Podcasts about crucial conversations

In this energizing episode of The ASHHRA Podcast, hosts Luke Carignan and Bo Brabo chat with Shaina Lane, Senior Leadership Development Specialist at AccentCare. With a background in sports medicine and healthcare operations, Shaina shares her pivot to HR and her passion for building better leaders. Drawing from her book Leadership Is Easy, Said No One Ever: 11 Habits to Learn Early So You Can Lead Expertly, she tackles common pitfalls like reactive "shitty" leadership and offers actionable strategies for proactive growth.Shaina emphasizes shifting from task management to people development, especially in healthcare's high-pressure environment. From promoting technical experts without mindset training to fostering curiosity and vulnerability, her insights empower HR pros to create resilient teams amid talent shortages.Key takeaways for healthcare HR leaders:Mindset Shift: Promote experts into leadership? Train them on proactive habits like curiosity, vulnerability, and self-awareness to avoid reactive pitfalls.11 Essential Habits: Build routines for meaningful 1:1s, difficult conversations, feedback, and professional development—free guides available at shainalane.com.ROI on Development: Unskilled managers cost $126K/year in turnover and conflict; invest early to boost retention and productivity.Curiosity & Vulnerability: Encourage leaders to ask questions and admit gaps—fosters innovation and trust in fast-paced healthcare.Resources Galore: Grab Shaina's book for practical tools; pair with classics like Crucial Conversations for comprehensive growth.Self-Start Leadership: Don't wait for org-wide programs—HR can drive change with simple habits and data-backed business cases.A must-listen for HR navigating leadership challenges in healthcare. Shaina's real-talk approach inspires immediate action!Register for ASHHRA 2026 in Savannah at ashhra.org!From Our Sponsors...Optimize Pharmacy Benefits with RxBenefitsElevate your employee benefits while managing costs. Did you know hospital employees fill 25% more prescriptions annually than other industries? Ensure cost-effective, high-quality pharmacy plans by leveraging your hospital's own pharmacies. Discover smarter strategies with RxBenefits.Learn More here - https://rxbene.fit/3ZaurZNStreamline HR Compliance with oneBADGEhealthcareSimplify screening, credentialing, and compliance for healthcare HR. oneBADGEhealthcare from ISB Global offers a tailored solution to keep your workforce compliant and efficient. Built for healthcare leaders, it's your all-in-one compliance tool.Get Started here - https://isbglobalservices.com/onebadgeunitedstates/ashhra/ Support the show

In this episode of The AZREIA Show, hosts Marcus Maloney and Mike Del Prete welcome Stuart Gethner to discuss strategic alliances, joint ventures, and key real estate partnerships. Stuart shares insights on defining roles, aligning expectations, vetting partners, and ensuring strong chemistry. The episode explores the difference between partnerships and joint ventures, real-life examples, and practical advice for scaling your business.  Don't miss their October 18th class offering checklists and tools for forming effective partnerships. Key Takeaways: 01:11 Education in Partnerships 01:22 Starting & Scaling Your Business 01:56 Critical Partnership Concepts 02:30 Vetting Partners 03:44 Defining Roles 08:10 Starting Without Money 10:38 Partnerships vs. Joint Ventures 13:39 Real-Life Stories 14:09 Crucial Conversations 14:51 Background Checks 17:02 Sharing Responsibilities 18:59 Scaling Through Partnerships 20:03 Mentors & Advisors 20:34 Upcoming Joint Ventures Class 22:21 Collaboration Benefits 24:59 Pitching to Investors -

How does GTD impact your life - both as an entrepreneur and in life in general? Listen to this interview episode with Peter Gallant, Professor of Innovation, Strategy and Entrepreneurship at Smith School of Business, Queen's University, in Kingston, Canada. In this episode, you'll learn more about how: - How Peter's journey with GTD and how it has shaped him as an entrepreneur and in life overall. - How his Ph.D. work in engineering, using AI for data and time-series analysis, sparked his first start-up in the late 1990s. - How GTD played a major role his “semi-retirement” plan at age 50. ..and more! We hope that this helps you in your GTD journey and thank you so much Peter for taking the time for the interview. If you have ideas for future episodes or questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

