Podcasts about communicate

When your lead coach quits, it can feel like your best friend just dumped you—and the panic of "I can't do this without them" hits before the schedule gap even sinks in. But losing a key instructor is a normal part of studio growth, and handled right, it's a leadership and systems upgrade hiding in plain sight. Caroline Plambeck and Lisa Taylor walk through how to stabilize, communicate and rebuild when a key instructor leaves in Episode 736: What to Do When Your Lead Coach Quits. Stabilize before you react: in the first hour, go operational—get the facts, keep the decision circle small, and hold the announcement Lean on your bench: a trained pipeline of instructors lets you cover classes without panic-hiring out of desperation Communicate with calm: tell your team first, keep it factual and professional, and celebrate the outgoing coach on the way out Replace the role with structure: redistribute responsibilities and strengthen your processes instead of cloning one irreplaceable person Build a bench that lasts: cross-train your team, define roles and KPIs, and make the lead coach position sustainable long term A strong studio doesn't run on one irreplaceable person—it runs on systems any strong coach can step into. Pause the emotional reaction, look for the opportunity in the change, and you'll come out steadier than you went in. Episode 736 shows you how. Catch you there. With grit and gratitude, Lisé LINKS: https://studiogrow.co/ https://www.instagram.com/studiogrowco https://www.linkedin.com/company/studio-growco/ https://open.spotify.com/show/04zR1tRiRhQUdIfvLbh60N https://www.youtube.com/@studiogrowco/videos

Trey Gowdy is a former congressman, district attorney, multiple-time New York Times bestselling author, and one of the most skilled communicators in public life. Known for his ability to ask incisive questions and navigate high-stakes conversations, Trey has spent decades persuading juries, leading investigations, and helping others communicate more effectively. In this episode, Travis shares the biggest lessons he learned from Trey on failure, decision-making, self-awareness, communication, and protecting your mindset from outside influences. On this episode we talk about: The critical difference between losing and failing Why logic should guide decisions while emotions support them The importance of radical self-awareness and honesty How asking better questions creates deeper connections and influence Protecting your self-worth from criticism and outside opinions Top 3 Takeaways Losing is not the same as failing. Failure only becomes permanent when you stop trying and remove yourself from the game. Great communicators persuade through questions, not arguments. Learning to ask thoughtful questions unlocks better conversations, stronger relationships, and greater influence. Be selective about whose opinions matter. Don't allow anonymous critics or uninformed voices to shape your identity or decision-making. Notable Quotes "Losing and failing are not the same thing." "Logic should set the course. Emotion gets to ride shotgun." "Ask better questions instead of making better arguments." Connect with Trey Gowdy: Instagram: https://www.instagram.com/tgowdysc Other: https://www.treygowdy.com Book: Doesn't Hurt to Ask: Using the Power of Questions to Communicate, Connect, and Persuade Book: Start, Stay, or Leave: The Art of Decision Making A Word from Our Sponsors: - Are you ready to start your own creatorjourney and make it big? Visitwww.fanvue.com today and launch yourcareer! - To learn more about Mode Mobile and its investor community, go to https://invest.modemobile.com/travismakesmoney -Travis Makes Money is made possible by High Level – the All-In-One Sales & Marketing Platform built for agencies, by an agency.Capture leads, nurture them, and close more deals—all from one powerful platform.Get an extended free trial at gohighlevel.com/travis Learn more about your ad choices. Visit megaphone.fm/adchoices

Send us Fan MailHave you ever looked at your students and wondered:"Why aren't they communicating in the language?"In this special episode of Growing With Proficiency, the tables are turned as my friend and fellow educator, Bethanie Carlson Drew, steps in as host and interviews me about my journey from lawyer to language teacher, the challenges that transformed my classroom, and the lessons I've learned along the way.Together, we explore what happened when I realized that despite teaching vocabulary, grammar, and textbook lessons, my students still weren't communicating in Spanish the way I hoped they would.That realization led me down a path of professional growth, curiosity, and discovery that completely changed how I think about language teaching, comprehensible input, and second language acquisition.In this episode, you'll hear about:✨ The powerful teaching advice my mother gave me that still shapes my classroom today✨ Why following the textbook wasn't producing the communication outcomes I wanted✨ The moment I discovered second language acquisition research and how it transformed my practice✨ How comprehensible input and meaningful communication support language acquisition✨ Why asking one personal question every day can strengthen relationships and increase student engagement✨ The importance of professional learning and finding a community that supports your growth✨ Three practical ways to begin creating a more communicative and comprehension-based language classroomWhether you're new to proficiency-based teaching or you've been teaching world languages for years, this conversation will encourage you to reflect on your practice, embrace growth, and focus on what truly helps students acquire language.If you've ever felt frustrated that your students know about the language but struggle to use it, this episode is for you.So grab your cafecito and join us for an honest conversation about language acquisition, communicative language teaching, comprehensible input, professional growth, and the courage to change.

Send us Fan MailA new request lands on your plate. It is important, visible, and hard to dismiss. But it also conflicts with the priorities already on your calendar.This is where many women leaders assume they need to prepare for a "no" conversation. They start figuring out how to decline the request, soften the message, or explain why their plate is already full. But that is often the wrong frame.In this Monday Momentum episode of *Communicate to Lead*, Kele Belton continues the June series on the difficult conversations women leaders walk into, braced for a fight. This episode explores why some requests are not boundary moments at all. They are tradeoff moments. Kele breaks down how to protect the work that matters most, redirect a request without sounding defensive, and stay in the strategic conversation with your manager or stakeholder.What You'll LearnWhy defending a "no" often makes it sound like you are protecting yourself instead of protecting the workThe difference between a boundary that closes a door and a redirect that opens a better pathA two-part strategy for naming what you are protecting and offering a specific alternativeHow to respond when a request conflicts with your priorities without sounding apologetic, overwhelmed, or resistantWho This Is ForThis episode is for women leaders, managers, and high-performing professionals who want to handle competing priorities, communicate more strategically, and respond with clarity when a new request does not fit what is already on their plate.Your Action StepNotice the next request that lands on your plate this week and does not fit. Before you say yes, and before you start drafting a no, pause. Ask yourself: what am I protecting, and what alternative path can I offer? Then bring both into the conversation and see how different it feels to redirect instead of refuse.Mentioned in This Episode Episode 113: 4 Strategies to Advance Your Career When Your Manager Has Checked OutEpisode 162: Why Your Work Environment May Be Blocking Your Leadership Growth | Part 2 of 3Episode 143: How to Say No at Work: Decline Requests Without Damaging Your ReputationEpisode 126: How to Say No at Work Without Guilt | Setting Boundaries for Leaders in Q4AI PromptUse this prompt to prepare for a conversation where you need to redirect a request from your manager or a stakeholder. Paste it into your preferred AI assistant and answer the questions as they come.I'm a [role] in [industry]. My [manager, stakeholder, peer] has asked me to take on a new request, and it conflicts with what I'm already committed to. Help me prepare a two-part redirect that names what I'm protecting and offers a specific alternative path.Ask me 3 questions:What is the new request, and what am I already committed to that it conflicts with?What priority, timeline, or piece of work am I genuinely protecting, and why does it matter to the business or the team?What specific alternative can I realistically offer that would serve the work better than my saying yes today?Then write:Part one: a sentence that names what I'm protecting without making it about my workload or wellbeing.Part two: a specific alternative path I can offer, with a closing question that invites my manager into the decision.Constraints:Forward-facing toneNo language that signals refusal, overwhelm, or apologyMust carry the same weight as "I want to protect the timeline we agreed upon for the priority project, so taking this on now would put that at risk. What I can do is [the specific alternative]. Would that work?"Must sound like a strategic leader offering a better path, not someone declining a requestAvoid softening language like "just," "a little," "maybe," "I was thinking," "I wanted to mention," or "I'm sorry"The closing question must invite a real decision, not a yes-or-no reactionExample (output style)Opening sentence: "I want to protect the timeline we agreed upon for the Q3 platform launch, so taking this on now would put that at risk."Alternative path with closing question: "What I can do is take the strategy piece if someone else owns the execution. Would that work?"Ready to Go Deeper?Book a complimentary Leadership Strategy Call with Kele to talk through where you are, where you want to go, and what it will take to get there.About Your HostKele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with KeleLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

We all know the feeling. A piece of music moves us to tears before we can explain why. A dancer's gesture catches in our chest before our mind has formed a single thought about it. Something has been communicated — powerfully, unmistakably — yet no words were spoken, no message was sent.

This Father's Day message by Pastor John reminds us of how communication, repentance, and forgiveness strengthen relationships.

John continues talking with Brad Beeler. Brad discusses how expert interrogators build trust with suspects, why understanding someone's perspective is essential for getting the truth, and how respect can open doors that force never can. He also shares some practical communication skills that anyone can use in everyday life and how his book, "Tell Me Everything: A Secret Service Agent's Proven Strategies for Earning Trust, Revealing Truth, and Communicating with Anyone", evolved from interrogation techniques to a life guide. Listen to this episode to learn more: [00:00] - Interrogators must understand a suspect's perspective [06:45] - Sin eater and treating people with respect [08:58] - Impact of Brad's faith on his life [11:50] - Brad's longest interrogation [14:20] - The fine line between influence and manipulation [15:00] - Tell Me Everything book [16:50] - Lessons Brad learned while writing the book [20:56] - What Brazilian Jiu-Jitsu taught Brad about communication [24:10] - Criticism shows you're actually taking risks, not just playing it safe [25:00] - Science is most powerful when it is explained in simple language [27:45] - Communication tips [34:36] - Brad's definition of success [36:46] - #1 daily habit [38:00] - Traits of a great leader [40:05] - Legacy Brad wants to leave behind [41:00] - How Brad invests in his growth  [42:31] - How Brad invests in his mental, emotional & physical health [45:00] - Best way to connect with Brad [48:03] - Wrap-up NOTABLE QUOTES: "You've got to treat people, no matter how bad they are, with respect." "If you do a short-term sale and take advantage of people or manipulate them, it's not a good deal. It's a win-lose situation. That's the one sale that you're going to get. But when you treat people in a win-win way, and you treat people with respect, and it's a fair deal, you potentially get a lifetime of business from them." "So many scams happen because people used to put their diaries under their beds, and now they put them online." "We need to be very careful about our social media footprint." "If you're not getting negative feedback, you're not really putting yourself out there. You're not really taking any chances. You're just playing it safe." "We need to be very careful about how we fix horns and halos, because too often we do it too quickly, and we get burnt. That's how scams happen." "Look for people that aren't the yes-man, that are going to be critical." "You need to win, and you need to lose. In doing so, you kind of sharpen that sword to become better." "Become comfortable at being uncomfortable." "There are going to be times in your life where someone is much better than me and is beating the tar out of me. I've got to be comfortable in those times in life so that I can weather that storm." "Twenty percent of the things you do lead to eighty percent of your results." "We're a tribal culture that lies for social cohesion, and if we all told the truth all the time, society would fall apart." "When you feel like you stop learning, you're dying." BOOKS MENTIONED: The Art of Making Money: The Story of a Master Counterfeiter by Jason Kersten (https://a.co/d/0cRGF80G) The Moral Molecule: How Trust Works by Paul J. Zak (https://a.co/d/08hytgGg) PODCAST  MENTIONED: The Jordan Harbinger Show (https://tinyurl.com/TheJordanHarbingerShow) USEFUL LINKS: https://bradleybeeler.com/ https://www.linkedin.com/in/bradbeeler1865/ https://www.instagram.com/bradbeeler1865 https://www.facebook.com/beelerbrad https://www.youtube.com/@BradBeeler1865 Tell Me Everything: A Secret Service Agent's Proven Strategies for Earning Trust, Revealing Truth, and Communicating with Anyone (https://a.co/d/01BWF62x) CONNECT WITH JOHN Website - https://iamjohnhulen.com    LinkedIn - https://www.linkedin.com/in/johnhulen Instagram - https://www.instagram.com/johnhulen    Facebook - https://www.facebook.com/johnhulen    X - https://x.com/johnhulen    YouTube - https://www.youtube.com/channel/UCLX_NchE8lisC4NL2GciIWA    EPISODE CREDITS Intro and Outro music provided by Jeff Scheetz - https://jeffscheetz.com/ 

⚖️ Can You Negotiate Your Own Divorce Settlement Without Court? | Los Angeles Divorce ⚖️ Many California couples are surprised to learn they can negotiate their own divorce settlement without going through stressful court battles. When both spouses cooperate, it's often possible to resolve important issues like property division, debts, support, and parenting arrangements through mutual agreement.

