, it will at some point. Whether acknowledged or ignored, every organizational change at a company impacts you. This is broader than just layoffs and more employees under a single manager. What are the organizational changes we might see, and what can we do to stand out and stay the course? This week in episode 355 we're joined by guest Ryan Conley. Listen closely as we uncover different patterns of organizational change and provide practical tips to take action when those changes happen. Ryan helps us understand the corporate lifecycle and how to reframe this concept to understand where we are in the career lifecycle. You'll hear from Ryan's personal experience why the most resilient (and successful) technologists can identify and fill the gaps left after an organizational change whether that means working for a new boss, joining a different team, or changing job roles. Original Recording Date: 11-13-2025 Topics – Framing Our Focus on Organizational Change, Observations and Patterns, Defining the Career Lifecycle, When Colleagues Leave the Company, Layoff Resources, Working for a New Boss, Becoming Part of a Different Team, Shifting Job Roles or Job Level Changes, Parting Thoughts 2:58 – Framing Our Focus on Organizational Change Ryan Conley is a global field principal with 11p years of technical pre-sales experience. Before this, Ryan accumulated 13 years of systems administration in industries like education, finance, and consulting. In a recent episode of our show, guest Milin Desai compared organizations to living, breathing organisms that change. Nick posits that we don't always think changes at our company will or can affect us as employees, but they do. Ryan references Aswath Damodaran's writings about organizational change through the frame of a corporate lifecycle. We can relate by considering where our company might be in that lifecycle. As we experience the impacts of organizational change, Ryan encourages us to consider where we are in our career lifecycle. 4:19 – Observations and Patterns We see organizational change in different ways. What are some of the things Ryan has seen that he would classify as organizational changes? Let's take a step back, past the current headlines, and look at the wider industry. Companies are growing inorganically (through mergers and acquisitions) or organically through investments in R&D (research and development), for example. Ryan has worked with companies that grew by acquiring 2 new companies each year to give an example. When you're on the IT side of the acquiring company, there is a lot involved in the process like integrating e-mail systems, networks, and CRM systems. This process also involves getting 2 teams to work together. If one team needs to move from Office 365 to Gmail, it can be a big adjustment to employees' daily workflow. The acquiring and acquired companies may have the same or very different cultures. In some cases, a company will want to acquire others with similar cultures, while some may not be concerned about the culture and choose to focus on the intellectual property (products or services, knowledge of how to build or manufacture something, etc.) of the company to be acquired. Nick says the experience for people on the side of the acquiring company and that of the company getting acquired can be quite different. Nick worked in IT for a manufacturing company for about 9 years, and over the course of his time there saw the company acquire several other companies. Nick usually had to go assess technology systems of companies that were going to be acquired and figure out how to integrate the systems in a way that would best service the user base. From what Nick has seen, some employees from the acquired company were integrated into the acquiring company, while others were eventually no longer with the company. Anxiety levels about an acquisition may be different depending on whether you work for the acquiring company or the acquired company. “The people are just as much of the intellectual property of the company as, in many cases, the actual assets themselves. And in some cases, that culture just isn't a fit.” – Ryan Conley Ryan shares the example of someone he knew who left after another company acquired their employer because the culture was not a fit. Losing a key leader or a key subject matter expert after an acquisition could create a retention problem because others may want to follow them or start looking elsewhere. "So how do you protect the culture internally? How do you integrate a different culture in? But also, how do you kind of protect the long-term viability of the team as individuals, first and foremost, but then also the organization long-term? Depending on the intellectual property the acquiring company is after, we don't usually know the level of due diligence completed to understand the key resources or subject matter experts who must be retained for longer-term success. Ryan encourages to imagine being the CTO or VP of Research and Development at a specific company that is suddenly acquired. People in these roles drive the direction of the technology investment for their company today as well as years to come. After being acquired, these people might be asked to work in lower levels of leadership with different titles, which could result in “title shock” and require some humility to accept. This scenario is a leadership change that happens as a result of an acquisition, but we might see leadership changes outside of acquisitions. Some leadership positions get created because of a specific need, others are eliminated for specific reasons, and some get shifted down or changed. Each of these changes has a downstream impact on individual contributors. Ryan talks about the positive impacts of leadership changes and gives the example of when a former manager was promoted to senior manager and allowed that person to hire a manager underneath him. There isn't always internal mobility, but leadership changes could create these opportunities for individuals. Nick talks about the potential impact of a change in our direct boss / manager. If a boss who was difficult to work for leaves the company, getting a different boss could make a huge positive impact on our daily work lives. Similarly, we might have a great boss leave the company or take a different role, requiring that we learn to work for someone else who may operate very differently. Ryan tells us he has worked for some amazing leaders and says a leader is not the same as a manager. Ryan cites an example of getting promoted into a role that allowed him to have more strategic conversations about the focus of a team with his boss. We can choose to mentor members of our team so that when opportunities arise from structural change, they are equipped to seize those opportunities. Change can be viewed as an opportunity. A company's overall priorities may have changed. Shifting priorities may require a company to operate very differently than it has in the past, which can cause changes to people, processes, and technology. Nick references a conversation with Milin Desai on constrained planning from Episode 351. Milin encourages regularly asking the question “is this still how we want to operate?” The way a company or team operated in the past may not be the best way to do it in the future. Changes to operations may or may not create opportunities for our career. Ryan loves this mindset of reassessing, which could apply to the company, a team, a business unit, the technology decision, etc. “I love the mindset of ‘what was best, why did we do it, and why was it best then?' And then the follow up question is ‘is that still best today?' And it's ok if the answer is no because that leads to the next question – ‘how should we be doing it today…and why?'” – Ryan Conley, commenting on Milin Desai's concept of constrained planning Ryan talks about companies reassessing their core focus. We've seen some companies divest out of a particular space, for example. Nick says this reassessment could result in a decision to pursue an emerging market which could lead to the creation of a new business unit and new jobs / opportunities for people. It could also go in the other direction where the company decides to shut down an entire business unit. 15:30 – Defining the Career Lifecycle Going back to the analogy Ryan shared about corporate lifecycle, we can reframe this and look at the career lifecycle. “Where are you at in your individual career journey? Where are you at in that lifecycle?” – Ryan Conley People close to retirement may be laser focused on doing well in their current role and hesitant to make a change. Others earlier in the career may want to do more, go deeper, or be more open to making a change. Ryan recounts speaking to a peer who is working on a master's degree in AI. “With challenge comes opportunity, so do you want to try something new? And it's ok if the answer's no. But if there is an opportunity to try something new and you're willing to invest in yourself and in your company, I think that's worth considering.” – Ryan Conley We've talked to a number of former guests who got in on a technology wave at just the right time, which led to new opportunities and an entirely new career trajectory. Becoming aware of and developing expertise in emerging technologies can lead to new opportunities within your company (i.e. being able to influence the use of that technology within your company). “I think as technologists, whether you're a business leader over technology, whether you're day in / day out in technology as an individual contributor…emerging technology brings new challenges, just with a learning curve…. There's hard skills that have to be learned. You get beyond the education it's then also sharing with the peers around you…. So, what was best yesterday? Is it still best today? And tomorrow, we'll ask the question again.” – Ryan Conley Ryan says this goes back to our analogy. Should we be doing certain things manually now, or is it better to rely on tools that can help automate the process? If we go back for a second to Ryan's previous mention of integrating the technology stack for different companies, being part of the integration process might enable someone to learn an entire new technology stack. We might have to assess what is best between Google Workspace and Microsoft 365, for example, and develop the transition plan to move from one to the other and perhaps even capture the business case for using both within a company. To Ryan, this is an example of seeing a problem or gap and working to fill it. “If you want to be just a long-standing contributor to the team and your individual organization, I think it's worth calling out…those who stick around longer and get promoted faster are the ones who see a gap and they plug it.” – Ryan Conley Ryan shares a personal story about a co-worker who attended a Microsoft conference on their own dime. This person worked over a weekend to setup a solution that saved the team significant time doing desktop imaging. But then, Ryan's colleague took it a step further and trained the team on how to use it. Nick highlights the fact that we should remember to document our accomplishments to keep track of how we've changed as a result. We can use this information when searching for new opportunities or even in conversations with our leader. 20:34 – When Colleagues Leave the Company Another form of organizational change we've seen is outsourcing specific business functions. Daniel Paluszek spoke about companies outsourcing functions outside of their core business in Episode 338. If IT is outside the core business, a company might decide to outsource it. It doesn't mean that's the right decision, but it could be a possibility. Companies may outsource other functions like HR and payroll as well to give other examples. If IT was internal and it gets outsourced, that is an organizational change and will affect some people. Similarly, insourcing a function which was previously outsourced will have an impact. Ryan has learned in the last few years that some people are more adaptable to change than others. “And it's not just looking at the silver lining. It's recognizing the change. Maybe there's a why, and maybe there isn't a why. Or maybe the why hasn't been clearly articulated to you. Being able to understand, what does this mean to me…. As an organization do I still believe in them? Do I still believe in the technology as a technologist? Do I still enjoy the people I work with? Those are all questions that come up, but ultimately you have to decide…is this change I want to roll with? Is this change I don't want to roll with?” – Ryan Conley To illustrate, Ryan gives the example of a peer who left an organization after seeing a change they didn't like in order to shift the focus of their role from technology operations to more of a site reliability engineering focus. While this type of change that results in a talented individual leaving an organization can be difficult for teammates to accept and for a manager to backfill, these types of changes that are beneficial to someone's career should be celebrated. When we assess whether the changes made at a company are those we can accept and roll with, we can first make sure we understand what we are to focus on as individuals operating within the organization. We have an opportunity to relay that to other members of our team for the benefit of the overall team culture and to build up those who do not adapt to change well. Understanding organizational changes and what they mean for individuals may take repetition. While Ryan understands that he responds well to change, he remains empathetic to those folks to need to hear the message a few times to fully understand. Nick says we can learn from the circumstances surrounding someone leaving the company. For those we know, what interested them about taking a role at another company? Perhaps they took a role you've never thought about for yourself that could be something you pursue in the future. If a member of your team leaves the company, sometimes their role gets backfilled, and other times it may not. If the role is backfilled, you get to learn from a new