Kiera is joined by Dr. Hunter Bennett of Bonita Endodontics to dive into the ins and outs of dentistry partnerships, including hiring for passion, splitting tasks, going DSO, and more. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: The Dental A Team (00:00) Hello, Dental A Team listeners. This is Kiera and I am like beyond excited for this podcast. This is all of my worlds combining into one in such a beautiful, magical way. The guests that I have on today actually is a throwback to my Midwestern days. So I met Dr. Hunter Bennett at Midwestern when he was a pre-dentist ⁓ in the sim clinic of good old Midwestern University in Arizona. ⁓ That school is better known as the Harvard of the West and Hunter was a dental student there.   And then he went on for endo residency at the University of Nebraska Medical Center in 2017. Following his residency, he returned to Arizona and practice in the mountain town of Prescott for two years. In 2019, he moved his family across the country all the way over to Florida. He is married to his beautiful wife, Lacey. They have five kids from 12 to seven months old, 12 years old to seven months old. Hunter is busy. And the reason I wanted to Hunter on is because yes, I love a good throwback to Midwestern. Like it is truly the highlight of highlights, but Hunter has gone through   being an associate, being an owner, selling to a DSO. And I wanted him to come on and give perspectives of all of those, because I think so many dentists are questioning, what's my path? What's in front of me? And Hunter is kind of like, I feel like you're the buffet of dentistry. So like, which one was actually best for you? And I'm really excited for that. So Hunter, welcome. I'm so proud of who you are. I'm like, mama bear heart over here. Just so proud of you. Welcome to the show today. How are you?   Hunter Bennett (01:25) this is so good. I'm so excited. I love the buffet of dentistry. That's like maybe the nicest name anybody's ever given me. I love it. It's so good.   The Dental A Team (01:31) Hey, you're welcome.   You're welcome. And how fun is this? As we were like prepping, told you, was like, Hunter, it's just like you and me, Sim back in Sim clinic. Like we're over there. Like you're prepping your like class ones, classes. I still remember you walking up with loops, gloves on. You knew I'd smack you with a ruler. Like not really smack guys. I was nice in that. But if those gloves did not come up at Sim, like take those off. Kiera, come on. Do I really have to? Yeah, gross. I'm training you. Do not have cross contamination. So welcome back to Sim. It's so good to see you again.   Hunter Bennett (01:59) I   haven't forgotten that I changed my gloves just literally all the time all the time so I appreciate it. It's how this has come full circle though truly I mean like and you haven't changed like you're still the same person just awesome and you're just always that bright personality that bright in the lab so and it's cool just to see how far you've come I'm really proud of you it's awesome.   The Dental A Team (02:19) Thank you, thank you. I think it's serendipitous because the whole reason I built the company was for students like yourself. I think the love, I feel like emotions coming on and I don't wanna cry. Like I genuinely just love the Midwestern students so much. I like just so proud of you guys. I watched your journeys. mean, shoot, how long has it been since we graduated? Like I left Midwestern in shoot, like 2015, 2016 realm.   Hunter Bennett (02:44) That's where   I was. I think you got hired like when we got there. I think that that was your first year was my first year in the sim. And then you, I think you left with us too. So yeah, we kind of went to dental. We basically went to dental school together essentially. So yeah, you're basically a classmate. Yeah. 100%.   The Dental A Team (02:47) I did.   I think I did.   We did and helping you guys learn x-rays. Honestly, Dr. Smith   and Dr. Morrow did tell me that I care if you ever want to come to dental school, we don't even care. I didn't like confess this on like to the world. They didn't say all these words, but it basically was like, hey, we don't care what your death scores are. Like we'll accept you no matter what. I'll be that student. But then I decided I just love helping dentists. I love helping you guys. I love being that teammate to you. Like I was able to be in sim. I love seeing you succeed. I love being that support.   Hunter Bennett (03:06) Yeah, they won't care. They won't care.   Just get in. ⁓   The Dental A Team (03:23) that person that's there. Like when you're having those bad practicals or you need to chat shop or whatever it is. it's just real fun. And again, like mama bear proud of where you are and what you've done. and I ran into each other at the Dennis Money Summit together. And that was a throwback. You, Jeremy Mahoney, was like Midwestern crew was back together and just a fun time.   Hunter Bennett (03:28) Yeah.   You don't even, you   don't realize how huge our little side conversations were to me. And I texted you a little bit about this, but like, we don't have to get into all of that, but like just those few conversations literally changed my life. And I'm not exaggerating. I'm not exaggerating. So we can talk about that later, but ⁓ yeah, I so appreciate you and some of your insights and watching your journey and your presentation was just so off the charts.   The Dental A Team (04:03) Yeah. ⁓   Hunter Bennett (04:10) Everything about it was so good. Your stage presence, the delivery, ⁓ the message. I still can remember a lot of the stuff you said. So, ⁓ yeah, good job. It's just, I'm not surprised you are where you are. And like I said, it's been fun to watch and I'm just grateful for the opportunity to connect again. So, but yeah, you literally was life-changing for me. I'm not exaggerating.   The Dental A Team (04:18) Thank you. Thank you.   Well, that makes me really happy. And thank you. And we'll say that that's the dessert of the dentistry buffet here. So we'll save that conversation for our dessert. ⁓ But I think what you just said is what Dental A Team's purpose is like my purpose is life is my passion dentistry is my platform. And so I feel so blessed and lucky that dentistry brought all of us together and but able to help you have your dream life to be able to give conversations about that.   Hunter Bennett (04:34) Okay.   Sure.   The Dental A Team (04:56) At the end of the day, if businesses aren't serving our lives, then what are we doing? And I'm really getting sticky on that. I'm really starting to hunker down on that harder because I think it's so easy to obsess about the profit, the numbers, like what route should I go? But at the end of the day, if it's not serving the bigger purpose of our life, of our family, of who we want to be, I really think it's a good time to question that and to ask to make sure the star we're headed towards is truly the North Star that we actually want to achieve.   Hunter Bennett (05:01) percent.   The Dental A Team (05:23) So I'm really grateful and yeah, I'm just excited for you to share with our audience of Hunter Bennett going through a associateship, residency, ownership, DSO, and then cherry on top of side conversation that we had. ⁓ and just know that all conversations, I think it's a good Testament. They're just, they're genuine. Like, I just want you guys to succeed in whatever path that looks like. And if I can be a guide in any of that rock on, that's what I'm here for. So just like I used to give you teeth.   help you learn to take your gloves off. I'm here to help you make life choices and better practice decisions too.   Hunter Bennett (05:58) Absolutely. You're crushing it. Well, so yeah, yeah. Pros and cons. So I think, you know, before diving into that decision, I think it's really important. Like the big part of my journey was I've just learned so much along the way that my first job was in a place where in Prescott, like that's where I wanted to like, was like, okay, this is, I'm going to be in this town until I die. Like I'm so happy here.   The Dental A Team (06:00) Okay, take it away. Walk me through. Walk me through the pros cons. Let's hear about it.   Hunter Bennett (06:24) And I was in an amazing practice. Like he was such a good practice. the guy that I replaced, ⁓ Nate Duesnup, he, my coming there sort of sparked his leaving because that he had been trying to get in that practice as an owner for quite a while. He'd been there seven years. so my coming sparked a lot of those conversations and they didn't really come to an agreement per se. so ⁓ Nate went and bought a practice in Florida. I, you know, I kind of found that out along the way and I showed up and then me and Nate became friends.   But I knew within probably the first two months I wasn't going to stay at this practice like long, long, long term. Um, it was very clear to me that there wasn't going to be a pathway to partnership. I was a business major. I always planned on owning practice. Um, but this was a really good opportunity. I'm really, really grateful for, um, just that, that chance that I had, but I knew immediately, like I wasn't, um, I wasn't seen as a partner, you know, which is very like, wasn't, I was just an associate and I felt like I just had way more to offer.   The Dental A Team (06:59) you   Hunter Bennett (07:22) I was, I was probably as much of a gung ho person as, as you can be coming out of residency as far as trying to be an owner. ⁓ but I was willing to like sort of sweat my way in if that's what it took just to be where I, where I wanted to live. ⁓ so long story short, like I learned pretty quickly that wasn't going to happen. So started just taking a bunch of CE, ⁓ traveling and then became good friends with Nate. Nate's like, Hey, just come check out Florida, you know? And, ⁓ so yeah, I went out there and, and, ⁓   The Dental A Team (07:35) Mm-hmm.   Hunter Bennett (07:52) If I've ever had a prayer answered as clearly as that, that was it. I mean, was, was clear as day. That's where my family was supposed to be. I actually served a mission for my church in Florida. I never planned to go back. ⁓ And that's ⁓ Tampa. So they actually, yeah, it was inside my mission, but I live in Naples and so didn't spend a ton of time in Naples, but yeah. So anyways. ⁓   The Dental A Team (08:03) No way. Same place?   Yeah?   I know Naples. I consulted a practice in Naples.   It's a beautiful place. Yeah, it's awesome.   Hunter Bennett (08:16) Yeah, yeah.   It's a, it's an awesome place and, ⁓ coming here was, it was definitely not like what I envisioned, but the practice was and the partnership was, and we experienced just like when I got here, he had bought the practice and the old owner was staying on like 50 % of the time and Nate was just grinding, you know, expanded the office. He had already done a lot of the footwork to get us to seven ops and.   We grew so fast, like we tried to find associates, like within my first six months, I didn't even bought in yet. We were already interviewing for associates and we couldn't find anybody that we just really wanted to send offers to. But yet we were just like in the chair all day. And I'm sure you hear this all the time. Like, I'm sure you get this all the time, Cary. It's like just grinding and grinding and then like you get done and then you're dealing with, you know, assistance and days off and they want to raise and, and just drama.   The Dental A Team (09:01) Mm-hmm. Mm-hmm.   Hunter Bennett (09:12) Taxes, know workers comp I mean you name it like all the things that come after work that are so stressful and Having a young family and and then just like like responsibilities outside of work like, know for us like there's a lot of stuff going on at church ⁓ At home. I was coaching my kids. So again, I think a lot of people that are listening can relate to this lifestyle and I think   The Dental A Team (09:14) Yeah.   Hunter Bennett (09:36) I as as I prepped for this conversation, we had a couple options. One option was to bring in a consultant, which we had thought about, and we already because we both came from the same practice in Arizona that had used a consultant, we felt like we sorta. We already knew how to be efficient. We already had a ton of systems in place. I think we struggled a little bit culturally. And I think frankly, this isn't a. You didn't put me up to this, but like had we hired someone like you like honestly, we may not have gone to DSO route. Frankly, like.   The Dental A Team (09:50) Yeah.   Sure.   Hunter Bennett (10:05) Cause all the things we were struggling with, think could have been dealt with in a different way. But we saw the DSO route as, as an option, you know, um, and there's, mean, we went back and forth and like, that's all we would talk about. We'd get done and then we talked about it for like an hour and then we'd go in cycles and circles. And this is the pro, this is the con. And ultimately we landed on, you know, um, this is just a really good way to sort of bring some balance in our lives. And I'll be honest with you. I, I hated, hated.   The Dental A Team (10:10) Mm-hmm.   Hunter Bennett (10:35) hated like the first six months, the transition period for us was particularly hard. We have a very unique practice. But I'm in almost four years now, and I will say like, I feel like it all happened for a reason. And it's really allowed me a ton of flexibility in my life, and my lifestyle has improved a ton. So kind of what you described as sort of your purpose and letting people   The Dental A Team (10:40) Mm-hmm.   Hunter Bennett (11:03) kind of see like what is your North Star? Like what is your real purpose? ⁓ I don't think that would have been, I don't think I would have been able to discover that had I continued on the path that I was on, honestly. So a DSO I think is good. First of all, when you talk about like a DSO, it's like a swear word, right? Because there's so many types of DSOs and there are some bad players out there for sure. And so like deservedly so, there's a lot of companies that should have a bad name, but there's also some really good ones.   The Dental A Team (11:14) Mm-hmm.   Mm-hmm.   Hunter Bennett (11:33) And that was one   thing, like we interviewed around and we met with a lot of different groups and talked to people from different groups. And I think there's a lot of good groups out there, but I'm actually quite happy with our group overall. And it's been four years and I will say like a lot of the turmoil I felt in that first six months was just the change, know, the change in trajectory, like giving up. I still run my practice. The thing is like, no one knows that I'm in a DSO. Like people know like my referring doctors now, but like they don't care.   The Dental A Team (11:44) Mm-hmm.   Yeah.   Hunter Bennett (11:59) Because nothing changes like nothing I run the way I want to run it and that's very unique to my group. I would say we hire we fire we make days off like we do pretty much anything we want we bought you know, we can get equipment so I Feel like my day-to-day really hasn't changed and I know that's not true for every DSO I think DSOs can be compared to like like restaurants for example. It's like ⁓ don't go out to eat because it's not healthy It's like well, I mean generally speaking probably true, but there are some healthy options out there   The Dental A Team (12:00) Right.   Mm-hmm.   Totally.   Right.   Hunter Bennett (12:29) And   ⁓ that's kind of how I see DSOs is like I do think there are some healthy options out there and it totally depends on personality. So. ⁓ I will say like the pros for me so far and you can ask me like maybe some more specifics, but yeah, yeah, so I'm so. Yeah, like that's that's just the general story, but I will say like you know this far in like that's kind of the general gist of my experience and if I could do it all over again, I I probably would. ⁓   The Dental A Team (12:37) Mm-hmm.   I'm going to ask some questions. I'm like plunging behind. I've got a decent amount. I'm excited for it.   Hunter Bennett (13:00) I say though, like I am very curious to see what it would have been like to have hired, you know, like to bring you in and just say like, all right, come in here. And a couple of my assistants were like, don't bring the consultant, don't hire a consultant. And I don't think that really influenced me as much as I felt like, honestly, I just felt like I didn't need one, but looking back now, I think that definitely would have been a really good option. So I think you either go the DSO route or you bring someone in. But again, I talked to dentists, I work with a bunch of different dentists. I talked to a bunch of guys all the time, every day.   The Dental A Team (13:08) Mm-hmm.   Yeah.   Sure.   Hunter Bennett (13:30) And they haven't had such good experiences with consultants either. So I'm sure you'd get the same thing, you know, but.   The Dental A Team (13:33) I do. That's   one of my first questions when I walk into an office. Tell me what you think about consultants and it's a rip. And I want them to, because why not? Like let's get it on the table. And I think, I think the difference with us consulting versus others, because consultants are going to be there's good and bad, just like there are of DSOs, just like there are of marketing, which is like there is a people. I think the difference is one,   Hunter Bennett (13:39) Yeah, yeah, totally.   The Dental A Team (13:58) I come a team member first. So like my job is to help dentists and I'm a business owner and a multimillion dollar business owner second. And so when you combine those two perspectives together, I very much understand the business side of it. And it's not just theories and ideas. It's true, like hard knocks, ⁓ hundreds and thousands of offices and team members of what are the processes. But second, like I don't hire MBA students. I don't hire people that are just like,   you know, they, want to be a consultant. hire people that have a passion for it. They've been in the front and the back office. So I think teams, that's why I actually named it Dental A Team. want it to be dentists and teams because so many consulting companies either focus on the dentist or they focus on the team, but not both. I'm like, but you have to get both on the same page. And teams are freaked out by consultants. Consultants come in and fire. Consultants are stressful. Consultants are rigid. They make you do it this way. And my thoughts are no one, it's you with your vision.   Hunter Bennett (14:42) Mm-hmm.   The Dental A Team (14:55) it's what do the numbers tell us and the profitability and three based on those two pieces, what are the systems that we need to improve based on like the problems in the practice too. And when you go about it that way and my job is to make life easier, not harder. I think when you go about it that way, teams are not as scared. And that's also why we built the podcast. So teams could hear us. They could learn like, what do we talk about? Because I think a lot of it's just the unknown. And so I, that's going to be like my two cents for a consultant, but I'm going to like back up for you Hunter on, have questions for you.   Hunter Bennett (15:24) Yeah.   The Dental A Team (15:25) I have question marks all the way around. One, think actually excellent point on the associateship and doctors listening, Hunter, you said you were a very equipped, very eager associate. You have a degree in business. I mean, you've got like the little gold star around you, a prime, ⁓ an associate prime for partnership that I think so many doctors are afraid and they don't know how to build partners in that they actually miss a lot of golden opportunities. And so   I like that was one of the nuggets I picked up from your story of like, I don't know who the doctor was and I'm not here to judge. They have their own story, their own reasons. But I think when doctors have great associates like yourself, you're destined to like, I know you're going to own a practice. When you come in with that type of acumen behind you, you're going to own a business. So either I can be smart and snag you and partner in with you and have you help me build and create it. Or I can let you go and you're either going to become my competitor or you're going to go somewhere else. And so there's no right or wrong.   but I think so many owner doctors, do see this. They're afraid bringing on a partner, you do like take home less pay. Like with air quotes, you get paid upfront, but you're like day in, day out is less. ⁓ But I really wanted to highlight that because I think like, well, it all worked out perfectly for you, Hunter. I think doctors listening to this could definitely learn from that. And it's okay if you don't want a partner. Some people are adamant of no partners. They don't want to give any of that up. They don't want to give away the control. That's okay. Don't hire someone like Hunter.   Or be okay that he's gonna probably leave you in about one to two years. And like any thoughts around that? They do.   Hunter Bennett (16:50) Yeah. I think everybody goes through that. Yeah. No, a   hundred. Like I have a ton of thoughts about that because it's, it's, I do, because I mean, I hear it all the time, like every week where Dennis is like, well, I'm just going to plug in an associate and then I'll just take some time off. it's like, that's not really how it works because you have to decide in like Jeremy Mooney, for example, like I talked to Jeremy all the time. He's one of my best friends and you sort of, I know it, I feel like every time I talk to him,   The Dental A Team (16:57) Talents.   Hunter Bennett (17:19) And he wouldn't mind me saying this, like just inevitably what happens is when someone doesn't buy in all the way or they just treat it like a job, like they come and go, you know, and that's, that's the price you pay. And so as a specialist, like we have to maintain relationships and referring offices. if associates are coming and going, that is such a, it's it's a rough look. And then for a dental practice, it's the same thing where patients, know, patients come to me they're like, I went to this practice and I saw the third doctor in my third visit, you know, and it's, they don't like that turnover.   And so what you make in money you pay for in stress and headache, I think on an associate, like when you're making money on your associate, not to mention all the headaches that come with training, reviews, stuff like that. ⁓ And so, yeah, I think ⁓ I totally see both sides of it. And the doctor that Nate and I both work for, he's got like four associates now and he's crushing it. So like, good for him. know, like that's, he's doing really, really well.   The Dental A Team (18:14) Mm-hmm.   Hunter Bennett (18:16) ⁓ Me and eight are like best friends and we have this relationship that like will be friends for life like he's like he doesn't have any brothers like I'm like his brother he's like my third brother, you know, it's just We just have this amazing relationship that I wouldn't trade for anything, you know, and not all partnerships are that way I think we've been super super blessed and super lucky that way but when both partners are both givers and you both want to just work hard and you have their back no matter what like you can find that man like   The Dental A Team (18:21) Mm-hmm.   Agreed.   Hunter Bennett (18:44) whatever money you give up by being a partner, you'll get back in like that, just sitting down at the end of the day and having someone to talk to that you're equal in business plan with, to take risks with, to, you know, even just to have like that comfort of talking to someone, you know, like you you get done with a tough day and just having that person there is, is priceless. I don't think you can put a price tag on that. So I wouldn't give up my partnership with Nate for anything, you know, and, and,   The Dental A Team (19:00) Yeah.   Hunter Bennett (19:09) Yeah, and and I think that's quite unique like in our DSO like no one really knows like we have like 400 partners I think now and Like when they think of Nate they think a Hunter or when they think a Hunter they think about Nate like we're just known like you usually don't see one without the other so to the doctors out there that own if you can find someone like that or someone even remotely close like man and someone that's gonna stay long-term like you eliminate so much stress and so many headaches by being open to having a partner and then if you have associates that might come and go   The Dental A Team (19:20) Awesome.   Hunter Bennett (19:38) And you want, you have the space and the availability and you want to do that, that's an option. But if you feel like you're drowning and you can find someone that's a really good business partner, I definitely see the value. Cause Nate and I, spent the better part of two years looking for associates to work for us. And again, it's that whole thing of like, well, man, I don't think they're going to be, I don't think they're going to have the personality that we need. But you know, then you hire, then you interview the really good ones. You're like, well, they're going to want to be a partner so we can't hire them. So you're just always playing that game of like.   There is no perfect answer. You know, you don't, you don't have like a unicorn associate that's just, and maybe there are a few where they just are just a total 10 out of 10, but then they just don't want to own. just want to show up. So it's pretty rare. They will. Yeah.   The Dental A Team (20:17) Totally. And some will. It is.   But okay, that actually led me to my next point I wanted to dig into because partnerships, some are magical like you guys have and others sink ships. So I want to hear how did you get into the partnership? Like what, what does that look like? How much did you both bring? Like as much as you want to get into the nitty gritty with me, because I think partnerships are so challenging to do well and to hear that you and Nate have a great thing. So I'm almost like, okay,   Hunter Bennett (20:24) Yeah.   Yeah, totally.   Yeah.   The Dental A Team (20:46) There were some tips about associateships and bring us and I agree like, welcome down, like have these people with you. They're going to grow your business. I could not do a Dental A Team does without incredible consultants. And while none of them are partners per se, a lot of them, I've given them opportunities to do different pieces, tip from the get-go. We talked about, offered her to be a partner. She's like, heck no, I want nothing to do with that, but give me my time and give me my life with my child and girl I'm with you forever. So get read, there are different things, but I mean,   Did I give up money when I first brought in all these other consultants to help out? The answer is yes. But I look at it now and it actually like makes me so giddy to see there are so many practices we're impacting that me as a solo person could not serve at that level. So that's, think the beauty of like, yes, there's a dip, but there's also growth in and serving that you can do at a higher level. So with that said on associates, now we're moving into partnerships. Walk me through Hunter. I want to know the like ins, outs, good, bad, like partnerships. I'm sure you guys have had.   some knockout drag outs. I'm sure you guys have had highs and lows in partnerships. I'm sure you like, but I'm curious, like, how did you guys structure it to make it great for both of you? And then I'm to go into DSO. So I want to know partnership though, because like, it's my buffet. I'm choosing an associate now buying and being partners in DSO.   Hunter Bennett (21:57) Yeah.   Yeah,   yeah, for sure. think the key was ⁓ for me and Nate, like we're both givers. And so, you know, we never have fought over money. you know, there's just never, we've just been lucky to not have that. We're very similar because we kind of cut our teeth in the same practice. We had the same philosophy too. Like just we're very, very efficient. both work super, super hard.   The Dental A Team (22:25) Mm-hmm.   Hunter Bennett (22:26) So we're both hard drivers that way. We're both very perfectionistic Like we we both do the same type of root canals like we we kind of have the same treatment philosophy, you know, ⁓ And granted he's seven years older than me So like Nate you I have to give him a ton of credit because he's just been super helpful clinically and like I felt like after years like I was actually I wasn't at my prime prime for sure But like I was I was I was cooking I was doing pretty good and he helped bring me up to where I am   The Dental A Team (22:50) Mm-hmm.   Hunter Bennett (22:53) Now, you know, I've been here like seven years now, but like that first year, like he still just helped me, you know, deal with some of the tougher cases. Naples is just a place that tough cases. But the thing that, thing, yeah, it's old people, retired, calcified, whatever stuff from Europe. That's like totally, totally crazy. But ⁓ he was just so patient. And so just, man, he was just so happy to have me here. Cause he was like, he was burning out. Like he was so tired. And so he was just grateful I was here. He always told me that.   The Dental A Team (23:01) Right? is. It's a good place for business.   Hunter Bennett (23:20) The way we structured it. I worked for him for a year and I was supposed to buy in after the first year, but COVID had hit. so banks weren't like, they were like, hold on, chill out. Like it was literally like March I was supposed to buy in. And so like, you know, we were like, me and him were like alternating days and like, you know, like sharing N95s cause that's all we had. And I mean, that's a whole nother thing. So that delayed the buy-in like six months. And during that time, like, yeah. Yeah.   The Dental A Team (23:27) ⁓ huh.   Yeah.   And hold on, before you go to that, when you moved out there, was it part of   your contract and agreement that you were going to buy in in a year? Was it 50-50? Were those things like in place? Were those like in your contract? Okay.   Hunter Bennett (23:51) Yeah, one year. Yeah, yeah, it was all agreed to.   And you know, I actually don't know if it was in, so the thing was like, when I was in Prescott, I went to the same church that Nate had gone to, like I went to the same congregation. So everybody that knew him just absolutely loved him. Like he was like the cream of the crop. Everybody was just like, you know, like I felt like I was partnering with like, you know, just this.   The Dental A Team (24:10) Mm.   Hunter Bennett (24:18) Completely amazing person which he is so I had no doubts. Yeah, it's like the Michael Jordan like not even I don't even know like analogy would be like Muhammad Gandhi like he was like just such this Just a good dude, you know and so I didn't have a lot of reservations as far as our agreements go and then just again, maybe not the smartest thing but like I don't know it may have been in the writing but I don't really remember and I wasn't that worried about it because I guess naively I trusted him and just felt like it would work out but this was all verbally agreed to   The Dental A Team (24:18) Michael Jordan of dentists.   Wow.   Because I do know for some people   like some people have it's the verbal agreement. I'm sure   Hunter Bennett (24:47) I would, mean, he would have been willing to, he would have been willing   to, and maybe it was, like it might have been in our first contract. I had David Cohen write it up, I had to go back and look, but he did our partnership agreement too. He's awesome for anybody that needs an attorney, but yeah, I've sent him a ton of people. But that was the thing, like we had all that agreed to, then the other conversation that I know a lot of people don't have, and a lot of people hold resentment about is how you're gonna   The Dental A Team (25:00) We do love David Cohen. We refer to him quite a lot.   