#love #money #work #health #healing Join Ivy Rivera Psychic Medium for her Ask Ivy Show!! In this live-streamed session Ivy opens the door for YOU to ask anything. Whether you have burning questions about your personal life, relationships, career, spirituality, money, OR you want to communicate with deceased loved ones, angels or pets - Ivy's intuitive gifts will provide the answers you need!YT @AskIvytTheMediumTT @AskIvyIG @IvyRiveraPsychicMedium

Disclaimer: This episode discusses mental health challenges and suicide. If you are in crisis or having suicidal thoughts, help is available 24/7, call or text 988 in the U.S. and Canada. You can also visit https://988lifeline.org. How much does your self talk impact the public-facing words you say and write? You might have heard that the average adult speaks and writes around 15,000 words each day. What gets less publicity, however, is the number of words we say to ourselves, consciously or subconsciously: around 60,000. This begs the question: why does four times the nouns, verbs, adjectives, and adverbs get so overlooked in our exploration of communication? Communicate for Good has always centered around the power of words to build confidence, expand influence, and amplify impact—the intersection of language, leadership, and life, and it's certainly touched on self talk in the past. Now, following a three-year-hiatus, Erica is re-centering the conversation on the inner dialogue we so often overlook, despite how much it affects outer identity and interactions. She shares the traumatic experiences she has navigated since the show went on hiatus and shares how her own, ongoing education around self talk and inner narratives can help other leaders. Together, you'll learn how elevating your self talk practices can help you navigate burnout, team-building, life-rebuilding, and leading publicly when your private life is in crisis, one word at a time. Start rewriting your internal script to support your external experience: How the use of language echoes out to all levels of communication; The significance of words while grieving and recovering from trauma; Why it's inaccurate to assume our silent words to ourselves are less important; The teeny, tiny self-talk steps that have outsized impact on our wellness–and leadership–journeys. Connect with Erica: Website: https://claxon-communication.com/ LinkedIn: https://www.linkedin.com/in/ericabarnhart/ Email: info@claxon-communication.com

Episode Description:In this special archive episode of With Flying Colors, Mark shares valuable insights from his years of experience in credit union examination and consulting. Broadcasting straight from the beach, he breaks down the top 10 ways credit unions can avoid receiving a Document of Resolution (DOR) from the NCUA. Whether you're preparing for an exam or just looking to fine-tune your operations, these practical tips will help ensure compliance and maintain a smooth examination process.What You'll Learn in This Episode:Understanding Document Resolutions (DOR): What they are, why they occur, and how to avoid them.Key Triggers for DORs: Common issues such as violations of regulations, policies, or strategic plans.Proven Strategies: How to communicate, negotiate, and train effectively to avoid potential pitfalls.Best Practices: Mark's insights on proactive planning, staying informed, and maintaining good examiner relationships.Top 10 Tips Highlighted in This Episode:Comply with the Federal Credit Union Act and NCUA regulations.Follow your organization's policies diligently.Stick to your approved strategic plan or adjust it responsibly.Communicate effectively with NCUA examiners.Negotiate issues identified during the examination process.Invest in training for staff, boards, and committees.Stay updated with regulatory changes by subscribing to NCUA Express.Listen to informative podcasts like With Flying Colors and Credit Union Regulatory Guidance.Avoid accounting problems by ensuring reconciliations and timely audits.Make senior leadership accessible to examiners during the examination process.Resources Mentioned:NCUA ExpressCredit Union Regulatory Guidance podcastMark's consulting services for NCUA examination supportCall to Action:If you enjoyed this episode, don't forget to subscribe to With Flying Colors for more actionable tips and insights into navigating NCUA exams and credit union compliance. Ratings and reviews on Apple Podcasts and Spotify are always appreciated! 

Send us Fan MailIf you are in a season of interviewing right now, whether by choice or by circumstance, this conversation is exactly what you need. Layoffs have touched so many talented professionals, and that is a business reality, not a reflection of your worth or your work. In this re-released episode, Kele Belton sits down with career strategy coach Tiffany Uman to walk through her proven framework for nailing job interviews with clarity and confidence, including the 3 C's that have helped her clients secure roles at companies like L'Oreal, Google, Meta, Apple, Disney, and Microsoft.In this episode of Communicate to Lead, Kele Belton sits down with Tiffany Uman, former L'Oreal Senior Director turned career strategy coach, to walk through the interview strategies that consistently land her clients $150K to $450K offers. Tiffany shares the 3 C's framework for interview preparation, the blind spots that quietly cap career growth, what to say (and not say) when negotiating salary, and why speaking up with your boss is one of the most underused tools in your career. This conversation was the most downloaded guest episode in the history of Communicate to Lead, and Kele is re-releasing it now because the strategies are exactly what listeners navigating today's job market need to hear.A note from Kele: This episode is being re-released in June 2026 because so many people are navigating job searches and career transitions right now. Since this conversation first aired, Tiffany has expanded her free interview guide into a full video training, and the link in these show notes points to her current resource.What You Will Learn:The 3 C's framework Tiffany teaches her clients to walk into any job interview with clarity, structure, and standout positioning.Why most professionals underestimate the blind spots quietly capping their career growth, and how to identify your own before they cost you the next opportunity.The exact way to communicate with your manager so they always have what they need to support you and advocate for you in promotion conversations.Tried-and-tested strategies for negotiating your salary package or compensation increase, even if you have never felt confident asking for more.Why quiet quitting is not a new phenomenon, what it is actually signaling about workplace culture, and what leaders can do instead of trying to whip teams into shape.How to position yourself as the solution to the role you want, so interviewers see you as the obvious hire.Your Action Step:Pick one of these to act on this week:If you have an interview coming up, download Tiffany's free training and walk through the 3 C's framework before your next conversation with a recruiter or hiring manager.If you are thinking about your next move but haven't started interviewing yet, identify one blind spot in your current role that may be capping your growth, and have a candid conversation with your manager about it.If you are not job searching but want to be ready when the right opportunity arrives, start practicing the 3 C's now, in your current role, by clearly communicating the value you bring to every project handoff.Mentioned in This Episode:Tiffany's free video training and guide, Nail Your Next Interview Training, is her current resource with her 4-step interview framework and word-for-word scripts.About Today's Guest, Tiffany Uman:Tiffany Uman is a former L'Oreal Senior Director with 13+ years of corporate experience, now a career strategy coach for ambitious women. She has helped clients land roles at companies including Google, Meta, Apple, Disney, Microsoft, Netflix, Amazon, Adobe, Nike, P&G, Starbucks, Walmart, and Deloitte. She is a LinkedIn Instructor with over one million learners and a coach for Microsoft. She graduated summa cum laude from McGill University and holds an executive business certification from MIT.Connect with Tiffany:Website: https://www.tiffanyuman.com Instagram: https://www.instagram.com/tiffany.uman/LinkedIn: https://www.linkedin.com/in/tiffany-uman-career-strategy-coach/TikTok: https://www.tiktok.com/@tiffany.umanAbout Your Host:Kele Belton is a communication and leadership facilitator, coach, and consultant who helps high-performing women in middle management build the communication and leadership strategies that get them recognized, sponsored, and promoted.Connect with Kele:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.comBook a Leadership Strategy Call (30 minutes, complimentary): https://calendly.com/kele-thetailoredapproach/leadership-strategy-call

To kick things off, Dr. Naomi and Jordana get into why keeping your space tidy is starting to feel less like a chore and more like a form of self-care—especially for busy parents. Then, they hear from a listener struggling to navigate boundaries with her in-laws… whom she's somehow already seeing multiple times a week. This week's Betchicist also dives into in-law dynamics, but from a different angle: a listener whose husband feels uncomfortable with her breastfeeding in front of her family. Later, they respond to a voicemail from a beginner tennis player who's having trouble maintaining her composure in a competitive league. To wrap things up, they unpack two triggering scenarios: a “I knew it!”-style therapist who then avoids engaging with the listener's trauma, and a neighbor whose connection to a listener's father might be crossing a line. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode of Discovering Grayslake, host sits down with Mayor Elizabeth Davies as she reflects on her first year in office. They cover the village's balanced budget, expanded bike paths, and nature trail improvements. Mayor Davies addresses the controversial data center development, emphasizing fact-based dialogue and community unity. The conversation also highlights support for local businesses on Center Street and exciting upcoming events, including a 250th anniversary drone show. Throughout, Mayor Davies reinforces her commitment to transparent leadership and keeping Grayslake a wonderful place to live, work, and play. Discovering Grayslake: Leadership, Community, and Growth – Insights from Mayor Elizabeth Davies Grayslake, Illinois, is more than just a picturesque Midwestern town—it's a thriving community built on fiscal responsibility, open communication, and a deep sense of hometown pride. In a recent episode of the "Discovering Grayslake" podcast, Mayor Elizabeth Davies sat down with the host to reflect on her first year in office, discuss the village's priorities, and share her vision for the future. This in-depth blog post unpacks the main themes and actionable insights from their conversation, offering valuable guidance for residents, local leaders, and anyone passionate about building stronger communities. Table of Contents Fiscal Responsibility: Building a Sustainable Future Transparent and Positive Communication Supporting Local Businesses: The Heart of Grayslake Open Spaces and Connectivity: Enhancing Quality of Life Smart Growth and Zoning: Balancing Progress with Community Values Navigating Controversy: The Data Center Development Celebrating Community: Events that Unite Grayslake Expert Advice: Actionable Tips for Community Leaders Final Thoughts: Fostering Unity and Engagement 1. Fiscal Responsibility: Building a Sustainable Future Key Takeaway:   Grayslake's commitment to fiscal responsibility is a cornerstone of its success. Mayor Davies' first budget as mayor maintained a balanced budget and zero debt status, with only a modest 1.5% increase in spending despite inflationary pressures. In-Depth Insights: Prudent Budgeting:**     Every dollar spent is carefully evaluated to ensure it delivers value to residents.   The village prioritizes essential services while seeking efficiencies to keep costs down. Zero Debt Policy:**     Grayslake's zero debt status is rare among municipalities and provides flexibility for future investments.   Avoiding debt means more resources can be directed toward community projects and less toward interest payments. Strategic Investments:**     New funding was allocated for marketing and communications, recognizing the importance of keeping residents informed and engaged. Actionable Advice: For Local Leaders:**     Regularly review and justify all expenditures.   Communicate budget decisions transparently to build trust.   Invest in areas that strengthen community engagement and long-term sustainability. 2. Transparent and Positive Communication Key Takeaway:   Effective communication is essential for building trust and fostering community engagement. Mayor Davies has prioritized improving how the village connects with residents. In-Depth Insights: Official Channels Matter:**     As mayor, communication must be measured and comply with legal requirements like the Open Meetings Act.   Email is the preferred method for residents to reach the mayor, ensuring accountability and transparency. Expanding Communication Tools:**     The village is investing in new channels—such as newsletters, social media, and public meetings—to reach a broader audience. Tone and Approach:**     Mayor Davies emphasizes the importance of positive, respectful dialogue, especially when addressing controversial topics. Actionable Advice: For Community Leaders:**     Establish clear, accessible channels for resident feedback.   Respond promptly and thoughtfully to questions and concerns.   Foster a culture of civility, even when opinions differ. 3. Supporting Local Businesses: The Heart of Grayslake Key Takeaway:   Local businesses are the backbone of Grayslake's economy and community life. Supporting them is vital for maintaining the town's unique character. In-Depth Insights: Economic and Social Impact:**     Businesses on Center Street and throughout Grayslake contribute to civic organizations, schools, and local events.   They create jobs, sponsor scholarships, and help fund community celebrations. Community Promotion:**     The village actively promotes local businesses through events like the farmers market, craft beer fest, and seasonal festivals. Standing with Businesses During Controversy:**     Mayor Davies addressed recent calls to boycott businesses over unrelated village decisions, urging residents to support, not punish, local entrepreneurs. Actionable Advice: For Residents:**     Shop local whenever possible.   Attend community events and patronize businesses that give back. For Business Owners:**     Engage with the community through sponsorships and partnerships.   Communicate openly with customers about your role in the community. 4. Open Spaces and Connectivity: Enhancing Quality of Life Key Takeaway:   Grayslake's commitment to open spaces, trails, and bike paths enriches residents' lives and supports environmental stewardship. In-Depth Insights: Nature Trail and Environmental Management:**     The downtown nature trail not only offers recreation but also manages water flow through the Mill Creek Drainage District.   Recent enhancements include planting 300 trees and adding amenities like the "Gilmore Girls gazebo." Expanding Bike Paths:**     Grayslake boasts one of the region's most extensive bike path networks.   New connections, such as the path from Lake Street train station to Allegheny Park, improve safety and accessibility.   Collaboration with state and local officials was key to securing funding and approvals. Actionable Advice: For Municipalities:**     Invest in green infrastructure that serves both recreational and environmental purposes.   Prioritize connectivity to make walking and biking safe and convenient. For Residents:**     Explore local trails and parks.   Participate in community clean-up and tree-planting events. 5. Smart Growth and Zoning: Balancing Progress with Community Values Key Takeaway:   Zoning and comprehensive planning are essential tools for guiding responsible development while preserving Grayslake's character. In-Depth Insights: Zoning Framework:**     The village sets zoning districts (residential, commercial, industrial) but does not select specific businesses.   Property owners and developers propose projects that must comply with zoning and village ordinances. Community Input:**     The comprehensive plan was recently updated with input from residents, business owners, and other stakeholders.   This plan guides future growth, ensuring it aligns with community values and needs. Actionable Advice: For Local Governments:**     Engage the community in planning processes.   Regularly review and update zoning ordinances to reflect changing needs. For Residents:**     Stay informed about local development proposals.   Participate in public hearings and provide constructive feedback. 6. Navigating Controversy: The Data Center Development Key Takeaway:   Major developments, like the proposed data center in south Grayslake, require careful communication and fact-based dialogue. In-Depth Insights: Project Background:**     The data center has been in planning for years, with extensive public hearings and approvals.   It is expected to generate up to $50 million annually in tax revenue at full buildout. Community Concerns:**     National attention and local debate have highlighted the need for clear, accessible information.   The village created an FAQ website and encourages residents to ask questions directly. Respectful Discourse:**     Mayor Davies stresses the importance of respectful, fact-based conversations and discourages divisive actions like business boycotts. Actionable Advice: For Leaders:**     Proactively address concerns with transparent, factual information.   Create dedicated resources (e.g., FAQ pages) to answer common questions. For Residents:**     Seek information from official sources.   Engage in civil discussions and avoid spreading misinformation. 7. Celebrating Community: Events that Unite Grayslake Key Takeaway:   Community events are vital for fostering unity, celebrating heritage, and creating lasting memories. In-Depth Insights: Signature Events:**     The 250th anniversary drone show, Summer Nights, tree lighting ceremony, and Taste of Grayslake are highlights of the town's social calendar.   These events draw large crowds and showcase Grayslake's vibrant spirit. Honoring Service:**     Memorial Day ceremonies, featuring local leaders and Gold Star families, reinforce the community's values and gratitude. Actionable Advice: For Event Organizers:**     Plan inclusive events that appeal to diverse interests and age groups.   Partner with local businesses and organizations to maximize impact. For Residents:**     Attend and volunteer at community events.   Invite friends and neighbors to participate and build connections. 8. Expert Advice: Actionable Tips for Community Leaders Drawing from Mayor Davies' experience and the podcast discussion, here are nuanced, actionable tips for effective community leadership: Prioritize Fiscal Health:**     Maintain a balanced budget and avoid unnecessary debt.   Invest in projects that offer long-term value, not just short-term gains. Communicate with Intention:**  