team member. If not, the responsibilities of the departing team member will likely be divided among other team members. Though it would result in extra work, you could ask to take on the responsibility that would both increase your skill set and make you more valuable to the company. When Ryan worked for a hedge fund, the senior vice president left the company. This person was managing the company's backups. Ryan had experience in this area from a previous role at a consulting firm and volunteered to do it. Shortly after taking on this responsibility for backups, he found that restoring backups from tape and needing to order new servers posed a huge risk to the company in a disaster scenario (i.e. would take weeks to restore everything). Ryan was able to write up a business plan to address the business continuity risk and got it approved by the COO. “Being able to see a gap and fill it is the central theme, and that came from change.” – Ryan Conley Ryan says if you're willing to do a little more work, it is worth the effort to see a gap and work to fill it. 27:34 – Layoff Resources We acknowledged some of the byproducts of organizational change like layoffs and flatter organizations in the beginning of our discussion. We are not sidestepping the fact that layoffs happen, but that is not the primary focus of our discussion today. Here are a few things that may help if you find yourself being impacted by a layoff: First, know that you are not alone in experiencing this. “When a layoff hits, it's important to remember…it's extremely rare that that's going to be personal. Once it's firmly accepted, look for the opportunity in a forced career change. It's there.” – thought shared with us by Megan Wills Check out our Layoff Resources Page to find some of the most impactful conversations on the topic of layoffs on our show to date. We also have our Career Uncertainty Action Guide with a checklist of the 5 pillars of career resilience as well as reusable AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed. 28:43 – Working for a New Boss Let's move on to section 2 of our discussion. If you're still at a company after an organization change has happened, we want to talk through some of the ways you can take control, take action, and succeed. We want to share a thought from former guest Daniel Lemire as we begin this discussion: “Companies are the most complicated machine man has ever built. We build great machines to accomplish as set of goals, objectives, or outputs. The better you can understand the value the company delivers…the faster you can understand where you fit in that equation. If you don't understand where you contribute to that value, there's work to be done. That work may be on you, may be on your skills, or perhaps it's your understanding of where you fit into that equation.” – Daniel Lemire Let's say that you're impacted by an organizational change and will be working for a new boss. What can we control, and how to we make a positive impact? Ryan says we can be an asset to the team and support larger business goals by first giving some thought to who the new boss is as a person. Try to get to know them on a personal level. Ryan wants to get to know a new boss and be able to ask them difficult questions. Similarly, he wants a boss to be able to ask him difficult questions. Meeting a new boss face-to-face is ideal if that is possible, but this can be more difficult to arrange if your boss lives a large distance from you. Make sure you understand the larger organization's mission statement. As individual contributors, we may lose sight of this over time. “If that is important to the team and the culture, I think it's worth making sure you're aligned with that. I think it's worth understanding your direct manager's alignment toward that and then having that kind of fuel the discussions…. What are you expecting of me? Here are my expectations of you as my manager. Where do you see change in the next 6, 12, 18 months?” – Ryan Conley, on using mission to drive conversations with your manager A manager may not have all the answers to your questions. They could also be inheriting a new team. Ryan encourages us to ask how we can help our manager to develop the working relationship further. This is something he learned from a previous boss who would close every 1-1 with “is there anything else I can do to help?” Nick says a manager may be able to contextualize the organization's mission statement for the team and its members better than we can do for ourselves. For example, the mission and focus of the team may have changed from what it once was. A new manager should (and likely will) set the tone. Nick would classify Ryan's suggestions above as seeking to learn and understand how your new manager operates. Back in Episode 84 guest Brad Pinkston talked about the importance of wanting to know how his manager likes to communicate and be communicated with. This is about understanding your manager's communication preferences and can in some ways help set expectations. A manager may be brief when responding to text messages, for example, because they are in a lot of meetings. But if they tell you this ahead of time, it removes some assumptions about any hidden meanings in the response. Ryan gives the example of an executive who used to respond with Y for yes and N for no to e-mails when answering questions. We can also do research on a new boss in advance. We can look on LinkedIn to understand the person's background and work history. We can speak to other people inside the company to see what they know about the person. Ideally, get a perspective from someone who has worked for the manager in the past because a former direct report might be able to share some of the context about communication preferences and other lessons learned from working with that specific manager. We can also try to be mindful of how the manager's position may have changed due to organizational flattening. They may have moved from managing managers to having 15 direct reports who are individual contributors, for example. “Their time might be stretched thinner, and they're just trying to navigate this new leadership organizational change with you.” – Ryan Conley The manager may or may not have wanted the situation they are currently in. How is your boss measured by their boss, and how can you help them hit those metrics? You may not want to ask this in the first 1-1, but you should ask. Ryan suggests asking your boss what success looks like in their role. You can also ask what success for the team looks like in a year and what it will take to get there. Based on the answer, it might mean less 1-1s but more in depth each time, more independence than you want, or even more responsibility than you wanted or expected. Ultimately, by asking these questions, you're trying to help the team be more successful. We want our manager to understand that we are a competent member of the team. Understanding what success looks like allows us to communicate with our manager in a way that demonstrates we are doing a good job. Some of the time in our 1-1s with a manager will be spent communicating the things we have completed or on which we are actively working. We need to demonstrate our ability to meet deadlines, for example. Daniel Lemire shared this book recommendation with us – The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter. It's a great resource for new leaders but also excellent for individual contributors. Ryan tells us to keep track of our wins over the course of any given year (something that was taught to him) so we have it ready for performance reviews. He encourages keeping a journal that we start in January. Keep track not only of what you did but the outcomes your work delivered and the success metrics. For example, if you gave a presentation, note the number of people present. The company culture may have some impact on the language you need to use to word your accomplishments (i.e. using “I” statements). “I didn't want to be the only person who could do it. I'd rather learn it and then enable 5 other people to do it. And then those 5 people go do it, and that is a much bigger outcome.” – Ryan Conley, on the outcome of efforts at work and being a force multiplier Have a journal of the things you do at work that you update consistently. This could be screenshots, a written description, etc. “What are the metrics that you should be tracking? Mentally think about that because…when you have your annual review, you're going to miss something. You're going to miss a detail. You're going to miss an entire line item versus if you started in January and you just get into the practice of ‘I did this.' And then when you're having your first annual review with this brand-new manager, it's far easier to have a more successful conversation.” – Ryan Conley, on the importance of documenting our work in a journal somewhere Ryan reminds us it is ok to use generative AI tools to check our work. Use multiple different tools to get suggestions on how you might want to phrase the outcomes you delivered and the metrics you tracked. Nick says we should document our accomplishments as Ryan mentioned, but we should make sure we keep a copy of them so that we do not need to rewrite them from nothing in the event we are impacted by a layoff. If the journal containing all of your accomplishments is sitting in the corporate OneDrive or cloud storage, you will lose access to it when you leave the company. Be sure you have a disaster recovery plan for your accomplishments! The new boss is probably going to have team calls of some kind. While what you experience may vary from this, in Nick's experience the first time a manager hosts a call with their team they will share some career background, how they operate, and give team members some idea of what to expect. This kickoff team call usually happens before 1-1s begin. Listen really carefully when this first team call happens. Write down some questions you can ask the boss in that first 1-1 conversation. The manager will have to lead that first 1-1 conversation a little bit, but coming into it prepared with questions will be far easier than trying to think of questions in the moment. A simple follow up question Ryan suggests is how the manager wants to handle time off. Is there a shared team calendar, a formal process, carte blanche, specific blackout dates to be aware of, etc.? We can handle the simple things about how this new manager operates and what their values are early on in our working relationship. Ryan tells us he learned far too late to ask how managers handle promotion / raise / career growth conversations. One of Ryan's past managers scheduled a quarterly checkpoint to specifically talk about career growth items. Ryan was in charge of making the agenda in advance, and his manager would come prepared to talk about each agenda item. It's ok to ask for these regular career discussions. If your manager has a large team, these may be less frequent than otherwise. Ask the manager about the best way for both you and them to come into these discussions prepared. Nick likes the idea of an individual owning the agenda for these conversations. Nick tells us about a manager who sent out 1-1s to team members and provided a menu of options for the types of things that could be discussed during the 1-1 time in the body of the meeting invitation. It helps give people ideas for things to discuss but also lets them know the overall intention of the 1-1s. For the very busy manager, we could ask to use a specific 1-1 to talk about career-related items rather than in a separate meeting (if needed). Nick mentions a recent episode of Unicorns in the Breakroom Podcast in which Amy Lewis talks about using a shared document for 1-1s to hold an employee accountable for bringing agenda items and to document what transpired in previous conversations. Along the lines of trying to be helpful to a new manager, ask how they want to handle team calls when on vacation. Will team calls be cancelled when the manager is on vacation, or are they looking for team member volunteers to host these calls? This may be an opportunity to step up and do more if you want that, especially if you want to gain some leadership experience. Ryan tells us at one point he was a team lead, and part of his responsibility was leading team calls in his manager's absence. This involved leading the call, taking notes, and taking action on follow up items from the meeting. We should bring up time sensitive items to the boss quickly, especially if something needs attention. Communicate things that have a financial impact to the company (a subscription renewal, drop dead due date to exit a datacenter facility, point at which access to something will be lost, etc.). Do not assume your manager knows if you are unsure! Ryan recounts a story from earlier in his career when a CFO wanted a specific number of users added to the Exchange server. There were several cascading impacts of completing this task that went well beyond the scope of licensing and involved procuring more hardware. Ryan took the time to explain the implications. “This is a simple ask. You want the answer to be yes, but I'm going to give you more context…. There is a deadline. I want to make sure we hit it as a team, but there are some implications to your ask. I want to make sure you're fully aware.” – Ryan Conley, on giving more context to leadership Share what you have in flight and the priorities of those items. The new manager may want you to change the priority level on some things. 