Hunter Bennett (25:17) split profits. And so we decided early on, it's like, eat what you kill. Like if you do, so the way I did it, I, we, sort of calculated a rough guesstimation of what our overhead was. And then we gave ourselves like, we would do, okay, you get this percentage. We each get this percentage of our production. And then let's say it was like 45, 55, then we split the profits that same way. Whatever's leftover, we're going to split by that same amount. And frankly, like, I don't think we were ever correct.   The Dental A Team (25:18) Totally.   Mm-hmm.   by the amount that you produced? Is that correct? So,   okay.   Hunter Bennett (25:45) collected. we're   fever like our collection is same as product like we're yeah, so it's the same number but Yeah   The Dental A Team (25:50) Right. So sorry, let me back this up. So you guys go produce   and let's just use numbers. Usually in GP, it's 30 % of what you produce. Usually in specialty, you're like 40, 45 % of what you produce. Like let's just use some like loose numbers, hypothetical.   Hunter Bennett (26:03) Sure.   The Dental A Team (26:04) Nate, you produce, you're welcome. We've got this. So let's just say you produce 100 grand in a month. Nate produces 100 grand in a month. Let's say you guys are both taking 30 % your specialist. So giggle at me because I know you're not 30%. You both would be taking 30 grand of that leaving. We've got 70 from each of you, but we have overhead in that as well. So we've got to take our overhead out of there. So we've got 70, 70 hypothetical we're going to take. Let's just do let's leave at the end there's 60,000.   Hunter Bennett (26:21) Yep. Yep.   Yep. Yep.   Say 50.   The Dental A Team (26:33) 60,000 of profit   Hunter Bennett (26:34) Yeah.   The Dental A Team (26:34) at the end of it after you guys have produced 200,000, collected 200,000, you both have been paid your 30,000 each. Of that 60,000, how was that split? Was that a 50-50 split or was it based on like, let's say you produced 100 grand, but Nate produced 200 grand. Did the 60,000 at the end get split based on production amounts or was that like, how was the profit split?   Hunter Bennett (26:54) Correct.   Yeah, so we would just split the profit exactly like you described in the latter example where it's based on what you produced that month or collected that month, then we would split the profits that month. And I just had a spreadsheet, I did all the math. And so we would just work it out between the two of us. And we never had an issue. I would just plug it and just plug and chug and it was never an issue. And truly like...   The Dental A Team (27:09) Nice.   Hunter Bennett (27:19) We were never more than like 52 48, you know, that might've been like, ⁓ you know, I don't remember a month ever being off by more than 2 % or 4%. So it really wasn't a big battle. And one thing too, that I told Nate going into this, and this was for me, I had to just like, was president of like my business school, like my junior year president of the whole business school, like the vice president of all business school, my senior year, like   The Dental A Team (27:23) Thank you.   interesting.   Hunter Bennett (27:45) I was used to being leadership positions. I was used to sort of being in charge. But I knew coming here, he was there first. And I told him, was like, I know you're going to be the alpha. All the referrals know you. I'm just going to have to take that backseat role. And I think me just acknowledging that and accepting that was so important because I had no ego. I didn't have to prove that there was no competition between me and Nate. We were 100 % on the same team.   The Dental A Team (27:56) Mm-hmm.   Mm-hmm.   Hunter Bennett (28:12) ⁓ Again, and maybe that's unique to a specialty practice because you're kind of working together maybe more than you would in a GP office. I don't know. ⁓ Or maybe you're competing for patients a little more. I'm not sure. I've never worked in a GP office. But the dynamics for us is like, we're just, there's like all the referrals. It doesn't matter which doctor you want. Like you're getting your next available doctor unless there's a few exceptions. So we were very good about having no egos. And that was really important to our partnership too. But   financially it was quite easy for us and convenient just because our numbers were pretty similar. Or if he took a couple weeks off, then obviously he'll still get his collections from that month, but then I would get a little bit bigger chunk of the profit. But then when I took my time off the next month, they would just work itself out. so, ⁓ and he was always, like I said, he was always at the end of the year, Nate always produces just a little more than me. And I was just okay with it. You know, I was like, whatever, hang on.   The Dental A Team (28:46) Mm-hmm.   Sure.   Sure.   Hunter Bennett (29:06) And this I think is the desert that we can talk about later because how do we   The Dental A Team (29:07) Fascinating. Yeah.   Hunter Bennett (29:10) measure success? How do we measure fulfillment? And when we tie it to profits and numbers and income, it's just not super healthy. And I've had to learn that. Like that's probably been one of my biggest paradigm shifts over the last year, year and a half and sparked by your presentation and the conversations that we had. So.   The Dental A Team (29:27) Well, that's fascinating to me and thank you. That's a huge compliment. ⁓ I'm fascinated by that partnership split and the fact that you both were eat what you kill. I actually love that because then you got two very motivated partners. Also, you don't accidentally get one partner who's not pulling their weight. I know a lot of times ⁓ and I think the difference that I sometimes see in GP versus specialty is sometimes I have a super producer in GP.   So one who's doing hybrid and implants and all these different cases. And then I've got another doctor who's doing bread and butter. Well, obviously the super producer is going to produce more, but you need the bread and butter dentist to be taking care of all those profie patients and all the day in day out. So you can super produce. So those ones, often will see that it's more going to be a 50 50 split, but I do oftentimes see the super producer gets a little annoyed because they're like, if they're not both givers.   ⁓ I've seen this wax hard on partnerships just in the fact of you look at the numbers and what are you putting up on the board? But I think those partners really have to look at this. It's the ultimate whole. And if the ultimate whole of the business is doing well, both parties are winning. And they have to just see that they bring different strengths to the table, just like in a marriage. And we're not looking at dollars on the board. We're looking at collective as a practice. But that is one where I do watch. And so I do think in specialty, that might be something I had not thought of.   but I love to hear how you guys broke it down, how you picked it apart. And also the fact that there was no ego on taking a patient. Cause I do sometimes see that in partnerships where, if I'm going to get what I kill, I want more of these patients. I want to take them on because that's going to impact my production. But at the end of the day, you guys are still doing well on the profit side. So fascinating to me to hear how it was set up, how you guys got into it, how the buy-in was, ⁓ and then moving forward. And I'm guessing Hunter, I don't know Nate.   Hunter Bennett (31:01) Yeah.   The Dental A Team (31:18) But I'm excited. I mean, I have a quote over here by Gandhi. So when you said that I was like, well, perfect. ⁓ But my hunch is typically in a partnership, I see someone who's like yourself, who's really big into business, like they know the numbers, they have the business acumen. And usually the other partner tends to be more of the people side or this is like, you usually have a separation. So I again, I don't know Nate, but my guess would be not to say that you're not great with team members to   but I'm guessing you're very business savvy, you're very system savvy, and he's gonna be more people savvy and relationship savvy. Again, I don't know, maybe both of you had that, but I'm curious, did you see that dynamic in your partnership that maybe blended you guys really well coming together?   Hunter Bennett (31:54) Yeah, no, that's a really good point and we do compliment it. You're pretty much spot on. would say Nate definitely like is a lot more of a calming, know, I'm kind of like people tell me I'm just fiery, you know, like we've had different.   The Dental A Team (32:07) You   I do remember you walking   up. You wouldn't even shut your light off on me. Like you were busy. You were down to business. Like, here, I need these things in the most respectful way. ⁓   Hunter Bennett (32:14) Yeah, I'm   Pretty pretty focused. Yeah, pretty focused I would say and so I would say there is that little bit of balance But Nate's not a dummy like he was harvard number two in his class at harvard like he's super smart and so He would always lean into me for the business stuff just because I had a degree and I could speak the language and accounting and depreciation and all you know, like that stuff I think sort of intimidated him more than it needed to because once you explain it, know, you know But because he hadn't trained that way like he would sort of lean into me and that stuff   The Dental A Team (32:33) or.   Right.   Hunter Bennett (32:43) But even having someone to talk about because he'd already dealt with the accountant. He already dealt with workers comp. So I'd be like, hey, how does this work? Cause I'd never done it. So he'd explain it to me. And then as a team, we would work it out. You know, as a team, we would make big decisions. So yeah, I mean, you'll both bring different things to the table. And it's actually good that you can be different. I had another opportunity to partner somewhere else before Nate. I was way too much like that guy. I was like.   The Dental A Team (32:49) Thank   Yes.   Hunter Bennett (33:10) This isn't gonna work. I knew right away like I said, you know I went and visited the practice did the whole thing sent like a follow-up email and I think we both knew it's just like yes, isn't gonna work and The negotiations didn't go very far and it was fun. It was like we're still friends and we keep in touch So I think it's important to like you think ⁓ we're so alike man That's not always like the best thing. And so our differences are actually probably what what bring us together and make us strong ⁓   The Dental A Team (33:19) Mm-hmm.   Yeah.   No.   Hunter Bennett (33:37) Yeah. And so that's, that's like a, that's a super fair point about that. And again, a lot of it's just been serendipitous. Like that just happened to fall into place. It just, it's just worked out that way, but it's, it's like a marriage. That's the perfect thing. It's like, it's like a marriage without all the benefits per se. Like you just, you're just like, you're just, you just get the hard part of them. Yeah. You just get the hard, you get the hard part of the marriage where you have tough conversations, but again, you just take them head on. And when you have no ego and, or a limited ego, and when you just want your partner to succeed, like   The Dental A Team (33:38) Yeah.   You get the profits benefit.   Hunter Bennett (34:08) You can't really fail in my opinion. ⁓ even when it came to like negotiate, like I had six months of partnership income that I was missing out on, but then there's the COVID thing. And, at the end of the day, said, Nate, like what number, like what, what, what do want me to do the whole valuation? I didn't really care. I was willing to pay whatever I didn't. To me, the relationship was way more important than any number. And so we just came to a number that we both felt good about based on the valuation, but I was flexible and frankly, I didn't care because it was so important to me. And, ⁓   The Dental A Team (34:09) That's awesome.   Yeah.   Hunter Bennett (34:37) And we came to what we thought both was fair and it's been, it's been a dream. you know, and those, we're like best friends and those conversations can still be a little awkward and a little hard, but they don't have to be. And they, they were always fine. You know, um, if there's a book I could recommend, talk about it all the time. It's Crucial Conversations. Um, one of my favorite books of all time. think everybody should read it before you get married. You should read it like in college. Like I think it should be required reading before you graduate college.   The Dental A Team (34:50) Right.   Hunter Bennett (35:04) But that's one book that's just helped me a ton. As a leader, business owner, as a partner, ⁓ husband, it's just helped me a ton.   The Dental A Team (35:05) Definitely agree.   I love that. I also love that you guys just, I think when you said like it just works and it was serendipitous, I think that's something to look for in a partnership. I think if anybody's looking at partners, if it's hard and it's just not flowing, don't force it to work. ⁓ The best partnerships I really do see where they kind of fall into place this way, they're aligned, you hire people that are complimentary to you, not just like you, because you do need the two halves to a whole.   Hunter Bennett (35:29) Hmm.   The Dental A Team (35:39) to make it really great. And then I think you guys have done a good job of keeping egos in check. think you guys, what you said Hunter, that I hope all partners listening to this or potential partners, you want your partner to succeed and that's your ultimate goal and that's what you're driving for. when Jason and I learned that in our marriage, where like my greatest success is Jason's success, it went from a like, what are you giving for me? And what am I getting out of this relationship to a like,   I want Jason to give me five stars because he's a raving fan because like I am, I'm doing all that I possibly can to make sure he's succeeding and his life is incredible. And when both partners are in that, it goes away from you and it goes to them and to make sure that they're succeeding. And I really do see that that works great in marriages, partnerships. So I'm obsessed with that. Kudos to you guys on that. I love that also Hunter, I hope people buying in.   the partnership and having that, I say the way you start a partnership is how you're going to end the partnership. I love Hunter that you came in as the quote unquote junior partner, but you, leveled yourself up to be an equal partner to him. And I'm really proud of you because I think a lot of associates are stay very timid. They say very junior. They act like they don't know anything rather than being like an equal partner. And I'm like, no, no, no, if you're going to be a partner in this, you need to be a partner and bring your weight. So kudos to you on that.   Hunter Bennett (36:49) Yeah.   Totally.   The Dental A Team (36:57) And then I also just really love that you guys have just had multiple conversations that you just have blended it so beautifully and that you said you were willing to pay whatever he wanted. Like, of course, you're going to be fair. You knew the numbers, but the partnership and the success was more important to you. And I think when you go into it and that's how you start your partnership, I can tell why you guys are actually really great partners. So great job and thanks for highlighting that. And now I want to know about selling to a DSO because I do agree. ⁓ Having a consultant.   oftentimes makes it where you don't have to sell to a DSO. And we do that sometimes. Sometimes I'll grow the practices for you and it's like, well, why would you sell to a DSO when they're just gonna come in and grow your business anyway? Like, let's do this on your own. I had a doctor who we were chatting and he's like, yeah, Kiera, they're gonna give me five mil for it. And I said, cool. Next year, you're probably gonna do five million on your own or within two years. So you can pay them out and they're just gonna do what you were already going to do. And agreed, a lot of that stress comes.   Hunter Bennett (37:36) Yeah.   Yeah.   The Dental A Team (37:55) from that, but Hunter, you said something in the very beginning that struck me when you said you sold to the DSO. You said your life has exponentially gotten better. Your work life balance has gotten better since selling to the DSO, but you also said that you're doing pretty much all the same things you were doing as a business owner. So I'm super curious. How did your life get better while you're still doing, like you were like, I'm still hiring, I'm still firing. And I was like, so what was the perk of selling to a DSO and helped me understand how your life got better?   Hunter Bennett (38:19) Yeah.   The Dental A Team (38:23) And then I also want to know about your cell deal too, if you're open to that.   Hunter Bennett (38:27) Yeah, for sure. don't, um, I probably should have illustrated the point that it's not like we didn't just get overwhelmed and all of sudden decide, okay, we're not, we're just going to throw up our hands and sell. Like we had hired a different office manager who was like, went through like Gary Katas's training. Like, like she was phenomenal. She was amazing. In fact, like she was a lot like you in a lot of ways, just really great personality, new dentistry. And I thought she was going to change our lives, you know, and she is awesome. Like she's an amazing person.   But it didn't end up working out. She left the practice that was being transitioned to a new doctor. So she came with us for a few weeks and it was going okay. And then they had a big crisis back there and she's like, is it okay if I just go back and help for like a week? And we're like, yeah, do what you need to do, you know? And then that doctor offered her equity in his practice. And so she ended up staying there, whatever. Yeah, whatever, it is what it is. And so my point is, like, I feel like we tried a different office manager. We tried restructuring and we tried.   The Dental A Team (39:15) I mean, good deal.   Hunter Bennett (39:25) The only thing we didn't hire a consultant, we definitely talked about it, but we didn't, I think in some ways I was probably just a weak leader in that way where I was maybe a little bit too proud to just get the help that we probably needed and instead just went a different route, you know? And so hindsight's always 20-20, but that just to create a little bit of the background to the story though. So it's not like we just, you know, all of sudden decided, you know, we're gonna,   The Dental A Team (39:47) Of course.   Hunter Bennett (39:55) just sell. So we had done all this other footwork. Sorry, what did you want to know about like the structure of the deal or what? Yeah. Okay. So when we, so when we, you know, after having done all this, we kind of, we had interviewed all these doctors, we had one kind of in the holster, maybe you can associate and we were just like, we were interviewing people, but we was just so, we were just tired. It's just like when you're doing root canal, it's like from like seven to five and you don't even have time to use like the bathroom.   The Dental A Team (40:03) I do, I do want to know structure of the deal. Yeah, tell me it.   Yeah.   Hunter Bennett (40:25) get a drink of water. It's just, we just burned ourselves out because we were chasing something and I don't even think we, we just wanted to change growth. Like we just wanted to, we just wanted to grow. We just always said all the time, were just grow, grow, grow, grow, grow, grow. And so we just kept the pedal to the metal. Excuse me. And I would say we just sort of outgrew ourselves and not that the wheels ever fell off, but like the culture in our practice was okay. Like we had good people, but we did have some of the wrong people on the bus. ⁓   The Dental A Team (40:27) Yep.   Hunter Bennett (40:52) And so when we started talking to DSOs, they saw our numbers, they saw our trajectory and we knew we had a lot of leverage. It was 2021. So the market was just red hot. We got a really good evaluation. We got a really good multiple. they were, you know, and so, you know, I actually talked to Matt Molcock, you know, he's my advisor and, ⁓ and just, I talked to my mentors, Dr. Jones, like, you know, ⁓ just people that I really respect. He's the man he had started nine, nine different endo or worked in or started nine different practices and   The Dental A Team (40:59) I see. That is hot.   Mm-hmm.   Aw, Dr. John.   Hunter Bennett (41:19) And his advice to me was like, you know, like I would do it if I were you. And so a lot of people would just had kind of encouraged me. And so at that point, me and Nate said, you know, we, and we got opinions both ways. And at the end of the day, our conclusion was it doesn't matter. Like, if I'm being honest, like that was kind of our answer to a kind of a joint prayer was like, it's not going to matter. Like it just, doesn't matter which way you go with this. ⁓ for the things that are truly important, it's not going to matter what you do.   The Dental A Team (41:35) Agreed.   Hunter Bennett (41:46) And so we, we, we decided to do the deal and I will say, like I said, the first six months were rough, but to the credit of my, company, like the group that I'm with, like our team and the people that we work with, they're phenomenal. Like I've never like had a, they, they just always bend over backward to accommodate us and help us. And we've done our part. We've grown like crazy, you know, are there times where I'm like, man, we could have done this on our own and, ⁓ our   The Dental A Team (42:06) Mm-hmm.   Hunter Bennett (42:12) whatever, you know, and you look at your paycheck now because now I'm paid on a percentage and I have equity in the company. And so you're just waiting on a recap. And that's a whole, again, talking about, we can get into this too is DSOs have so many different types of structures. Ours is not like a joint venture. So we don't, we don't profit share in ours. It's all in our equity. so equity events are like super important for us. and so Scotty Hudson Smith is our CEO and he's the one that did smile docs. they, he's done it three times.   The Dental A Team (42:21) Yep.   They are.   Mm-hmm. Mm-hmm.   Hunter Bennett (42:41) He came to our dinner like the night that they were recruiting us and he wasn't officially the CEO yet But like he was sliding in that role. It just hadn't been announced I think it was like the next week or something, but he came and he just sort of created the vision for us and we just honestly we a little bit of a feeling and sort of that answer like it's not gonna matter and Now looking back Are there days that are where I have resented like seeing what I produce versus what I take home sometimes?   But I've got to remember they give you five or six years of your profitability upfront. And I've been able to put all that to work, you know, for the most part, I've done pretty well with that. Like not like home run, like you, you know, it's not like crazy stuff, but it's fine. I'm diversified now. Um, it's not all in my practice, but I do have a bit still in equity quite a bit. we did a 70 30 split. did 70 % cash, 30 % equity in the group. Um, and I just,   The Dental A Team (43:09) Sure.   Sure.   Right.   Nice.   Hunter Bennett (43:36) Some groups will give you flexibility, some won't. That's just the number that we wanted and they agreed to. And looking back, I'm still glad I did it that way. I actually had an opportunity to buy more equity about a year in, which I did. And so I bought more. And so that allowed me to just be a little bit more leveraged into the company.   on a bigger scale, like me and Nate work real hard for each other, but now you just got all these partners that are counting on you. And I think the mojo and the culture in our group is quite good. So.   The Dental A Team (44:04) Yeah, that's it. That's actually really, really good to know because I think so many people wonder about DSOs. And so what did the DSO take off of you guys? Because I know there's some people that get scared of the equity. Like they get scared of equity because some DSOs have actually gone under. And so I actually love to hear that you were a 70-30 split, then you were able to buy in more if you wanted to, because if it goes under, that is your retirement. And so I love that you were able to put money into work so your retirement's not solely like   Hunter Bennett (44:12) Yeah, that's what you asked.   ⁓ Yeah.   The Dental A Team (44:31) vested into this company. I really am big on that when DSOs do purchase, but what did they take off your guys's plates going in as a DSO?   Hunter Bennett (44:31) Totally.   Yeah, sorry, that's what you asked me and I kind of got off track there, but...   The Dental A Team (44:40) That's okay. I wanted   the deal. I wanted the deal. I actually wanted to know that a lot.   Hunter Bennett (44:44) So we skipped to the deal,   but going back, like the thing that they've helped with the most, would say is like, just as an example, like, like, ⁓ there's like this employment tax, you know, that we'd always get these letters about every year with Florida and we'd call them and then I spent an hour on the phone, finally getting to someone. And then I had already canceled it, but then they automatically renewed it for it. And so it's just like, that's like one example, work, workman's comp. ⁓ even just like we had an office book for like policy.   And again, this might speak more to maybe my lack of strong leadership where when a team member says, well, I understand that's the policy, but this is what I have going on. And then when you bend the rules for one person, then it sort of just creates this culture of favoritism. And again, that was probably partly being a new owner and then a people pleaser. and something I've worked on a lot. And again, I'm not the same leader I was even five years ago, you know, four years ago when we sold, but, ⁓ having seen that now they, because there are just   The Dental A Team (45:34) Totally.   Hunter Bennett (45:40) company policies in place. And again, it might be a little maybe feel corporate, but now you sort of see the reason why things are corporate because otherwise people, if you run it like a small business and you do those little things here or there, all it does is create resentment within your team. And so ⁓ I will say just having a really, we've gone through like, man, we hired like two or three different office managers through the company that they helped us hire. And finally we hired internally and she's   The Dental A Team (45:53) Totally.   Hunter Bennett (46:09) man, she's phenomenal. she has just totally, she was at our front desk, she wasn't in dentistry, she came to the front desk and really for first couple of years she was pretty quiet. And then when we interviewed, we're like, we need to interview, are you interested? And she said, yeah, like I would. And she's absolutely just crushing it. And so she is a big reason because we finally, you know, like it's just a good fit for her, you know? And our old office manager is still with us and she's amazing, she's amazing. And she's just so humbly taking the role. She's she's like,   The Dental A Team (46:10) Amazing.   Yeah.   Hunter Bennett (46:37) just want to be in the front and she's the best front office person in the world. You know what I mean? And that's she didn't want to be an office manager and so it's kind of worked itself out and but I don't know if we would have made those decisions without being sort of forced into it with it with our structure in the corporate, you know in the corporate group. If I'm being honest, you know, there's a couple things like we were salary like we just paid our girls salary for example and so there was always sort of this resentment because here it's very seasonal.   The Dental A Team (46:39) Mm-hmm. Yeah.   Totally.   Yeah.   Mm-hmm.   Hunter Bennett (47:06) So during winter, like our population in Naples doubles. And so the girls are working more hours. So they might work 42. I don't know if I should say this is, I guess it doesn't matter because I don't do it anymore, but they might work 42 or 44 hours one week. But in the summer, they're probably working 32, 34, 36. Or I'd just say, go home or whatever. So over the year, it just worked out. so they came to us, like, you can't do that. And so was like, so then we had to switch to hourly, which I really resented in that first six months. I was so mad. But now looking at it, it's actually the   The Dental A Team (47:06) Right.   Right.   You   Hunter Bennett (47:35) It's actually the fair way to do it. You know, it actually makes sense. ⁓ they like our, always get.   The Dental A Team (47:38) It is. So it sounds like you just got a lot of like,   you got like a lot of company backing is what I feel like it is like the structure of a business. Yeah. Yep.   Hunter Bennett (47:44) Totally, it's just more structure, more structure. I didn't have to be the bad guy, I guess. I sort   of get to say that's just how we do it. And so again, I think now, like the older version of Hunter sees that as, well, man, were kind of, you could have been a stronger leader, but I didn't know what I didn't know. ⁓ But now again, too, like looking at it, like this is exactly the path that I'm supposed to be on and it's fine. And truly like...   The Dental A Team (48:01) Totally.   Hunter Bennett (48:11) There's so many reasons to join a DSO. Some people are looking for an exit. Some people are looking for a lifestyle. And for me, it's just worked out that I, don't know what I was looking for besides relief from all the pressure I felt and, um, and it's worked out, you know? And so I still make enough money that I can do the things that I need to do and want to do. And if the equity works out, that's a cherry on top. And if it doesn't like it's okay for right now. And if I want to do something later,   I can do something else, you know, and that's the other thing too, like with, with the DSO is if, if you want to leave at some point you can. And I don't really have plans to leave per se, but like I, now it's an option. Whereas if I own the practice, that was one reason too, with me and Nate, who part of our thought process was, well, we're from the West in 10 years. If we want to sell in 10 years, who's going to buy us? Are we going to wait 10 years? Why don't we just do it now and grow with the DSO? So that was a big part of it too, is like, what is our exit? And so even though I'm only, I'm not, I'm 40 next year.   The Dental A Team (48:38) can.   Totally.   Hunter Bennett (49:08) I still was sort of planning an exit at some point because the practice was so big and we couldn't find a partner. So maybe that gives some insights retrospectively into our thought process because we did the same conversation every day for six months. But looking at it now, like that's what they've taken off our plate is all those little nuances that are just so mentally exhausting that now when I come home, I can just be present with my kids. I've changed my schedule. Like it's totally benefited my life.   The Dental A Team (49:14) Totally.   Hahaha!   Hunter Bennett (49:38) Lifestyle wise but it's not perfect but I would say an overall net positive, you know If you're not just looking at money, you know If you're not just looking at your month to month income I would say that's like the only downside is I don't make as much money as I used to but my lifestyle is way better so   The Dental A Team (49:43) That's amazing. Sure.   And so we traded a few things, but who knows it can pan out as well to where you actually make more in the future. That's not a given, but like today you're at least in a good space. You've traded ⁓ like money for time. And I think that that's one of the most beautiful things, which ties to, as we like quickly wrap up. I love that you just talked about all the pieces of DSO. I love that you have a great experience. I love hearing the pieces that they were able to take and agreed a lot of businesses actually need to sell to a DSO because they've grown too big that there's not a buyer for them. And like that is   Hunter Bennett (49:57) Yeah. Good.   Yeah.   The