Today, I'm joined by Travis Hahler, founder of The Neurological Nomad, strategy and transformation leader at Salesforce, and author of Rethink Resistance. Travis brings together neuroscience, psychology, and business leadership to help organizations better understand how people respond to change and how leaders can communicate more effectively through transformation. In this episode, Travis and I explore why people naturally resist change, how neuroscience influences the way messages are received, and what leaders can do to communicate in ways that build trust instead of triggering fear and uncertainty. Whether you're leading organizational change, managing a team, or simply looking to become a more effective communicator, this conversation offers practical insights you can put to work immediately. Let's dive in. Additional Resources: ► Follow Communispond on LinkedIn for more communication skills tips: https://www.linkedin.com/company/communispond ► Connect with Scott D'Amico on LinkedIn: https://www.linkedin.com/in/scottdamico/ ► Connect with Travis on LinkedIn: https://www.linkedin.com/in/travisdhahler/ ► Purchase Travis's book here: https://linktr.ee/theneurologicalnomad  ► Learn more about The Neurological Nomad: https://travishahler.com/ ► Subscribe to Communicast: https://communicast.simplecast.com/ ► Learn more about Communispond: https://www.communispond.com

Understand these six concepts from psychology to grow your self-awareness and ability to communicate and connect with people more freely. These are six of David's favorites.In this podcast, David Nagai shares diverse ideas to help you think creatively, speak confidently, and connect deeply.Join our classes online or in Yokohama-Motomachi, Japan and feel alive through great conversations.· (Advanced and intermediate English only)· Join our in-person events here.www.bridgebeyondenglish.com

Fundraising Is Project Management Hello, this is Hall T. Martin with the Startup Funding Espresso -- your daily shot of startup funding and investing. Fundraising is project management. In launching a fundraise, treat it like a series of projects. Here are the key steps: Start with investor documentation and build out the materials needed. Build a list of potential investors. Gain introductions to those investors. Set up meetings with each one. Follow up on the investor meetings for next steps. Negotiate the terms of the deal when working with a lead investor. Finally, close the investor. As with all project management, it's best to plan out each step. Communicate the plan to others on the team. Use project management tools to keep track of each stage, such as a CRM and a scheduler. Each project takes time and focus to build. Apply project management skills such as delegation and prioritization of tasks. Consider these project management steps and tools for your fundraise. Thank you for joining us for the Startup Funding Espresso where we help startups and investors connect for funding. Let's go startup something today. _________________________________________________________ For more episodes from Investor Connect, please visit the site at: http://investorconnect.org Check out our other podcasts here: https://investorconnect.org/ For Investors check out: https://tencapital.group/investor-landing/ For Startups check out: https://tencapital.group/company-landing/ For eGuides check out: https://tencapital.group/education/ For upcoming Events, check out https://tencapital.group/events/ For Feedback please contact info@tencapital.group Please follow, share, and leave a review. Music courtesy of Bensound.

Send us Fan MailYour plate is full, and your manager keeps adding to it. You know what needs to come off so you can focus on the work that matters most, but every time you bring it up, the conversation goes the same way. You explain how stretched you are. Your manager listens, acknowledges the load, and nothing actually changes.Here is what most women leaders miss: this conversation is not really a request for relief. It is a decision the two of you need to make together about where your time creates the most value.In this Monday Momentum episode of Communicate to Lead, Kele Belton continues the June series on the difficult conversations women leaders walk into, braced for a fight. This third episode reveals why asking your manager for relief rarely works, and how reframing the conversation as a strategic decision changes what your manager hears, how they respond, and what actually shifts on your plate.What You'll LearnWhy asking for relief often lands as a personal problem instead of a business problem.The difference between a real negotiation, like asking for a raise or promotion, and a working agreement about how your time is spent.A simple opening phrase you can use to lead with the decision instead of the overwhelm.One follow-up question that helps you uncover where your manager sees your time creating the most value.Who This Is ForThis episode is for women leaders, managers, and high-performing professionals who want to have a better conversation about workload, priorities, and time without sounding overwhelmed or asking permission.Your Action StepIf there is a conversation you have been putting off about your workload or what needs to come off your plate, prepare it as a decision. Have the conversation this week and lead with how you are thinking about your priorities. Then ask where your time creates the most value. Notice what changes when you stop walking in to ask for relief and start walking in to decide.AI PromptUse this prompt to prepare for a workload or priorities conversation with your manager. Paste it into your preferred AI assistant and answer the questions as they come.I'm a [role] in [industry]. I have an upcoming conversation with my manager about my workload, my priorities, or something on my plate that needs to shift. Help me frame this as a decision we're making together rather than a request for permission to let something go.Ask me 3 questions:What is currently on my plate, and what do I think needs to shift?Where do I believe my time creates the most value for the team or the business?What outcome do I want this conversation to produce?Then write:One opening phrase that frames this as a decision we're making together about my time, not a request for permission to let something go.One follow-up question that surfaces where my manager sees my time creating the most value.Constraints:Forward-facing tone.No language that signals overwhelm or asks permission.Must carry the same weight as “I want to walk you through how I'm thinking about my priorities, and figure out together what needs to shift.”Must sound like a leader bringing a strategic decision to a peer, not someone asking for relief.Avoid softening language like “just,” “a little,” “maybe,” “I was thinking,” or “I wanted to mention.”The follow-up question must invite real information about priorities, not a yes-or-no response.Example output style:Opening phrase: “I want to walk you through how I'm thinking about my priorities, and figure out together what needs to shift.”Follow-up question: “Where do you see my time creating the most value right now?”Common Questions About Workload ConversationsWhat should I say when my manager keeps adding to my plate?Lead with how you are thinking about your priorities and frame the conversation as a decision about where your time creates the most value.How do I talk about workload without sounding overwhelmed?Focus on priorities, business impact, and what needs to shift rather than describing how stressed you feel.What is the difference between asking for relief and making a decision about workload?Asking for relief often sounds personal, while a decision conversation focuses on where your time creates the most value for the team or business.Ready to Go Deeper?Book a complimentary Leadership Strategy Call with Kele to talk through where you are, where you want to go, and what it will take to get there.About Your HostKele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with KeleLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

In this episode of the ZenRUN Podcast, I chat with the lovely Rachael Johnstone - mum of three, hairdresser, backyard ultra runner, sister-in-law and best friend of Nagiska, and someone who somehow manages to fit 80-100km of running into a very full life. Rach grew up in Koo Wee Rup as one of four kids, in a busy household full of sport, family, chaos, and noise. As a kid, she loved being active - netball, swimming, cross country, athletics, hockey, t-ball - basically all the things. But like so many teenage girls, sport slowly faded into the background when friends, social life, and fitting in became more important. After leaving school at the end of Year 11, Rach became a hairdresser and spent around 20 years at the same salon - including some very long commutes, early starts, and years on her feet. But this conversation is about much more than running. Rach speaks openly about becoming a young mum, meeting her husband Pete, going through IVF, miscarriage, ectopic pregnancies, grief, family life, giving up alcohol, and eventually finding running in a way that completely changed her life. Her running started small - 1.5km to 3km in the morning before work, just around the well-lit streets near home. She didn't necessarily love the running part at first, but she loved how she felt afterwards. Then, when her daughter Jada was six weeks old, Rach found a $20 running pram on Marketplace - and that little bargain pram helped launch a whole new chapter. From there, running grew. A few kilometres became a half marathon with the pram on a random Wednesday. Then came bigger adventures, backyard ultras, trail races, 50Ks, Two Bays, Wild Dog Backyard Ultra, Tarawera, Melbourne Frontyard Ultra, and now a focus on GV Backyard Ultra. What I loved most about this chat is how normal and real Rach makes it all sound. She doesn't pretend she has endless free time. She doesn't wait for the perfect moment. She runs early, late, around kids, around work, around dinner, around life. Sometimes she gets 10km. Sometimes she gets 1km. But she keeps showing up. And for Rach, running is not just fitness. It's thinking time. It's processing time. It's self-care. It's discipline. It's a way to be a better mum, wife, friend, and human. We talk about: growing up sporty, then drifting away from sport as a teenager becoming a hairdresser and working long days on her feet becoming a young mum IVF, miscarriage, grief, and healing giving up alcohol and choosing a different life for her family starting running with tiny morning runs the legendary $20 running pram running her first half marathon with the pram why she often runs alone fitting running around three kids, work, and family life communicating with her husband Pete so they both get time to run why she runs every day when she can - even if it's only 1km backyard ultras and why she loves the format learning from podcasts while running strength training, injury prevention, and respecting recovery showing her kids what is possible why mums need to stop seeing self-care as selfish her love of the ultra-running community why she doesn't need to compete with anyone else - she just wants to see what she can do Tips from Rach Rach shared some beautifully simple advice for runners, especially busy parents: 1. Start small You don't need to start with big distances. Rach started with 1.5km to 3km before work. Small runs still count. 2. Make it easy to get out the door One of the reasons running worked for Rach was because she didn't have to drive anywhere. She could roll out of bed, put her shoes on, and go. 3. Use what you have A $20 running pram helped Rach build consistency when Jada was tiny. You don't need everything to be perfect - you just need something that helps you start. 4. Communicate with your partner Rach and Pete talk the night before about what each of them needs for their run the next day. It's simple, but it means they can support each other instead of clashing. 5. Be flexible If you planned 10km but only have time for 5km, do the 5km. Don't throw the whole run away just because it can't be perfect. 6. Make running a non-negotiable Rach's point was simple - time doesn't magically appear. You need to decide that your run matters and make space for it. 7. Get creative with kids Kids can ride bikes while you run, play at the oval while you run laps, or join in where they can. It won't always look perfect, but it can work. 8. One kilometre can be enough Rach has a 1km block she can run when life is busy. It's not about fitness every time - sometimes it's about taking five minutes for yourself. 9. Strength matters Rach admits she would always choose running over strength, but trail running and backyard ultras have shown her how important strength work is. 10. Self-care is not selfish This was one of the biggest themes of the episode. Rach believes running has made her more “selfish” in the best possible way - because taking care of herself helps her show up better everywhere else. Favourite idea from the episode You don't need more hours in the day to become a runner. You need to decide that your wellbeing matters enough to take a small slice of the day back for yourself. Sometimes that's a long run. Sometimes that's a backyard ultra. And sometimes it's one kilometre around the block. It all counts. Melbourne Frontyard Ultra Melbourne Frontyard Ultra Event Website: https://www.melbournefyu.com.au/ Interested in the 2027 Melbourne Frontyard Ultra? Entries are open now for Saturday 1 May 2027 - and if 2026 is anything to go by, it's going to be bigger, better, and likely to sell out. Enter here: https://www.melbournefyu.com.au/

John talks with Brad Beeler — retired United States Secret Service agent, former member of President George H. W. Bush's protective detail, polygraph examiner, keynote speaker, and author of the book "Tell Me Everything: A Secret Service Agent's Proven Strategies for Earning Trust, Revealing Truth, and Communicating with Anyone." Listen to this episode to learn more: [00:00] - Intro [00:53] - Brad's bio [02:05] - What interrogations are really like (not like the movies) [04:30] - Applying interrogation skills to normal life [07:25] - How others code you as friend or foe [09:04] - The right way to give a handshake [10:19] - Remembering names & using them well [11:35] - Brad's journey into law enforcement and the Secret Service [16:20] - The value of practice and repetition [17:46] - The five-star recruit problem [18:56] - Hire people better than you [19:43] - The history of polygraph testing in the Secret Service [23:27] - How frequently polygraph testing is used [24:31] - Working child exploitation cases and the challenges involved [26:52] - How interrogations sharpened Brad's communication skills [31:51] - Most people never get to share their story [33:20] - Creating a confessional space in conversations [36:17] - How Brad's observation made a suspect confess to his crime [39:57] - How Brad handles the internal aftermath of interrogations NOTABLE QUOTES "If you demonstrate tactical empathy and you focus on their why instead of what, you're more likely to get information from people." "Effective communication is almost like effective podcasting." "Entrepreneurs, you don't need to just look at where this person (potential hire) went to school or where they did this. You need to look at who's grinding. Who has not just the skills, but the attributes, those hardworking attributes that make them want to get better every single day." "If you want to hire a team for 25 years, you don't want them where they're at when you hire them on day one. You want them based on the potential of where they're going to be 25 years from now." "If you think somebody has the potential to take over something that you're doing, something you know somebody else could be doing, and when they get 60–65% as good as you, set them free. Let them go. Let them do it." "You give me a bad script and you deliver it well, it's going to be received better than vice versa." "One little tidbit to communication is this: you have to watch yourself without listening, so you can see your body language. And you have to listen to yourself without the video on. If you do those two things, you'll definitely level up your ability to communicate." "Communication is a skill like any other, and if you don't work at it, it will diminish." "They think that by saying, 'Me too,' they're building rapport with you. No, they're doing the exact opposite. They're showing they're not letting that person get that dopamine pumped out of their body and get those neurochemical soups going in the right way." "Secrets are shared with whispers, not with yells." USEFUL LINKS: https://bradleybeeler.com/ https://www.linkedin.com/in/bradbeeler1865/ https://www.instagram.com/bradbeeler1865 https://www.facebook.com/beelerbrad https://www.youtube.com/@BradBeeler1865 Tell Me Everything: A Secret Service Agent's Proven Strategies for Earning Trust, Revealing Truth, and Communicating with Anyone (https://a.co/d/01BWF62x) CONNECT WITH JOHN Website - https://iamjohnhulen.com    LinkedIn - https://www.linkedin.com/in/johnhulen Instagram - https://www.instagram.com/johnhulen    Facebook - https://www.facebook.com/johnhulen    X - https://x.com/johnhulen    YouTube - https://www.youtube.com/channel/UCLX_NchE8lisC4NL2GciIWA    EPISODE CREDITS Intro and Outro music provided by Jeff Scheetz - https://jeffscheetz.com/ 

It's confusing and painful when you pray and nothing seems to change. Find answers about what to expect in prayer, why answers don't always come the way we hope, and how God can still bring growth and transformation through it.