45:21 – Becoming Part of a Different Team You could end up working on a completely different team of peers as a result of organizational change. You might work on the same team as people you already know but might not. You may or may not work for the same boss. Ryan and Nick have experienced very large reorganization events and ended up in different divisions than they were previously. Ryan had a change of manager, change of a peer he worked closely with, and joined a new team of individuals reporting up to the same boss all at once. “A little bit of the tough lesson is you go into a bigger pond…. I think it's ok to take a moment and pause. For me, I had to kind of reassess and kind of figure out…what are these changes? What are the new best ways to operate within this new division so to speak? …within my team, no one on my prior team was on my team, so it was like this whole new world.” – Ryan Conley After this change, Ryan saw an opportunity to go deeper into technology and chose to take a different role. Ryan worked for a new (to Ryan at least) leader who was very supportive of his career goals. This leader helped Ryan through the change of roles. “If you do good work, even through change…if you're identifying gaps, you're filling it, you're stepping up where the team needs you to step up, you're aligning with the business direction to stay focused…I think there can still be good outcomes even if in the interim period you're not 100% happy.” – Ryan Conley If you don't know anyone on your new team, you have an entire set of people from which you can now learn. Does your job function change as a result of joining this new team? Make sure you understand your role and its delineation from other roles. Maybe you serve larger customers or work on different kinds of projects. Maybe you support the technology needs of a specific business unit rather than what we might deem as working in corporate IT. Maybe you focus on storage and high-level architecture rather than only virtualization. It could be a chance to learn and go deeper in new areas. Did the focus of the overall team change (which can trickle down and impact your job function)? Maybe you're part of a technology team that primarily manages the outsourced pieces of the technology stack for your company. So instead of working with just employees of your company you now work with consulting firms and external vendors. Ryan says we can still be intentional about relationships and he illustrates the necessary intentionality with the story behind his pursuit of a new role. Ryan was intentional about his desire to join a new team after the reorganization, but it didn't work out on the timeline he wanted. He remained patient and in constant, transparent communication with a specific leader who would eventually advocate for him with the hiring manager. Just doing our job can be difficult when we're in a challenging situation like a manager we do not get along with, trying to evolve with a top-level strategy change, etc. This can involve internal politics. Stay the course. Ryan tells us about a lesson he learned when interviewing for a new role he wanted. “Maybe be a little bit more vocal. Pat yourself on the back in a concise way. Again…go back to your journal, know your metrics, and stick by them.” – Ryan Conley, on interviewing and humility Nick says the intentionality behind building relationships applies to your relationship with your boss (a new boss or your current boss that has not changed). This also applies to new teammates! What are the strengths in the people you see around you? Who volunteers to help? Who asks questions when others will not? Ryan shares a story about 2 peers who on the surface seemed to disagree a lot but ended up making each other better (and smarter) by often taking opposing sides on a topic. When one of them left the company, the other person missed getting that perspective and intellectual challenge. Ryan suggests we pay attention to the personalities of team members and the kinds of questions they ask. If a specific teammate tends to do all the talking in meetings, find ways to enable others to speak up who have valuable perspectives but may be quieter. This at its heart is about upleveling others. We can do that when we join a new team, but we can also do this for former teammates by keeping in touch with them over time. This could apply to former teammates who still work at the same company as well as those who have left the company. Ryan tells us a story about when he first made the transition from working in IT operations to getting hired at a technology vendor in a very different role. “It's very different being face-to-face as a consultant, face-to-face as a vendor. And I had a buddy. He started going back 11 years almost to the day here. We were each other's lifeline…. He would have a bad day, and he would call me. Most of the time I was just there to listen…. And then the next week it was my turn, and I would call him…. So having a buddy in these change situations I think is a great piece of advice.” – Ryan Conley It can be easy to fall out of touch with people we no longer interact with on a daily or weekly basis. This takes some effort. We've met people who try to setup a 1-1 with someone in their professional network once every 1-2 weeks. Ryan has a tremendous amount of empathy for others who have recently had a child, for example. We can buddy up with specific professional or life experience and take the opportunity to learn from them. Ryan refers to building an “alumni network” of people you want to remain close with over time. While this helps build our own set of professional connections, we can do this by mentoring others as well (a chance to give back, which is usually much less of a time commitment than we think). Ryan has mentored a number of new college graduates and managed to keep up with their progress over time. Listen to the way he describes the career progression of his mentees and the long-term relationships it produced. We might be mentoring others (on our own team or beyond). This could act as relatable experience for a future role as a team lead or people manager, but highlighting this experience to your manager is something you should do in those career conversations. In those 1-1s with your manager you are asking how you are doing but also how you can do better. Sometimes that means doing more of something you have done in the past. Ryan reminds us that the journal is a tracking mechanism for specific actions and their impact. Whether it's mentoring or helping the manager with hiring or candidate evaluation, be sure to track it! There might be a gap in expertise on your team that you can fill (either because you have a specific skill or because you learned a new skill to fill that gap). When joining a new team, do some observing and stay humble before you declare there is a gap and that you are the one to fill it. Ryan says we can raise gaps with our manager. For example, maybe there is only one person on the team who knows how to do something. Could you pair with that person and cover them while they are on vacation? “I think it goes back to recognizing that you cannot learn it all and then revaluating…what do I need to learn? So, there's certain functions that you have to know how to do, and that's where your manager's going to help you set those expectations…. We're in technology, so as a technologist, what do you want to learn? What do you want to do more of? And that could be a gap that you see, and you have that conversation….” – Ryan Conley If there is not an opportunity at work to learn what you want to learn (i.e. your manager might not support you doing more of specific work, etc.), you can learn it on your own time and then re-evaluate longer term what you want to do. 59:46 – Shifting Job Roles or Job Level Changes We talked about this a little bit earlier. Maybe you stay an individual contributor, move into leadership, or change leadership levels entirely within an organization. Ryan talks about the new expectations when you change your daily role. There are expectations we put on ourselves and those expectations put on us by our leaders. There are both opportunities and challenges. Ryan shares that he has been approached in the past to lead a team, but when this has happened, he took the time to think through what he wanted (his career ladder, his motivations, and his desired focus). “Leading people is not something that I want to currently focus on. I know what I'm motivated by. I'm a technologist at heart. I want to keep learning, and I personally like the technology that I'm focused on right now. And it's not that leadership would necessarily remove technology entirely…. It's just it would be a different focus area. And I think in your career journey it's worth just kind of keeping tabs on where you're at in your career (the ladder of change that we keep mentioning, that lifecycle)…. Do you want to go up the ladder as part of your lifecycle and get into a management role? I think mentorship can be very fulfilling. I think leading people can be very fulfilling. But in my case, I've decided I still want to stay an individual contributor. There's still aspirations that I have there….It's ok to say no is really what I'm getting at…. Really think about the job that you're in at the company that you're in. What are the opportunities within? What motivates you? And stay true to that.” – Ryan Conley Ryan has said no to being a people leader as well as to technical marketing roles. He had a desire to get through the principal program. He encourages listeners to think about whether they would be happy in 1-2 years if they took a new role before making the final decision. Nick mentions the above is excellent when you have the choice to take a new role. But what if it's forced on you as the result of an organizational change? We can recognize where we are in the career lifecycle even if an organizational change places us in a new role that was not our choice. Make sure you understand what the new role is, and think about how you can align it with where you are in the career lifecycle (including the goals you have and the things you want). Nick had a manager who encouraged his team to align their overall life purpose to the current job role or assignment. In doing this, it will be easier to prevent intertwining your identity with your job or your company. We may have to put out heads down and just do the work for a while. But maybe there is an opportunity to align with the things you want and the type of work you want to do which is not immediately obvious. In this job market, if you are employed, be thankful and do a great job. Ryan hopes listeners can think back to an unexpected change that happened which led to new opportunities later. “Pause, recollect, align your focus with your new manager, align your focus with either the changing mission statement or the current mission statement…. What is fulfilling you personally (your own internal values)? If they are being conflicted, I think there's a greater answer to some of your challenges, but they're not being conflicted how can you be your best self in a company without the company being all of yourself? …The cultural identity of the workplace and the home can sometimes be a little too close, a little to intertwined…. Maybe you're just way too emotionally invested in your day job and it's just a good moment to reset…. What is your value system? Why? And then how can you be your best self in your workplace? And I think far too often we want to have our dream job…. ‘A dream job is still a job. There are going to be days when it is just a really difficult day because it's a really difficult job. It's still your dream job, but every job is going to have a difficult day.'” – Ryan Conley Every job will be impacted by some kind of organizational change multiple times throughout your career. 1:06:18 – Parting Thoughts Ryan closes with a funny anecdote about a person who worked on the same team as him that he never had the chance to meet in person. In this case, the person invested more in their former team than meeting members of their new team. Maybe a good interview question for those seeking new roles could be something about organizational changes and how often they are happening at the company. Ryan encourages us to lead with empathy in this job market and consider how we can help others in our network who may be seeking new roles. Ryan likes to share job alerts on LinkedIn and mentions it has been great to see the formation of alumni groups. “Share your rolodex. Help people connect the dots. And lead with empathy.” – Ryan Conley To follow up on this conversation with Ryan, contact him on LinkedIn. Mentioned in the Outro A special thanks to former guest Daniel Lemire and listener Megan Wills for sharing thoughts on organizational change that we were able to include in this episode! Ryan told us we can lead with empathy when helping others looking for work in this job market, but Nick thinks it's empathy at work when we're asking a new boss or team member how we can help. If you want to bring more empathy to the workplace, check out Episode 278 – Uncovering Empathy: The Greatest Skill of an Inclusive Leader with Marni Coffey (1/3) in which guest Marni Coffey tells us about empathy as her greatest skill. It's full of excellent examples. If you're looking for other guest experiences with organizational change, here are some recommended episodes: Episode 210 – A Collection of Ambiguous Experiments with Shailvi Wakhlu (1/2) – Shailvi talks about a forced change of role that was actually an opportunity in disguise Episode 168 – Hired and Acquired with Mike Wood (1/2) – Mike Wood's company was acquired, and the amount of travel went up soon after to increase his stress. Episode 169 – A Thoughtful Personal Sabbatical with Mike Wood (2/2) – Mike Wood shares another acquisition story that this time ended with him taking a sabbatical. Episode 84 -Management Interviews and Transitions with Brad Pinkston – Brad Pinkston shares what he likes to do when working for a new boss. Contact the Hosts The hosts of Nerd Journey are John White and Nick Korte. E-mail: nerdjourneypodcast@gmail.com DM us on Twitter/X @NerdJourney Connect with John on LinkedIn or DM him on Twitter/X @vJourneyman Connect with Nick on LinkedIn or DM him on Twitter/X @NetworkNerd_ Leave a Comment on Your Favorite Episode on YouTube If you've been impacted by a layoff or need advice, check out our Layoff Resources Page. If uncertainty is getting to you, check out or Career Uncertainty Action Guide with a checklist of actions to take control during uncertain periods and AI prompts to help you think through topics like navigating a recent layoff, financial planning, or managing your mindset and being overwhelmed.