Every leader eventually faces this challenge: noticing something others don't—and deciding whether to say it out loud. In this episode, Adam and Clay unpack why helping people see their blind spots is both one of the hardest and most important things leaders do. Drawing from voices like Daniel Goleman, Patrick Lencioni, Kim Scott, and the Crucial Conversations framework, they explore why awareness is the on-ramp to growth and why so many leaders hesitate to start these conversations.If you care about someone's growth, you owe it to them to speak up—with kindness, clarity, and curiosity.

Send us a textHave you ever walked out of a high-stakes meeting wondering why your voice didn't carry the weight your expertise deserves?You're not alone. Picture this: You're the Senior Director with eight years of experience and consistently exceeding targets, but when you present to the CEO, he interrupts to check his phone and redirects the entire conversation. Sound familiar?If you're a high-achieving woman whose conversation impact doesn't match your leadership expertise, this episode will change how you approach every crucial conversation moving forward.What This Episode Is About:This episode tackles the invisible gap that high-performing women experience—between what you know you're capable of and how your crucial conversations actually land. Host Kele Belton reveals why brilliant women with undeniable results sometimes find their most important conversations falling flat, and more importantly, how to ensure your communication commands the same respect your work already earns.What You Can Expect:✅ Discover the 5 ways authority dilution shows up even when you're prepared and competent✅ Learn the Leadership Impact Framework that transforms every conversation into an influence opportunity✅ Master 3 foundational pillars for high-impact communication that commands respect✅ Get strategic language shifts you can implement immediately in your next crucial conversation✅ Understand the mindset shift from proving your worth to embodying your authorityAbout Your Host:Kele Belton is a communication and leadership facilitator, coach, and consultant who specializes in helping women leaders develop confidence and impact through strategic communication and practical leadership frameworks.Connect with Kele for more leadership insights:LinkedIn: https://www.linkedin.com/in/kele-ruth-belton/Instagram: https://www.instagram.com/thetailoredapproach/Website: https://thetailoredapproach.com

