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3 episodes with compensate
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2 episodes with compensate
2 episodes with compensate
2 episodes with compensate
2 episodes with compensate
2 episodes with compensate
2 episodes with compensate
2 episodes with compensate
The first Alloutcoach episode of 2025 is a powerful and honest conversation from an unforgettable Expert Panel at the 2024 Medical Affairs Innovation Olympics about a much needed modern view of leadership in Medical Affairs, pharma, healthcare and beyond. The thought-provoking discussion will certainly challenge you and offer practical solutions. It features some of the most dynamic, accomplished leaders who provide intriguing, candid, and diverse perspectives across pharma and biotech, Medical Affairs, ESG, finance, technology, and life sciences backgrounds. Speakers: Melissa Norcross, AVP, Corporate Strategy and ESG, Hyland SoftwareChristopher Piedmonte, Managing Director, NeoTerra Capital, Tech Executive, Angel Investor Natasha Hansjee, Integrated Medical Enabling Catalyst, RocheTopics1. Leadership & Talent: What are the current gaps in innovative Medical Affairs leadership approaches from a talent management perspective – how do we maximize the power of medical decisions from a skillset and mindset perspective (AI savviness, critical thinking, innovative, digital HCP engagement)? 2. Measuring and Improving Impact on Patients: How can Medical Affairs continue to reinvent itself with emerging challenges, technology, or competitive sources of information that drive clinical decisions to instead utilize them appropriately yet demonstrate its independent value and impact in the future? 3. Decision-Driven Analytics – what case studies or best practices can we learn from in decision-driven analytics and excellence in internal decision-making and strategy across the different life cycles of products, devices, etc.4. How do we stimulate problem solving and adaptive performance, not only tactical performance to drive innovation in Medical Affairs? 0:11 Episode Highlights 8:20 Introduction of Panel 9:50 Moderator's Introduction - What Gaps are there in Medical Leadership? What does it mean to lead well? Provide not only skillsets but toolsets. Celebrate and stimulate failure.Emphasize customer experience15:46 Gaps in Clarity of vision, Access to Resources18:35 Setting the right foundation of trust and mindset as LeadersLeader's job is to help team members to avoid trouble, resolve problems and not assign blame.21:59 Empowerment comes through accountability, which is missingPerformance Feedback is critical23:57 Unlocking Innovation and Critical ThinkingPsychological safety is effective only when combined with AccountabilityTeaching others how to think in order to maximize performance25:20Leaders Drive Business PerformanceTrust and accountability fall along a spectrum, and are not opposites27:26 How do the greatest leaders drive more effective innovation? 31:44 Innovation through accidental discovery accelerated by Generative AIIn many ways AI stands for artificial intern vs artificial intelligenceHow critical collaboration is as well as competition33:45 At the edge of performance, athletes learn from other competitors who have superior skills.34:45 Case Studies of Utilizing Analytics to Drive Better Decisions36:45 Get diverse perspectives, from relevant and large groupsBeware of making assumptions based on data39:31 Take data you have available, match the quality of the data to make best decision. It is never perfect. Do more with less resources - innovation.43:14 Last Call to Action to Lead differently tomorrow in Medical AffairsClarity - Objectives, Timelines, Resources, Performance metricsVoice of Customer + Voice of Employee46:53 Find Someone to Compensate for your Blind Spots
00:00:00 Hello, Listeners00:02:42 The External Is Subjective00:04:56 Don't Try to Compensate and Cover It Up00:07:42 Physical Traits Women Are Attracted To00:13:16 What Behaviors Are Women Attracted To?00:17:19 What Do Women Not Want?Discovering the Skills and Hobbies That Attract Women Like a MagnetHow to Attract Women: Laugh Your Way to Effortless Dating & Relationship! Attracting Women by Knowing What They Want in a Man By Ray AsherHear it Here - https://bit.ly/attractwomenasherhttps://www.amazon.com/dp/B0888TK26SIn today's episode we will delve into Ray Asher's insightful exploration on what women find attractive, based upon his book “How To Attract Women By Ray Asher”. The topics we discuss include physical traits and behaviors that are found to be appealing in a woman, as well as understanding the subtle nuances of personal preferences.Don't forget that Ray Asher's book is currently available in audiobook format for easy listening on popular platforms such as Amazon and Audible, so now you can indulge your curiosity while enjoying some quality podcasting time! Tune into Voice Over Work: Where do you listen? to experience a truly engaging episode that promises not only entertainment but also knowledge about the intricate aspects of human attraction.Stay tuned for our exploration and don't forget to visit NewtonMG.com today, where Ray Asher himself shares his unique perspectives on these fascinating topics directly from their origin – through this episode you will have front-row access as we discuss the external elements of attraction while emphasizing that true beauty is subjective for each individual woman and what they do not want should always be respected.
A fund manager has been ordered to compensate a client after the man's investment tanked and he lost almost three thousand dollars in a week. But the client also acted against financial advice. Money correspondent Susan Edmunds spoke to Lisa Owen.
Smokers, have you ever thought about how much time all those smoke breaks accumulates to? Apparently, non-smokers are watching and doing the math... so much so, Japan has given non-smoking workers six additional days of leave to compensate for those smoke breaks smokers love to take. Click on the audio player to listen to the full show below. This conversation first aired on Monday, 3 March 2025.See omnystudio.com/listener for privacy information.
World wide Business Brief: Topic: Google Ordered to Compensate for Impact on SA Media Ad Revenue Guest: Paula Fray, Panel Member of the Media and Digital Platforms Market Inquiry.
In this episode, I share how you can quickly and easily tweak your underwriting assumptions and requirements to compensate for what you perceive to be market risk or the increased risk profile of a particular deal.Additionally, I officially announced the launch of The Multifamily Wealth Community, which is where we will be hosting our program content moving forward and helping multifamily investors who are looking to scale their portfolio and more rapidly build their businesses. Struggling to find good multifamily deals? Looking to close deals with less of your own money? Want to operate like the pros and maximize the cash flow of your assets? Join The Multifamily Wealth Community, where we help multifamily investors start, build, and scale their businesses… specifically, those looking to grow from 1-10 units to 250+ units.Are you looking to invest in real estate but don't want to deal with the hassle of finding great deals, signing on debt, and managing tenants? Aligned Real Estate Partners provides investment opportunities to passive investors looking for the returns, stability, and tax benefits multifamily real estate offers, but without the work - join our investor club to be notified of future investment opportunities.Connect with Axel:Follow him on InstagramConnect with him on LinkedInSubscribe to our YouTube channelLearn more about Aligned Real Estate Partners
People are complex and unique, so there's no blanket statement that works universally about the “right” way to treat your employees. Read more on the Dentaltown website: https://www.dentaltown.com/ Follow Dentaltown on social media: Facebook: https://www.facebook.com/Dentaltown/ LinkedIn: https://www.linkedin.com/company/farran-media-llc/ Instagram: https://www.instagram.com/dentaltown/ Twitter/X: https://x.com/dentaltown
It's FA Cup weekend, ladies and gents. Unfortunately though, if non-league Tamworth nick a point against Spurs, they won't be getting a replay at Tottenham. Obviously that's a crying shame, but what should the teams at the top of English football do to compensate those at the bottom?Marcus, Luke, and Andy also ask whether José Mourinho would make a good firefighter manager and respond to your suggestions about the gadgets Richard Keys could hand over to Andy Gray, the new James Bond.Find us on Bluesky, X, Instagram, TikTok and YouTube, and email us here: show@footballramble.com.Sign up to the Football Ramble Patreon for ad-free shows for just $5 per month: https://www.patreon.com/footballramble.***Please take the time to rate us on your podcast app. It means a great deal to the show and will make it easier for other potential listeners to find us. Thanks!*** Hosted on Acast. See acast.com/privacy for more information.