Start Healing Your Attachment Style With Personalized Courses Taught by Thais Gibson. Free for 7 Days (Enough Time to Complete a Full Course). Limited-time Offer: https://attachment.personaldevelopmentschool.com/dream-life?utm_source=podcast&utm_campaign=7-day-trial&utm_medium=organic&utm_content=pod-01-12-26&el=podcast When a fearful avoidant shuts down, it can feel final, like the door is completely closed. But there are specific moments when a fearful avoidant becomes open to repair, reconnection, and real change. And understanding what actually moves the needle can save you from chasing, over-functioning, or abandoning yourself in the process.

So many couples tell me they are talking all the time, yet nothing is actually changing.In this episode, I'm breaking down why communication issues are rarely about the words themselves. I explain what is really happening underneath the surface when conversations break down, why advice like “just talk it out” often backfires, and what needs to be addressed before communication can actually improve.This is a foundational episode. If you feel stuck in recurring arguments, shut down during conflict, or unsure how to even begin fixing communication, this is where to start.Tune in to discover:• Why communication problems are usually a symptom, not the root issue• The emotional barriers that derail conversations before they begin• How resentment and burnout quietly sabotage connection• What emotional safety has to do with being able to talk things through• The most important place to start if you want real change in your marriageSign up for The 3 Secrets to a Happier Marriage (Free LIVE training Jan 22nd): https://marriedafterkids.com/3-secrets?utm_source=Podcast&utm_medium=Links&utm_campaign=3%20Secrets%20-%20Jan26The Us System: https://marriedafterkids.com/the-us-systemConnect with me for a FREE Married After Kids Intervention Call: https://marriedafterkids.satoriapp.com/offers/277730-married-after-kids-intervention-callFollow me on Instagram so you don't miss a thing! www.instagram.com/marriedafterkids