This week, we're re-sharing what we thought was an “instant classic” from last year's Restore Gathering; a deeply personal and thought-provoking message about family, faith, and the complexity of life from Joseph Grenny, author of Crucial Conversations and co-founder of The Other Side Academy.Drawing from his own experience with his own “messy” family, Joseph speaks openly about moments of despair, like the heartache of watching loved ones—including his own children—struggle with addiction, estrangement, and other crises.But at the heart of his message is a radical idea: that the phrase "All is well" can be true even in the face of chaos and imperfection. He challenges the traditional "brochure" image of family success, reminding us that not even the families in our sacred texts had it all together. Through powerful stories of redemption, both from his own family and the lives transformed at The Other Side Academy, Joseph encourages us to rethink what it means to succeed as families, and to embrace waiting as part of God's divine work.We think Joseph's words will resonate deeply with anyone who has felt the pain of seeing a loved one struggle, and we hope it offers both comfort and inspiration. I also want to mention that Joseph's full presentation is available on our YouTube channel. We highly recommend watching it there—his visuals are fantastic, and it's a completely different experience seeing him bring it all to life in person.Joseph will be speaking at Restore again this year, along with a fantastic line up of speakers, musicians, and performers. We would love to have you join us! Visit faithmatters.org/restore to see the agenda and get your tickets.

It's time for another listener questions episode! In this episode, Morten and Lars provide answers to questions from listener Kei, who asked about: - Adjusting context lists - How to avoid getting caught in the latest and loudest - Why not clarify when you capture ..and more! We hope that this helps you in your 'GTD journey' and thank you so much to Kei for their questions! If you have questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk Also, be sure to check out the new GTD Summer Camp video! You can find it in the links below. And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

In this powerful and unfiltered episode, Dr. Joseph Rodriguez — CRNA, former state and national leader, faculty member, and host of Anesthesia Deconstructed — takes us inside the real lessons of anesthesia leadership.From COVID-era disruption to contract losses, difficult boardroom conversations, and the relentless financial pressures of today's anesthesia market, Joe shares stories that few leaders are willing to tell. Each story carries a hard-won lesson: why leadership is never just a title, how executive presence shapes outcomes, why data transparency can backfire, and how accountability transforms teams from fragile to high-performing.We also dive into the frameworks that shaped his leadership journey — from Crucial Conversations to The Four Agreements and Five Dysfunctions of a Team — and how every leader can apply them to grow themselves, their organizations, and the people they serve.This isn't theory. It's frontline leadership, with all the scars, pivots, and resilience required to survive in one of healthcare's most disrupted specialties.Whether you're a CRNA, SRNA, or a healthcare leader navigating change, this conversation is a masterclass in turning setbacks into systems, failures into frameworks, and words into lasting impact.Keywords:Anesthesia, CRNA Leadership, Healthcare Business, Executive Presence, Leadership Lessons, Nurse Anesthesiology, Organizational Growth, Accountability, Professional Development, Anesthesia Contracts, No Surprises Act, Healthcare Strategy, Team Building, Crucial Conversations, Five Dysfunctions of a TeamSend us a textFollow us at:InstagramFacebookTwitter/X

This week Kimberly reflects on two important experiences where one serious lapse in communication taught her how to move another conversation forward.

It's been said that you don't really have a relationship or a team until you can have the difficult conversations in the proper spirit and then continue to walk together. Join Kevin as he digs into the book, Crucial Conversations.

In this episode of AgCredit Said It, host Phil Young engages in a conversation with David Marrison, a field specialist in farm management from Ohio State University, to discuss the critical topic of farm transition planning. David shares his extensive experience in farm management, having worked as a county extension educator since 1997 and as a field specialist since 2022. The discussion delves into the importance of farm transition planning, which encompasses succession planning, estate transfer, tax management, and business organization structure. David emphasizes the need for a comprehensive approach that includes developing future leadership, establishing family communication plans, and creating contingency plans for unforeseen events. He highlights the significance of starting the planning process early, ideally 7 to 10 years before the senior generation plans to retire, to ensure a smooth transition. The conversation also touches on the challenges of family dynamics and communication in planning for the future of farm businesses. David recommends resources such as the book "Crucial Conversations" and Elaine Fra's book on farm coaching to help families navigate these discussions. He also mentions the Ohio Farm Resolution Services, which assists families in having sensitive conversations about farm transitions. The episode concludes with a call to action for families to commit to regular meetings and utilize available resources to develop a strategic transition plan. Show Notes:  https://www.agcredit.net/news/ep-90-planning-tomorrow-farm-transition-strategies-david-marrison  Connect with AgCredit on Facebook, Twitter and Instagram Share questions and topic ideas with us:Email podcast@agcredit.net

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1779: Michael Piperno offers practical tools to help you speak with confidence, clarity, and connection. Through techniques like active listening, intentional pauses, and conversational framing, he shows how to earn trust, strengthen relationships, and communicate in a way that truly resonates. Read along with the original article(s) here: https://www.michaelpiperno.com/conver-speaking/ AND https://www.michaelpiperno.com/tips-to-help-you-be-heard/ Quotes to ponder: "Your voice is a powerful tool. When used with intention, it helps others understand you, trust you, and follow your lead." "When you speak with clarity, your message is easier to digest and much harder to misinterpret." "Good communication starts with listening. Truly listening." Episode references: TED Talk by Julian Treasure – How to Speak So That People Want to Listen: https://www.ted.com/talks/julian_treasure_how_to_speak_so_that_people_want_to_listen Crucial Conversations: https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/1469266822 Toastmasters International: https://www.toastmasters.org The 7 Habits of Highly Effective People: https://www.franklincovey.com/the-7-habits Learn more about your ad choices. Visit megaphone.fm/adchoices

You've met them—Two-Face Timmy, Micromanaging Maria, and Pessimistic Pete—and no, they're not cartoon villains. They're your coworkers… and they're draining your soul.In this episode of Dancing in the Discomfort Zone, I sit down with Rich Salon (aka “The HR Guy” https://www.linkedin.com/in/rich-salon-sphr-shrm-scp/) to talk about how to handle jerky workplace behavior without losing your cool—or your job. Author of The One Minute Jerk at Work (https://www.amazon.com/One-Minute-Jerk-At-Work/dp/B0FFMHFHCC), Rich brings the humor, the strategy, and the chili dogs (seriously) in a conversation that's equal parts practical and powerful.Whether you're dealing with passive aggression, micromanagers, or just someone who makes meetings feel like hostage situations, you'll walk away with tactics you can actually use.What you'll learn: + How to deal with difficult people without running to HR first +  Why curiosity beats confrontation when calling out unacceptable behavior +  What to say when your boss is the problem +  The real key to creating a respectful, high-performing team +  How a massive chili dog became a humanitarian success storyDon't miss this one—it might just make Monday morning a little more tolerable.I mentioned Crucial Conversations in this episode.  Here is a link to their site.  Crucial Conversations from Crucial Learning Helping people find career fulfillment is Rich Salon's purpose. He accomplishes this through his work as a Human Resources leader. His expertise of the Human Resources and Employee Relations world comes from leadership roles at large companies including The Home Depot, Circuit City, Penske, and Lowe's. His keynote speech and recent book, “The One-Minute Jerk at Work” inspires others to never tolerate unruly behavior at work. Rich is also pursuing a future role as a wish-granter for adults diagnosed with a terminal illness.Connect with Rich on LinkedIn.  https://www.linkedin.com/in/rich-salon-sphr-shrm-scp/And GO GET THE BOOK!  https://www.amazon.com/One-Minute-Jerk-At-Work/dp/B0FFMHFHCC

Crucial conversations are often with people who will continue to be in your life no matter how the conversation turns out, and these conversations may cover a span of time. For example, sometimes we have to approach a family member about an issue, a close friend, or a coworker that we see every day. A friend told me about some crucial conversations she has had with her siblings concerning the care of their aging parents. Despite her many requests for help, they have simply ignored her, and she is left as the principal and really only caregiver for her parents—and at great sacrifice on her part. I questioned her approach, and it surely seems that she has been as clear and assertive as anyone could be. But she cannot force them to do what they are not willing to do. And so, her choices are to leave her parents without the care they need or keep doing what she is doing, which is totally not fair to her. In such cases, the biggest issue you face is bitterness—allowing others to cause you to be bitter. That always backfires on us, doesn't it? So, don't let bitterness get a foothold. Hebrews tells us: See to it that no one falls short of the grace of God and that no bitter root grows up to cause trouble and defile many (Hebrews 12:15). When you allow those bitter roots to grow, you heap more trouble on yourself because bitterness will eat you alive, emotionally, spiritually, and physically. It will affect your well-being. Then, commit these intransient situations to God in prayer and wait for him to answer. I know that's very hard to do because he never answers on our timetable, but he is a trustworthy God. If you are part of his family through faith in Jesus Christ, he has promised to care for you. Read Psalm 91 and take great comfort in the truth that he will command his angels concerning you to guard you in all your ways; they will lift you up in their hands, so that you will not strike your foot against a stone (Psalm 91:11-12). Just take that promise at face value and be aware that God has sent angels to guard you and keep you from disaster. Even though you can't see them, they are there. You then can rest in the shadow of the Almighty, because God is your refuge and fortress. Now, let's talk about how to react if you're on the receiving end of a crucial conversation, perhaps one that has taken you by surprise. First remember that a good thing to do, if possible, is to buy yourself some time. Guard your mouth and your tongue. You may want to lash out and defend yourself, but if the sparks are flying, you might be well advised to simply buy some time. How? Well, just say something like, “I need some time to think about this; can we come back to it tomorrow?” Or, “I appreciate you bringing this to my attention. Can you please give me a day to think about it?” I remember when, in a non-threatening situation, a woman I spoke to asked for time. I asked her a crucial question having to do with money, and she simply said, “I haven't thought about that. Would you mind if I get back to you in a day or two?” I didn't mind at all, and I appreciated her desire to answer the question from a more informed position. Defending ourselves is the most natural course of action for us as human beings. And once we're in defensive mode, it blocks our ability to take in new information or see two sides to an issue. Even though it's a very normal reaction when some criticism is coming our way in an unexpected crucial conversation, it is the enemy of finding any kind of solution to the problem at hand. So, how do we avoid being defensive? I find that my personality is pretty defensive—in other words, I get to defensive mode quicker than most people do! Not good, so it becomes a matter of prayer for me. You may not be aware of the crucial conversation that is coming your way, but you can be aware of your tendency to be defensive—and that means you can pray about it in advance. Ask God to help you overcome this bad habit.

In this episode, Stephen and Britain Covey dive into Crucial Conversations by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. This book completely changes the way we think about tough conversations.We're talking about those moments when tensions rise, opinions clash, and saying the wrong thing feels risky. Stephen and Britain unpack why we tend to avoid these talks, how the stories we tell ourselves can mess with our emotions, and why cutting down on lag time, the delay between noticing a problem and actually addressing it can make such a difference in both relationships and organizations.You'll also hear from Joseph Grenny himself, who joined the conversation to share how the lessons in Crucial Conversations show up in real life, from business to family to personal leadership. He explains what most people get wrong in high-stakes conversations and how to approach them with courage and clarity.From business meetings to NFL locker rooms, this episode is packed with real-life examples that show just how powerful these tools can be. You'll come away with practical ideas to reduce lag time, handle conflict better, stay calm under pressure, and communicate with more clarity and confidence.Tune in, and get ready to change the way you handle your next tough conversation.What We Discuss[00:00] Introduction to Paradigm Shifting Books[01:49] The impact of lag time[03:53] Consequences of avoiding conversations[06:50] Three stages of crucial conversations[12:11] Mastering your story[16:33] Moving past unhelpful stories[17:45] Defining success with purpose[20:30] The hedonic treadmill and lasting fulfillment[22:38] Paradigm shifts and key takeawaysNotable Quotes[01:52] “The health of relationships, the health of teams, even the health of entire organizations can be largely predicted by one simple thing, and that is the average lag time between when people see something and when they say something.” — Joseph Grenny[07:26] “Effective, crucial conversations aren't about some kind of esoteric diplomatic skills. It's not cobbling together the right combination of words to get past somebody's defenses. It really is about where you're coming from.” — Joseph Grenny[17:46] “The way to be successful is to make sure that you're defining success in purposeful terms, not just in terms of an exit and building an organization or rising to a certain place in an organization.” — Joseph GrennyResourcesParadigm Shifting BooksPodcastInstagram YouTube BooksCrucial Conversations by Joseph Grenny, Kerry Patterson, Ron McMillan, and Al SwitzlerThe Power of Now by Eckhart TolleStart With Why by Simon SinekJoseph GrennyLinkedInWebsiteBritain CoveyLinkedIn InstagramStephen H. CoveyLinkedIn