Allison Budzinski, ASTHO Senior Workforce Analyst, tells us small and important steps to support the public health workforce; Shane Gausepohl, Communications and Equity Coordinator for Del Norte County Public Health, explains the Community Health Education Kiosk Project that his team has undertaken; and Dr. Joneigh Khaldun, an ASTHO alum, has been named the new President and CEO of the Public Health Accreditation Board. ASTHO Blog Article: Small Steps to Support and Compensate the Public Health Workforce ASTHO Blog Article: Health Education Kiosks Meet Diverse Needs in California Community Public Health Accreditation Board News Release: PHAB Names Joneigh Khaldun, MD, MPH, FACEP, As New President and CEO ASTHO Web Page: Stay Informed
Campaigners say some women lost out as they were not properly informed about the changes
Lindsey Myers, ASTHO Vice President for Public Health Workforce and Infrastructure, discusses the need to bolster the public health workforce to better serve everyone; Dr. Georges Benjamin, Executive Director of the American Public Health Association, recaps the annual APHA meeting; ASTHO's Omar Khalid was recently featured on an episode of “Public Health Live!”; and an ASTHO blog article details more ways to support your workforce. ASTHO Web Page: Strengthening the Public Health and Healthcare Workforce American Public Health Association Web Page: APHA 2024 Public Health Live! Episode: Trauma Responsive Leadership for the Public Health Workforce ASTHO Blog Article: Small Steps to Support and Compensate the Public Health Workforce
“Your body isn't broken—it just works differently now.” That's how Dana Mathewson—3x Team USA Wheelchair Paralympian, and Wimbledon champ—views her body today, but that wasn't always her perspective. At the age of 10, Dana developed a rare auto-immune condition. When most girls are desperately trying to fit in with their peers, Dana was forced to reimagine her identity and future. She shares, “I was 10 years old, and suddenly, the thing everyone noticed about me was my wheelchair. I felt like I had to be prettier, funnier—just more—to compensate for what I thought was a huge defect.” Reflecting on this period, Dana mentions, "sports taught me to see my body as something to celebrate, not to hide." Wheelchair tennis helped her rebuild confidence and overcome self-doubt,, ultimately propelling her to the highest levels of competition on the global stage. "Although my body doesn't work the same way it used to, that doesn't mean it's broken. It just means I've found a new way to make it work for me—and it does." Dana also opens up about her decision to retire after over a decade in the sport, saying, “I realized I wanted to spend more time with my family and my new husband—there was more to life than constant travel and training.” She remains deeply connected to the game, transitioning into commentary and consulting roles, where she plans to bring her firsthand insights to a wider audience. We can't wait to tune in! Throughout, Dana discusses the challenges of breaking down misconceptions about Paralympic sports, the importance of representation, and her hopes for para-sports leading into LA 2028. Plus, she offers advice for anyone navigating life's challenges: lean into what makes you unique, find community, and don't be afraid to redefine success. “The outlets are out there, and others are searching for you just as much as you're searching for them,” she says. --------- We heard you loud & clear: you want more athlete's stories, so we responded. Flame Bearers: UNEDITED, a new video and podcast series celebrates the journeys of elite women athletes from around the world at all phases of their journeys: seeking their first international qualifications, at the pinnacle of their careers, and after retirement. In this largely UNEDITED series, we'll meet more athletes than ever before, all at various stages of their paths. This series is different not only because we're broadening who we're featuring, but how we're doing so. In the spirit of bringing you MORE STORIES, the tradeoff is fewer bells + whistles (i.e. animations & fancy sound effects than we normally include in our productions). We think it's worth the trade off so we can elevate more women doing incredible work -- we'd love to hear your thoughts. ------ Flame Bearers is a multi media movement, illuminating the unsung stories of elite women athletes from around the world. We tell stories via podcast, video and live events and have worked with over 250 Olympians and Paralympians from 55 countries and counting. For more videos about elite women athletes, subscribe to our YouTube channel ► https://www.youtube.com/channel/UCVnEbCOeOvNlK6Bocw9ZSdA?sub_confirmation=1 Follow us - Instagram - https://www.instagram.com/flamebearers/ Facebook - https://www.facebook.com/FlameBearersPodcast Linkedin - https://www.linkedin.com/company/flame-bearers/ Tiktok- https://www.tiktok.com/@flame_bearers X- https://twitter.com/flame_bearers OUR WEBSITE - https://flamebearers.com/
Underground Feed Back Stereo x Brothers Perspective Magazine Broadcast
Underground Feed Back Stereo - Brothers Perspective Magazine - Personal Opinion Database - black people dont over compensate towards oppressors Black August Resistance Uprising against white aggression in Montgomery Alabama in 2023. Black People suffer in a place many are void of Self Awareness and Dignified Liberation. These europeons stole the land by killing the natives of lands but not to share with the original inhabitant or those they enslaved. These tyrants are negative to the core and cant do good. The fight is to know what an oppressor is and how a system operates from this oppression. The euro colonizers designs all the laws to neglect BLACK People from benefiting from the Land. The Black people are enslaved property on stolen land not able to benefit from the life they live! The payback for such atrocities can never be forgiven. Its the mind you must maintain against colonial genocide. This also happens with the endless rejection letters from art galleries etc. No respect to you! Sound Art? Black People Dont Benefit from Slavery! Tune in to these educated brothers as they deliver Personal Opinions for Brothers Perspective Audio Feedback #Reparations #diabetes #75dab #WilliamFroggieJames #lyching #basketball #nyc #fakereligion #war #neverapologize #brooklyn #guncontrol #birthcontrol #gentrification #trump #affirmitiveaction #criticalracetheory #tennessee #stopviolence #blackmusic #marshallact #music #europeanrecoveryprogram #chicago #sense #zantac #rayygunn #blackjobs #southsidechicago #blackart #redlining #maumau #biko70 #chicago #soldout #dei #equality #podcast #PersonalOpinionDataBase #protest #blackart #africanart #gasprices #undergroundfeedbackstereo #blackpeople #race #womansbasketball #blackjesus #blackpeopledontbenefitfromslavery #Montgomery #alabama #foldingchairs #blackrussianjesus #gaza #brothersperspectivemagazine #art #slavery brothersperspective.com undergroundfeedbackstereo.com feat. art 75dab
Chris Welsh and Andrew Erickson offer their advice on YOUR questions LIVE on Discord. Join us every Thursday afternoon at 2 PM ET at fantasypros.com/chat. Our experts analyze this week's sleeper picks, teach you strategies to dominate your league, and answer your burning fantasy questions from Discord Stages! Join us, ask questions, and BE ON THE SHOW! Timestamps (may be off due to ads): Introduction - 0:00:00FantasyPros Discord - 0:00:36Trading Players to Compensate for Cowboys - 0:03:01BettingPros Free Premium Trial - 0:08:50Start Daniel Jones or Matthew Stafford/Start Three: Jauan Jennings, Tank Dell, DeVonta Smith or Kirk Cousins - 0:09:32How Much FAAB To Spend on David Njoku - 0:11:06Is Brian Thomas Jr. Flex-Worthy?- 0:12:36Start Two: Russell Wilson, C.J. Stroud or Bo Nix - 0:14:06Start Two: Audric Estime, Rico Dowdle or Jaylen Warren- 0:15:59Who Would You Drop for Anthony Richardson in Dynasty?- 0:17:02Who Would You Rather Trade: CeeDee Lamb or Malik Nabers?- 0:19:52What Are Mailik Nabers & Isiah Pacheco's Trade Values? - 0:20:26Trade De'Von Achane or Chase Brown & Lose Keep Value?- 0:25:18My Playbook App - 0:27:32Tough Week 11 Start/Sit Questions - 0:28:16Do I Have Too Many 49ers Players? - 0:30:12Trade Tryone Tracy For Kareem Hunt? - 0:32:41What Is Patrick Mahomes' Trade Value? - 0:34:18Start Two WRs - 0:36:33What WR Could I Get For Tyreek Hill & Isiah Pacheco?- 0:37:03Dynasty Trade Questions - 0:37:35Start Cedric Tillman or Jauan Jennings? - 0:38:20Can I Drop Diontae Johnson? - 0:39:25Trade Tryeek Hill For Darnell Mooney & Brian Thomas Jr.? - 0:40:00Outro - 0:40:00 Helpful Links: My Playbook - Don't miss out on the revolutionary fantasy football software that over 1 million teams have already synced with: My Playbook. It's packed with custom advice, rankings, and analysis tailored just for your team. Discover your optimal lineup, find advantageous trades, and stay ahead with the latest player news. Join the league of winners today at fantasypros.com/myplaybook and let's secure that championship!Discord - Join our FantasyPros Discord Community! Chat with other fans and get access to exclusive AMAs that wind up on our podcast feed. Come get your questions answered and BE ON THE SHOW at fantasypros.com/chat Get 1 FREE Month of BettingPros Premium! - Unlock a month of BettingPros Premium for free! Download the BettingPros app today, use promo code FPFREE. Get access to tools like the Same Game Parlay Tool, the Prop Bet Analyzer, and the PrizePicks Prop Bet Cheat Sheet. Leave a Review – If you enjoy our show and find our insight to be valuable, we'd love to hear from you! Your reviews fuel our passion and help us tailor content specifically for YOU. Head to Apple Podcasts, Spotify, or wherever else you get your podcasts and leave an honest review. Let's make this show the ultimate destination for fantasy football enthusiasts like us. Thank you for watching and for showing your support – https://fantasypros.com/review/ BettingPros Podcast – For advice on the best picks and props across both the NFL and college football each and every week, check out the BettingPros Podcast at bettingpros.com/podcast, our BettingPros YouTube channel at youtube.com/bettingpros, or wherever you listen to podcasts.See omnystudio.com/listener for privacy information.
WORLD: Taiwan to compensate spotters of foreign ships | November 9, 2024Subscribe to The Manila Times Channel - https://tmt.ph/YTSubscribeVisit our website at https://www.manilatimes.netFollow us:Facebook - https://tmt.ph/facebookInstagram - https://tmt.ph/instagramTwitter - https://tmt.ph/twitterDailyMotion - https://tmt.ph/dailymotionSubscribe to our Digital Edition - https://tmt.ph/digitalSign up to our newsletters: https://tmt.ph/newslettersCheck out our Podcasts:Spotify - https://tmt.ph/spotifyApple Podcasts - https://tmt.ph/applepodcastsAmazon Music - https://tmt.ph/amazonmusicDeezer: https://tmt.ph/deezerStitcher: https://tmt.ph/stitcherTune In: https://tmt.ph/tunein#TheManilaTimes#KeepUpWithTheTimes Hosted on Acast. See acast.com/privacy for more information.