Send us Fan MailGetting promoted from a remote role is not only a visibility problem, it is a perception problem. You are good at your job. You hit your deadlines. Your manager respects you. And yet when promotion conversations happen, your name is not the first one that comes up, and you suspect it is because you are remote. No one has said it to your face, but you feel it. The truth is, remote is not a career limitation. It is a communication and strategy problem, and those are solvable.In this episode of Communicate to Lead, Kele Belton walks through the Remote Visibility Framework, a three-part strategy for high-performing women leaders who are doing excellent work remotely and still being overlooked for promotion. Through the story of Simone, a composite client who had not been promoted in two years despite strong performance, Kele unpacks why remote workers often face a double bind: their work and thinking are not consistently reaching decision makers (a visibility problem), AND decision makers form quiet assumptions about their ambition that are never challenged (a perception problem). The framework gives you three specific strategies for solving both, without requiring you to be in an office you are not in.What You Will Learn:The two problems that hide behind the question of remote advancement, and why most advice only addresses one of them, leaving you stuck even after you have done everything right.The 2-3 sentence framing technique that turns any project handoff into a window into your strategic thinking, in less than two minutes per message.How to replace the hallway conversation when you cannot be in the office, with three calibrated options depending on what your organization's culture actually supports.The exact sentence one client used to surface the assumption her manager had quietly formed about her remote status, and how to adapt it for your own career conversation.Why the senior leader you are nervous to reach out to is often more open to a 15-minute learning conversation than you expect, and the framing that makes the ask land.The simple Friday message structure (three sentences) that built one client's visibility with leadership in under a month.Your Action Step:Identify which of the three strategies is the most urgent for you right now, and take one step this week: If your thinking is invisible because you are delivering work without explaining your reasoning, add two to three sentences of framing to your next project handoff.If you are doing excellent work in isolation, identify one senior stakeholder you want to build a meaningful touch point with this week, and take one step toward that.If there is an assumption in the silence that you have never corrected, ask your manager for a dedicated career conversation, not in the margins of your regular check-in, with that as the agenda.Mentioned in This Episode:The Executive Presence Series: Episode 168 (Visual), Episode 170 (Vocal), Episode 172 (Verbal), Episode 174 (Integration).About Your Host:Kele Belton is a communication and leadership facilitator, coach, and consultant who helps high-performing women in middle management build the communication and leadership strategies that get them recognized, sponsored, and promoted.Connect with Kele:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.comBook a Leadership Strategy Call (30 minutes, complimentary): https://calendly.com/kele-thetailoredapproach/leadership-strategy-call

In this episode, we talk about ways to approach a partner with an avoidant attachment style to foster understand and emotional safety. Check us out on YouTube: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Coach Craig Kenneth⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Craig's help personally: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.askcraig.net/take-action/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Victoria's help: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.askcraig.net/victoria⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Craig's workbook series: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.askcraig.net/workbooks-1/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Get Started on the Creative Healing Course: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://courses.askcraig.net/⁠⁠⁠⁠⁠⁠⁠⁠

Hour 3 - Mego gives us the news for the morning. Losers who robbed a lemonade stand and stole a dog. Would Mego Shotgun it: Boozy Ice Cream. The crew debate what the biggest issue is which the Red Sox.

Prayer can feel like trying to learn a foreign language - awkward and out of reach for a lot of us. Learn how to start simple, connect with God honestly, and discover the peace and strength that come from real conversation with Him.

Most leaders think they are good communicators, but that confidence is often built on a dangerous assumption. They believe communication means telling people what they think, what they want, and what should happen next. Real leadership communication is more demanding. It requires self-awareness, context, listening, empathy, emotional control, cultural intelligence, and the ability to create shared understanding. In Japan, Australia, the United States, Europe, and across Asia-Pacific, leaders now operate in workplaces overloaded with messages, meetings, dashboards, chat platforms, and cross-cultural misunderstanding. The leader's communication quality shapes trust, motivation, execution, and culture. What makes leadership communication more than just talking? Leadership communication is not one-way instruction; it is the disciplined creation of shared meaning. Leaders must understand their own assumptions and the listener's viewpoint before expecting action. Many bosses reduce complex ideas into headlines because they are busy. They skip background, context, and the "why," then wonder why people misunderstand or resist. Good communication begins with self-awareness. What assumptions am I making? What does the listener already believe? What vocabulary, cultural expectation, or past experience will shape how they hear me? In bilingual Japan workplaces, the gap can be even wider when English directness meets Japanese indirectness. Do now: Before giving an instruction, ask yourself, "What context does this person need in order to understand the real meaning?" Why should leaders listen before giving advice? Leaders should listen first because advice given too early often solves the wrong problem. The most important information may be hidden in what is not being said. Busy leaders often hear a fragment of an issue and leap into solution mode. That feels efficient, but it can silence the team and waste insight. Real listening means hearing words, tone, hesitation, emotion, and context. It also means resisting the temptation to show off experience or intelligence. Employees are more motivated when they feel the boss has genuinely heard them. In modern organisations, the leader no longer has a monopoly on ideas, expertise, or local knowledge. Do now: Listen for the unsaid message before offering advice. Ask, "What else should I understand before I respond?" How can leaders build an open communication culture? Leaders build an open communication culture by making it safe for many ideas to emerge, not just the boss's preferred opinion. Strong leaders welcome challenge; weak leaders demand agreement. A creative workplace needs more than slogans about innovation. It needs leaders who can throw hierarchy, status, and power out the window when ideas are being discussed. This matters in startups, multinationals, SMEs, professional services firms, and traditional Japanese companies where rank can easily silence junior talent. Open communication allows "a hundred flowers" of ideas to bloom, but it requires confidence from the boss. Leaders who are insecure often close discussion too early. Do now: In your next meeting, speak last on one important topic and invite the quietest person to contribute first. Why is empathetic listening the highest communication skill? Empathetic listening is the highest communication skill because it hears the person behind the words. It uses ears, eyes, and emotional awareness to understand what really matters. Empathetic listening means sensing the "how" of what is being said, not just capturing the literal message. Is the person anxious, hesitant, frustrated, embarrassed, or quietly enthusiastic? Are they withholding something because of hierarchy, face-saving, language limitations, or fear of being judged? This is especially important in Japan, where communication may be indirect and context-heavy. Leaders who listen empathetically can respond to the real issue rather than the surface-level statement. Do now: Watch tone, pace, facial expression, silence, and energy. Then check gently: "Is there something else behind this that we should discuss?" How does trust affect leadership communication? Trust determines whether the team receives the leader's message honestly or suspiciously. Communication is filtered through the leader's consistency, integrity, follow-through, and transparency. A leader cannot suddenly demand trust during a crisis. Trust is built layer by layer, through repeated behaviour. When the boss says one thing and does another, the team learns to discount the message. When the leader explains decisions clearly, follows through on commitments, and communicates bad news honestly, people listen differently. In any organisation, the grapevine becomes powerful when formal communication is weak, slow, or unbelievable. Rumours fill the vacuum leaders leave behind. Do now: Communicate early and consistently. If you do not provide the truth, the grapevine will provide a substitute. Why do leaders need to control emotional communication? Leaders must control anger, rage, disappointment, and irritability because these emotions communicate faster than words. Once released, the damage is difficult to reverse. A boss may believe they are simply "being direct," but the team may experience the moment as intimidation, humiliation, or instability. Emotional sparks are often selfish because they focus on the leader's inner turmoil rather than the listener's needs. In high-pressure environments, leaders need discipline before speaking. The rule is simple but difficult: speak to others as they want to be spoken to. This does not mean avoiding hard conversations. It means choosing clarity over emotional discharge. Do now: When emotionally triggered, pause before speaking. Ask, "Will this help the person understand, or will it simply release my frustration?" How does organisational culture shape communication? Leaders communicate inside the culture they create, and that culture determines how messages are interpreted. A trust-based culture receives communication differently from a fear-based culture. Every message has context. A short instruction from a trusted leader may feel clear and efficient. The same instruction from a volatile or political leader may feel threatening or manipulative. Communication is not just words; it is energy, action, sincerity, and intention. People watch what leaders do every day and compare it with what they say. This is why culture and communication cannot be separated. The leader's behaviour becomes the organisation's communication standard. Do now: Audit the gap between what you say and what your team sees you do. That gap is your real communication problem. Why is "my way or the highway" outdated leadership? The "my way only" leadership style is outdated because modern teams need understanding, inclusion, and shared ownership. The leader still decides, but better decisions come from first understanding the people affected. Command-and-control communication may feel decisive, but it often produces compliance without commitment. Employees today expect to understand the purpose behind decisions. They also bring expertise, customer knowledge, technical detail, and cultural insight the boss may not have. In Japan, where harmony and hierarchy can suppress open disagreement, leaders must work even harder to draw out real views. Seeking to understand subordinates first does not weaken authority. It improves judgement. Do now: Before finalising a decision, ask, "What am I missing from the people closest to the work?" Final summary Good leadership communication is not natural talent or polished talking. It is a set of disciplined habits: self-awareness, listening first, matching the listener's wavelength, creating open culture, listening empathetically, controlling emotion, building trust, communicating continuously, and rejecting "my way only" thinking. The uncomfortable truth is that poor communication usually starts with the leader. If people do not understand the why, context, priority, or expected action, leaders should not simply blame the listener. They should improve the message, the timing, the feedback loop, and their own listening. FAQs Are most leaders as good at communication as they think? No, many leaders overestimate their communication skill because they focus on speaking rather than understanding. Good communication requires the listener to receive, interpret, and act on the message correctly. Why is context important in leadership communication? Context explains the "why" behind the message. Without context, employees may hear the instruction but misunderstand the priority, purpose, or expected result. What is the role of empathy in communication? Empathy helps leaders understand what people feel, fear, avoid, and value. It allows the boss to tune into the human reality behind the work issue. Why is the grapevine so powerful? The grapevine becomes powerful when leaders leave an information vacuum. If formal communication is slow, vague, or untrusted, rumours and speculation take over. How can leaders improve immediately? Leaders can improve immediately by listening longer, speaking with more context, checking understanding, and controlling emotional reactions. These habits build trust faster than polished speeches. Quick actions for leaders Explain the "why," not just the task. Listen before giving advice. Invite ideas from different levels of the organisation. Match vocabulary and communication style to the listener. Watch for what is not being said. Communicate continuously to prevent rumour gaps. Control anger before speaking. Replace "my way" with "help me understand your view first." Author Bio Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" in 2018 and 2021, and recipient of the Griffith University Business School Outstanding Alumnus Award in 2012. As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across leadership, communication, sales, and presentation programmes, including Leadership Training for Results. He has written several books, including three best-sellers: Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery, along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō（ザ営業）, Purezen no Tatsujin（プレゼンの達人）, Torēningu de Okane o Muda ni Suru no wa Yamemashō（トレーニングでお金を無駄にするのはやめましょう）, and Gendaiban "Hito o Ugokasu" Rīdā（現代版「人を動かす」リーダー）. Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews, which are widely followed by executives seeking success strategies in Japan.

Have you ever been in a conversation and realized somewhere along the way you completely checked out? Not because you wanted to, but because your wiring just took you somewhere else? That's what this episode is about. Jason VanRuler is back as co-host, and together he and Candace break down what happens when each of the five PATHS communication types disengage. Not through open conflict or blowups — the quieter drift that happens when a Peacemaker decides it is not worth it, when a Thinker goes silent and starts cycling inward, or when a Harbor abandons themselves by over-functioning for everyone else. Candace talks openly about parenting teenagers and what it took to remember she was the adult in the room, even when the room was loud. Jason shares what it looks like when couples call him months after an intensive counseling session, having slid back into the same patterns that brought them in the first time. Connection, he says, is not something you tend to reactively. It is something you build consistently, and every PATHS type has a particular way of falling off that path. There are four listener questions in this episode, and they are honest ones: about anger that feels like it comes out of nowhere, about walls built to protect and then impossible to take down, about keeping a marriage strong when your husband is gone for twelve-plus hours a day. Candace shares what 30 years of marriage actually looks like, including the truth that not every day is a great day, and why two willing people might be the only real secret there is. Subscribe to Candace's email list and get the free Healthy Connection Guide at candace.com, and get Jason's Communicate to Connect course at candace.com/together. Life is like a rollercoaster, but it's better when we go through it together. Connect with Candace and Jason  Candace on Instagram @candacecbure  Follow the Podcast on Instagram @candacecameronburepodcast  Follow the Podcast on TikTok @ccbpodcast Jason on IG: https://www.instagram.com/jason.vanruler/ Jason on Youtube https://www.youtube.com/c/Jasonvrcounselor Website: https://www.jasonvr.com/ Sponsors For This Episode Crowdhealth - Go to JoinCrowdHealth.com and use code CANDACE GCU gcu.edu IFCJ ifcj.com  PHD - Visit myphdweightloss.com and call #864-644-1900 and mention Candace.  316 Financial https://bank316.com/candace-cameron-bure Learn more about your ad choices. Visit megaphone.fm/adchoices