0:02:00 – Personal Stories & The Power of InfluenceRay shares his background, referencing his new book The Boy in the Yellow House, which details his upbringing in a challenging environment.Theme: The power of personal influence and how various people (coaches, neighbors, mentors) shaped his life.Discussion on how everyone is a coach or leader in some capacity.0:08:00 – Coaching, Mentorship, and LeadershipRay discusses the difference between coaching and mentorship, sharing stories of influential mentors.Key lessons from his mentor Michael Cat: reading the Bible, prayer, sharing faith, serving others, and living in community (James 5:16).Theme: The importance of honest, open, and transparent (HOT) relationships for personal growth and healing.0:15:00 – Circles of Influence & CommunityMatt introduces a free resource on evaluating circles of influence.Discussion on the importance of community, trust, and vulnerability in leadership and personal life.Theme: The dangers of isolation, idleness, and "adultery" (substituting real connection with unhealthy substitutes).0:22:00 – Boundaries, Transparency, and Healthy RelationshipsConversation about setting boundaries versus building walls in relationships.The importance of having a few trustworthy people for genuine transparency.Theme: Good fences make for great neighbors; healthy boundaries foster strong relationships.0:28:00 – Coaching Distinctions & Life ExperienceRay distinguishes his coaching from others: focus on real-life experience, not just certifications.Shares lessons learned from various roles (corporate, agriculture, family).Theme: The value of practical wisdom and tools developed from personal and professional experience.0:34:00 – The Role of Spouses as CoachesDiscussion on how Ray's wife, Stephanie, has coached him in kindness, patience, and managing anger.Theme: Spouses as complementary partners who help each other grow.0:40:00 – Boundaries, Delegation, and Leadership ToolsMatt and Ray discuss the importance of boundaries and delegation for leaders.Introduction of the "Do, Dump, Delegate, Delay" tool for prioritizing tasks.Theme: Leaders must focus on the highest and best use of their time to avoid burnout and scale effectively.0:46:00 – The True Role of a Leader: DuplicationRay challenges common notions of leadership (vision, leading, serving) and asserts the primary role is to duplicate oneself (make disciples).Theme: Are you a leader worth duplicating? The importance of modeling and multiplying positive influence.0:52:00 – Self-Awareness as the Biggest HurdleDiscussion on self-awareness as the key personal hurdle for leaders.The importance of understanding how one is perceived and the impact of nature, nurture, and choice.Theme: Growth begins with self-awareness and the willingness to change.0:58:00 – Emotional Intelligence, Empathy, and Personal GrowthBook recommendations: Emotional Intelligence 2.0 and Crucial Conversations.Ray shares a personal story about learning empathy from his wife and the difference between sympathy and empathy.Theme: Dealing with personal pain to develop empathy and the capacity to understand others.1:05:00 – Steps for Personal Change & Coaching MomentsMatt summarizes the process of personal change: assuming the best about others, recognizing personal growth areas, being receptive, and taking action.Theme: Growth requires vulnerability, receptivity, and willingness to step into discomfort.1:10:00 – Encouragement & The Greatest CommandmentFinal reflections on the importance of encouragement in coaching.Reference to Jesus' teaching: love God, love others, and the importance of self-love and compassion.Key Themes Covered:The power of personal influence and coaching in everyday life.The importance of community, vulnerability, and trust.Setting healthy boundaries and the difference between boundaries and walls.The role of self-awareness and emotional intelligence in leadership.The value of practical experience and learning from mistakes.The process of personal change and growth.The true role of a leader: to duplicate positive influence in others.Empathy, compassion, and the impact of personal pain on relationships. Thank you for listening! If you want to find out more about Matt and how you can get coached toward your better self, visit www.matthewwireman.com and check out his LinkedIn and Instagram accounts @matt.wireman.

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 1770: Kalen Bruce breaks down how to spot toxic behaviors that erode workplace culture and productivity, offering practical steps to address them without harming team morale. Learn how to confront negativity with leadership, boundaries, and a proactive mindset to foster a healthier, more effective environment. Read along with the original article(s) here: https://moneyminiblog.com/business/identify-deal-toxic-employees/ Quotes to ponder: "One toxic employee can have a much larger negative impact than you might imagine." "Make sure your company culture doesn't support toxic behavior by ignoring it." "Don't be afraid to address the problem directly and immediately, while maintaining professionalism and empathy." Episode references: Emotional Intelligence 2.0: https://www.amazon.com/Emotional-Intelligence-2-0-Travis-Bradberry/dp/0974320625 Crucial Conversations: https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/0071771328 Learn more about your ad choices. Visit megaphone.fm/adchoices

I thought it important to talk about times of crucial conversations, because quite honestly, they can be helpful in unifying people on the job. But if not handled correctly, they can cause division. As Christ-followers we should always speak the truth in love, and that just means you hold these crucial conversations for the purpose of helping another person understand, keeping their welfare in mind. You speak the truth with the right motivation. Every crucial conversation needs to be surrounded by prayer. If you know in advance that such a conversation will occur, obviously you have time to pray specifically about it. If not, that's when you send up emergency prayers for that conversation. If you will pray in advance, asking for wisdom, making certain your motivation is one of helping not blaming or condemning, asking God to help you see this person as he does, it will make a huge difference in how you handle the conversation. Here's an example of a crucial conversation on your job: Imagine you are a manager, and you have an employee who is not being truthful with you. Records are lost, money is missing, reports are doctored—and now you must have a crucial conversation with this employee about these issues. The stakes are high—the employee could be fired—and you are already feeling the emotions of such a conversation in advance. How do you handle this crucial conversation? Consider first that it is best not to cause the other person to become defensive or shut down and refuse to share if you can avoid it. Even if you have proof that they are guilty, a finger-pointing approach doesn't work. In our hypothetical case, you might begin by saying, “If the information I have is correct, it seems that your reports are not factually accurate, and it appears that the use of funds has not been according to company policy. Can you shed any light on these?” Think of what you really want to achieve through this crucial conversation. Do you want the relationship to survive? Do you want this person to learn from these mistakes and move forward? If your goal is not only to confront wrongdoing but to correct it and move forward, then think of how you need to approach this person to achieve those results. In a conversation about a church situation where a staff person had to be confronted about wrong behavior, the question was asked, “Did you try to restore that person?” In this case, the position had to be relinquished because of the nature of the offense, but was anyone trying to help restore this person spiritually? Unfortunately, the answer was no. The goal was to ask for his resignation, with little or no thought given to restoration. This conversation might have had a better outcome if the goal of the conversation had been more than just requesting a resignation but also trying to restore that person to a right relationship with God. Galatians 6:1 reminds us: Brothers and sisters, if someone is caught in a sin, you who live by the Spirit should restore that person gently. But watch yourselves, or you also may be tempted. That's a good guideline for determining our purpose for a crucial conversation. Now, let's talk about how we deal with strong emotions in a crucial conversation. If you're like me, you probably have difficulty controlling your emotions when you're in these situations. Crucial conversations are almost always high-charged emotional conversations. They are about issues that are sensitive; they often bring to light some wrong behavior or mistake that is not easy to talk about. And that can cause all kinds of emotional responses. In this hypothetical situation of an employee who has proven to be dishonest in several areas, it's like catching your kid with his hand in the cookie jar—the proof is irrefutable, but they still try to avoid the consequences. So, how can this crucial conversation move forward to an effective conclusion when you or the other person is angry, scared, or hurt?

In this episode of the Workshop Therapy Podcast, host If you want to support on⁠⁠⁠ Patreon⁠⁠⁠ we'd appreciate it. If you have any questions or want to submit a story email questions@workshoptherapypodcast.com Books We RecommendCrucial Conversations  https://amzn.to/4kS5Bow Atomic Habits By James Clear https://amzn.to/4fO0O5F Essentialism By Greg McKeown - https://amzn.to/3Whd7PDEffortless By Greg McKeown- https://amzn.to/4djdHmCPunished By Rewards - https://amzn.to/3zGSc0zCheck out the social medias⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠Facebook⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠YouTubewww.TamaraHatch.caAndrew delves into the art of effective communication, drawing insights from the renowned book 'Crucial Conversations.' Discover seven essential keys to navigating high-stakes dialogues, whether in personal relationships or professional settings. Learn how to start with your heart, recognize critical moments, and create a safe space for open dialogue. Andrew shares practical tips and personal reflections to help you master the skills needed for impactful conversations. Tune in to transform your communication approach and foster meaningful connections.

Ahoy Bookshelvers! This week, Steve is proper chuffed (that's British for really, really happy) to chat with the one and only Ryan Cartlidge from The Animal Training Academy! Having been an avid listener to the ATA podcast for many years, this is a "pinch me" moment for Steve and if you don't know Ryan, get ready for a big dose of honesty, humility, and a whole bunch of wisdom.Ryan and Steve dive deep into the messy (and often hilarious) reality of life. Get ready for tales of how Ryan became a zookeeper by accident;  his competent use of cable ties and duct tape, the touching (and slightly terrifying if I'm being honest) story of Reg, the wedge-tailed eagle who helped Ryan cut his teeth in positive reinforcement. Discover the spark that ignited The Animal Training Academy, from workshops to online courses to a thriving membership of 8,000+ wonderful humans, and the wise words that made Ryan work his butt off for his dreams. Plus, brace yourself for (what can only be described as) "The Hallway Poo Situation," It's a raw, relatable peek behind the "perfect Instagram post" that every trainer needs to hear.We also take on imposter syndrome, burnout, and how Ryan has learned to take the "mask off," embrace vulnerability, and use "clarity squeezes" and "capacity signals" (you'll want to steal these!) to navigate life's pressures. He delves into the power of language and community, explaining why naming your fears can strip them of power and how a supportive community (like PACT and ATA!) is crucial for human learners (that's you!) to thrive. We talk about why we should apply the same positive reinforcement principles to ourselves and our clients, and Ryan even shares his simple 3-questions to transform your training reflections. All that and, as always, we've got book recommendations galore! This episode is packed with invaluable insights for both aspiring and seasoned trainers, serving as a powerful reminder that we're all human learners on a messy, beautiful journey. Enjoy!Links: The Animal Training AcademyThe Animal Training Academy PodcastThe "Making Ripples" Podcast Jim Mackie's Crocodile Training Video Carol Dweck's Mindset Ken Ramirez' Animal Training: Successful Animal Management Through Positive ReinforcementAli Bender & Emily Strong's Canine Enrichment for the Real World Ryan Facts:As the founder of Animal Training Academy, Ryan (KPA CTP) brings over a decade of global experience as a professional animal trainer. His 13-year journey has taken him through New Zealand, Australia, Canada, and the US, where he's trained teams, crafted effective animal training programs, and shared his insights in top industry publications. Ryan is also a recognized voice in the field, having spoken at international conferences and lectured at universities on animal behaviour. Through the Animal Training Academy, Ryan is building a vibrant community, connecting hundreds of animal behaviour and training enthusiasts with an ever-expanding resource of lessons and tutorials from highly respected animal experts.

What if the key to transforming your toughest relationships lies in one bold step: mastering crucial conversations?In this powerful episode, I sit down with Greg Stephens — best-selling author, executive coach, and communication expert with 28+ years of experience — to unpack why we avoid hard conversations, how to overcome the fear that holds us back, and the art of rebuilding even the most broken relationships.Greg shares raw, actionable insights on leading with empathy, taking full ownership of your life (“everything you create, promote, or allow”), and how to move from resentment and silence to honesty and connection.You'll walk away with a clear framework to approach any difficult conversation, whether with family, colleagues, or even yourself.Key Takeaways:Why we avoid crucial conversations (and how fear distorts our reality)The importance of self-awareness and modeling the behavior you want to see as a leaderA step-by-step framework for building new bridges in damaged relationshipsHow to manage emotional triggers and stay grounded during tough talksThe game-changing power of Greg's mantra: “Everything in my life I create, promote, or allow”Why ownership and courage are the foundation for authentic connectionIf you're tired of feeling stuck in your relationships and ready to reclaim your power, this episode will give you the courage and tools to do it.Watch episodes on YouTube and subscribe to our channel for inspiration on business, leadership, growth, mindset, and tips for living HAPPY, HEALTHY, and WEALTHY! https://www.youtube.com/@letsgowin

Join host Emily Wearmouth for the very special episode of Security Visionaries recorded live at Infosecurity Europe. She's joined by Holly Foxcroft, Ian Golding, and Rich Davis to discuss the crucial conversations CISOs need to have with their CEOs this year. The episode dives into four key areas: cost, risk, innovation, and AI, offering insights and exploring the differing perspectives between tech leaders and CEOs.

Great ideas often die, not because they're wrong, but because no one knows how to influence others to act on them. In leading today's complex organizations, it's not enough to be right. The real challenge for leaders is getting people to change behavior, and stay changed. In this episode, we sit down with Joseph Grenny, co-author of Crucial Conversations and one of the world's leading experts on influence and behavior change, to unpack the science and strategy behind lasting behavior change using his powerful Six Sources of Influence framework. We explore the difference between persuasion and true influence, why most change efforts fail, and how even well-intentioned leaders often rely on the wrong tools—like incentives or policies—when they should be focusing on motivation, social systems, and structural design. Joseph shares real-world stories, including how The Other Side Academy transformed the lives of former felons without a single failed drug test in over a decade. We also look at corporate examples, such as how to pitch ideas internally, how to harness peer pressure the right way, diagnose resistance to change, and why influence always begins with empathy, not authority. ________________ Start your day with the world's top leaders by joining thousands of others at Great Leadership on Substack. Just enter your email: ⁠⁠https://greatleadership.substack.com/

Still traumatized over an angry explosion she'd aimed at an abusive leader years before, a leader asks her coach to help her access healthy assertion to use during moments of conflict.Where are you on the assertion scale? Our assessments will tell you.In the episode, ASSERTION got divided into two skills: AWARENESS and EXPRESSION.The four-step script to build healthy ASSERTION is:SituationFeelingWantOutcomePart of assertion is EMOTIONAL INTELLIGENCE. Our tool defines EQ and gives exercises. Download it here.“Unlocking Executive Presence Through Emotional Intelligence” Episode 232. The concept explained and tools provided.Download “The Feeling Word Grid” here.Ready for an amazing growth experience? Explore Brené Brown's Dare to Lead course.Often recommended. Always helpful. Crucial Conversations.More tools in the ASSERTIVENESS category in the archive.Episodes with assertiveness tools: 220 - Holding Boundaries219 - How to Set Boundaries210 - How to Grow Your Self-Management86 - Intimacy in Business: Setting Boundaries198 - Psychological SafetyConsidering coaching? Talk with Tom. Send him an email here. Additional resources are in our monthly email. Sign up here.Until next time!Thanks! from The Look & Sound of Leadership team 

Could you use some inspiration for a bigger review this summer? In this episode, Morten and Lars provide reflections, which were also shared at their GTD Master Class Retreat. They include: - Approaching your Horizons of Focus bottom-up and top-down - Reviewing/aligning your Horizons of Focus with your life partner - Tips for seeing what you're not seeing ..and more! We hope that this helps you in your 'GTD journey' and if it does, or if you have questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

In this insightful episode of the Roadmap to Secure Love, Kimberly Castelo and Kyle Benson unpack the often-overlooked conversations couples need to have in order to build trust, safety, and lasting connection.Many couples assume they are on the same page when it comes to sexual intimacy — but unspoken differences around sexual imagery, emotional affairs, social media boundaries, and private sharing can quietly erode trust. Without clear communication and intentional agreements, even small misunderstandings can turn into painful betrayals.In this episode, you'll discover:Why open conversations about sexual intimacy are crucial for secure relationshipsHow unspoken assumptions lead to trust violationsThe role of curiosity and vulnerability in navigating difficult topicsHow to co-create boundaries that honor both partnersPractical tools to protect emotional and sexual connectionWhether you're dating, engaged, or married, these conversations are essential to creating a secure and deeply intimate relationship.Follow The Roadmap to Secure Love on Apple, Spotify, and YouTube. Until next time, stay connected and love fully. ❤️ Additional Resources for You: Take the free Attachment Style Quiz to discover your attachment style today!Sign up for the Secure Attachment Path to foster deep, secure connections within your relationships.