Welcome Brave Lovers! In today's episode, our hosts interviewed couples therapist and author of the upcoming book 'The Cost of Quiet', Colette Fehr. Colette shares her wisdom and years of experience with us on the true cost of conflict avoidance in a relationship. She defines avoidant behavior as actions that prevent connection from yourself or your partner. Colette bravely shares with us how the end of her first marriage led her to examine her own conflict avoidance and conditioning that quiet and keeping the peace was best but ultimately a silent relationship killer. In her book, Colette shares the ABCs every couple needs to practice: Acting in the face of fear, Be vulnerable and Communicate assertively. If these aren't skills you possess or are sometimes hard to come by, she reminds us that they can be strengthened through practice and repetition. The more we do something we are afraid of the less scary it feels! Visit her website www.colettejanefehr.com to pre-order a copy and for more free resources on ways to improve communication with your love! Lovers be brave! Learn more about your ad choices. Visit megaphone.fm/adchoices

"I set out to write a book about what to do to make a great work of art. Instead, it revealed itself to be a book on how to be.” —Rick Rubin. This episode is what I learned from reading The Creative Act: A Way of Being by Rick Rubin. Episode sponsors: ⁠ Ramp⁠⁠⁠⁠⁠⁠⁠ gives you everything you need to control spend, watch your costs, and optimize your financial operations —all on a single platform. Make history's greatest entrepreneurs proud ⁠⁠⁠by going to Ramp.com and learn how they can help your business control your costs and save time and money.⁠⁠⁠ Automate compliance, security, and trust with Vanta.⁠ ⁠⁠⁠Vanta helps you win trust, close deals, and stay secure—faster and with less effort⁠⁠⁠⁠. ⁠⁠⁠Find out how increased security leads to more customers by going to Vanta⁠⁠⁠. Tell them David from Founders sent you and you'll get $1000 off. https://www.vanta.com/founders Collateral⁠⁠ transforms your complex ideas into compelling narratives. Collateral crafts institutional grade marketing collateral. Storytelling is one of the highest forms of leverage and you should invest heavily in it. You can do that by going to ⁠⁠https://collateral.com Some of my favorite quotes: (00:00) Just one habit, at the top of any field, can be enough to give an edge over the competition. (1:00) It must have been frustrating for these elite athletes, who wanted to get on the court and show what they could do, to arrive at practice for the first time with this legendary coach only to hear him say, Today we will learn to tie our shoes. The point Wooden was making was that creating effective habits, down to the smallest detail, is what makes the difference between winning and losing games. Each habit might seem small, but added together, they have an exponential effect on performance. Just one habit, at the top of any field, can be enough to give an edge over the competition. (8:41) Faith allows you to trust the direction without needing to understand it. (10:16) If you make the choice of reading classic literature every day for a year, rather than reading the news, by the end of that time period you'll have a more honed sensitivity for recognizing greatness from the books than from the media. This applies to every choice we make. The friends we choose, the conversations we have, even the thoughts we reflect on. All of these aspects affect our ability to distinguish good from very good, very good from great. They help us determine what's worthy of our time and attention. Because there's an endless amount of data available to us and we have a limited bandwidth to conserve, we might consider carefully curating the quality of what we allow in. (14:25) We're affected by our surroundings, and finding the best environment to create a clear channel is personal and to be tested. (27:57) Rules direct us to average behaviors. If we're aiming to create works that are exceptional, most rules don't apply. Average is nothing to aspire to. The goal is not to fit in. Communicate your singular perspective. (28:30) It's a healthy practice to approach our work with as few accepted rules, starting points, and limitations as possible. Often the standards in our chosen medium are so ubiquitous, we take them for granted. They are invisible and unquestioned. (29:00) The world isn't waiting for more of the same. Often, the most innovative ideas come from those who master the rules to such a degree that they can see past them or from those who never learned them at all. (38:50) Fear of criticism. Attachment to a commercial result. Competing with past work. Time and resource constraints. The aspiration of wanting to change the world. And any story beyond “I want to make the best thing I can make, whatever it is” are all undermining forces in the quest for greatness. (42:32) To hone your craft is to honor creation. By practicing to improve, you are fulfilling your ultimate purpose on this planet.

Send us a textAre you the "architect" of every win in your department, yet still missing from the promotion shortlist? You hit every metric, you stabilize the team, and you deliver results, but you still feel invisible.If you've become the most reliable "silent partner" in your organization, you are likely stuck in the "high-performer trap." You are essential to the work, but you aren't being seen as a visionary leader.In this episode of Communicate to Lead, Kele Belton breaks down the 2026 Strategic Leadership Reset. This isn't a vague "New Year" pep talk; it's a systematic blueprint to move from delivery-focused achievement to visibility-focused leadership.Inside this episode, you'll discover:The 4-Phase Leadership Reset Framework: How to Audit, Interrupt, Architect, and Integrate a new operating system that earns you the recognition you deserve.The Overfunctioning Trap: Why "swooping in" to fix problems is actually hurting your leadership brand and robbing your team of growth.Strategic Ownership of Time: How to stop being the "default" solver for everyone else's problems (without being tone-deaf to the market).3 Visibility Triggers: Practical ways to take up space in high-level meetings and share your impact without feeling like you're bragging.The Strategic Cabinet: How to identify the 5 key relationships that will advocate for you when you aren't in the room.Stop being the best-kept secret in your company. It's time to work more strategically, not just harder.

Most podcast guests miss out on one of their greatest opportunities, promoting episodes they're featured in! For serious podcast guests who want to get invited back and get recommended among podcast hosts, promotion matters! In this episode, Kara Goodwin explains what hosts are really looking for when choosing guests and how simple promotional actions can lead to more opportunities and stronger relationships. Get ready to become the kind of guest every host wants!MORE FROM THIS EPISODE: HTTPS://PODMATCH.COM/EP/365Chapters00:00 Introduction to Podcast Guesting02:57 Flipping the Mindset06:13 Presenting Value to Hosts09:06 Building Collaborative RelationshipsTakeawaysFlip your mindset about podcast appearances.Collaboration can be a win-win for both parties.Consider what value you can offer to the host.Invest energy in building your social media presence.Mention your social media following when pitching.Offer to promote the episode to your network.Embed the episode on your website for added value.Communicate your willingness to collaborate on promotions.Follow through on your commitments to hosts.Building relationships can lead to more podcast opportunities.MORE FROM THIS EPISODE: HTTPS://PODMATCH.COM/EP/365