In this re-release episode of the Live Greatly podcast, Kristel Bauer sits down with former world champion debater and author Dr. Kate Mason to discuss how effective communication can help you build trust, increase your influence, and navigate challenging workplace dynamics with greater confidence. Kate shares practical strategies for becoming more approachable, strengthening relationships, overcoming self-doubt, and communicating effectively in situations where power dynamics are at play. Whether you're looking to elevate your leadership presence, advance your career, or simply become a more confident communicator, this conversation is packed with actionable insights. Tune in now! Key Takeaways From This Episode: A look into Kate Mason Ph.D.'s book, Powerfully Likeable:  A Woman's Guide to Effective Communication Tips to increase approachabilty Ways to build trust Suggestions to navigate power imbalances A look into something called Imposing Syndrome and how to counter it Tips to boost likeability How many overachievers may be over preparing ABOUT KATE MASON PH.D. Kate Mason Ph.D. is a former world-champion debater, coach and author.  Her book, Powerfully Likeable is the result of over twenty years of working in fast-paced environments of excellence. Her particular niche? Unlocking communication for high-performing women who are at the crossroads of power and likeability. Mason has spent her career working with founders and executives from tech startups to major global brands, like Google, Microsoft, Netflix, Uber and many more. Connect with Kate Order: Powerfully Likeable:  A Woman's Guide to Effective Communication Website: https://www.katemason.co/  Instagram: https://www.instagram.com/drkatemason/  Linkedin: https://www.linkedin.com/in/katemasonphd/  About the Host of the Live Greatly podcast, Kristel Bauer: Kristel Bauer is a corporate wellness and performance expert, keynote speaker and TEDx speaker supporting organizations and individuals on their journeys for more happiness and success. She is the author of Work-Life Tango: Finding Happiness, Harmony, and Peak Performance Wherever You Work (John Murray Business November 19, 2024). With Kristel's healthcare background, she provides data driven actionable strategies to leverage happiness and high-power habits to drive growth mindsets, peak performance, profitability, well-being and a culture of excellence. Kristel's keynotes provide insights to "Live Greatly" while promoting leadership development and team building.   Kristel is the creator and host of her global top self-improvement podcast, Live Greatly. She is a contributing writer for Entrepreneur, and she is an influencer in the business and wellness space having been recognized as a Top 10 Social Media Influencer of 2021 in Forbes. As an Integrative Medicine Fellow & Physician Assistant having practiced clinically in Integrative Psychiatry, Kristel has a unique perspective into attaining a mindset for more happiness and success. Kristel has presented to groups from the American Gas Association, Bank of America, bp, Commercial Metals Company, General Mills, Northwestern University, Santander Bank and many more. Kristel has been featured in Forbes, Forest & Bluff Magazine, Authority Magazine & Podcast Magazine and she has appeared on ABC 7 Chicago, WGN Daytime Chicago, Fox 4's WDAF-TV's Great Day KC, and Ticker News. Kristel lives in the Fort Lauderdale, Florida area and she can be booked for speaking engagements worldwide. To Book Kristel as a speaker for your next event, click here. Website: www.livegreatly.co  Follow Kristel Bauer on: Instagram: @livegreatly_co  LinkedIn: Kristel Bauer Twitter: @livegreatly_co Facebook: @livegreatly.co Youtube: Live Greatly, Kristel Bauer To Watch Kristel Bauer's TEDx talk of Redefining Work/Life Balance in a COVID-19 World click here. Click HERE to check out Kristel's corporate wellness and leadership blog Click HERE to check out Kristel's Travel and Wellness Blog Disclaimer: The contents of this podcast are intended for informational and educational purposes only. Always seek the guidance of your physician for any recommendations specific to you or for any questions regarding your specific health, your sleep patterns changes to diet and exercise, or any medical conditions.  Always consult your physician before starting any supplements or new lifestyle programs. All information, views and statements shared on the Live Greatly podcast are purely the opinions of the authors, and are not medical advice or treatment recommendations.  They have not been evaluated by the food and drug administration.  Opinions of guests are their own and Kristel Bauer & this podcast does not endorse or accept responsibility for statements made by guests.  Neither Kristel Bauer nor this podcast takes responsibility for possible health consequences of a person or persons following the information in this educational content.  Always consult your physician for recommendations specific to you.

This five-week series is not a typical “how to have a perfect Christian family” talk. It's raw, real, and multi-generational. Pastors Michael & Heather will co-lead, joined on stage by all four of their children. The goal is to create an honest conversation about the ecosystem and culture of family life — the invisible atmosphere we create in our homes, the boundaries we set (or don't), and the legacy we're actually passing on. Expect laughter, tears, vulnerability, and practical wisdom. The series will feel like a family dinner table conversation — only louder and with all of you watching.

Most business owners believe growth comes from working harder, longer, and pushing through with massive bursts of effort. But what if the secret to long-term business success isn't intensity at all—it's consistency? In this episode of SoTellUs Time, Trevor and Troy Howard break down why the most successful businesses aren't built on occasional moments of motivation but on small, repeatable actions performed consistently over time. Whether you're running a home service company, childcare center, salon, medical practice, law firm, or any small business, this episode will help you understand how sustainable growth is created through systems, habits, and disciplined execution. You'll learn why hustle culture often leads to burnout, how consistency creates compounding results, and the simple strategies business owners can implement immediately to create predictable growth. If you've ever felt stuck in the cycle of working harder without seeing lasting results, this episode is for you. In This Episode, You'll Learn: ✅ Why intensity-based growth often fails ✅ The hidden dangers of relying on motivation ✅ How consistency creates compound business growth ✅ Why customers trust predictable businesses ✅ The connection between systems and long-term success ✅ How consistent follow-up increases sales ✅ Why ongoing marketing beats occasional marketing campaigns ✅ How small process improvements create major results ✅ The role of habits in business scalability ✅ Practical ways to build consistency into your organization Key Takeaways Successful businesses don't grow because of one amazing month. They grow because leaders consistently: • Follow up with leads • Ask for customer reviews • Improve processes • Train employees • Communicate with customers • Track important metrics • Execute proven systems Consistency creates momentum. Momentum creates growth. Growth creates opportunity. And it all starts with small actions repeated over time. Perfect For: Small Business Owners Entrepreneurs Home Service Companies Childcare Centers Marketing Professionals Business Coaches Sales Leaders Startup Founders Service Businesses Team Leaders Franchise Owners Anyone Looking to Scale a Business About SoTellUs Time SoTellUs Time is the podcast where Trevor Howard and Troy Howard discuss business growth, leadership, customer experience, marketing, reviews, automation, AI, entrepreneurship, and proven strategies to help businesses grow smarter and faster. Learn more about SoTellUs:

Most companies hire and promote based on IQ and productivity — but what if emotional intelligence is the real driver of lasting success? In this episode of Anatomy of Success, Steve Wolinhaus breaks down the nine defining behaviors of emotionally intelligent people and why identifying them can transform your team, your leadership, and your organization. Inspired by his father — a pioneer in championing EQ long before it was mainstream — Steve makes a compelling case for why emotional intelligence is the rarest and most valuable skill in today's workplace, and why so many companies are consistently promoting the wrong people. In this episode, you'll discover the 9 things emotionally intelligent people do: Manage stress in healthy ways that don't bleed into the workplace Stay assertive without being obnoxious — and set firm boundaries with toxic people Communicate feelings clearly without being defensive or accusatory Avoid taking things personally and let thoughts settle before responding Refuse to be vindictive and release negative emotions instead of holding grudges Own their mistakes and focus on solutions rather than blame Lead with genuine empathy and consider the impact of their words on others Take full responsibility for their personal and professional outcomes Operate with confidence and thick skin — without needing external validation Whether you're hiring, building a team, or working on your own personal growth, this episode will give you a clear framework for recognizing and developing emotional intelligence where it matters most.

Send us Fan MailYou made a decision. You stand behind it. Then someone questions it, and before you realize what is happening, you are explaining, justifying, and trying to prove your point.That moment can feel personal, especially for women leaders who are used to being second-guessed, interrupted, or expected to over-explain. But not every challenge is an attack. Sometimes what feels like pushback is actually an invitation to clarify your thinking.In this Monday Momentum episode of Communicate to Lead, Kele Belton continues the June series on the difficult conversations women leaders walk into braced for a fight. This episode explores why defending your decisions can weaken your authority, how to tell the difference between defense and clarification, and the small language shift that helps you respond with more confidence, clarity, and executive presence.What You'll LearnWhy the instinct to defend your decisions can undermine your position before the conversation even starts.The difference between defending a choice and explaining your thinking from a place of ownership.A simple phrase you can use when someone questions a decision you made.One follow-up question that helps you discover what the other person actually needs from you.Who This Is ForThis episode is for women leaders, managers, and high-performing professionals who want to respond to pushback without shrinking, overexplaining, or losing authority.Your Action StepThe next time someone questions a decision you made, pause before responding. Ask yourself: am I about to defend, or am I about to clarify? If you can name the moment as clarification, lead with the phrase from this episode. Then ask the follow-up question and notice how the conversation changes.Your AI PromptUse this prompt to prepare for a moment when someone is likely to question a decision you made. Paste it into your preferred AI assistant and answer the questions as they come.I'm a [role] in [industry]. I made a decision about [briefly describe the decision and the context], and I'm anticipating that my [manager, peer, stakeholder] may question it. Help me prepare a response that signals ownership rather than defense.Ask me 3 questions:What was I solving for when I made this decision?What perspective or vantage point shaped my thinking?What might the other person actually need to understand about the decision in order to support it, act on it, or align their work with it?Then write:One opening phrase I can use to explain my thinking from a place of ownership rather than defense.One follow-up question I can use to surface what the other person actually needs from me.Constraints:Forward-facing toneNo language that signals defense or justificationMust carry the same weight as “Here's where I was coming from”Must sound like a leader explaining her thinking, not someone defending her choiceAvoid softening language like “just,” “a little,” “maybe,” “I was thinking,” or “I  just wanted to mention”The follow-up question must invite real information, not a yes-or-no responseExample output style:Opening phrase: “Here's where I was coming from.”Follow-up question: “What's prompting the question?”Ready to Go Deeper?Book a complimentary Leadership Strategy Call with Kele to talk through where you are, where you want to go, and what it will take to get there.About Your HostKele Belton is a communication and leadership trainer who helps women leaders build confidence, clarity, and impact through strategic communication and practical leadership frameworks.Connect with KeleLinkedInInstagramWebsite

COMMUNICATE CONSCIOUSLY 1

If you've ever struggled to explain what you do and how you help your clients without rambling, downplaying it, or listing a bunch of tasks, this episode is for you.In EP 256, Maggie breaks down why so many smart, capable professionals (service-based business owners and leaders inside organizations) struggle to communicate their value in a way that actually lands with clients, executives, and stakeholders. You'll learn how to shift from “here's what I do” to “here's the impact I create,” using Maggie's simple PCOMP framework: Problem, Cost, Outcomes, Method, Proof.This is the skill that helps you get more clients, stronger conversions, better opportunities, and yes—get noticed, promoted, and paid.In this episode, you'll learn:Why confidence doesn't come first (and what actually creates it)The difference between communicating tasks vs. communicating resultsThe 4 common patterns that make high performers sound vague or “salesy.”How to translate your work into outcomes that clients and leaders care aboutThe PCOMP framework to communicate value clearly in any situationHow to use PCOMP in marketing, interviews, meetings, pitches, and performance conversationsWhy practice + feedback is the fastest path to mastering this skillReady to practice this skill (and build an asset that sells)?If you're a business owner, join Maggie in an Online Challenge -  Stop the Lull: Build an Email Sequence in 5 Days and Make Sales This SummerJuly 13–17, 2026, at 12:00 PM (1 hour/day) - buy your tickets hereIf you're a corporate/ non-profit leader or are listening to this after July 2026 - book a free initial consultation with Magge instead HERE

Do you feel micromanaged right now? Your boss breathing down your neck? Asking for more details, more plans, more updates? You're probably thinking it's a boss problem. But Sam's going to tell you something that might sting: it's not your boss. It's you.And before you tune out, hear him out—because this applies at every level. Whether you're a salesperson with no team, a manager with a team, or an owner with leadership above you, the root cause is the same.Sam's lived by one principle for twenty-five years: Leader of one, leader of many. If you can't lead one, you can't lead any. And if you're feeling micromanaged, the person you're failing to lead is yourself.In this episode, Sam breaks down the three hundred sixty degree Extreme Ownership Framework and shows you exactly why you're being micromanaged and how to fix it.Key Teaching Points:The problem isn't your boss. It's extreme ownership and upstream communication. Two main categories: salesperson or technician with no team below, or manager with team below and leadership above. The three hundred sixty degree framework: lead up to your boss, lead across to your peers, lead down to your team. Layer one: the salesperson or technician. You're not taking ownership of your role. You're not communicating proactively. Layer two: the manager. You haven't taken extreme ownership of alignment with leadership above. You don't have a clear understanding of what success looks like to them. Layer three: all levels. The framework works everywhere.The One Three One Framework:Never take a problem to your manager without three ideas to solve it. Problem plus three solutions, then suggest the one you think is right. This develops trust.Real Example:Christian Stevens got a sixteen thousand dollar sale on his first appointment after training. He was four thousand dollars higher than the previous quote because he asked more questions and gained trust.The Fix:Take extreme ownership. Show them you've got it. Communicate proactively. Don't wait for them to ask. Send a text immediately after an appointment. Here's what happened. Here's the outcome. Tell them the story.Proactive communication stops micromanagement. Once they see you're on top of it, they have no reason to micromanage you anymore.Work with Sam:Website: https://www.closeitnow.netCoaching and training: https://www.closeitnow.net/coachingFacebook group: https://www.facebook.com/groups/closeitnowEmail: sam@closeitnow.netHVAC Sales Jumpstart 2026:Live training every Monday night, seven PM Central, starting July first. Forty-five minutes to an hour of content plus question and answer. Recorded for life. Success happens at the speed of implementation. One concept per week that you can execute immediately. Go to hvacjumpstart.comSummer Sales Surge Series 2026:Four series live virtual training June through September. Fourteen ninety-seven dollars full bundle. salesurgebundle.comThree Ways to Work with Sam:One: On-site training. Half-day classroom plus half-day ride-alongs with your team.Two: Virtual training. Same frameworks, delivered remotely for teams or individuals.Three: The Build. Company scaling partnership with Doug C. Brown. You built the revenue. We help you build the business.Key Principle:Leader of one, leader of many. If you can't lead one, you can't lead any. If you're being micromanaged, the person you're failing to lead is yourself.Leave a review on Apple Podcasts or Google to help more contractors and salespeople find this show.Google Review Link: https://g.page/r/CbfnnDqTCwQdEAE/review

What if the reason your closest relationships feel stuck isn't about how much you care — but about how differently you and the people you love communicate? Today, I sit down with Jason VanRuler, therapist, Enneagram Two, and author of Discovering Your Communication Type: The 5 Paths to Deeper Connection and Stronger Relationships, as he introduces us to his P.A.T.H.S. framework — five communication styles he identified through years of working with couples navigating betrayal, teams in conflict, and individuals trying to understand why the same words land so differently depending on who's in the room. Those five types: the Peacemaker, the Advocate, the Thinker, the Harbor, and the Spark.  The nine Enneagram types map fascinatingly onto these five communication styles, and we walk through each type together. We talk about blind spots (every communication style has one), what happens to our style under stress and in conflict, and why the most generous thing you can do in any relationship is learn to speak your people's language rather than demanding they speak yours. Jason also shares honestly from his own marriage — he's a Harbor married to a Thinker — and what changed when he learned to stop reading his wife's precision questions as opposition and started hearing them as her version of love. Whether you're an Enneagram enthusiast, a couples therapist, a team leader, or just someone who's tired of feeling unseen in conversations, this episode is for you.  