Empowering Nurses to Lead with Helen Redekopp WHR 3.229: Transforming Frustration into Leadership Episode Summary: In this inspiring episode of the Work at Home Rockstar Podcast, Tim Melanson sits down with Helen Redekopp, a seasoned nurse and the founder of Redekopp Enterprises. Helen shares her journey from feeling unsupported in her early career to becoming a leadership development expert for nurses. She dives into the power of mentorship, the importance of listening to your gut, and how she's using her decades of experience to empower Canadian healthcare professionals. Who is Helen Redekopp? With over 40 years in nursing, Helen Redekopp has transformed her clinical experience into a thriving coaching and consulting business. She helps nurses develop leadership skills and navigate challenging career transitions, especially those who feel stuck or frustrated in their current roles. After working internationally, she's now focused on making a difference in Canadian healthcare. Connect with Helen Redekopp: Website: https://redekoppenterprises.com/ Facebook: https://www.facebook.com/profile.php?id=100084003614594 Host Contact Details: Website: https://workathomerockstar.com Facebook: https://www.facebook.com/workathomerockstar Instagram: https://www.instagram.com/workathomerockstar LinkedIn: https://www.linkedin.com/in/timmelanson YouTube: https://www.youtube.com/@WorkAtHomeRockStarPodcast X / Twitter: https://twitter.com/workathomestar Email: tim@workathomerockstar.com In this Episode: [00:01:00] — Story of Success: International leadership development in the Middle East [00:06:30] — Lessons from Failure: Trust, gut instincts, and asking better questions [00:12:45] — Tools of the Trade: Thinking Into Results, Crucial Conversations, support groups [00:22:00] — Guest Solo: Helen's mission to support Canadian nurses and spark innovation in healthcare [00:28:15] — How to Work with Helen: Connect for a free consultation

Show notes / Cheat Sheet Infographic / Free Audiobook / IN THIS EPISODE: New York Times bestselling author and Communication expert Jefferson Fisher offers a transformative approach to handling difficult conversations by focusing on emotional understanding, self-control, and connection rather than winning arguments. Learn how to argue less and talk more with Jefferson Fisher's simple 3-step system. This summary covers all key ideas from the bestselling book on handling tough conversations and solving conflicts. TOPICS: Conflict resolution, confidence, Boundaries, communication, emotional intelligence KEY FIGURES: NASA, Crucial Conversations, Jefferson Fisher, Jeanette Winterson, Difficult Conversations, Emotional Intelligence, StoryShots, Storyshots App, How to Talk to Anyone, Josh Billings, The Next Conversation: Argue Less, Talk More SUMMARY: Jefferson Fisher, a trial lawyer from Texas, shares his insights on effective communication and conflict resolution in his book 'The Next Conversation'. His approach emphasizes understanding the underlying emotions and struggles driving conflicts, rather than trying to win arguments. Fisher argues that most arguments stem from personal pain and unaddressed emotional challenges, and by shifting from a combative mindset to a curious and empathetic one, individuals can transform difficult conversations into opportunities for deeper connection. Fisher introduces a three-step communication system: say it with control, say it with confidence, and say it to connect. Key strategies include managing emotional reactions through techniques like strategic breathing, using purposeful silence, and avoiding reactive responses. He provides practical tools for handling difficult people, setting healthy boundaries, and framing conversations clearly, with a focus on understanding the other person's perspective rather than proving oneself right. The book offers guidance for navigating tough conversations in various contexts, including workplace interactions and personal relationships. Fisher emphasizes the importance of emotional self-control, assertive communication, and active listening. His approach is rooted in his legal experience and aims to help people turn potentially confrontational situations into opportunities for mutual understanding, respect, and stronger relationships. KEY QUOTES: • "Arguments aren't about winning, they're about understanding people." - Jefferson Fisher • "If I can't be a bridge, I'll be a lighthouse." - Jefferson Fisher • "When you shift from trying to win to seeking understanding, you find solutions that seemed impossible." - Jefferson Fisher • "The person you see isn't always the person you're talking to." - Jefferson Fisher • "Confidence comes from taking action." - Jefferson Fisher KEY TAKEAWAYS: • Arguments are more about understanding underlying emotions and personal struggles than winning or proving a point • Effective communication involves controlling your own emotional reactions before addressing conflicts • Confidence in communication grows through action, not just intention - practice assertive and clear communication techniques • Strategic silence and well-timed pauses can be powerful communication tools, especially when dealing with difficult people • Setting healthy boundaries requires clear, direct communication with specific consequences and follow-through • Tough conversations are opportunities to deepen relationships when approached with curiosity and empathy • Every conversation can be different from the last - focus on learning and understanding rather than being right • Communication skills like emotional self-control, active listening, and framing conversations clearly are essential for resolving conflicts Learn more about your ad choices. Visit megaphone.fm/adchoices

Come share insights from AIMW25 with Julie Byington C-TAGME, Ashley Johnson C-TAGME, Samatha Ankireddy MD, and Laura Thompson MD on effective communication and navigating difficult conversations. Understanding our own emotions and personality traits—while being attentive to others' verbal and non-verbal cues—helps build emotional intelligence and promotes respectful, productive dialogue. Adapting communication styles to different personality types and approaching high-stakes conversations with preparation, psychological safety, and clear follow-up can transform potential conflicts into opportunities for breakthrough. Claim CME for this episode at curbsiders.vcuhealth.org! Website | Instagram | Twitter | Subscribe | Patreon | Free CME!| Youtube  thecurbsidersteach@gmail.com Credits Producer, Script, CME: Era Kryzhanovskaya MD Show notes, Infographic, Cover Art: Rebecca Garber MD Hosts, Editors:  Era Kryzhanovskaya MD, Molly Heublein MD Technical Support: Podpaste Guests: Julie Byington C-TAGME, Ashley Johnson C-TAGME, and Samatha Ankireddy MD and Laura Thompson MD Technical support: Podpaste Theme Music: MorsyMusic  Show Segments Intro, disclaimer, guest bio Guest one-liner/ Reflections on AIMW25 conference Exploring the Crucial Conversation Framework Learning how to maintain psychological safety  Using tools like the Mint HR Smalley Trent Personality Test to gain personality awareness  Tailoring communication styles based on personality for more productive dialogue and reduced conflict Skill for being an active listener  Take home points Outro

Ever wonder how “that woman” does it? You know the one—she  knows everyone, is in the right room at the right time, and has the perfect connection for what you're looking for. This week, Jenny Mitchell pulls back the curtain on the not-so-secret, yet rarely talked about, art of building and maintaining a powerful leadership network. In this episode, Jenny shares the real reasons behind why strong leaders aren't just good at their jobs—they're connected, curated, and community-driven.  Whether you're an extrovert who thrives in a crowd or an introvert who excels one-on-one, community building is a skill you can learn. I'll share practical tips, the benefits of nurturing your network, and how to make time for new connections—even when your schedule feels full. This episode is for ambitious, compassionate women who want to lead with impact and build meaningful relationships along the way. Let's get started.   Key Takeaways: Strong communities are built with intention, not luck. Networking is essential for leadership and growth. Compassionate leadership includes accountability. Maintaining and celebrating relationships strengthens your network. Choose networking methods that align with your style—but do it consistently.   Chapters: 00:00 Building Strong Communities: The Foundation of Leadership 02:54 The Importance of Networking for Leaders 05:59 Masterminds and Collaborative Support 09:12 Digital Networking: Leveraging Online Platforms 12:11 Feeding Your Network: Maintaining Relationships 14:54 Strategic Connections: Future Networking 18:13 Creating Meaningful Communities and Retreats   If you loved this episode, you'll also enjoy: Episode 6.1 - Work Life Integration: Lessons Learned from a Workaholic Woman: https://chavender.com/underdog-leadership-podcast/work-life-integration-lessons-learned-from-a-workaholic-woman/  Episode 6.4 - Compassionate Accountability for Leaders (ft. Nate Regier): https://chavender.com/underdog-leadership-podcast/compassionate-accountability-for-leaders/    Episode 4.7 - How to Leverage the Enneagram for Crucial Conversations: https://open.spotify.com/episode/4ixwdvlzwy8whjr90r0S8Q?si=JN9P7OoiSxKkRg3X6gsYPw    — ✨Buy the Embracing Ambition Book: https://chavender.com/embracing-ambition-the-book/   Book a discovery call: https://calendly.com/jennychavender/30min?back=1&month=2022-09 Lean into Meaningful Conversations with this complimentary 20 minute video all about the tools and techniques for moving conversations forward: https://youtu.be/zv1N_ZsDEAs Don't miss an episode by joining my Podcast VIP Email List: https://chavender.activehosted.com/f/27 Catch me on email: jenny@chavender.com Check out my website: chavender.com Hop on over to Instagram: @jennychavender Let's connect on LinkedIn: Jenny Mitchell, CFRE, CEC, DMA   "See" me on Youtube: https://www.youtube.com/channel/UC0Q97-c98aPUmfhzlpswfsw

How victim, villain, and helpless stories sabotage our most important conversations.The hardest conversations aren't just about what you say to the other person. According to Joseph Grenny, critical conversations begin with the stories that you tell yourself.As a leading expert on business performance and communication, and a New York Times bestselling co-author of Crucial Conversations, Grenny explains that navigating high-stakes communication starts by examining the internal narratives we bring into these situations. “You and I use three consistent types of stories in these moments that don't serve us well,” he says: Victim stories (emphasizing our innocence), villain stories (demonizing the other person), and helpless stories (justifying our poor responses). "Those three kinds of stories are what amp up our emotions and justify us in our unhealthy responses," he says.In this episode of Think Fast, Talk Smart, Grenny joins Matt Abrahams to share practical strategies for mastering difficult conversations through what he calls "TLC" — truth, love, and competence. From recognizing your motives during conflict to accepting your role in creating it, he offers tools for staying focused on what you really want rather than getting hijacked by short-term emotional impulses.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium Episode Reference Links:Joseph GrennyJoseph's Book: Crucial Conversations  Ep.105 Radical Candor: The Communication Shift That Can Transform Your CareerEp.148 Conviction and Compassion: How to Have Hard Conversations  Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:16) - Influence & Why It Matters (04:15) - Truth & Love: The Foundation of Accountability (06:35) - Showing You Care & Respect Others (08:19) - Recognizing Motives in High-Stakes Moment (14:13) - Managing Emotions in Crucial Conversations (20:08) - The Final Three Questions (25:24) - Conclusion    ********This episode is sponsored by Grammarly. Let Grammarly take the busywork off your plate so you can focus on high-impact work. Download Grammarly for free today Become a Faster Smarter Supporter by joining TFTS Premium.   

How do you use Getting Things Done® (GTD) when it comes to digital decluttering? In this episode, Morten and Lars approach the topic with different perspectives, including: - A Natural Planning Model-approach for digital decluttering - Their specific advice and thoughts on specific areas such as digital files, photos - Their generic recommendations on email folders ..and much more, including learning the Danish word 'Gækkebrev'! We hope that this helps you in your 'GTD journey' and if it does, or if you have questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

Podcast Show Notes – Episode 231 | 05.27.2025 Episode Title: How to Shape Your Culture      Episode summary introduction: Sean Barnes discusses the critical role of selecting the right tools for effective leadership, emphasizing their impact on organizational success. He explores how leaders can set the direction and culture within their organizations, ensuring alignment and cohesion. The episode delves into managing employees and high performers, highlighting the importance of nurturing talent within the established culture. Sean addresses the challenges of detached leadership and organizational chaos, offering strategies to mitigate these issues. He stresses the necessity of having uncomfortable conversations and shares leadership book recommendations, providing valuable insights for leaders aiming to enhance their effectiveness and drive positive change.   Key Moments 0:11 – Introduction and importance of the right tools for leadership 1:00 – Setting the direction and culture of your organization 2:44 – Managing employees and high performers within the culture 4:02 – Addressing detached leadership and organizational chaos 5:23 – The necessity of uncomfortable conversations and leadership book recommendations   Key Takeaways Maintaining a cohesive organizational culture requires clear communication and consistent reinforcement of core values. Effective leaders must be prepared to have difficult conversations to correct behavior that deviates from the organization's values. Books like "Crucial Conversations" and "Extreme Ownership" can provide valuable strategies for leaders facing challenges in managing their teams.   Host: Sean Barnes Website: https://www.wsssolutions.com/ https://www.seanbarnes.com LinkedIn: https://www.linkedin.com/in/seanbarnes/ https://www.linkedin.com/company/wsssolutions/ https://www.linkedin.com/company/thewayofthewolf/ LinkedIn Newsletter: https://www.linkedin.com/newsletters/7284600567593684993/