Those of us facing the common challenges of blending often feel frustrated, overwhelmed, or discouraged. It's easy to drift into survival mode and settle for “not that bad.”In this episode, we'll share a clear plan to move forward in a simple way that's not about the pressure of big, dramatic New Year's resolutions.  Here's the truth: transformation doesn't happen overnight, and there are no easy fixes to the complex dynamics stepfamilies face. But change can happen with small, faithful shifts practiced over time. You'll Discover:The difference between information vs. transformation and why “insight without action” keeps couples stuck How to set process goals (not vague intentions), and capture the “gold nuggets” you want to apply to your family's current struggles How to “work your plan” and experience real WINS in 2026!Resources from this Episode:CLICK HERE to schedule your FREE coaching call with usCLICK HERE to learn more about the Blending Together CommunityFind your Focus & Choose your Path:Bonding:For specific episodes on building healthy Bonds, CLICK HEREBuilding Love Together in Blended Families by Ron Deal & Gary ChapmanUnderstanding Kids' Perspectives:For specific episodes to gain insight & support your kids, CLICK HEREIn Their Shoes: Helping Parents Better Understand and Connect with Children of Divorce by Lauren ReitsemaSafeguarding your Relationship / Marriage:For specific episodes to grow a deeper connection and reduce conflict, CLICK HERESaving Your Second Marriage Before It Starts: Nine Questions to Ask Before -- and After -- You Remarry by Drs. Les & Leslie ParrotParenting  & Stepparenting:For specific episodes to develop your parenting partnership and align family expectations, CLICK HEREStepparenting:  Keeping It Sane by Dr. Charles FayParenting Under Fire: How to Communicate with Your Hurt, Angry, Rejecting, Distant Child by Dr. Amy J.L. BakerEffective Co-Parenting:For specific episodes to discover best practices and improve cooperation between homes, CLICK HERECoParenting Works!  Helping Your Children Thrive After Divorce By Tammy Daughtry

Building a Culture Where Customers and Employees Want to Stay   Shep interviews David Fuhr, Sweetwater's Chief Sales Officer. He talks about creating remarkable customer experiences through personalized service, passionate employees, and living the company's core values in every interaction.  This episode of Amazing Business Radio with Shep Hyken answers the following questions and more:    How does additional generosity impact customer loyalty?  Why is personalizing customer interactions important in today's business environment?  How does a company's culture influence its service and customer retention?  How can companies prevent recurring customer complaints based on feedback analysis?  Why should businesses focus on solving customer issues rather than just addressing problems?  Top Takeaways:    Additional generosity goes a long way in customer experience. It does not have to be expensive or flashy. When you add a small, unexpected touch to a customer interaction, you create a memorable moment. Any brand can show appreciation and stand out by doing a little more than expected. (Sweetwater includes a small bag of candy with every order. Sweet!)  Hiring employees who are truly passionate about what they do makes a big difference. If your team genuinely loves the industry they work in and believes in the products they sell, it shows in the way they interact with and help customers.  Match customers with employees who are genuinely interested in and knowledgeable about the products they sell. This builds trust by creating interactions in which the advice customers receive feels more valuable because it is personalized.   Training never stops. When hiring new employees, equip them with the knowledge they need to excel through immersive training. Once they are working with customers, empower them by providing continuous training that keeps everyone updated and motivated.   Listening to customer feedback leads to better service. Encouraging honest opinions, both good and bad, helps you find out what customers truly care about.  It's important to have a system for collecting this information and then actually acting on it.   Mistakes are learning opportunities. When something goes wrong, the real test is how a company reacts and focuses on "solving the customer,” not just the problem. Communicate with customers quickly, fix what went wrong, and then look deeper to stop the issue from happening to others.   Plus, Shep and David discuss Sweetwater's emphasis on company culture and community. Tune in!  Quote:   "Additional generosity means doing something a little unexpected for the customers. It is a way of saying thank you for thinking of us and giving us the opportunity to earn their business."  About:    David Fuhr is the Chief Sales Officer at Sweetwater, where he leads the company's renowned sales team. Since joining the company over five years ago, he has held key leadership positions, including SVP of Customer Experience, focusing on delivering the Sweetwater Difference for both customers and staff.  Shep Hyken is a customer service and experience expert, New York Times bestselling author, award-winning keynote speaker, and host of Amazing Business Radio.    Learn more about your ad choices. Visit megaphone.fm/adchoices

How does effectively communicating with your doctor affect your health status?Meet Dr. James Kneller!Dr. James Kneller is a cardiologist and cardiac electrophysiologist in full-time clinical practice, and Associate Professor at the University of Arizona College of Medicine.With over 20 years of clinical experience, Dr. Kneller understands both the power and limitations of conventional medicine. Recognizing that pharmaceutical drugs typically replicate plant-based substances that occur naturally, he is passionate about natural therapies to treat heart disease and promote overall wellness. On this episode, Dr. Kneller not only shares more effective alternatives, but he also helps us understand how we can do our part when it comes to communicating and articulating our health experiences with healthcare providers.Listen as Dr. Kneller shares:- the onus is on you to clearly communicate- some side effects from pharmaceutical drugs- why modern doctors also recommend natural alternatives.- the limitations of conventional medicine- how the system handicaps doctors- your role in your overall health, longevity, and wellness- how covid changed healthcare- cardiac symptoms from long covid symptoms- different outcomes from covid vaccines...and so much more!Connect with Dr. Kneller:Website: https://naturalcardiologyinstitute.comListen to the Podcast, subscribe, leave a rating and a review:Apple: https://podcasts.apple.com/us/podcast/how-to-communicate-with-your-doctor-w-dr-james-kneller/id1614151066?i=1000743789329Spotify: https://open.spotify.com/episode/4of4p7eJPFvdR4ti8FKvxZ?si=q43wM9KCQaaXmAZU3CCxfwYouTube: https://youtu.be/HsJY-Sy6NH0

Has physical intimacy in your relationship started to feel like a source of anxiety rather than connection? You are not alone. In this episode of the Communicate and Connect Podcast, I'm joined by physical therapist Eve Hall to discuss a topic that many couples struggle with in silence: Erectile Dysfunction (ED). We often see a pattern where a physical struggle leads to emotional withdrawal. One partner feels shame, the other feels rejected, and suddenly, a "blockage" in the body becomes a blockage in the relationship cycle. Today, we're slowing down and getting curious about the physical, emotional, and relational sides of sexual health. What You'll Learn in This Episode: [00:00] - Why Men Hide Erectile Dysfunction [00:31] - Introducing Eve Hall: Physical Therapy for Sexual Health [2:24] - How Common is ED? (The Surprising Statistics) [2:58] - Physical vs. Psychological Causes of Erectile Dysfunction [4:52] - The Connection Between Sexual Health and Heart Disease [6:10] - Acoustic Wave Therapy and Dry Needling for ED [10:06] - How to Tell if ED is Caused by Anxiety or Relationship Conflict [13:30] - How to Talk to Your Partner About Erectile Dysfunction [15:48] - Why Penetration Isn't the Only Way to Have Great Sex [18:07] - Can Erectile Dysfunction Be Reversed? (Nutrition & Health Tips)   >>>Make sure to like, review, and subscribe to get all the future episodes and help the podcast be found by others who would benefit the most.  You can sign up for Elizabeth's FREE 10-week relationship email course here.  Read the show notes for this episode here. 