If any of this sounds familiar, YOU can benefit from attending CEO and Scaling Specialist Tara Riley's session "Scaling and Sales 101" at the APPC's upcoming Painting Profits Summit!Learn more & get tickets to the 2025 Painting Profits Summit! >>> https://paintingprofitssummit.com/https://paintingprofitssummit.com/
Discount Expat Money Summit VIP Ticket: https://2024.expatmoneysummit.com/checkout/select-tickets/?coupon=ANTIWARFollow us on Instagram: https://www.instagram.com/antiwarcom/Phone bank for Defend the Guard: https://defendtheguard.us/phonebankChapters00:00 - Intro00:23 - North Gaza Attack Signals Start of Ethnic Cleansing06:51 - Israeli Attacks in Gaza Kills 82 Palestinians Over Three Days09:19 - Blinken OKd Policy To Bomb Aid Trucks: Israeli Cabinet Members11:57 - Journalist Killed in Israeli Bombing After Threats To End Coverage12:48 - US Offers Israel 'Compensation' for Iran Strikes15:55 - Trump Says Israel Should Strike Iran's Nuclear Sites18:09 - Israel Kills 100 Children in Lebanon in 11 Days21:01 - American Killed by Israeli Bombardment of Lebanon22:27 - Hezbollah Chief Nasrallah's Successor Likely Killed in Friday Strike23:49 - Israeli Strikes Target Aid Trucks in Syria25:16 - Israeli Strike on West Bank Cafe Wipes Out Family27:00 - Stoltenberg Wishes NATO Gave Ukraine More Weapons30:44 - Viewpoints/Outro
Season eight of the Rhoden Fellows' Podcast continues during the academic year. Half of “Thee Six” -- aka “Team KJ” -- discuss whether athletic departments at HBCUs should raise ticket prices to pay their athletes. Learn more about your ad choices. Visit podcastchoices.com/adchoices
You have to be really great at one thing in order to be wildly successful. But if you're bad at everything else, you'll have to fill in those gaps. You're going to get a lot more clarity in life and business when you work on filling in those gaps. You can collaborate with or higher someone to compensate for what you're not good at. You don't have to be great at everything. Accept that.Night Cruising (loopable) by chilledmusicLink: https://filmmusic.io/song/9114-night-cruising-loopable-License: https://filmmusic.io/standard-licenseMentioned in this episode:New Book: The View From The Deck: Thoughts on Values, Vision, and GratitudeGet your copy of Michael Whitehouse's new book The View From The Deck: Thoughts on Values, Vision, and Gratitude now. https://amzn.to/4a6w0tu
In this episode of the Nonprofit Bookkeeper, Aishat discusses the complexities surrounding payments to trustees in UK charities. She explains the legal framework that allows for such payments under certain conditions, the importance of transparency, and the potential risks involved. The conversation also covers reimbursements for expenses and the need for careful documentation and justification when considering salaries for trustees. Aishat emphasizes the importance of aligning decisions with the charity's mission and maintaining integrity within the organization.KEY TAKEAWAYSTrustees are responsible for overseeing a charity's operations.Payments to trustees are allowed under specific regulations.Charities must document agreements and ensure market rate compliance.Transparency is crucial when discussing trustee compensation.Consent from the Charity Commission is necessary if payments are not allowed by the constitution.Potential conflicts of interest must be managed carefully.EPISODE RESOURCESRules on paying trustees: Payments to charity trustees: what the rules are - GOV.UK (www.gov.uk)ABOUT YOUR HOSTAishat operates her own bookkeeping and accounting services practice – BAnC Services which focuses primarily on serving non-profits. Before founding her practice, she dedicated over two decades to the non-profit sector.With her podcast, Aishat shares practical insights and expertise to streamline financial management for non-profits; and shines a light on the often unseen & unheard efforts that uphold the delivery of a non-profit's mission.Beyond her professional endeavours with non-profits, Aishat is deeply committed to supporting single mothers with navigating financial management challenges and is the author of "Money Solutions for Single Mums". She also champions financial literacy among young black adults and thrives in discussions about money management.Work with Aishat: www.bancservices.co.ukCONNECTInstagramTikTok
The Future. Faster. The Pursuit of Sustainable Success with Nutrien Ag Solutions
When you have an impressive industry footprint, you've got a big opportunity to make sustainable change. And as the world leader in oil seed processing, Bunge sets the standard in the world of agriculture. So we're excited to announce that our sustainability initiative with Nutrien Ag Solutions and Bunge, which we just launched a year ago, is expanding from two sites in the American Midwest to five. This program creates incentives to help growers reduce tillage, implement cover crops, diversify their crop rotation, and manage nutrients. And, in its first year, it's met with a lot of success. So in this episode, we catch up with Justin McAllister, Bunge's Regenerative Agriculture Lead, to discuss how the program is growing and succeeding, what we've learned in its first year, and how it's helping growers improve their sustainability footprints AND their bottom lines. Visit agrible.com to sign up for Nutrien Ag Solutions' free digital toolkit, and info.nutrienagsolutions.com/SNO to learn more about Sustainable Nitrogen Outcomes.
The Member of Parliament for North Tongu constituency, Samuel Okudzeto Ablakwa has stated that the just ended NDC manifesto launched in Koforidua over the weekend is a manifesto for the people of Tongu and Ghanaians at large.
Invest Like the Best Key Takeaways The keys to creating a business culture of excellence:Have a small number of people who are elite in their field Compensate them very wellEnsure that compensation and promotion are perfectly tied to performance Ruthlessly minimize bureaucracyCelebrate people who do big things with the fewest number of people possible“Mathematical superintelligence” is a more specific way to refer to artificial general intelligence (AGI) Mathematical superintelligence is an AI that solves math problems at a superior capability compared to the sum total of all humans on earth It will be able to solve any problem, but especially those that have a quantitative element or that require quantitative reasoningThe coming years and decades include a $100+ trillion wealth transfer from boomers to millennials; given the company's customer base, Robinhood is well-positioned to benefit from this wealth transferDe-emphasize the significance of the “number of people” managed; the desire to manage a larger number of people warps incentives and attracts empire builders instead of problem-solvers “Sometimes I just read the reviews of the Robinhood credit card app before bed.” – Vlad Tenev Advice for entrepreneurs: Imagine if Frank Slootman took over your company… What are the ten things that he would do? Read the full notes @ podcastnotes.orgMy guest today is Vlad Tenev. Vlad is the CEO and co-founder of Robinhood. It was such a treat to sit down with him and discuss the behind-the-scenes of a revolutionary business we all know well. He details Robinhood's journey to zero-cost trading and what it means to build a consumer-centric financial product. Vlad believes in finding the harmonies across mathematics and art and applies this lens to everything he builds. We discuss Robinhood's new credit card and more products on the horizon, the company's toughest moments, including the Gamestop episode, and the compelling future of AI in financial services. Please enjoy this conversation with Vlad Tenev. For the full show notes, transcript, and links to mentioned content, check out the episode page here. ----- This episode is brought to you by Ridgeline. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. I think this platform will become the standard for investment managers, and if you run an investing firm, I highly recommend you find time to speak with them. Head to ridgelineapps.com to learn more about the platform. This episode is brought to you by Tegus, where we're changing the game in investment research. Step away from outdated, inefficient methods and into the future with our platform, proudly hosting over 100,000 transcripts – with over 25,000 transcripts added just this year alone. Our platform grows eight times faster and adds twice as much monthly content as our competitors, putting us at the forefront of the industry. Plus, with 75% of private market transcripts available exclusively on Tegus, we offer insights you simply can't find elsewhere. See the difference a vast, quality-driven transcript library makes. Unlock your free trial at tegus.com/patrick. ----- Invest Like the Best is a property of Colossus, LLC. For more episodes of Invest Like the Best, visit joincolossus.com/episodes. Past guests include Tobi Lutke, Kevin Systrom, Mike Krieger, John Collison, Kat Cole, Marc Andreessen, Matthew Ball, Bill Gurley, Anu Hariharan, Ben Thompson, and many more. Stay up to date on all our podcasts by signing up to Colossus Weekly, our quick dive every Sunday highlighting the top business and investing concepts from our podcasts and the best of what we read that week. Sign up here. Follow us on Twitter: @patrick_oshag | @JoinColossus Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Show Notes: (00:00:00) Welcome to Invest Like the Best (00:03:56) The Next Frontier in AI: Reasoning and Logical Deductions (00:06:19) Challenges and Approaches in AI Development (00:09:08) Formal Mathematics and AI Integration (00:11:23) Practical Applications of Mathematical Superintelligence (00:17:30) Robinhood's Journey to Zero-Cost Trading (00:24:38) Building a Consumer-Friendly Trading Platform (00:28:52) Robinhood Gold and the Future of Financial Services (00:35:51) Understanding Robinhood's Business Model (00:42:34) Navigating the GameStop Crisis (00:49:17) Improving Customer Satisfaction (00:52:43) Reputation Repair (00:54:52) The Future of Financial Services (00:59:06) Crypto and AI in Finance (01:08:09) Building a High-Performance Culture (01:11:42) The Kindest Thing Anyone Has Ever Done for Vlad