In this episode, Tina Anderson, founder of Just Thrive, enlightens us on all things gut health and its link to everything from mood to glowing skin. Tina spills the tea on how modern living (hi, glyphosate and antibiotics) is impacting our microbiome more than we ever realized. Ahead, Tina also shares her personal journey from attorney to gut health disruptor, plus the affirmations and spiritual practices she swears by for manifesting her dream life and soulmate relationship. Krista + Tina also get real about breaking free from ego and living authentically.  Understand how mindset, intention, and conscious relationships are the true foundations for long-term happiness and success. Whether you're biohacking your wellness routine, dreaming of starting your own soulful business, or searching for ways to become more magnetic, this is for you!  We also talk about: Signs of an unhealthy microbiome + why “bloating” isn't always what you think   Affirmations + subconscious reprogramming for next-level manifestation   Healing the mind-gut connection—how brain + belly talk affect mood + intuition   Spiritual tools for calling in your soul purpose (and true love!)   The “Crucial Conversations” that deepen relationships + keep love alive   Busting myths about probiotic refrigeration + what actually works   The realities of building a conscious, female-founded business   Why prioritizing pleasure, connection + community is the real glow-up Resources For a limited time, you can save 20% off sitewide at https://justthrivehealth.com/discount/almost30 with promo code: ALMOST30. Instagram: @justthrivehealth Pre-order our book, Almost 30: A Definitive Guide To A Life You Love For The Next Decade and Beyond, here: http://bit.ly/Almost30Book.  Sponsors: BetterHelp | This episode is brought to you by BetterHelp. Give online therapy a try at betterhelp.com/almost30 and get on your way to being your best self with 10% off your first month. AX3 | AX3 has generously offered a 20% discount on your first order when you visit AX3.life and use promo code ALMOST30 at checkout. SKIMS | Check out SKIMS best intimates including the Fits Everybody Collection and more at https://www.skims.com/almost30 #skimspartner BEAM | Visit https://shopbeam.com/ALMOST30 and use code ALMOST30 to get our exclusive discount of up to 40% off. STEMREGEN | Use code ALMOST30 for 15% off your entire one-time purchase—no minimum required, one use per new customer, and not valid with other discounts. To advertise on this podcast please email: ad-sales@libsyn.com or go to https://advertising.libsyn.com/almost30.  Learn More: almost30.com/learn almost30.com/morningmicrodose almost30.com/courses  Join our community: facebook.com/Almost30podcast/groups Podcast disclaimer can be found by visiting: almost30.com/disclaimer.  Find more to love at almost30.com! Almost 30 is edited by Garett Symes and Isabella Vaccaro. Learn more about your ad choices. Visit podcastchoices.com/adchoices

Send us a textJust under a year ago on Talking About Kids, the attorney Charles Jamieson recommend mediation, not litigation, to protect kids' well-being during a divorce. My guest today, Karen McNenny, is a mediator and more. Karen is a Certified Divorce Coach, CoParenting Specialist, Crucial Conversations trainer, and Gracious Space facilitator. As you will hear, Karen is passionate about shifting the focus from “getting a divorce” to “being divorced,” because, she contends, it is everything that happens after the paperwork that really impacts kids. More information about Karen and divorce coaches is at talkingaboutkids.com.

How do you use Getting Things Done® (GTD) when it comes to vacations? In this episode, Morten and Lars revisit the topic of GTD and vacations for 2025. Some things have changed since last time, so listen to this episode, where Morten and Lars talk about: - Their use of the Natural Planning Model for vacations - Their use of travel checklists - Their current thinking on how to do your GTD practice while on vacation ..and much more! We hop that this helps you in your "GTD journey" and if it does, or if you have questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

In today's episode, Bob ‘n Joyce pick up where they left off in episode 185, diving deeper into how leaders can navigate turbulent and unsettling times with intention and heart. The key? Leaders must first ground themselves before engaging in conversations about what the business needs to move forward. But how do you get grounded? Where do you start, and with whom? And how can leaders truly support their teams—not just to survive, but to thrive? Here are a few hints to guide the discussion: • Start by scanning the environment before jumping into action. • Never underestimate the power of a meaningful conversation. • Speak the truth—sugarcoating doesn't soothe, truth does. • Counter exhaustion by encouraging play and nurturing the system. Like episode 185, there are no neat bows here—just real, practical ideas to chew on. So come on in. Grab a soothing snack or beverage. Welcome!

Whether it be a tough conversation you need to have with an employee or  need to de-escalate an issue or job gone awry  with a customer, we are unlocking the tools to better prepare ourselves for the dynamic of crucial conversations. With a passion for this topic, NCG Sr. Business Coach Colin is here to share key points from “Crucial Conversations: Tools for Talking when the Stakes are High” with practical application to the relationships and conflicts we often encounter. 

Welcome back to the Mind Movement Health Podcast! In this enlightening episode, host Kate Boyle sits down with special guest Amy VanLiew, an expert in helping women over 50 build bone strength and improve their health through specialized fitness programs. Amy shares her journey from a corporate engineer to a health coach and personal trainer, highlighting the importance of strength, low-impact cardio, Pilates, and posture. The discussion dives deep into osteoporosis and osteopenia, offering invaluable insights into building and maintaining bone density through resistance training, starting as early as your 20s and 30s. Amy also provides practical tips on how to incorporate strength training safely, emphasizing the importance of mobility, flexibility, posture, and balance. Discover key advice on when to start thinking seriously about your bone health and the benefits of consistent, mindful exercises. Plus, learn how to handle stress and its impact on physical well-being. Whether you're already experiencing bone density issues or looking to prevent them, this episode is packed with advice and encouragement.   Connect with Amy: Even as your aches and pains of age can start to creep in, Amy helps women over50 get moving through online workouts and specialized programs designed for just what we need-strength, low impact cardio, Pilates, balance, posture and more. What's different from traditional workouts (often geared toward people in their 30s) is that hers will leave you feeling good, not beat up. That way, you can “be healthy...enough” to do all the things you love to do in life! After retiring from a 26-year career as an Engineering Program Manager, Amy carved out a space in her life to pursue a greater passion for helping others. She knows that it takes time and effort to be healthy without aggravating the aches and pains that naturally come with age. She pursued extended education to focus specifically on what women over 50 struggle with including a certification in Integrative Nutrition, Menopause, Arthritis and Osteoporosis Fitness, Myofascial Release using the MELT Method, Corrective Exercise with The Biomechanics Method and has just completed an intense Pelvis Pro course with Dr Sarah Duvall. Along with filming new content for her digital fitness studio, Amy loves spending time at home with her husband and 2 furry kids, and continually expanding how many women over50 she helps get moving and feeling better! Website: https://behealthyenough.com/  YouTube: https://www.youtube.com/@BeHealthyEnough Instagram: https://www.instagram.com/behealthyenough/ Facebook: https://www.facebook.com/behealthyenough Linktree: https://linktr.ee/behealthyenough?fbclid=PAZXh0bgNhZW0CMTEAAaeHm_rMIlZT6rLjZYa_LLzNDwaLI2W_dd5YsOSIDdAjsIplIJcS4mHg6AjPKg_aem_8k2OhGkJc9NoWYAUXTdzUQ TikTok: https://www.tiktok.com/@behealthyenough   Ready to escape to Serenity? Then come join our 2025 Pilates Retreat in Thailand! This retreat promises a full week of relaxation, exploration, and rejuvenation tailored for everyone. Get ready for daily Pilates, nourishing food, enriching activities, and meaningful connections with the beautiful backdrop of Thailand. Spaces are limited to only 16 participants so get in now and grab your spot on the link below: https://www.mindmovementhealth.com.au/thailand-retreat/   Connect with Kate: Website: MindMovementHealth.com.au Facebook: facebook.com/MindMovementHealth Instagram: instagram.com/MindMovementHealth Haven't subscribed to the podcast yet? Be sure to subscribe and leave us a review at: Apple Podcasts

On today's episode, I'm sitting down with operations consultant Madi Waggoner to discuss one of the most anxiety-inducing parts of scaling a digital product business: hiring help! As a solopreneur who waited over a year to hire my first VA, I'm so excited to bring you someone who specializes in helping online entrepreneurs set up systems and make their first hires without losing their minds.A few things we cover in this episode:The foundational systems every digital product business needs from day one (even if you're starting scrappy!)How to know when you're actually ready to hire help (beyond just feeling overwhelmed)The costly mistake Madi made that left her with zero income just 3 weeks after having her babyThe practical ways to set up finances so you can hire with confidence, not panicWhy your password manager might be sabotaging your ability to delegate effectivelyResources mentioned in this episode:Madi's Founders Focus Assessment (free tool to identify what tasks to delegate)1Password (recommended password manager for teams)Crucial Conversations (book recommendation for managing team members)Connect with me:Instagram: @abigailpeughConnect with Madi:https://buildingremote.co/Make sure to hit subscribe/follow so you never miss an episode!

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3086: Chris of KeepThrifty shares practical, tested strategies for growing your income faster than inflation averaging 8% annually over 15 years by becoming a high-value team member. Learn how to lead with purpose, invest in your own development, support your team, and tackle the tough jobs no one else wants, all of which set you up for financial freedom. Read along with the original article(s) here: https://www.keepthrifty.com/earn-like-a-boss-spend-like-an-intern/ Quotes to ponder: "Decisions are easier, priorities are clearer, and everyone just seems to work together better." "You need to keep learning and growing." "Improving your team helps your company a lot and you even more." Episode references: Crucial Conversations: https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/0071771328 The Obstacle Is the Way: https://www.amazon.com/Obstacle-Way-Timeless-Turning-Triumph/dp/1591846358 Start with Why: https://www.amazon.com/Start-Why-Leaders-Inspire-Everyone/dp/1591846447 Learn more about your ad choices. Visit megaphone.fm/adchoices

Laurie Stewart, CEO of Peacemaker Ministries, joins Matt and John to discuss the origins of conflict and how to handle conflict. Resources Peacemaker Ministries (organization) Arbinger Institute (organization) The Colossian Forum (organization) Crucial Conversations by Joseph Grenny (book) The Anatomy of Peace from The Arbinger Institute (book)

Are you experiencing project blindness? It happens to all of us over time, our project list doesn't give us the perspective we need. Fortunately, there's a way back! Listen to this episode, where Morten and Lars talk about: - Their own experience with project blindness - How you might spot your own project blindness - Their strategies for how to deal with it ..and much more! We hop that this helps you in your GTD journey and if it does, or if you have questions for us to pick up in the podcast, you can reach us at podcast@vitallearning.dk And as always, we'd love for you to follow or connect with us on LinkedIn! We always like to connect with GTD'ers from around the world, you can find the links to our YouTube profiles in the Links below. We have some really cool free webinars coming up, which we really want you to join

Discover all of the podcasts in our network, search for specific episodes, get the Optimal Living Daily workbook, and learn more at: OLDPodcast.com. Episode 3082: Seth Sinclair shares a powerful framework for negotiating with clarity, confidence, and empathy, helping you reach mutually beneficial outcomes without damaging trust or relationships. By focusing on curiosity, active listening, and honest communication, you'll walk away from difficult conversations feeling respected, and more likely to get what you want. Read along with the original article(s) here: https://michaelmehlberg.com/blog/2016/10/17/how-to-win-a-negotiation-without-destroying-relationships Quotes to ponder: "Curiosity diffuses conflict, lowers defenses, and opens the door to understanding." "Always seek to understand what the other person wants and why they want it." "Compromise isn't weakness, it's the recognition that both sides have value." Episode references: Crucial Conversations: https://www.amazon.com/Crucial-Conversations-Talking-Stakes-Second/dp/1469266822 Never Split the Difference: https://www.amazon.com/Never-Split-Difference-Negotiating-Depended/dp/0062407805 Getting to Yes: https://www.amazon.com/Getting-Yes-Negotiating-Agreement-Without/dp/0143118757 Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode Overview-Spirit-anointed leadership influences greatly-Crucial conversations are essential-Jesus and Paul modeled them-Avoiding them harms everyone-Truth strengthens relationships-Effective conversations need preparationShow notes and resources

This week, we are so thrilled to bring you a conversation with Joseph Grenny. If you've ever read Crucial Conversations, Influencer, or Change Anything, then you already know the immense impact of Joseph's work. His books have sold millions of copies and become essential texts for building trust, improving relationships, and transforming the way we communicate in every area of life—from families to Fortune 500 companies.Joseph is more than an author. He's a social scientist, a business leader, and a force for good. He's co-founded organizations like VitalSmarts and The Other Side Academy, the latter of which has redefined what it means to help people rebuild lives after addiction and incarceration. Joseph's work is deeply practical and profoundly humane—it's about understanding the moments that shape us, the conversations that define us, and the courage it takes to truly connect with each other.In this episode, we explore how to navigate the most emotionally charged and high-stakes conversations—what Joseph calls "moments of disproportionate influence." He shares insights on why avoiding hard conversations only compounds harm, how to speak honestly without losing relationships, and the unexpected ways crucial conversations can lead to healing and deeper connection.Joseph even offers tools for the moments we dread most: when values clash, when trust has eroded, or when we're afraid our words will only make things worse. This conversation is full of wisdom, heart, and, yes, practical strategies you can use right away. Whether you're looking to strengthen a marriage, or navigate a family faith transition, or just get better at work relationships, this one's for you.We are so grateful Joseph joined us to share his hard-won insights, and we can't wait for you to hear this. And with that, here's our conversation with Joseph Grenny.

Most companies hand out rigid scripts packed with interrogation-style questions to train people on talking to cash buyers—but that's not how you build real connections.  Nathan Payne joins us to share a smarter, more effective approach to growing your cash buyer list. He'll guide you step by step on how to start genuine conversations, nurture relationships, and create a solid plan to keep your cash buyers coming back.  Ready to level up your wholesaling game? Dive into Brent's TP Training Program TTP training program and learn the exact steps to become a successful real estate wholesaler! ---------Show notes:(0:47) Beginning of today's episode(2:26) Real estate is determined by the ready-enable buyers(7:16) The outline of every step in finding five different types of buyers(11:17) Nathan gives tips for people who are paying for lead lists(11:50) What you need to know in order to get the criteria(17:23) The importance of practicing open-ended questions (who, what, where, why, and how)(28:41) How to find more deals and take action on the leads in your database----------Resources:BatchleadseBayZillowBatchTVFollow Nathan's Acquisition Manager Mastery Group hereTo speak with Brent or one of our other expert coaches call (281) 835-4201 or schedule your free discovery call here to learn about our mentorship programs and become part of the TribeGo to Wholesalingincgroup.com to become part of one of the fastest growing Facebook communities in the Wholesaling space. Get all of your burning Wholesaling questions answered, gain access to JV partnerships, and connect with other "success minded" Rhinos in the community.It's 100% free to join. The opportunities in this community are endless, what are you waiting for?