2026 will not reward hope. It will reward intention.In this video, I walk you through a bold, practical framework for goalsetting in 2026—not wishful thinking, not hype, but deliberate planning backed by action. If you want 2026 to be your strongest year yet, it starts with deciding in advance what success looks like and building the discipline to pursue it relentlessly.I break down the PLAN AHEAD framework step by step, showing you how to:• Set macro goals aligned to each quarter• Define non-negotiable outcomes instead of vague intentions• Build flexibility without losing momentum• Communicate your vision so others can support it• Take action even when conditions aren't perfect• Anticipate problems instead of being surprised by them• Maintain a strong mental posture when pressure shows up• Review, reprioritize, and protect what truly mattersThis isn't about doing more.It's about doing what matters.If you've ever felt busy but not moving forward…If your goals keep slipping into “next year”…If you're ready to stop negotiating with your future—This message is for you.Your 2026 is waiting.Plan ahead.Be bold.And take it head on.2026 BOLD GOALSETTING0:00 – Welcome to 2026 & why this year must be intentional0:45 – Hope vs action: why planning separates winners1:38 – Macro goals & the quarterly mindset (Q1–Q4)2:13 – PLAN AHEAD framework overview2:19 – P: Predetermine your course of action2:52 – Deciding success in advance (vision before movement)3:29 – Quarterly goals & highest return / reward thinking4:08 – Real story: climbing out of major debt through planning4:44 – Mapping major moves & eliminating hesitation5:16 – Defining non-negotiable goals & outcomes6:06 – L: Lay out your goals6:14 – Why vague goals produce vague results6:20 – SMART goals explained (specific, measurable, time-bound)6:50 – Macro goals vs micro goals7:07 – Breaking annual goals into quarterly, monthly, weekly wins7:31 – Visibility, accountability & goal tracking8:02 – A: Allow time for adjustments8:08 – Why plans break and flexibility wins8:44 – COVID lesson: pivoting when reality shifts9:16 – Buffer time, reviews, and contingency planning9:42 – AI, market shifts & knowing when to pivot10:32 – N: Notify key personnel10:38 – You cannot win alone10:55 – Alignment, trust, and momentum11:14 – Communicating vision to family, teams, stakeholders11:32 – A: Allow time for acceptance11:39 – Why big change needs time to land11:47 – Kayaku: bad change vs meaningful change12:25 – Leading people at their pace13:01 – Family, teams & avoiding shock change13:16 – Patience now prevents resistance later14:10 – H: Head into action14:21 – Planning without execution is paralysis14:35 – “Do it ugly” & imperfect action15:02 – First 48 hours: momentum rules15:25 – Public accountability & bias toward action15:53 – E: Expect problems15:58 – Obstacles are inevitable, not anomalies16:12 – BEHAG mindset: big, bold, uncomfortable goals16:46 – Risk thinking & if-then scenarios17:23 – Reframing problems as puzzles17:39 – A: Always point to the positive17:46 – Narrative, mindset & strategic optimism17:53 – Zig Ziglar: attitude vs aptitude18:31 – Cutting negativity & complaint cycles19:10 – Wins reviews & gratitude practices19:45 – D: Daily review & reprioritize19:54 – Aggressive prioritization (Jack Welch example)20:49 – Killing noise & focusing on the vital few21:48 – Time as your most valuable asset22:09 – Daily recalibration habit23:26 – Reward, risk & value prioritization filter24:12 – BHAG decisions & early execution24:37 – Be bold, aggressive, and decisive with goals26:39 – Final charge: Your 2026 awaits27:04 – Closing message: plan ahead and take no prisonersTo learn music theory, visit http://phillc.netSupport your buddy Phill with a ko-fi: https://ko-fi.com/s/a7ebeb0d04To learn music theory, visit http://phillc.netSupport your buddy Phill with a ko-fi: https://ko-fi.com/s/a7ebeb0d04

Trish goes deep into a rarely discussed but incredibly common postpartum symptom: rage. We're not talking about everyday irritability - this is intense, explosive anger that can feel overwhelming and out of control. If you've ever snapped at your partner over something trivial, slammed doors, or felt fury bubbling up when the baby cries, you're not alone, and you're certainly not a bad mom. Trish, a labor nurse with over 16 years of experience and mom of seven, shares insights on what postpartum rage really is, its potential causes, practical strategies for managing it in the moment, and long-term steps to seek help. Tune in to feel less isolated and more empowered on your postpartum journey.Join the Calm Mama Membership: labornursemama.com/cmsLeave a review and include your Instagram username for a chance to win our monthly raffle!Key TakeawaysUnderstanding Postpartum Rage: It's not just anger - it's a sudden, disproportionate fury that can manifest as yelling, slamming things, or feeling out of control. Trish reassures listeners that this is often a symptom of perinatal mood disorders, not a reflection of your character as a mom.Common Causes: Hormonal shifts post-birth, chronic sleep deprivation, constant overstimulation from being needed and touched, lack of support, and underlying anxiety or depression can all contribute. Your body is in survival mode, and rage is its way of protecting you.Immediate Coping Strategies:Acknowledge it out loud: "I'm feeling rage right now - this is a symptom, not who I am."Step away safely: Place baby in a crib and take a break.Regulate your body: Chug ice water, splash cold water on your face, do jumping jacks (if recovery allows), scream into a pillow, or try box breathing (in for 4, hold for 4, out for 6).Long-Term Solutions:Get screened for perinatal mood disorders by your OB or midwife.Prioritize sleep, even in short stretches.Reduce overstimulation: Limit visitors, silence notifications, and carve out quiet time.Meet basic needs: Eat regularly, stay hydrated, and move your body.Seek therapy, ideally from a perinatal mental health specialist.Communicate with loved ones: Use specific scripts like, "I need you to take the baby for 30 minutes" or "I need you to listen without trying to fix it."Helpful Timestamps:00:58 Understanding Postpartum Rage01:25 Causes of Postpartum Rage02:07 Immediate Coping Strategies

What do marriage, empathy, and the courage to face hard truths have in common? In this Best Of episode of Joy Found Here, Stephanie revisits two standout conversations that continue to strike a chord. Relationship therapist Dr. Becky Whetstone rethinks how we approach conflict and the moment we consider walking away, while empath and hypnotherapist Karen Blaine shows why sensitivity can be a powerful inner compass. Together, their insights offer a grounded guide for navigating the messy, meaningful work of being human—in our relationships and within ourselves.In This Episode, You Will Learn:(00:12) Best Of: Two Conversations That Still Echo(03:05) Becky's Unlikely Road to Relationship Work(05:10) The Crisis That Changed Everything for Becky(06:45) Why Many Couples Call It Quits Too Soon(08:57) The Truth Behind “We Can't Communicate”(11:59) The Damage of Felony Words in Conflict(14:15) Karen's Journey From “Too Sensitive” to Empowered(16:02) What Being an Empath Really Means(18:42) Boundaries and Reframing for Emotional Balance(21:22) Staying Grounded in an Overloaded WorldDr. Becky Whetstone is a relationship therapist, author, and former journalist who helps couples move through marriage crises with clarity and compassion. After seeing how unmanaged conflict leads to unnecessary divorce, she set out to teach partners how to communicate safely, regulate their nervous systems, and make grounded, emotionally mature choices. In this Best Of conversation, Becky explains why resentment often grows in silence, how “felony words” create lasting damage, and why you shouldn't end a marriage before understanding what can still be healed. Her reminder is simple: love is a skill, and with the right tools, even the hardest moments can become turning points instead of endings.Karen Blaine is an empath and hypnotherapist who guides highly sensitive people to honor their emotional depth rather than hide it. After growing up feeling “too sensitive,” she learned to see her intuition and attunement as strengths that help her connect meaningfully with others and the world around her. In this revisited conversation, Karen shares how empaths can stay grounded through boundaries, reframing, and quick reset rituals—especially in an overwhelming, information-heavy world. Her tools help listeners recognize when they're absorbing too much and return to center with clarity. Her message: sensitivity isn't a flaw, but a powerful strength when used with intention.Connect with Dr Becky Whetstone:WebsiteFacebookInstagramLinkedInXYouTubeBlogGet Becky's book!Connect with Karen Blaine:WebsiteInstagramLinkedInFacebookXYouTubeTikTokLet's Connect:WebsiteInstagram Hosted on Acast. See acast.com/privacy for more information.