Invest Like the Best Key Takeaways The keys to creating a business culture of excellence:Have a small number of people who are elite in their field Compensate them very wellEnsure that compensation and promotion are perfectly tied to performance Ruthlessly minimize bureaucracyCelebrate people who do big things with the fewest number of people possible“Mathematical superintelligence” is a more specific way to refer to artificial general intelligence (AGI) Mathematical superintelligence is an AI that solves math problems at a superior capability compared to the sum total of all humans on earth It will be able to solve any problem, but especially those that have a quantitative element or that require quantitative reasoningThe coming years and decades include a $100+ trillion wealth transfer from boomers to millennials; given the company's customer base, Robinhood is well-positioned to benefit from this wealth transferDe-emphasize the significance of the “number of people” managed; the desire to manage a larger number of people warps incentives and attracts empire builders instead of problem-solvers “Sometimes I just read the reviews of the Robinhood credit card app before bed.” – Vlad Tenev Advice for entrepreneurs: Imagine if Frank Slootman took over your company… What are the ten things that he would do? Read the full notes @ podcastnotes.orgMy guest today is Vlad Tenev. Vlad is the CEO and co-founder of Robinhood. It was such a treat to sit down with him and discuss the behind-the-scenes of a revolutionary business we all know well. He details Robinhood's journey to zero-cost trading and what it means to build a consumer-centric financial product. Vlad believes in finding the harmonies across mathematics and art and applies this lens to everything he builds. We discuss Robinhood's new credit card and more products on the horizon, the company's toughest moments, including the Gamestop episode, and the compelling future of AI in financial services. Please enjoy this conversation with Vlad Tenev. For the full show notes, transcript, and links to mentioned content, check out the episode page here. ----- This episode is brought to you by Ridgeline. Ridgeline has built a complete, real-time, modern operating system for investment managers. It handles trading, portfolio management, compliance, customer reporting, and much more through an all-in-one real-time cloud platform. I think this platform will become the standard for investment managers, and if you run an investing firm, I highly recommend you find time to speak with them. Head to ridgelineapps.com to learn more about the platform. This episode is brought to you by Tegus, where we're changing the game in investment research. Step away from outdated, inefficient methods and into the future with our platform, proudly hosting over 100,000 transcripts – with over 25,000 transcripts added just this year alone. Our platform grows eight times faster and adds twice as much monthly content as our competitors, putting us at the forefront of the industry. Plus, with 75% of private market transcripts available exclusively on Tegus, we offer insights you simply can't find elsewhere. See the difference a vast, quality-driven transcript library makes. Unlock your free trial at tegus.com/patrick. ----- Invest Like the Best is a property of Colossus, LLC. For more episodes of Invest Like the Best, visit joincolossus.com/episodes. Past guests include Tobi Lutke, Kevin Systrom, Mike Krieger, John Collison, Kat Cole, Marc Andreessen, Matthew Ball, Bill Gurley, Anu Hariharan, Ben Thompson, and many more. Stay up to date on all our podcasts by signing up to Colossus Weekly, our quick dive every Sunday highlighting the top business and investing concepts from our podcasts and the best of what we read that week. Sign up here. Follow us on Twitter: @patrick_oshag | @JoinColossus Editing and post-production work for this episode was provided by The Podcast Consultant (https://thepodcastconsultant.com). Show Notes: (00:00:00) Welcome to Invest Like the Best (00:03:56) The Next Frontier in AI: Reasoning and Logical Deductions (00:06:19) Challenges and Approaches in AI Development (00:09:08) Formal Mathematics and AI Integration (00:11:23) Practical Applications of Mathematical Superintelligence (00:17:30) Robinhood's Journey to Zero-Cost Trading (00:24:38) Building a Consumer-Friendly Trading Platform (00:28:52) Robinhood Gold and the Future of Financial Services (00:35:51) Understanding Robinhood's Business Model (00:42:34) Navigating the GameStop Crisis (00:49:17) Improving Customer Satisfaction (00:52:43) Reputation Repair (00:54:52) The Future of Financial Services (00:59:06) Crypto and AI in Finance (01:08:09) Building a High-Performance Culture (01:11:42) The Kindest Thing Anyone Has Ever Done for Vlad
Remembering to perform a future action is a critical part of daily life. Psychologists refer to this as our “prospective memory,” and some examples include remembering to pay bills on time, returning library books when they're due, or getting to doctor's appointments.Brooke Beech is a Washington State University doctoral student specializing in clinical neuropsychology. She works with older adults to examine how aging affects thinking and everyday behavior. “I have a particular interest in factors that relate to everyday memory,” Beech says.During normal aging, most people will experience a mild, gradual decline in their prospective memory. But there are tools available to help compensate for memory loss. They can be as simple as leaving a pill box on the counter as a memory aide for taking medication or setting a phone alarm as a reminder to complete a task, Beech says.Her recent research compared the effectiveness of paper memory aides—such as written notes on a calendar—versus technology-driven memory aides. In healthy older adults, both methods yielded similar results.“At the end of the day, having memory strategies that you like, are comfortable with, and that you'll use consistently is really what matters,” Beech says.Learn moreWSU Neuropsychology and Aging LabWSU Department of Psychology“Healthy lifestyles protect brains...and lower dementia risk” (Fall 2024 Washington State Magazine)CogSMARTTrialMatch (Alzheimer's Association)Support the Show.______________________________________________________________________________Want more great WSU stories? Follow Washington State Magazine: LinkedIn @Washington-State-Magazine X/Twitter @wsmagazine Facebook @WashingtonStateMagazine Instagram @WashingtonStateMagazine YouTube @WashingtonStateMagazine Email newsletter How do you like the magazine podcast? What WSU stories do you want to hear? Let us know. Give to the magazine
We're back with Nick Stewart sleep coach and author. This is Part 2 and if you need an introduction In this episode, Nick Stewart gives us essential steps to get back on track with sleep; Nick talks about proper sleep hygiene. And these include the following. Sunlight in the morning. Compensate for no sunlight with lighting products, commonly found on Amazon. The types of professionals you should consider if you're having challenges with sleep. Discipline with bedtimes. Proper blinds and shading in your bedroom. Dedicated area for sleep. The temperature of your room. Reading habits before bed. Nick also discusses some of the myths associated with getting a good night's sleep. Find Nick Stewart on LinkedIn: LinkedIn Page **Do you want to work with Dave one-on-one? Go to www.overcomingdistractions.com and book an introductory Zoom chat. Or go directly to Dave's calendar; https://calendly.com/davidgreenwood1/15min
Northland's MP says a business lost almost half a million dollars thanks to the recent major power cut. Grant McCullum is calling on Transpower to compensate Northlanders with discounted transmission fees for a year. Nearly 100,000 people lost power last month when a tower toppled after maintenance crews unbolted three legs of a pylon at once. McCullum says a big timber mill had to shut for five days - costing it nearly $500,000. "This is an opportunity for all Northlanders to get something back, because everyone was affected. Whether it was your people at home having cold showers - or that sort of thing." LISTEN ABOVESee omnystudio.com/listener for privacy information.
July 12, 2024 | CDK will compensate dealers; Pied Piper CEO Fran O'Hagan by Automotive News
Ashton Speno is an SIUE Assistant Professor of Communications. Speno is concerned about the impact appearing in social media might have on children. A new Illinois law is requiring social-media influencers to pay their children who appear in viral videos. Credit: © SOPA Images
The Cryptoshow - blockchain, cryptocurrencies, Bitcoin and decentralization simply explained
In July 1945, the US deployed the world's first nuclear weapon during the Trinity Test. Since then, the US has tested more than 200 nukes above ground in places including New Mexico, Nevada, and several Pacific Islands.For decades to come, “downwinders,” or people who lived near those test sites, and those involved manufacturing these weapons, were exposed to dangerous levels of radiation. They've disproportionately suffered from diseases like cancer, autoimmune disorders, and more.The Radiation Exposure Compensation Act (RECA) was established in 1990 to provide victims of the US nuclear program a one-time payment to help cover medical bills. But the program has fallen short of helping everyone affected—like the downwinders living around the Trinity Test site in New Mexico.A new bill, which was passed in the Senate earlier this year, would expand the program to include more people and provide more money. It's up to the House now to pass it, but Speaker Mike Johnson of Louisiana won't call a vote. And the clock is ticking, because RECA expired on June 10. So what happens now?SciFri's John Dankosky speaks with Tina Cordova, downwinder and co-founder of the Tularosa Basin Downwinders Consortium in Albuquerque; Loretta Anderson, co-founder of the Southwest Uranium Miners' Coalition Post ‘71, from the Pueblo of Laguna in New Mexico; and Lilly Adams, senior outreach coordinator at the Union of Concerned Scientists.Transcripts for each segment will be available after the show airs on sciencefriday.com. Subscribe to this podcast. Plus, to stay updated on all things science, sign up for Science Friday's newsletters.
A round-up of the main headlines in Sweden on June 13th 2024. You can hear more reports on our homepage www.radiosweden.se, or in the app Sveriges Radio Play. Presenter: Babak ParhamProducer: Michael Walsh
Wayne Cabot has the morning's top headlines from the WCBS 880 newsroom
Congress must quickly decide if survivors of nuclear testing on American soil will continue to receive financial benefits related to healthcare and other costs under the Radiation Exposure Compensation Act, which expires June 7. POLITICO's Gloria Gonzalez breaks down the fight over this program and the consequences if it isn't renewed. Plus, the Biden administration announced that Norfolk Southern will pay just over $500 million because of last year's train derailment in East Palestine, Ohio. For more news on energy and the environment, subscribe to Power Switch, our free evening newsletter: https://www.politico.com/power-switch And for even deeper coverage and analysis, read our Morning Energy newsletter by subscribing to POLITICO Pro: https://subscriber.politicopro.com/newsletter-archive/morning-energy Josh Siegel is an energy reporter for POLITICO. Nirmal Mulaikal is a POLITICO audio host-producer. Annie Rees is a senior audio producer-host at POLITICO. Gloria Gonzalez is the deputy energy editor for POLITICO. Matt Daily is the energy editor for POLITICO.