One of the biggest mistakes organizations make with AI is assuming that more automation automatically creates better outcomes. Daria Rudnik introduced a framework that challenges that assumption: the Human Agency Scale. Rather than asking whether AI should be used, the framework asks a more important question: How much human involvement should remain? About Daria Rudnik Daria Rudnik helps overloaded leaders build self-sufficient teams in an AI-driven world. Through her proprietary CLICK Framework, she works with fast-growing technology and finance organizations to improve team ownership, decision-making, knowledge sharing, and adaptability. Daria is the author of CLICKING (International Impact Book Awards – Leadership Category), co-author of The AI Revolution, and founder of Aidra.ai, an AI coaching platform designed to scale leadership development.

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Send us Fan MailExecutive presence shows up most clearly in the moments that test you. The hard question. The skeptical room. The presentation that matters. In this finale of the Executive Presence Series, we follow Diane, a composite client you may remember from Episode 172, into her first high-stakes boardroom moment as a new operations director. We walk through her presentation in four chronological moments: the walk-in, the opening sentence, the hard question, and the close, so you can experience how the visual, vocal, and verbal pillars actually work together when the pressure arrives.In this episode of Communicate to Lead, Kele Belton closes the four-part Executive Presence Series by bringing all three pillars together in one real high-stakes moment. The episode is built around a single scenario: Diane, the composite client from Episode 172, now presenting a major vendor contract restructuring proposal to senior leadership. Through four chronological moments- the walk-in, the opening sentence, the hard question, and the close - Kele shows how the Three Anchors of Embodied Presence, the four vocal behaviors, and the language of authority all integrate when the pressure is real.This is the finale of the four-part Executive Presence Series. Each part built one layer of presence: Episode 168 on the visual pillar, Episode 170 on the vocal pillar, and Episode 172 on the verbal pillar. This episode integrates all three into a single high-stakes moment. The series moves from being seen, the throughline of the April visibility series, to being felt, which is what executive presence delivers.What You Will Learn:How to enter a high-stakes room so the people inside it have already started calibrating to your leadership before you make your case.The grounded breath that settles your pitch in the seconds before you speak, so your opening sentence lands with weight instead of nerves.What to do in the two seconds after a hard question that separates a defensive answer from an authoritative one.Why you cannot consciously think about three pillars in a live moment, and what to practice instead, so executive presence shows up automatically when it counts.How to close a presentation in a way that lands the ask cleanly, without the apologetic trailing-off that signals you are unsure of your own recommendation.The single most important reframe of the entire series: executive presence is not a costume you put on to look like a leader. It is the practice of letting the leader you already are come through clearly.Your Action Step:Pick one upcoming high-stakes moment and prepare for it across all three pillars:Choose one behavior from each pillar: one anchor from Episode 168 (visual), one vocal behavior from Episode 170, and one language swap from Episode 172.Write your three choices on a sticky note before the meeting. Then, in the moment, do not run a checklist. Be present.Afterward, reflect on which of the three came most naturally and which one needed the most attention. That tells you where to keep practicing.Listen to the Complete Executive Presence Series:Start the series with Episode 168: How to Build Executive Presence: 3 Anchors for Women Leaders (Part 1 of 4), on the visual pillar and the Three Anchors of Embodied Presence.Continue with Episode 170: Vocal Presence for Women Leaders: 4 Behaviors That Build Authority (Part 2 of 4), on pitch, pace, volume, and intentional pauses.Then Episode 172: The Words That Undermine Your Presence (Part 3 of 4), on the verbal pillar and the language of authority.About Your Host:Kele Belton is a communication and leadership facilitator, coach, and consultant who helps high-performing women in middle management build the communication and leadership strategies that get them recognized, sponsored, and promoted.Connect with Kele:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.comBook a Leadership Strategy Call (30 minutes, complimentary): https://calendly.com/kele-thetailoredapproach/leadership-strategy-call

Have you ever known something was broken in a relationship but had no idea how to say what you actually needed to fix it? That's where so many of us get stuck. This week, Candace and communication coach Jason VanRuler move from understanding the PATHS types to putting them to work, starting with a listener question about a family conflict that has been festering for twenty years. Jason reframes the whole thing: the problem is rarely that people won't talk. It's that they don't know what they need in order to move forward. The conversation moves through how each communication type engages with conflict, from the Peacemaker who needs reassurance that the relationship will survive the hard conversation, to the Advocate who can throw the whole relationship away for the win, to the Thinker who arrives with a trolley of evidence, to the Harbor who creates so much space for feelings that the conflict never actually gets resolved, to the Spark who surprises everyone when the intensity finally breaks. Jason also addresses what to do when the other person simply is not willing, and how to tell the difference between what we want and what we actually need. Two more listener questions round out the episode: a mom whose first-grade son keeps getting excluded, and a teenage girl named Blythe navigating anxiety. Jason's answer to both comes back to the same thing. Confidence rooted in identity. When we know who we are and what we stand for, rejection still hurts, but it doesn't define us. And for the teenage girl spinning in worry? Noting the anxiety and then redirecting that energy somewhere useful turns out to be far more effective than overthinking it. Download the free Healthy Connection Guide at candace.com, where you can also submit questions for future episodes. For Jason's "Communicate to Connect" video guide, go to candacecbure.com/together Life is like a rollercoaster, but it's better when we go through it together! Connect with Candace and Jason  Candace on Instagram @candacecbure  Follow the Podcast on Instagram @candacecameronburepodcast  Follow the Podcast on TikTok @ccbpodcast Jason on IG: https://www.instagram.com/jason.vanruler/ Jason on Youtube https://www.youtube.com/c/Jasonvrcounselor Website: https://www.jasonvr.com/ Sponsors For This Episode PHD myphdweightloss.com and call #864-644-1900 and mention Candace.  Crowdhealth Go to JoinCrowdHealth.com and use code CANDACE GCU gcu.edu 316 Financial https://bank316.com/candace-cameron-bure IFCJ ifcj.com Learn more about your ad choices. Visit megaphone.fm/adchoices

In today's episode, a former secret service agent shares exactly how to read body language, handle difficult people, and know when someone is lying. You'll also learn psychological tricks to spot manipulation, master your emotions, gain respect, and get what you want without being pulled into other people's drama. Today, Mel is bringing back one of the most tactical and empowering conversations ever on The Mel Robbins Podcast, with a brand new introduction and new insights for right now. Her guest is Evy Poumpouras, a former secret service agent who has protected 5 former U.S presidents.  She is a “human lie detector” who has been specially trained in the art of lie detection, human behavior, and cognitive influence.  And today, she is giving you a masterclass of all of her best secrets from over 3 decades of training and experience. Evy's extensive and decorated career includes operating undercover, complex criminal investigations, and working as an interrogator for the Secret Service's elite polygraph unit. And in this special episode, she's here to arm you with information, tools, and strategies so you can read people more clearly, communicate with confidence, and know what to do next. In this episode, you'll learn: -How to read someone in the first few minutes -How to stay in control when someone is trying to bait you -The body language cue that shows someone wants out of a conversation -Why eye contact is not the lie detector people think it is -How to spot when someone's words and actions don't match -How to stay grounded when someone is trying to pull you into their chaos -Why the most manipulative people in your life may be the ones closest to you People are always showing you who they are. This episode teaches you how to stop missing it. For more resources related to today's episode, click here for the podcast episode page.    If you liked the episode, check out this one next: Communicate with Confidence: The Blueprint for Mastering Every Conversation Connect with Mel:     Order Mel's new product, Pure Genius Protein Get Mel's newsletter, packed with tools, coaching, and inspiration. Get Mel's #1 bestselling book, The Let Them Theory Watch the episodes on YouTube Follow Mel on Instagram  The Mel Robbins Podcast Instagram Mel's TikTok  Subscribe to SiriusXM Podcasts+ to listen to new episodes ad-free Disclaimer Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Marketing leaders are being asked to drive more growth with less budget, fewer resources, tighter timelines, and more pressure from every direction while AI is being treated like the shortcut to replace entire marketing teams. But AI will not fix bad strategy, weak alignment, poor customer understanding, or broken marketing fundamentals. In part two of this master class conversation with Matt Hummel, CMO of Pipeline360, the focus moves into what it really takes to become the kind of CMO AI cannot replace. Not by chasing every new tool, adding more MarTech, or hiding behind automation, but by understanding the business as a whole, building trust across departments, speaking the language of revenue, and creating alignment between marketing, sales, product, leadership, and the customer. To lead marketing in a volatile market where expectations keep rising and the old playbook is no longer enough, you need to know how to: • Make sales an ally instead of your bitter rival • Build shared pipeline ownership across marketing and sales  • Communicate risk without becoming defensive • Connect marketing decisions to the larger goals of the business • Set clearer expectations with your team and leadership • Understand resource constraints without using them as excuses • Stay close to customers while leading strategy • Create momentum without pretending there is an easy button The best marketing leaders are not just managing campaigns, tools, reports, and dashboards. They are translating complexity into strategy the business can trust. The reminder is clear: AI will not fix bad strategy. More MarTech will not fix bad marketing. The CMO AI cannot replace is the one who understands the business, earns trust, aligns with sales, leads the team, knows the customer, and gets back to real marketing when everyone else is hiding behind tools. (P.S. If you haven't, listen to Ep. 149 for part one of this masterclass episode) Beyond The Episode Gems: Connect With Matt Hummel on LinkedIn Listen To Troy On Matt's Podcast, Pipeline Brew: The Evolving Role of CMOs & Community Building Visit Pipeline360 website to learn more about how they solve B2B marketers' biggest headaches Buy Troy's Book, Strategize Up: The Blueprint To Scale Your Business StrategizeUpBook.com Discover All Podcasts On The HubSpot Podcast Network Get Free HubSpot Marketing Tools To Help You Grow Your Business Grow Your Business Faster Using HubSpot's CRM Platform Support The Podcast & Connect With Troy:  Rate & Review iDigress: iDigress.fm/Reviews Follow Troy's Socials @FindTroy: LinkedIn, Instagram, Threads, TikTok Subscribe to Troy's YouTube Channel For Strategy Videos & See Masterclass Episodes Need Growth Strategy, A Keynote Speaker, Or Want To Sponsor The Podcast? Go To FindTroy.com  

End chaos in your firm—300+ peers use this framework. Free video here: https://www.businessofarchitecture.com/framework What makes one architect memorable while another gets tuned out, even when the work is strong? In this episode, Enoch Sears talks with Lee Schneider about why storytelling is not just a nice skill, but a real business tool for architects. Lee explains why people do not connect with facts alone, and why the most effective message often starts somewhere unexpected. He also shares how small shifts in the way you present ideas can change how clients hear you, trust you, and respond to you. You will also hear why some presentations fall flat, what strong communicators do differently, and how story shape matters more than most people think. If you have ever wondered why some people win attention so naturally, this conversation gives you a fresh way to think about it. Why the thing most architects lead with may be the very reason people stop listening The overlooked shift that can make your message feel more human, clear, and persuasive What great storytellers seem to do naturally that others miss completely To learn more about Lee, visit his LinkedIn Profile: https://www.linkedin.com/in/docuguy/  