God Centered Concept Discipleship Series is now live. Our first book is now on Amazon called the Victory in 7. Help support us by purchasing your copy today on your kindle or paperback.Victory in 7: The Foundational Process (God Centered Concept Discipleship Series): Wright, TS: 9798274946032: Amazon.com: BooksTo have TS Wright speak at your event or conference or if you simply want spiritual or life coaching or just a consultation visit:www.tswrightspeaks.comVisit our website to learn more about The God Centered Concept. The God Centered Concept is designed to bring real discipleship and spreading the Gospel to help spark the Great Harvest, a revival in this generation.www.godcenteredconcept.comKingdom Cross Roads Podcast is a part of The God Centered Concept.In this conversation, T.S. Wright and Lori Yarbrough discuss the foundational concepts and skills necessary for building and maintaining a strong, Christ-centered marriage. They explore the importance of healthy expectations, communication, and the role of spiritual principles in navigating challenges. Lori shares practical advice for couples, emphasizing the need for grace, forgiveness, and ongoing courtship, while also addressing the impact of past trauma and the necessity of spiritual warfare in relationships.TakeawaysHealthy expectations are crucial for a strong marriage.Align your expectations with God's word.Prioritize love over personal desires in marriage.Recognize your spouse as a partner, not a savior.Communicate needs clearly and humbly to avoid misunderstandings.Expect forgiveness and grace as a lifestyle in marriage.Embrace growth and change together as a couple.Courtship should continue even after marriage.Words of affirmation can significantly impact your spouse's behavior.Seek professional help when dealing with deep emotional issues.Mentioned in this episode:Victory in 7 Book on Amazon - Get your copy today

One snowy Christmas Eve in Texarkana, Neighbor Doug settled into bed in his snazzy Superman Footie PJs (Amazon affiliate link), still buzzing on Joe's Mom's eggnog… Today's special holiday episode recounts a completely original tale of Doug and the money lessons learned when he's visited by three ghosts—past, present, and future. Especially when it comes to past credit mistakes, what's done is done. Whatever method works best for you (debt snowball or debt avalanche), do that one. Come to terms with your bad money habits and realize that you can't outearn them. It's on you to fix the bad money habits of your past. Focus on what's current and fix what needs fixing today. Don't get caught in the trap of lamenting your past nor only planning for the future. Our only truly limited resource is time. Balance living for today with planning for the future. Remain in the present – especially when spending time with your loved ones – while keeping a vision in mind for your longer-term future plans. Be intentional about your plans and actions today and timeline what you want to achieve in what time you have remaining. Communicate on a regular basis with your “team” (loved ones) about your financial goals, progress, and situation. We recommend scheduling a weekly Family Budget Meeting. Automate as many of your financial decisions as possible today so you never have to think about them again in the future. Commit to paying off that mortgage early, ramp up those retirement savings contributions, stack those Benjamins for your kids' college savings. Decide where you want to be financially in the future; face reality of where you are currently (we like our sponsor, Monarch Money, to track where you are); and take the necessary step to make that future a near certainty. Remember that time is the one commodity that's finite for all of us. Value your time and experiences while staying responsible to your present and future self. Remember and learn from the sins of your past to build on your strengths; focus on living in the present and building your financial foundation; and head into the future with more confidence than Joe's Mom's Neighbor Doug during the annual Sun's Out, Guns Out El Camino Competition at the Sizzler. FULL SHOW NOTES: https://stackingbenjamins.com/doug-and-the-three-ghosts-2025-holiday-special-1778 Deeper dives with curated links, topics, and discussions are in our newsletter, The 201, available at https://www.stackingbenjamins.com/201 Enjoy! Learn more about your ad choices. Visit podcastchoices.com/adchoices

In this episode, Kristen is joined by Dr. Etel Leit, a human communication researcher and award-winning entrepreneur, to explore the roots of love addiction, how obsession and self-neglect appear in relationships, and how to reclaim a sense of self.   https://dretelleit.com/   When you purchase Dr. Etel Leit's book through these Amazon affiliate links, you're helping support the podcast at no extra cost to you:    1. UnAddicted to You: Loving Yourself Through the Darkness: https://amzn.to/4oRZr9N   2. The Emotional Code: https://amzn.to/3XWdzEg   3. You are My SignShine!: A Complete Guide to Using Sign Language to Connect and Communicate with Hearing Babies and Children: https://amzn.to/44y9I3U   4. Where is Water?: The Daddy and Papa Family: https://amzn.to/3KW7PHr   5. Where is Water?: The Single Daddy Book: https://amzn.to/499n4WR   6. Where is Water?: The Mommy & Daddy Family: https://amzn.to/4rYPxWP   7. Where is Water?: The Single Mommy Family: https://amzn.to/4aQt4F6   8. Where is Water?: The Mommy & Mama Family:https://amzn.to/3KYkREi     Subscribe and get a free 5-day journal at www.kristendboice.com to begin closing the chapter on what doesn't serve you and open the door to the real you. This information is being provided to you for educational and informational purposes only. It is being provided to you to educate you about ideas on stress management and as a self-help tool for your own use. It is not psychotherapy/counseling in any form. This information is to be used at your own risk based on your own judgment. For my full Disclaimer, please go to www.kristendboice.com. For counseling services near Indianapolis, IN, visit www.pathwaystohealingcounseling.com. Pathways to Healing Counseling's vision is to provide warm, caring, compassionate and life-changing counseling services and educational programs to individuals, couples and families in order to create learning, healing and growth.

You're speaking... they're nodding… and yet somehow, the disconnect lingers. Western culture teaches us that communicating more clearly will fix the problems in our relationships, but what if the missing piece isn't “more talking” at all? What if learning how to listen differently is what actually changes everything? When we understand how to listen in a deeper, more intentional way, communication problems soften, conflict and repair become easier, and emotional intimacy has room to grow. In this episode, I'm joined by Dr. Haru Yamada, a sociolinguistics researcher, writer, and author of Kiku: The Japanese Art of Good Listening. Haru holds a PhD from Georgetown University and has spent her life studying language, culture, and communication across borders. Having grown up moving between countries and cultures, her work centers on listening as a relational skill and a form of intelligence that supports both emotional and physical health. She now lives in London with her French partner in a multicultural family where listening is essential. Together, we explore what the Japanese art of listening teaches us about how to listen in relationships. We talk about why hearing words is not the same as being understood, how tone, silence, pacing, and emotional awareness shape connection, and why so many couples feel unseen even when conversations sound productive on the surface. This conversation offers a reframe for anyone who wants to be a better listener and communicate with more care, clarity, and compassion. If you've ever wondered how to listen in a way that actually helps your partner feel safe and understood, this episode offers listening skills you can start using right away. These are skills that support conflict and repair, strengthen emotional intimacy, and help couples move out of stuck communication patterns and into real connection. As you listen, I invite you to reflect on these questions: Where might you be listening for information, when what your partner really needs is to be listened to as a person? And how might your relationships change if feeling heard became the goal, not winning the conversation? Episode Breakdown: 00:00 Why Communication Problems Persist in Relationships 01:02 The Japanese Art of Listening and How It Changes Relationships 02:56 Speaking vs Listening: Who Is Responsible for Understanding? 05:18 How Listening Impacts Relational Health and Healing 08:35 “Kiku” and Listening With 14 Hearts: Hearing Information vs Hearing a Person 16:10 Listening Skills That Build Emotional Intimacy 19:31 Why Conflict Happens When We Don't Feel Heard 25:17 How Expectations Shape What We Hear 28:50 How to Be a Good Listener in Love and Relationships 35:27 Staying Present: The Hardest and Most Important Listening Skill 40:19 Listening as Care: How Being Heard Supports Healing and Repair If you'd like support as you practice listening differently and creating more understanding in your relationships, I'd love to help you find the right next step. I've created a simple, private way for you to connect with the support that fits you best. You can answer a few quick questions, and we'll help you schedule a free consultation with the right counselor or coach on my team. It's a quiet, pressure-free space to talk about what's really been happening in your relationships and what you want to feel differently moving forward. xoxo, Dr. Lisa Marie BobbyGrowing Self

SummaryIn this conversation, Kimberly and Michael Chad Hoeppner discuss the concept of the 'confidence trap' in communication, emphasizing that confidence can be fleeting and often leads to self-critique. He advocates for focusing on communication behaviors rather than chasing confidence, suggesting that this approach can lead to more effective speaking and personal development.EPISODE SPONSORS: FATTY15 OFFER: Fatty15 is on a mission to replenish your C15 levels and restore your long-term health. You can get an additional 15% off their 90-day subscription Starter Kit by going to fatty15.com/KIMBERLY and using code KIMBERLY at checkout.USE LINK: fatty15.com/KIMBERLYDETOXYOFFER: Go to mysolluna.com and use the CODE: PODFAM15 for 15% off your entire order. USE LINK: mysolluna.com CODE: PODFAM15 for 15% off your entire order. Michael Chad Hoeppner Resources: Book: Don't Say Um: How to Communicate Effectively to Live a Better LifeWebsite: michaelchadhoeppner.comChapters00:00 The Importance of Communication00:16 The Spiritual Aspect of Communication00:49 Exploring Vocal VarietySee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.