3 Ways to Compensate Buyer's Agents (and Why) Starting July 2024 In July 2024, significant changes are set to reshape how buyer's agents are compensated in real estate transactions. These changes have far-reaching implications for members of the real estate industry, as well as for home buyers and sellers. Let's delve into what these changes mean for all parties involved. These are the 3 ways you can compensate buyer's agents starting July 2024: 1. Fixed-Fee Commission Paid Directly by Consumers In this model, buyers pay a predetermined fixed fee directly to their agent for their services. Unlike traditional commission-based structures, where the agent's compensation is a percentage of the sale price, this approach offers more transparency and predictability for both buyers and sellers. Buyers know exactly how much they will pay their agent, regardless of the final sale price of the property. This can be particularly appealing for buyers who prefer a straightforward fee structure and want to avoid potential conflicts of interest that may arise from commission-based compensation. 2. Concession from the Seller Another method of compensating buyer's agents is through concessions from the seller. In this scenario, the seller agrees to cover some or all of the buyer's agent's fees as part of the overall transaction. This can be negotiated as part of the purchase agreement and is typically based on a percentage of the sale price. For buyers, this can be an attractive option as it reduces their out-of-pocket expenses for agent fees. Sellers may also benefit from offering a concession to attract more buyers and expedite the sale process. However, it's essential to consider how this concession may impact the negotiation dynamics between buyers and sellers. 3. Portion of the Listing Broker's Compensation In some cases, buyer's agents may receive a portion of the commission paid to the listing broker. This arrangement often involves the listing broker sharing a percentage of their commission with the buyer's agent as a cooperative compensation agreement. While this method is common in traditional real estate transactions, its prevalence may diminish with the new regulations limiting MLS communication of compensation offers. Nonetheless, it remains a viable option for compensating buyer's agents and can provide an incentive for agents to collaborate and facilitate successful transactions. These three methods offer distinct approaches to compensating buyer's agents and reflect the evolving landscape of real estate transactions. As the industry adapts to new regulations and consumer preferences, agents and clients alike must carefully consider which compensation model aligns best with their needs and goals. Home Buying Resources Navigating the world of home buying can be overwhelming, especially for first-time buyers. That's why we've compiled a list of valuable resources to guide you through the process seamlessly. ➡️ Referrals:
NTD Good Morning—4/18/20241. Polish President Meets Privately With Trump in New York2. Trump, Polish President Meet Privately in New York3. EU Leaders Back New Iran Sanctions After Israel Attack4. Senate Dismisses Mayorkas Impeachment5. Johnson Pushes Aid Bill Despite Ouster Threat6. Manhattan DA Wants to Bring up Past Trump Cases7. Who are The 7 Jurors Selected for Trump Trial?8. Takeaways From Columbia U Antisemitism Hearing9. Boeing Whistleblower Testifies Before Congress10. Engineer Testifies Boeing Makes 'Defective Airplanes'11. AZ Lawmakers Vote Against Repealing Abortion Ban12. House Probes China's 'Political Warfare'13. Counties Sue Colorado Over Immigration Laws14. Economist: Big Job Gains to Going to Illegal Immigrants15. United Airlines Says Boeing to Compensate for Damages16. UAU Struggles to Recover After Heavy Rainfall17. Notre Dame Cathedral May Reopen by the End of Year18. Impact of No Impeachment Trial, Push for Ukraine Aid19. Johnson Pushes Aid Bill Despite Ouster Threat20. NPR Editor Resigns After Criticizing His Employer21. US Sporting a Fresh Look Ahead of the Paris 2024 Olympics
Managing Director of Innovation DuPage, Dan Facchini, joins Jon Hansen on Your Money Matters to talk about how their programs are helping businesses and organizations grow. He's joined by Jason Krantz, Founder of Labor Titan, who focuses on making it easy to access, understand, and use high-quality workforce and compensation information to drive better compensation, hiring, and retention decisions. […]
Join me on a journey to understand the vital link between ankle and knee mobility for athletes and active individuals. In this enlightening podcast, I'll share actionable insights and practical exercises to assess and enhance ankle and knee mobility, all while emphasizing the importance of managing knee pain through targeted exercises and mobility drills. From simple tests to identify mobility issues to personalized coaching services for tailored support, I'll cover it all, offering invaluable guidance for anyone looking to optimize their joint health and physical performance.Follow along as I break down the complexities of ankle and knee mobility, providing expert advice and actionable steps to help you move with greater ease and comfort. Whether you're a seasoned athlete or simply seeking relief from knee pain, this podcast is your ultimate guide to unlocking the full potential of your body and achieving peak performance. Tune in now and take the first step toward healthier, happier joints with my proven strategies and expert insights.If you have any questions, email me turo@fitmitturo.com or send me DM in my IG HEREJoin FitMitTuro Membership Coaching and get access to all my guides including Mobility Test Guide HERE
This is Chris's first ever solo podcast and we would LOVE to hear your thoughts! In this podcast Chris talks about the advice we give our clients after they have overindulged. Enjoy!
The Santa Monica City Council recently voted to explore compensating the descendants of a Black man named Silas White for his plot of land on Ocean Ave. New analysis from the Kaiser Family Foundation shows that Medicare spending on weight loss drugs like Ozempic rose to $5.7 billion in 2022 — up from $57 million in 2018. LA City Council officials have announced plans to eliminate traffic lanes, widen sidewalks, and add bike and bus lanes to the storied Hollywood Boulevard. An excerpt from KCRW's Life Examined talks about building community despite our isolated lifestyles. Plus, hear practical tips for forging meaningful connections. When vegetables begin to flower, they're reaching the end of their life cycles. But you can still eat the plants, which have an added sweetness or bitterness.
The world is grappling with the idea of restitution for people who have been negatively affected by the impacts of climate change—potentially including displacement within a country or across international borders. World leaders are at the early stages of creating a global loss and damage fund to financially compensate these climate victims. Much remains unresolved, including complicated and controversial questions about which countries owe money to whom, and how to attach a dollar figure to intangible losses such as destruction of natural land. In this episode, we speak with Adelle Thomas from Climate Analytics to wade through the thicket of challenges ahead, in particular as relates to climate migrants—those displaced by hostile environmental conditions linked to a rapidly changing climate.
This episode is about my compensated pistol, Shadow System DR920P. Patreon Support,
An inquiry found millions of women were not properly told of the rising state pension age
Hawaii's governor says a $175 million fund to compensate families of people killed in the deadliest U.S. wildfire in more than a century will begin accepting applications at the end of the week. AP's Lisa Dwyer has more.
This week, Dave is joined by Brian Kotlyar. Brian leads Marketing and Growth at Hightouch and previously led teams at Sprinklr, Intercom, and New Relic. He shares his perspective onAligning revenue teams toward common goalsThe importance of an effective messaging strategyPrioritizing numerous ideas from CEOsA high-reward compensation approachTimestamps(00:00) - - Performance metrics and career motivation (06:04) - - Understanding customer needs (09:28) - - Personal growth and getting recognition (11:46) - - Aligning goals and compensation (15:28) - - Higher earnings through higher risk (17:11) - - Aligning compensation to reality (20:23) - - The supply chain stages and revenue generation (28:42) - - Product marketing and brand management (30:43) - - Creative messaging (36:46) - - Understanding the managers' mindset in crisis (40:06) - - Challenges of managing a startup (41:59) - - Managing content effectively (45:12) - - Sales enablement (47:37) - - Becoming a valued expert and resource in a business (50:46) - - The unpredictability of creative inspiration Send guest pitches and ideas to hi@exitfive.comJoin the Exit Five Newsletter here: https://www.exitfive.com/newsletterCheck out the Exit Five job board: https://jobs.exitfive.com/Become an Exit Five member: https://community.exitfive.com/checkout/exit-five-membership***This episode of the Exit Five podcast is brought to you by our friends at Knak. Launching an email or landing page in your marketing automation platform shouldn't feel like assembling an airplane mid flight with no instructions, but too often that's exactly how it feels. No more having to stop midway through your campaign to fix something simple. Knack lets you work with your entire team in real time and stops you from having to fix things mid flight. Check them out at knak.com/exit-five/***Thanks to my friends at hatch.fm for producing this episode and handling all of the Exit Five podcast production.They give you unlimited podcast editing and strategy for your B2B podcast.Get unlimited podcast editing and on-demand strategy for one low monthly cost. Just upload your episode, and they take care of the rest.Visit hatch.fm to learn more
A local law firm is preparing to file a class action lawsuit against the city of San Diego on behalf of the January 22nd flood victims. In other news, State Assembly District 79 is an open seat this election. We learn about the three candidates running for the position. Plus, low income families across San Diego County could qualify for extra benefits on their EBT cards this summer.