This episode features a conversation with Dacia VanAlstine, Project Director of the Evolve Employment Model demonstration project at Minnesota Blind. What began as a brainstorming conversation at a national conference evolved into an innovative Disability Innovation Fund (DIF) project focused on improving employment outcomes, retention, and participant engagement for individuals who are blind, low vision, or facing employment barriers. Dacia shares how the Evolve Employment Model is challenging traditional approaches to vocational rehabilitation through progressive employment strategies, benefits planning, workplace exposure opportunities, and faster, more responsive service delivery designed to keep participants connected and moving forward. The episode also explores the realities of building new models in real time — recognizing staff strengths, embracing flexibility, fostering collaboration, and "building the ship while sailing it." A thoughtful conversation on leadership, creativity, workforce development, and the future of vocational rehabilitation. Listen Here Full Transcript: {Music} Dacia: When we did our brainstorming, we looked at where could we improve and not just improve the customer experience, but the way that the staff do their work. Carol: How has your experience been working with your RSA project officer, and what's that partnership look like? Dacia: Cassandra is amazing. Doctor Deandra too. They are an amazing team. They are very real, which I so appreciate and so responsive and just, they answer the dumbest questions that I have and don't make me feel dumb. So I love it. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Dacia VanAlstine, project director for the Evolve Employment Model demonstration at Minnesota Blind. And today we're going to dive into innovation, leadership and what it really looks like to take an idea and bring it to life in VR. And I have to say, this one is a little special for me. I had the good fortune to work with Dacia during my time at State Services for the Blind. And one thing that always stood out as her ability to take a concept, sometimes just an idea and turn it into something real, something actionable, and something that makes a difference. So, Dacia, how are things going? Dacia: Thank you for that, Carol. Things are going well. We're moving right along with this project. We are making some great strides, so it is fun to be here today. Carol: Excellent. So before we jump into the project itself, I'd like to start with your story. Can you tell our listeners a little bit about your background and how you found your way into vocational rehabilitation? Dacia: I think like a lot of people, I just kind of fell into it. I started when I was younger working in group homes, and that moved into becoming a program coordinator for group homes, which then moved into the day programming side of things at a, DT&H, which then turned into working with their supported employment license and then finding employers and jobs for people that were actually connected to the VR programs. So then I became interested in VR and started working for State Services for the Blind back in 2008 as a Vocational Rehab Technician. And then with my background, ended up getting some ARRA funding and I moved into employment services and have been working with the Dual Customers ever since. Carol: Wow. I did not know you kind of followed my same path because I did the whole group home work too, and DT&H and the whole shebang. That's pretty cool, I love it. So I know this project did not appear out of nowhere. It really grew organically. Can you talk a little bit about how the idea for Evolve Employment first came about and how it took shape? Dacia: It's kind of funny. A few of us had gone to CSAVR in the spring of 2024, and they had announced the DIF grants that they were going to be doing. It was Natasha Jerde, who's our executive director, and then Jon Benson, our deputy director, myself. We had our quality assurance person, Ashlyn Cahill there, and our fiscal person, Gabby Garcia. And then we had a counselor, Jason Dornbush, and we were all sitting in the back row. And it started with one little, hey, what if we applied for this? What could we do? There's so many different things we could do. And it turned into this whole thing and it just exploded from there. I don't even remember the session that was going on at the time, because we were in the back just brainstorming. It turned into this huge idea spark, and one person fed off the other person and then it just blew into this thing. Carol: I love when that happens. That is super fun. Now, the speaker up front was probably annoyed with you all, but I love when that, you know, you get that idea. In fact, you know, Jeff and I, back in the day, we were at a CSAVR conference and he's like going out trying to do a little interviews with somebody. After that session, I'm like, what are you doing? I'm going to do a podcast. This was way back in the day and I'm like, what's a podcast? And look at now the whole world is podcasting, but it cracked me up. I mean, we started that 11 years ago. Super fun. Dacia: Jeff's been podcasting ever since we went to an NFB conference and sat by the pool and Podcasted. Carol: I know it is super hilarious. It's like those organic kind of ideas really can bloom into something pretty cool. So at a high level, what is the Evolve Employment model and how do you think about the key components or buckets of the project? Dacia: Well, when we did our brainstorming, we looked at where could we improve and not just improve the customer experience, but the way that the staff do their work. The DIF grant allows us to really be in, it's in the title innovative. It allows us to try things. Really the idea is to try different tactics, different strategies, different approaches to things in the VR program that improves outcomes, improves experiences for staff, improves experiences for participants, and really leans into that dual customer approach to delivering services. Carol: Pretty cool, I love that. So what about the buckets in this project? I know there were different kind of fingers that you were looking into doing a lot of different things. Dacia: Well, a couple of the things that we're doing is job retention. We know that it's so much better if somebody can keep a job, it's better for the employer, it's better for the person, it's better for just everyone. So really looking at retention, also looking at how can we use workplace activities in order to help individuals that have limited experience in the workplace, limited experience with work in general, just the idea of work, you know, they may be somebody that's newer to work, maybe somebody that just hasn't worked in a long time, but just giving them some workplace activities under progressive employment. So looking at job shadows, tours, and it's something that VR does anyways, but this is done more intentionally and a little more structured to see if this makes a difference in people's lives, if people will choose better outcomes, because now they're being exposed to different types of careers than they would be normally. And so we have that progressive employment also looking at how can we speed things up for people, not speed things up to where we're rushing people through the process, but speed things up in a way that helps people stay engaged. We know looking at the data, that the longer it takes for somebody to get into a plan to get any services implemented, the more likely they are to drop off. And so looking at how can we make this faster for people, but in a meaningful way. And then looking at other aspects of where in the VR program we might be falling short, and that would be, besides the retention, looking at the training aspect of things, especially in the customer service and technology sectors. So looking at how can we get people into technology based customer service roles and building possibly a training program ourselves that can be passed down to the general program and using the training that already exists for individuals. And we're not looking at degree programs, we're looking at certificate programs, short term training, things that can help people get into a career faster. Not everybody has the luxury of taking a step back. Some people have to provide for their families. Some people just really don't want to go down that path. They want to get into a career as quickly as possible. So how can we lean into that training? Carol: That sounds awesome. I'm excited about this. I know when you and I had spoken before, you talked about this being like, you're kind of building the ship as you're sailing it. What does that look like during this first phase of implementation? Dacia: Well, in the beginning, we had picked up a bunch of staff from the General Vocational Rehabilitation, VRS, when they unfortunately had to have some layoffs. So we were able to grab some of their talent. And when we put together the position descriptions we put together, you know, what we thought we needed. And then as we started hiring them and then more staff, we realized that these staff had amazing talent. Besides what was just what was needed for this grant. So we were able to look at where does their talent lie and how can we help not only advance our project, but set our staff up because this is a short term project, so how can we set them up for their careers after they're done? And so looking at is their leadership ability there? How can we help them lead projects? Is there training opportunities? Are there other things that they can bring? Are there ways to expand this a little bit. You know, one of the things that we decided to do was job retention. The initial intention of that was how can we keep people into positions that they want to stay in? It's working for the employer, but all of a sudden it's not working because the disability changed or the disability appeared. We have Callie our Retention Specialist, who comes with a whole lot of experience and knowledge in working with the Dual Customer, and she's really working hard to build out our retention program. I should actually mention that in this, we have four targeted audiences that people would need to fall into to be eligible. One is they are at risk of losing a job. Another is they are unemployed for 27 or more weeks. Another is at risk of losing a job, unemployed for 27 weeks or more. A new American with a legal right to work. And the fourth one is somebody who acquired their vision loss during their working years. So if somebody falls into those categories, they're eligible for our program. We are doing a Functional model for disability versus a medical model. So with that, we have been able to capture numerous individuals that would normally not qualify for our general program because of the medical model. And so we were able to take people that had nowhere else to go and were going to lose their job. And we've been able to save over half a dozen, probably close to a dozen jobs now for people that would normally not qualify for services. Carol: That's really cool. So what do you think are 1 or 2 innovations within the model that you think are really making the biggest difference so far? Dacia: We knew that retention was important and that it should be done intentionally, and we knew that we didn't have a solid retention program procedure process in the general SSB program. So we started looking at how can we really make this difference? And we actually expanded it not just for people at risk of losing their job, but one of the things that we're doing is for the VR program, expanding on that stabilization period. So those individuals that get their job and they're employed for 90 days, and then they make the couple contacts with the counselor and really close to that 90 days, they quit their job, they maybe get scared of losing benefits. Something happens with the employer and they just haven't really made contact with their counselor. So what we're doing is that we're doing stabilization services. So a counselor can refer somebody in those 90 days, and that Career Navigator becomes somebody that they can connect with. They are the coordinator of all the services. They are able to work with the employer. They are able to, if they're county services involved, pull those in, they are able to pull other resources in. And all of our Career Navigators have all the way to level three benefits planning training so they can look up benefits for people. Which is something that we've never done before, really embedded benefits into everything we're doing. So it helps individuals. They have this person that they can go to, they can ask questions about their benefits. It's just a really a wraparound service. And then after their 90 days, the intent is to allow them to continue to be able to contact that person for the next year. If something comes up, we can get back into services with them right away if we need to. We don't have to open up a new sequence with them. They can just jump in and do stuff. So that's one of the really cool things that we're doing, and we're finding a lot of need for that way more than we even thought. We knew that retention was a huge thing. And looking at our really ambitious numbers that we said we would do, we're going to have no issues at all hitting that because it's turned into a huge thing. I should also mention, one of the other buckets that we're doing is benefits planning. So we have a Benefits Navigator that's able to look up benefits, that's able to do all kinds of things. We even had a situation that somebody, due to a clerical error, had gotten a letter that they owed tens of thousands of dollars in back Social Security, and they were going to quit their job. And there were all these things that were going to happen. And because of the Benefits Navigator is at the top level for benefits planning and has all the credentials to be able to do the work and all the training to do the work, they were able to find the clerical error and that is now being reversed. Carol: That's amazing. Dacia: Because of the work that she did with this individual and us having that, that person now can breathe. Carol: I like that, you know, I was thinking back in the day, we used to have Meredith. She was our benefits person. You know, we had the one person I remember customers talking to me. They were so worried about really staying employed because worried about losing benefits, you know, the whole thing and how to counsel through that. And I think you guys having this embedded in kind of every aspect and allowing that to continue on for the people the year after is really important. It just gives that sense of stability that someone to talk to when you're navigating this crazy, you know, there are big systems with all of that. And to really help you gain that understanding. So you're feeling comfortable with the decisions you make and what you're doing is super important. Dacia: And that really feeds into when I had said, we created these job descriptions and what we thought this was going to be, we had created a position for a Benefits Navigator, okay, And the intent was that they would do benefits lookup and they would do the whole benefits analysis. And that's what their job would mainly be with some training. But looking at that person that was hired, Marcy really has a lot of talent and experience behind her. She worked for the hub. She's done all these different things. So looking at expanding what her talent is and helping her really guide what this looks like for our entire program. It's amazing. And then not just that, you know, the original intention wasn't that our Career Navigators were going to have benefits planning, training. But one of our Career Navigators that came from VRS had that. And so we were able to look at, oh my gosh, look at all these things that they can do. And because we have Marcy, our Career Navigators, Kayla and Alex and our new American career navigator, Alexis are able to work together. She's able to mentor them. She's able to help them get the training that they need. So it's really leaning into all these things that everybody brings with them, not just what we thought, what we needed, and sticking to that, just really being open to letting our staff use the talents they have. We didn't have any intention that Career Navigators were going to be training counselors or training community partners, and then we end up with Alex, who has tons of experience with this, Kayla who loves doing this, you know, so letting them do the things that they love to do and the things that they really have a lot of talent in. So that's really helped us in the implementation of this, really leaning into what they bring and what they want to do. Carol: I know you were talking a little bit about your numbers. You mentioned it like, we're going to be able to blow past that number. What are some of the goals that you have for numbers with this project. Dacia: Some of the numbers are very ambitious. Our number for how many job retentions that we get, I think is 270, which at first I thought, that's really ambitious and I don't know if we're going to do that. I honestly think that we're going to probably hit 270 by the end of year three. Carol: Wow. Dacia: Like it's that much. Especially when we added the stabilization. Carol: Yeah. Dacia: And helping those people retain their jobs. That number is going to be huge. We also our outreach to businesses, we are going to surpass that by quite a bit. I think that number is 500 businesses total. And I think we are a little over a year and a half in. And I think we're already at close to 200. Carol: Wow. Good. Dacia: We have an amazing outreach person that we're sharing him with our employer, Reasonable Accommodation Fund. But Ray is out there and he is making connection after connection. And then we have Alicia, who also came from VRS during the layoffs. And she is our business engagement and training specialist. So she is making the connections with the businesses, the relationships. So really we have this talent that's doing this stuff. And Alicia's out there developing relationships with external training programs. So we're going to easily hit that number. Carol: Very cool. It sounds like you've got quite the team. I love it. You've been able to bring in all these folks that have these other like talents you didn't even know about as they come on, and they've been able to contribute so much more than you even anticipated. Dacia: Even our admin and fiscal person, Morgan, we couldn't do this without just like she pulls everything together, she keeps us all on track. She makes sure that we're focusing on the things that we need to focus on. We are very fortunate. Carol: So I know you're operating under a DIF grant, which can really feel different from a traditional VR program. How has your experience been working with your RSA project officer, and what's that partnership look like? Dacia: I would like to say Cassandra is amazing. Even if I come to her with the world's, and very responsive to. Which is super impressive considering all that she does. And then Doctor Deandra too. They are an amazing team. They are very real, which I so appreciate and so responsive and just. They answer the dumbest questions that I have and don't make me feel dumb. So I love it. Carol: That is awesome. Yeah, they're good people. I know. I hear about Cassandra all the time and the amazing job that she does. This is exciting. Well, she has a fun job too because you're working with these DIF projects, you know, and getting to see all this really cool stuff, innovation happening across the country. So I know you're really early in the implementation. You said you're a year and a half in, but you've learned a lot. What do you think are some of the biggest lessons you've learned so far? Dacia: Well, for sure, one of the things that we have learned is making sure that you look at your talent and making sure that you help them grow, because that was not our original intention and looking at their talent, it really has helped us to be where we're at. Making sure that we're working with the general program, communication with the counselors and the general VR program is so important. Even more important than we thought, keeping that communication open. Also adjusting and readjusting kind of what we're doing, what we're saying. I know that we've been building this as we go, which makes it so some things are very ambiguous, which can be very difficult for people to work within, but really helping people get through that. And part of that is letting the staff use the strengths that they have, because that will help get through some of that building the ship as you go and that ambiguousness. Carol: Yeah, I know, it's always exciting. You go from the back of the room chit chatting about this idea, and you put it on paper and it gets accepted. But as you get rolling along, you know, things come up and things change and evolve a little bit. So I like that it goes along with your title of your project. I like that that's the organic, wonderful nature of these DIF grants, because things do evolve as you're going along, and you're allowed to then expand and kind of contract and grow and shape it as the things happen over time, which is very, very cool. Dacia: It absolutely is. And flexibility is really the key here too. We all know that when you put things on paper and you have the intention of things going one way, that's not necessarily how they're going to go. And so you really have to be open to shifting and adjusting. You know, there are things that I envisioned going one way and then all of a sudden with new information, it's like, you know what? We're going this way and it's okay. It's okay to adjust along the way. But you really have to be flexible in this and not looking at it like I am building this program to be exact and live forever. I am building this program to be flexible, to adjust, to be able to be sustainable, whether it's the whole thing or components of this, to be sustainable in SSB's VR program, or even any other VR program that wanted to try some of these, you know, the lessons that we learn along the way in this, whether good or bad, are all important. Carol: Very true, very true. And it'll be really fun. I know you guys are all getting together this summer in June and there's a DIF Project Officer conference, and so I'm sure you're going to be attending that. Dacia: Oh yeah, I'll be doing that. Yep. I'm excited. I love those kind of things because you really get to know other people and you know, you can learn from their struggles. They can learn from your struggles, you can learn from their innovations. They can learn from you, from yours. So I love those opportunities to connect and just have fun. Carol: Yeah, I think it'll be great. So for other VR leaders listening, what advice would you give if they're thinking about trying something new or applying for a demonstration project like this? Dacia: I would say don't over think it. Start with that small seed of an idea and bring other people into it to really brainstorm and get creative with it. Make sure that you're communicating often with VR. Even if you are not in VR program, VR is going to be a key partner regardless. Communicate often and be very transparent in the communication, I would say. Don't be afraid to make mistakes. I know that anytime I have a question, if I think that we might be, you know, okay, well, can we do this? Or what if we do this wrong? Don't be afraid of that. If you have a Cass, talk to Cassandra will help you through it. Or your version of Cassandra, that's what they're there for. One of the things that we had done was we had decided to change one of our areas that we were focusing on progressive employment based on new information. It was super easy. We said, hey, we decided to go in this area. That was a mistake. We don't have enough people there, but we do in this area. Can we do this? Absolutely. So don't be afraid to make some mistakes as long as you're not doing something illegal. Carol: Yeah, yeah, let's stay away from that. Dacia: Let's stay away from that. Make sure that you're, you know, following the law. But as far as the program goes, don't be afraid to adjust and make mistakes because that's what you're here for. You're here to innovate and you have to take some risk in order to get that reward. Carol: Well, Dacia, this has been such a great conversation. What you're building is not just a project. It's really a glimpse into the future of what VR could look like. So thanks for joining us today. Dacia: Well, thanks for having me. Carol: You bet. And to our listeners, if there's one takeaway, it's this innovation doesn't start with a perfect plan. It starts with the question and willingness to try. Thanks for listening to the manager minute. Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Send us Fan MailDisaster Patrick, known for his innovative approach to disaster preparedness, is a seasoned expert with over 20 years of experience in crisis management. Renowned as the Indiana Jones of disaster prep, Patrick has revolutionized the field by integrating creative solutions such as building emergency shelters with Lego blocks and setting a world record for 28 hours of nonstop CPR. His unique methods and universal techniques empower individuals from any background to become proactive disaster responders.From setting world records in CPR to rescuing 240 cats in a single evacuation, Patrick shares his cutting-edge insights on preparing for the unexpected. This episode introduces listeners to the concept of transforming disruptions into opportunities rather than viewing them as mere threats.Patrick emphasizes the importance of mindset shifts in leadership, arguing that senior leaders must adopt a more proactive attitude toward disaster management. By envisioning a disaster as an opportunity for growth, leaders can facilitate a culture of resilience and adaptability within their teams. Additionally, Patrick discusses the significance of practical experience in preparedness, urging leaders to engage in realistic simulations to fortify their organizations against unforeseen challenges. His C3 Method—Command, Communicate, and Carry Out—provides a strategic framework for leaders to empower their teams and transform everyday disruptions into a competitive advantage.Key Takeaways:Disaster preparedness can be an opportunity for personal and organizational growth rather than a cause for fear.Leaders should focus on creating a mindset shift, viewing disruptions as opportunities rather than threats.Patrick's C3 Method—Command, Communicate, and Carry Out—helps leaders develop a strategic approach to disaster management.Real-life simulations and practice drills tailored to mirror potential crises are essential for genuine preparedness.Empowering the right individuals at unexpected moments can significantly affect the outcome in crisis situations.Notable Quotes:"Prepare for a disaster, and you'll never experience one.""Command, Communicate, and Carry Out—these core actions can transform everyday disruptions into a competitive advantage.""A resilient leader isn't just ready for disaster. They're ready to empower others and let go of control when necessary.""It's crucial to shift from seeing disruption as a threat to viewing it as an opportunity.""There's no good day for a disaster, so why not prepare for the worst or most inconvenient day?"All episodes and guest requests can be found at:www.leadershipmomentspodcast.comFollow Stacey Caster on Instagram @staceycaster_Follow Tracy-Ann Palmer on Instagram @tracy_ann_palmer