One of the biggest questions we get from property management business owners once they start building out their team is “How do I compensate and recognize my team members?” In this episode, property management growth experts Jason and Sarah Hull discuss the different kinds of compensation structures for different personality types and roles on your team. You'll Learn [02:15] The difference between you and your team [07:56] The problem with giving out percentages [12:13] How to set up commission structures [21:23] Recognizing your team effectively [25:44] Giving out raises and job titles Tweetables “Business is a more effective vehicle than even a charity at creating lasting and impactful change.” “When you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it.” “Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it.” “Recognition costs nothing.” Resources DoorGrow and Scale Mastermind DoorGrow Academy DoorGrow on YouTube DoorGrowClub DoorGrowLive TalkRoute Referral Link Transcript [00:00:00] Jason: They need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. [00:00:14] Welcome DoorGrowers to the DoorGrowShow. If you are a property management entrepreneur that wants to add doors, make a difference, increase revenue, help others, impact lives, and you are interested in growing in business and life, and you're open to doing things a bit differently then you are a DoorGrower. [00:00:31] DoorGrower property managers love the opportunities, daily variety, unique challenges, and freedom that property management brings. Many real estate think you're crazy for doing it. You think they're crazy for not because you realize that property management is the ultimate high trust gateway to real estate deals, relationships, and residual income. At DoorGrow, we are on a mission to transform property management, business owners. And their businesses, we want to transform the industry, eliminate the BS, build awareness, change perception, expand the market and help the best property management entrepreneurs win. We are your hosts, property management, growth experts, Jason Hull and Sarah Hull, owners of DoorGrow. [00:01:11] That good? Now let's get into the show. All right. We were trying to change the intro right before we did it. And sometimes she's not on it. Sometimes she is. She's mostly on it now. So. Anyway, here we are. So our topic today, I'm getting a lot of questions, a lot of questions, and this has been going on for a long time, but we're getting a lot of questions about compensation. [00:01:37] This just keeps coming up and we see a lot of mistakes when it comes to compensation. So the challenge with compensation is that entrepreneurs think differently than most people that they are paying, and so they make mistakes in how they compensate people because they think it's going to help them get more of what they want and they actually create the opposite. [00:02:00] And so I want you to pay close attention to this today. If you watch this you should not ever ask if you should be giving out a commission or percent sign to somebody or whatever So let's talk about a couple of things here. So where should we start? [00:02:15] Sarah: Well, I think the best place to start is probably from just for background. [00:02:20] What is the difference between someone who has a sales mindset or entrepreneurial mindset versus someone that may not. [00:02:30] Jason: Cool. Let's talk about that. The two types of team members that you're going to have. There's two types of people on the planet, those that like money and those that don't. And I know you're thinking, "man, no, everybody likes money." [00:02:42] And you'd be surprised. And so if you had all of your team members take a DISC assessment, there's usually on a nice DISC assessment, a section called the values index. And one of those values is the economic or financial score. And so on the economic or financial score, what you will see is that the score is low, then they don't like money. [00:03:04] And I know that sounds weird. They're not focused on money. They're not trying to get money. Money is not a big part of their psyche. It's just not. And I know entrepreneurs, you don't get this because you like money. Sarah and I do not hate money. We don't hate money. Okay, [00:03:20] Sarah: I need that shirt. This is the one t shirt. [00:03:22] I'll wear the capitalistic pig shirt [00:03:24] Jason: Right and so we don't hate money. You probably don't hate money either. If you do hate money and you're an entrepreneur Then you are probably struggling to have money, right. Money is the ability to change lives, make a difference and have impact. This is why business is a more effective vehicle than even a charity at creating lasting and impactful change in my opinion. [00:03:47] Okay? Because it has healthy motivators connected to it. Right. And money is the energy and currency of what everything moves through to happen. Right. So let's talk about this. So if the economic score is low, what does that mean? I'll tell you whose economic score is high. If your economic score is high, you are probably an entrepreneur or a sales person, right? [00:04:11] Those are probably the only two personality types or people that you should be paying out more money or bonuses or commissions to incentivize better behavior. That means most people, you should not be paying bonuses, additional financial compensation to try and motivate or change behavior. Now, if you just want to be generous and it's Christmas, that's different. [00:04:36] But if you're trying to consistently compensate somebody and motivate them, the motivators need to be connected to what your outcomes are and most people are doing it incorrectly. Now, if the economic score is low, this is what this means, they would rather what they most value is recognition. They would rather be recognized. [00:04:55] And recognition costs nothing. It costs nothing. And if you don't give them recognition, but you give them bonuses, it's often the opposite, it has the opposite effect. There's another values index called the charitable score. If they have a high charitable score, which means they might want to volunteer to soup kitchen. [00:05:14] They want to like donate money. They want to give money away, not get money. They want to give money away. And then they have a low end economic score. That means if you pay them more money than what is comfortable for them. You pay them more than that. They will start to become a worse team member. They will start to self sabotage because they feel guilty. And then they're going to project that and externalize it because they have to justify it. They're taking more money. They don't want to give up the more money, but they feel guilty. If Sarah was my boss, it'd be like, "Oh, Sarah's giving me more money. Well, all right. I have to be worth this. So I'm worth this more money. And you know what? I'm entitled now. And maybe I deserve even more because I'm developing this kind of cancerous blind spot of I deserve this money because I feel guilty. So I externalize it. And I blame that uncomfortable feeling on my boss. Oh, well, my boss is like terrible and doesn't do this stuff. So I deserve that more money to compensate for it." And so they start to find fault with the boss and they start to justify them taking this more money cause they feel bad so that they can feel somewhat okay about it. And then their behavior starts to show that and they start to perform worse. [00:06:23] I know entrepreneurs, you're like, "that makes no sense." But that's how a lot of people think. Most people do not enjoy seeking money. This is not their goal. [00:06:33] Sarah: There is a caveat team members, they have to have enough to be comfortable, right? [00:06:38] Jason: If they're starving, broke or hurting, they're not comfortable. [00:06:42] Sarah: In pain or like worried, like, "Oh my God, I might lose my house or I can't feed my kids." [00:06:47] Like. Yeah. We're not saying, Hey, like give them no money, they'll work for free. That's not the case at all. Right. They have to have enough to feel comfortable to make sure that their needs are met and make sure that they're able to provide for themselves and anyone else or anything else that is important to them. [00:07:02] Once they reach that level though, and I think studies have been done on this, which is really interesting to me I don't know if they just surveyed Americans. Don't know, but I think $75k was like that magic number or $65k. It was something like that somewhere in that ballpark is that's like where people feel like they have most people feel like they have enough. [00:07:25] So once they feel like they have enough money to live and be okay and make sure their needs are met and bills are paid and things are taken care of and like Johnny can do soccer and whatever they, you know, they want to do, they don't then go, "well, now I want a hundred and now I want 200." They don't keep trying to climb that ladder. [00:07:46] Once they feel comfortable and they have to make sure that their needs are met, then they're not interested. So if you take it from 75 to a hundred, they're like, "it's okay." [00:07:55] Jason: Okay. So the other piece to this, another challenge that I see is that because business owners want people to have skin in the game and they want them to, they think everybody wants money, they hand out percent signs. [00:08:08] This is one of the most dangerous things to hand out. We even made a silly video called, what's it called? [00:08:13] Sarah: I think it's called Percentage Breaks the Property Manager for the Property Management Business. [00:08:19] Jason: Yeah. So you can check that out on YouTube. But the idea we're playing this, these roles and I'm a business owner and I don't have money in the beginning, so I'm going to pay her a percentage of all the doors that I get in. [00:08:29] We made it ridiculous, like 50%. Right? Which means if you're handing out a percent sign, and we see this all the time, say Sarah's my employee and I'm the boss, and I hand out 50% or whatever to a property manager. [00:08:42] Sarah: Or even if you're like, "okay, here have 30," because like even 10, 30, 40, I still, I see the that a lot. [00:08:48] Sometimes I see 20. [00:08:50] Jason: It doesn't matter what the percentage is, right? The challenge is in a business, some property management companies don't even make 10 percent profit margin. And so handing out percent signs is really dangerous for businesses. So what they'll do is hand out a percent sign. So let's say I give her 50%. [00:09:06] That means my 50%. My, the other half, all of the expenses have to come out of that. And usually if a business has 50 percent profit margin, that's pure expense. So then I'm broke. So what happens is she's making more and more money because she has all upside. It's pure profit. And I have all the expenses do not give a percentage to a broker. [00:09:28] Pay them a flat fee of like five, 600 bucks. Do not pay a percentage of broker. If you don't have your broker's license, don't create relationships or situations where you are giving up a percentage to a property manager. "Hey, you get like 50 percent of each door that you get on when you get a 30 percent of each door," whatever, right? [00:09:46] Because then what happens is these property managers, if they're the personality type of handling property management, instead of doing sales, they are not going to be focused on getting more business on. They're going to be focused on just helping run the business and you're giving them more and more money the more doors you get, which means you're making less and less money, right? They're making more and more money, the more doors that you get. And they will get more and more lazy and more and more comfortable because there's no incentive for them to go work harder or hunt or chase to get money. You need to make sure if you're handing out a percent sign in any capacity, that's like giving out ownership of the business and they need to be invested in like committed to helping you grow this business and helping you move it forward, otherwise they are just dead weight and you're creating a bigger and bigger monster of dead weight as the business grows. This is why a lot of people join a franchise and then regret it later on because they're paying out six to eight percent, which is a lot, of their gross revenue not of profit not of what's left over for you. And some business owners. [00:10:56] That's their whole owner payout. Yeah, that's like top one. Some business owners, that's what they take out like you're giving away that to basically to a team member that's not really adding value. I could go on and on about franchises. You can check out my YouTube video about franchises. [00:11:12] I'm obviously like not a fan of the franchise model because I believe it hurts the entire industry. There he said it. All right. So don't hand out percent signs. Do not get into a relationship with a business partner and give them a percent sign unless they are the type that wants to hustle and grow and make money. [00:11:33] The challenge is I see a lot of business partnerships are like, "here's a percent sign" when they should have just said, "here's your salary. You can be the operator." So operator personality types, for example, systems, process, whatever, they don't usually want ownership. They're not often that entrepreneurial type. [00:11:51] They just want to make sure they're getting paid enough and taking care of enough. Now there's exceptions to this, right? But you don't want to be handing out percent signs to somebody unless it's like super critical for growth. And I do not recommend. I recommend in any way possible, don't hand out any percent signs to anybody ever except to yourself and maybe a salesperson. [00:12:13] Now, let's talk about commissions, right? Let's say somebody is money motivated and they can help you make more money. So if they're money motivated, then you need to be using them to help you make more money. If you're going to pay them a percent sign, but you're not going to pay them a percent sign residually. [00:12:30] Because then you're motivating them to not do more work. What you want from a good salesperson or a BDM, a business development manager, or a BD business development person. What you want from them is what? You want results, which is more doors. You want them to add more money to the business. That's the result you want. [00:12:49] So you're going to pay for them to get more business, not keeping the business because keeping the business is the rest of the team. And that's fulfillment. So don't pay them a percentage residual. You pay them a percentage of maybe the first month or the, like some sort of commission upfront. [00:13:07] And it could be a percent, or it could just be a flat fee. Like, "Hey, we'll give you 200 bucks or 300 bucks or 500 bucks or per unit that you bring on." and give them an incentive. So that means they have an incentive every month. They stay to hunt and to chase. Now, another mistake people make with salespeople is like, "I want to get a salesperson, but I want to have zero downside and I want all the upsides. [00:13:33] So they create another unfair structure where they're like, I will pay you pure commission. And if you don't hunt and kill, you starve. And if you hunt and kill, I make money and we both make money." so I need to address this. That only makes sense if you are giving the salesperson, all of the leads, they have a great follow up and nurture system, and all they do is show up to calls and close. [00:13:56] Sarah: Now, can you clarify what giving them the leads means? Because you're like, "Oh here's the leads. Like, here's a list of 10, 000 people." [00:14:04] Jason: Okay. That's not what I mean. [00:14:05] Sarah: So yeah, exactly. So let's clarify that. [00:14:09] Jason: Okay. [00:14:09] Sarah: So 18, 000 people in my CRM. Here's your leads. [00:14:13] Jason: If somebody is going to be paid pure commission, which means they're just paid for basically closing deals, they should not have to go find potential clients. They should not have to be hunting for potential clients. They shouldn't be spending any time doing any of that stuff. They should just be taking appointments, somebody else scheduled for them and closing deals. [00:14:33] Then they're a closer. Everything that happens before that would be handled by a setter and the setter would be cold calling, following up, like all this stuff. Setting appointments. Setting appointments, rescheduling. [00:14:46] Sarah: Making sure people show up. They don't show up. Right. Calling them again. [00:14:49] Jason: Feeding the closer. [00:14:51] Feeding the closer. Then the closer can be peer commissioned and the setter would be paid a base, mostly a base, plus a small percentage for each like appointment they set or some sort of results. So they're motivated to get more results and they should be a little bit money motivated, right? Now, most people are going to hire a BDM and expect them to do both. [00:15:11] And if you're going to hire a BDM and expect them to do both, you need to pay them a base. I would recommend at least maybe 20 to 30 K, something like this of a base that covers their setting activities. And then they, the rest, they should be able to make somewhere annually about maybe six figures should be possible. [00:15:30] So work it backwards, but there should be a commission structure that if they're adding 10 to 20 doors a month, they should be able to make. Some sort of six figure sort of salary would be the goal. So figure out a commission on top of that base. Because what you're doing, if you say it's pure commission, you're expecting a closer who lives or dies by whether they hunt or kill and create some money, you're expecting them to starve for at least two months, usually. Because usually three. Because it takes about 90 days to build up a sales pipeline. So they're going to have to do networking and prospecting and outreach and they're working for free and. If they're starving for 90 days, they're just going to quit. [00:16:10] I've seen so many BDMs burn out and it sounds like this great model. "Well, I'll pay you basically nothing in the beginning." And you might get somebody to agree to do that, but they might be stupid if they're willing to do that. And then they're going to be like starving and not figuring it out. And then you don't give them a good system. [00:16:26] If you plug them in to DoorGrow, we can get them making a lot of money. We have an amazing system. Like we had a client in just 10 to 15 hours. We go from zero to a hundred doors in six months. And he didn't spend any money on ads and he was a solopreneur. He was all by himself. This is absolutely possible. [00:16:44] We can help BDMs crush it. We've helped some BDMs add two- three hundred dollars in a year. That's absolutely possible to do but they need to be able to dedicate their time to that and you are not going to get that kind of result if you just pay them a commission because they will only focus on the closing type of activities or the commission generating activities, and they won't do what the leading activities that actually generates the opportunities to close. [00:17:12] And so you're putting too much attention on the wrong thing. They need more attention. Most of the attention should be on the leading activities. Phone calls, outreach, networking that leads to this and then deals will happen. They don't even have to be super amazing at closing if they're doing enough leading activities And so we want to make sure we give them a base and then we give them an incentive to move those things forward. [00:17:35] Sarah: Okay. Now with the base, this is the big one. "Well, how much is the base supposed to be Jason? I don't know?" [00:17:41] Jason: 20 or 30 K. Maybe [00:17:42] Sarah: You need to find an amount that would be uncomfortable if that's all you made. It needs to be comfortable enough that if that's all they made, they're not going to be starving and eating out of a dumpster. [00:17:58] And it needs to be uncomfortable enough that if that's all they made, they wouldn't be happy and they would be hungry for more. [00:18:06] Jason: They need to be hungry. They got to be motivated. It's financial compensation is all about motivation, right? [00:18:13] Sarah: With a salesperson, when you lay out their commission structure and you let them know like, "Hey, this is your base and I'm giving you this base because of these reasons. I don't want you to be starving. I want you to be motivated. The real money, it's over here. This other piece, I'm going to give it to you because there's things like phone calls and settings and appointments and you know, all the stupid crap that you don't want to do, but that you will do because it leads to deals." [00:18:38] And they're like "yeah, I get that. But the real money is over here. So when you close deals, that's when you start to make money." And when you dangle the carrot in front of a great salesperson, they will jump off a freaking cliff to get it. The problem is if you just give them the carrot and you're like, here, have a 50, 000 base, have 100, 000 base, have a 200, 000 base. [00:19:03] They're like "Yeah. I don't need to work that hard. I mean, if I do nothing, I still make 50k." We just at the boardroom event, we had a client whose BDM has a 50, 000 base. [00:19:13] Jason: And then he was wondering why they weren't super motivated. [00:19:16] Sarah: She doesn't really, she closed like two doors a month. And I'm like, well, yeah, cause she's comfortable. [00:19:22] She's super comfortable there. So she's never going to be motivated to work harder and do more and stretch herself and go above and beyond. Because she doesn't have to, you gave it to her. I have to work for it. There's a difference. And the other thing is salespeople who they love the challenge. They don't want you to give it to them. [00:19:43] They don't want it. Like they'll tell you like, "Oh, I'll take 500, 000 a year for doing nothing." But they wouldn't really be fulfilled by that. They'll probably take it because they love money. I mean, who doesn't, but they wouldn't be fulfilled by it. Yeah. If you give them 500, 000 for doing nothing versus if they make 500, 000 because of the work that they did and because of their efforts, there's a big difference. [00:20:06] They're going to feel really proud of that and they're going to want that. So they're going to chase it. So you have to dangle the carrot and make it something that's interesting enough. You have to, you, and you have to set it up so that they have the ability to make at least six figures because that's what sales people want But don't just throw it to them. [00:20:24] Jason: And to be clear No, bdm should be making five hundred thousand dollars. [00:20:28] Sarah: That's not accurate at all. [00:20:30] Jason: There's really great bdm. Maybe if they're helping do some acquisition deals If they're adding 500 a year, maybe all right So but if your bdm can live comfortably without adding 10 doors a month, your commission structure is wrong. They should be minimum adding about 10 doors a month as a full time BDM minimum. [00:20:52] And they should need to do 10 doors a month in order to just reach comfort. And if they're really motivated, they'll do even more than that. They'll do even more than that because then it gets exciting, right? Then it's the game, right? It's the hunt. Okay. So we talked about compensation. [00:21:08] Is there any other challenges or mistakes we see people make compensation wise? [00:21:13] Sarah: I think those are the big ones. I think let's though, before we wrap up, let's talk a little bit more about the recognition piece and then we'll close it out. Okay. Because people are like what do you mean recognition? [00:21:25] Like, "Hey, I see you." [00:21:26] Jason: So recognition is a process of just helping the team members be seen, especially in front of other team members for doing good things or accomplishing things. So the way that we do that in DoorGrow and in our operating system, DoorGrow OS. Maybe you've heard of like EOS or traction or some of these things. [00:21:43] DoorGrow OS is better. And what we do in DoorGrow OS to increase the amount of recognition is in every meeting we share wins. So if it's our weekly commitments meeting, we're sharing what wins did we have last week and everybody adds to the list. What did we do in our monthly goal setting? [00:22:03] We share wins for everything we did the previous month. Same thing with the quarter and annually, and it's pretty awesome. Like, we're building these lists and everybody feels great. And then even in our daily huddle meeting, which is like a 15 minute, 20 minute meeting we do every morning, I guess we do ours in the afternoon, but we do with our team. [00:22:21] We do Caught Being Awesome and we allow team members to share their wins or to highlight somebody else. And so our team are highly motivated because most of them are recognition motivated. So we're recognizing them. If we do give a bonus, like say for the holidays or something like that, we do it in a way that the focus is we wanted to recognize you because of what you've done for us this last year. So it's still about recognition and appreciation. And so that will get you team members that are incredibly loyal to you, that love being part of the team, that feel a sense of belonging, and that means a lot more to most of your team members than getting more dollars. [00:23:04] Is that good? [00:23:04] Sarah: They want to feel important and they want to feel valued and they want to know that you care about what they're doing and especially in an industry like property management because it's tough. Yeah. Everybody has those like really awful days because let's be honest, sometimes owners or tenants or vendors and sometimes life just happens, right? [00:23:27] So it's tough and sometimes it's tough. All the time or it's tough for a while. This is not an easy industry. So when you've got this pressure all the time and this like annoyance, like, "Oh, that