Send us Fan MailShe had spent three nights preparing her counter-argument. Data, stakeholder feedback, a slide deck she wasn't even sure she would get to use. By the time she sat down for the meeting she was dreading, the knot in her stomach was already there.She was preparing to disagree with her VP. But that wasn't the real conversation.In this Monday Momentum episode of Communicate to Lead, Kele Belton kicks off a five-part June series on the difficult conversations women leaders walk into braced for a fight. This episode shows why the conversation you name before you walk in shapes everything that happens inside it, and how reframing disagreement as alignment changes your tone, your language, and the response you get back.What You Will LearnWhy high-performing women leaders often over-prepare for disagreement, and what that costs them over time.The difference between debating to win and aligning to make a better decision.A simple opening phrase and follow-up question you can use to stay grounded, surface your perspective, and keep the conversation productive.Your Action StepIdentify one conversation this week where you've been preparing to disagree with someone. Before you walk in, ask yourself: what do I actually want to walk out of this room having accomplished?If the answer is, “I want us to make the best decision,” then this is not a disagreement. It is an alignment. Walk in with that frame, use the phrase and question from this episode, and notice what changes.AI PromptUse this prompt to prepare for your next alignment conversation. Paste it into your preferred AI assistant and answer the questions as they come.I'm a [role] in [industry]. I have an upcoming conversation with my [manager, peer, stakeholder] in which I see the situation differently from them. Help me reframe this conversation from a disagreement to an alignment.Ask me 3 questions:What decision is being discussed, and where do I see it differently?What outcome do I actually want to walk out of this conversation having accomplished?What might my counterpart be seeing that I am not?Then write:One opening phrase I can use to surface my perspective without sounding defensive.One follow-up question I can use to invite their thinking and find the real gap.Constraints:Forward-facing toneNo language that signals confrontation or asks permission to speakMust carry the same weight as “surface it” or “flag it”Must sound natural when spoken aloudAvoid softening language like “just,” “a little,” “maybe,” “I was thinking,” or “I wanted to mention”Example output:Opening phrase: “I'm tracking something different on this, and I want to surface it before we decide.”Follow-up question: “Can you walk me through how you got there?”Ready to Go Deeper?Book a complimentary Leadership Strategy Call with Kele to talk through where you are, where you want to go, and what it will take to get there.About Your HostKele Belton is a communication and leadership trainer who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with KeleLinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

In this episode of The President's Daily Brief: Months after Operation Epic Fury, Iran's leadership is reportedly still operating from bunkers and secret hideouts, with regime paranoia and communication breakdowns now slowing negotiations with Washington. New reporting suggests Iran's supreme leader is relying on a secret courier network to communicate as fears of Israeli and American intelligence penetration continue gripping the regime.  British forces are reportedly preparing for a possible mission to reopen the Strait of Hormuz if a peace agreement with Iran moves forward. The operation could involve autonomous mine-hunting systems designed to clear one of the world's most strategically vital shipping lanes.  A devastating suicide bombing targeting a train carrying Pakistani security personnel and their families kills more than 30 people in Pakistan's volatile Balochistan province, marking another escalation in the region's growing separatist insurgency.  And in today's Back of the Brief—another sign of warming relations between Washington and Caracas as the head of U.S. Southern Command visits Venezuela while Marines conduct a dramatic embassy response drill in the capital. To listen to the show ad-free, become a premium member of The President's Daily Brief by visiting https://PDBPremium.com. Please remember to subscribe if you enjoyed this episode of The President's Daily Brief. YouTube: youtube.com/@presidentsdailybrief MUD/WTR: Our listeners get an exclusive deal up to 43% off your entire order, plus free shipping and a free rechargeable frother when you use code PDB at https://mudwtr.com Poncho Outdoors: Upgrade your spring wardrobe with breathable shirts from Poncho Outdoors and grab $10 off plus free shipping at https://ponchooutdoors.com/PDB Chapter: Compare every medicare plan call 915-671-5252 today! Chapter and its affiliates are not connected with or endorsed by any government entity or the federal Medicare program. Chapter Advisory, LLC represents Medicare Advantage HMO, PPO, and PFFS organizations and stand alone prescription drug plans that have a Medicare contract. Enrollment depends on the plan's contract renewal. While we have a database of every Medicare plan nationwide and can help you to search among all plans, we have contracts with many but not all plans. As a result, we do not offer every plan available in your area. Currently we represent 50 organizations which offer 18,160 products nationwide. We search and recommend all plans, even those we don't directly offer. You can contact a licensed Chapter agent to find out the number of products available in your specific area. Please contact https://Medicare.gov, 1-800-Medicare, or your local State Health Insurance Program (SHIP) to get information on all of your options. Learn more about your ad choices. Visit megaphone.fm/adchoices

Subscribe to my YouTube ChannelDoes your partner get defensive easily, even when you feel like you weren't being attacking or critical? If so, today's episode is for you. Being on the receiving end of someone's chronic defensiveness can be extremely frustrating and disheartening, and it can feel like a real block to connection. But the way we typically respond — by making someone wrong for their defensiveness — can entrench the very pattern we're hoping to shift. LinksFree workshop on anxious-avoidant relationship dynamicsUnderstanding Your Avoidant Partner courseSecure Together couples course

James breaks down the actual logistics of how remote mixing works, the philosophical question of whether online audiences are actually engaging in worship or just watching a sermon, and if your church should make the transition to a remote setup. We also discuss practical leadership strategies for communicating with a frustrating pastor, recap our FILO 2026 hijinks, and comment on  the details of the infamous "Clayton Gregory Incident."In this episode you'll hear:0:00 Intro: FILO 2026 Conference Hijinks6:45 James Hurley Joins the Podcast8:00 From NASA to Church Tech: Production at the Highest Level11:00 The Big Debate: Should Every Church Remote Mix?19:45 Online Engagement: Are People Actually Worshipping at Home?25:45 The Logistics: How Remote Mixing Actually Works27:15 Should Your Church Transition to Remote Mixing?38:30 Storytime: The Clayton Gregory Incident47:30 How to Communicate with Your Pastor When You're Frustrated50:15 Church Production Disaster Story55:15 Keep Sundays Running: The Power of FellowshipGet expert help and care on your next integration project with our friends at HouseRight here.  Get more money back in your budget and more space in your closet by selling us your used gear here. Resources for your Church Tech MinistrySell Us Gear: Does your church have used gear that you need to convert into new ministry dollars? We can make you an offer here. Buy Our Gear: Do you need some production gear but lack the budget to buy new gear? You can shop our gear store here.  Connect with us: Sales Bulletin: Get better deals than the public and get them earlier too here!Early Service: Get our best gear before it goes live on our site here. Instagram: Hangout with us on the gram here! Reviews: Leaving us a review on the podcast player you're listening to us on really helps the show. If you enjoyed this episode, you can say thank you with a review! 

Have you ever told the truth and still felt like the message didn't land? Or held back because you weren't sure how to say it without it coming across wrong? Candace and licensed therapist Jason VanRuler are back this week continuing the conversation about the PATHS communication types — and this time they're going deep on two of them: the Advocate and the Thinker. The Advocate leads with what's fair, what's right, and what needs to be said. Proverbs 27:5 says, "Better is open rebuke than hidden love" — and that's the Advocate's whole posture. But Jason talks about what it looks like when the truth is delivered without the right packaging, and Candace opens up about her own Advocate score and a real conversation where she had to say out loud: the truth matters more to me than the fix right now. The Thinker, meanwhile, goes quiet before they go anywhere. Proverbs 18:13 is the anchor verse: "To answer before listening — that is folly and shame." Someone with a Thinker communication style is processing and fact-checking themselves, making sure what they say is worth saying. Candace shares what that looks like on set and why the people around her have learned to just let her think. There's also a listener question from Lucia about family members she can barely tolerate, a conversation about letting your kids watch you work through conflict, Jason's "boredom binder" of life skills, and an honest look at what it took for him and his wife to stop arguing in circles. Go to candace.com to sign up for email updates, get more of Jason's communication tips, and buy access to Jason's Communicate to Connect video series. Connect with Candace and Jason  Candace on Instagram @candacecbure  Follow the Podcast on Instagram @candacecameronburepodcast  Follow the Podcast on TikTok @ccbpodcast Jason on IG: https://www.instagram.com/jason.vanruler/ Jason on Youtube https://www.youtube.com/c/Jasonvrcounselor Website: https://www.jasonvr.com/ Sponsors For This Episode PHD myphdweightloss.com and call #864-644-1900 and mention Candace.  IFCJ ifcj.com  NOCD Visit nocd.com to book a free call  Toups & Co toupsandco.com/candace and use code CANDACE for 25% 316 Financial https://bank316.com/candace-cameron-bure Learn more about your ad choices. Visit megaphone.fm/adchoices