tenant's going to call me and yell at me again, or, Oh, like, Oh, I have to have this uncomfortable conversation and tell my client that we need a $15,000 sewer repair. [00:23:50] I don't want to do this." The it's the little things that will keep your team going and make sure that they understand like, "Hey. I know it's not the most glorious thing. I know it's always not super exciting, and it's not always super easy. However, what you're doing really makes a difference. It really is important and this is like the bigger mission and vision of the business and you contribute directly to that vision and what you're doing matters." [00:24:22] So that way it's like, Oh, you know, it's not this grind and this drain and we don't have a lot of churn on our own team and burnout and you know, bad team members that are like, "Oh, I hate my job." Right. Because that's super easy. It's easy and then you make it even harder. It's easy just by itself and then you make it harder because it's property management. [00:24:43] So it's super easy in property management to have that. So let's combat that. And just by recognizing them and saying like, "Hey, I saw you took care of that thing. Like, hey, oh my god, you got all the leases done. And hey," like, and it could be the littlest things. It's things that they do. Anyway, it doesn't matter. [00:25:00] They don't have to do anything that's like spectacular. "Oh my God. You like cleaned all the bathrooms today, Sally. Thank you. That was amazing. Like you didn't have to do that." It's little things and it's things that they're going to be doing anyway, but just let them know, "Hey, I see it. And I appreciate it." [00:25:16] Jason: All right. So the other thing I'll say about recognition is you might be thinking, well, salespeople and entrepreneurs, do they like recognition? The answer is yes. They like it too. We still like it. They like it too. So if you're giving them recognition that adds more fuel to the fire, right? And so you need a system like DoorGrow OS in which everybody gets recognized for their accomplishments and everyone will perform and behave better because they feel seen by everyone. [00:25:42] And that has value, right? Now one more point I want to make is you might get somebody, an assistant, you're like a VA, you're like they're amazing. I love them so much. They're so awesome. I don't want to lose them. And then you are like, because you're hardwired to be so money focused, you're like, I'm going to pay them a whole bunch more money. [00:26:02] I see this happen so often. Be very careful about just giving out raises prematurely. Be very careful about this because what I've seen over and over again, I've been in masterminds, multimillion dollar business owners, we're hanging out together and they're like, "Hey I just got this assistant. She was super amazing. So I gave her this big raise 'cause she's so awesome. And now she's showing up late. She's not like getting things done. She seems like entitled." This is what happens when you compensate people financially, instead of giving them recognition and doing it based on how you think instead of what they want, you then sabotage their efforts or they start to sabotage their efforts. [00:26:43] So don't start paying somebody more just because you like them, right? There needs to be a justifiable reason and they need to be able to justify that reason. And so they may need to come to you and be like, "Hey, here's why I deserve more compensation." And you're checking in with them regularly and saying, "Hey, how are things going?" [00:27:01] And if you have an open communication with your team members, they're going to tell you when they feel like it's time that they deserve some more money. And it's going to be really uncomfortable for them to do it if they don't like money, it's going to be so uncomfortable to have that conversation, but it's also uncomfortable for you to spend more money. [00:27:17] Team are the biggest expense. Your discomfort in giving somebody a raise should be equal to their discomfort in asking for it. It's my thought. And so they need to be reaching out. To some degree, and you may recognize somebody deserves more pay, you know, deep down they're being paid too little. [00:27:36] So then you can give them a raise, but be careful about handing this out. [00:27:40] Sarah: My other little tip with raises is I worked in corporate for a bit and it was like every year, you know, you're going to get a raise and how much of a raise you get depend, depend on all your stupid numbers and metrics and all, you know, call time and all that stuff. [00:27:55] So you knew you were getting a raise though, like for sure, unless for some reason they're firing you, right? But other than that, you know, like, "Oh, my annual review is coming up. How much money am I going to make now?" And then they expect it. And then you don't really appreciate it because it's expected. And it's like normal now it's like, "Oh, well I'm getting a raise now. [00:28:13] Now I'm going to raise." And then. What also happens is, "well, I'm getting a raise," and sometimes people go, "Oh, well I deserve like this much." And then they don't get that. They get less. And then they're like mad about it. They're mad because they're making more money. It's not as much money as they wanted or as I expected. [00:28:30] So one of my big rules when it comes to raises is with raise comes responsibility. Don't just throw out more money. Like, "Hey, if you want to go from here to here, I'm happy to take you there. This is what that would look like. Are you in? [00:28:44] Jason: Okay. One last thing. Titles. Titles are heavily connected to compensation. [00:28:49] So I dealt with this week. I talked to a property manager. They had like 20 doors or something and they hired a director of operations. No. You can't afford a director of operations. So the thing is, yeah, I said, "tell them they are an operations assistant in ecrow." And said, I gave you this inflated title. [00:29:06] You're an operations assistant. Maybe then eventually they could graduate operations manager. Maybe then be the, you know, maybe eventually. The director of operations, VP of operations, COO, but titles matter. So be very careful about handing out titles. Start everybody out as a something assistant or junior [00:29:24] Sarah: property manager, junior assistant, property manager, or you can just have levels, property manager, one property manager, two property manager, three, like. [00:29:32] There's a lot of different ways you can do it. Be careful about titles. Yeah, be super careful about [00:29:36] Jason: titles. Because they'll go look it up on salary. com and they'll be like, "Oh I deserve this. I'm director of property management. I guess I should be getting 150k or whatever, right?" [00:29:46] Sarah: And also, 20 doors, fun little caveat. Be careful when you're reviewing resumes with titles for the same reason. Because titles they sound really impressive sometimes and they mean they could be made up They mean nothing when I got hired at an insurance job. They were like, oh we have to make your business card And I said, "okay," and they said "well, what do you want your title to be?" [00:30:05] And I said, "I pick my own title?" And they're like, "yeah, you can put whatever you want on there." And I said, "well, aren't I a sales rep?" And they're like, "yeah, but don't put sales rep." I'm like, "oh, okay. So what should I put?" They're like, "put like account manager or account executive or like something like that." [00:30:24] So I don't remember what we came up with, but. Came up with something that sounded like I was like, "Ooh, I'm a big deal." I was a sales rep. That's it. I sell things. That's it. But the title sounded a lot more impressive. And sometimes that can go to people's head just a bit. And keep in mind, money is connected to the title. [00:30:45] It always will be. So get on. And if you're like, "well, I don't know what to," Google will help you just get on. Well, I just had this conversation, I think two weeks ago with client. " Well, I don't want to hire like the COO of the company. I can't afford that." You're right. You can't. So. [00:31:00] What are they doing? Maybe they're the team leader. Maybe they're the office manager. Maybe they're an operations assistant. Like get on, find some kind of title, get on Google and say, what are other job titles for this thing? And it will tell you and pick one of those and avoid things like manager, juror, and like VP president or like, Senior account executive, things like that. [00:31:26] Because it. It will be startling if someone. Looks at their position and realizes. "Oh, I should be making 125 and I'm only paid 55. Huh? That's odd." [00:31:38] Jason: All right, so wrap us up. Give us a call to action. [00:31:41] Sarah: Just If you feel like you're struggling with any of this and I know there's so many of you that are like, "oh man. Yeah, that's me." [00:31:48] I might have made some of these mistakes and that's okay because we all have we've done it to Go on doorgrow. com Book a call with us. We can help you with this stuff. [00:31:56] Jason: This is what we do. Yeah, and if you made any of these mistakes, I guarantee there's a lot of others going on in the business you can't see right now. [00:32:03] We can help you get this cleaned up and help you make a lot more money, help you grow a lot faster. All right. All right until next time, to our mutual growth. Bye everyone. [00:32:11] you just listened to the #DoorGrowShow. We are building a community of the savviest property management entrepreneurs on the planet in the DoorGrowClub. Join your fellow DoorGrow Hackers at doorgrowclub.com. Listen, everyone is doing the same stuff. SEO, PPC, pay-per-lead content, social direct mail, and they still struggle to grow! [00:32:37] At DoorGrow, we solve your biggest challenge: getting deals and growing your business. Find out more at doorgrow.com. Find any show notes or links from today's episode on our blog doorgrow.com, and to get notified of future events and news subscribe to our newsletter at doorgrow.com/subscribe. Until next time, take what you learn and start DoorGrow Hacking your business and your life.
I don't care what the market pays employees, contractors, or vendors. It doesn't matter to me. I don't pay for the position, I don't pay by the market, I pay for the outcome that I'm looking to achieve. This episode is 100% about how to compensate strategically to achieve your goals better and more efficiently.
This could be the toughest Seahawks game of the year and with everything riding on the team in terms of playoffs and future jobs - so how do they scheme their way around the talent gap between them and the 9ers? Salk doesn't believe the rumor floating around re: the Mariners and a one-year deal for Ohtani and the Kraken drop yet another game. We revisit the conversation with Fox's Kevin Burkhardt.
Episode #283. Have you ever thought about how you can improve your health and well-being by aligning with your internal clocks? Join me as I sit down with circadian biology expert Dr Satchin Panda to learn his six essential tips for nurturing our circadian rhythm. Specifically, we discuss: Introduction (00:00) The Importance of Sleep Optimisation (02:26) Factors Influencing Sleep: Genes vs Daily Behaviours (11:01) The Relationship Between Caffeine and Sleep (15:35) Melatonin: Understanding Suppressors, Dosage, and Supplementation (20:23) Is It Possible to Compensate for Lost Sleep? (33:11) The Link Between Sleep Deprivation and Body Fat Accumulation (35:33) Should We Eat Immediately After Waking Up? (42:18) Time-Restricted Eating and Its Impact on Circadian Rhythms (47:40) Timing Your Meals: When Should You Consume Most of Your Daily Calories? (58:51) Time-Restricted Eating and Its Effect on Mitochondrial Function (1:03:58) Gender Differences: How Time-Restricted Eating Affects Health Outcomes in Men vs Women (1:10:12) The Ideal Amount of Daylight Exposure for Optimal Health (1:17:05) Determining the Best Time of Day to Exercise (1:28:05) Preparing for Bed: The Importance of Avoiding Food and Bright Lights Two Hours Before Sleep (1:34:31) Prioritising Lifestyle Habits: Which One Reigns Supreme? (1:40:03) Conclusion (1:45:04) Enjoy, friends. Simon Want to support the show? The best way to support the show is to use the products and services offered by our sponsors. To check them out, and enjoy great savings, visit theproof.com/friends. You can also show your support by leaving a review on the Apple Podcast app and/or sharing your favourite episodes with your friends and family. Simon Hill, MSc, BSc (Hons) Creator of theproof.com and host of The Proof with Simon Hill Author of The Proof is in the Plants Watch the episodes on YouTube or listen on Apple/Spotify Connect with me on Instagram, Twitter, and Facebook Nourish your gut with my Plant-Based Ferments Guide Download my complimentary Two-Week Meal Plan and high protein Plant Performance recipe book
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