Podcasts about Chicago Cubs

Full Show -- November 12, 2025 full 8183 Thu, 13 Nov 2025 05:59:00 +0000 aCNh6ERKL6hjRZHCHr9C3xfNtU8OiitW sports Spiegel & Holmes Show sports Full Show -- November 12, 2025 Matt Spiegel and Laurence Holmes bring you Chicago sports talk with great opinions, guests and fun. Join Spiegel and Holmes as they discuss the Bears, Blackhawks, Bulls, Cubs and White Sox and delve into the biggest sports storylines of the day. Recurring guests include Bears cornerback Jaylon Johnson, former Bears coach Dave Wannstedt, former Bears center Olin Kreutz, Cubs manager Craig Counsell, Cubs second baseman Nico Hoerner and MLB Network personality Jon Morosi. Catch the show live Monday through Friday (2 p.m. - 6 p.m. CT) on 670 The Score, the exclusive audio home of the Cubs and the Bulls, or on the Audacy app. © 2025 Audacy, Inc. Sports False https://player.amperwavepodcasting.com?feed-link=https%3A%2F%2

In the first hour of the show, Laurence & Spiegs react to Cubs President of Baseball Operations Jed Hoyer saying that he believes that the Cub lineup is season ready.

It's time to clear the docket and Friend of the Court Nick Offerman(Parks and Recreation, Death By Lightning) is here to help! Should one bring a whole, uncut watermelon to a party? Is polyurethane better than a wood oil finish? Is walnut an overused wood? Nick helps settle these cases and much more, including the question that rocks this Court: IS KETCHUP GOOD ON FRENCH TOAST?Nick's newest book Little Woodchucks: Offerman Woodshop's Guide to Tools and Tomfoolery is out NOW wherever you get books! And you can see him on DEATH BY LIGHTNING now on Netflix.New JJHo merch for the holidays and Cozy Season is available at MaxFunStore.com! Don't miss out on a chance to get your RIGHT or WRONG caps, the PURE JUSTICE SMELL candle, and your COZY GOTH comfy clothes!Please consider donating to Al Otro Lado. Al Otro Lado provides legal assistance and humanitarian aid to refugees, deportees, and other migrants trapped at the US-MX border. Donate at alotrolado.org/letsdosomething.We are on TikTok and YouTube! Follow us on both @judgejohnhodgmanpod! Follow us on Instagram @judgejohnhodgman! Judge John Hodgman is member-supported! Join at $5 a month at maximumfun.org/join!

Head to the Binny's at 790 Royal St. George Dr in Naperville to get your Parce this week! BRUCE BOLT - Texas-based designer of premium batting gloves: Look good. Hit dingers. ⁠⁠⁠⁠⁠⁠⁠https://brucebolt.us/?afmc=HAPP⁠⁠⁠⁠⁠⁠ On this week's episode of the Compound Podcast with Ian Happ, Ian Happ is off traveling for the Gold Glove awards, so we make a call to bullpen and bring back returning champions Zack Short and Scott Effross to talk World Series, Gold Gloves, Kyle Hendricks' retirement and some football. Check out full video episodes on Marquee every Thursday and on YouTube on the Marquee Sports Network channel. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Laurence Holmes & Matt Spiegel react to Cubs President of Baseball Operations Jed Hoyer saying that the team will mostly target pitching this offseason.

Leila Rahimi and Marshall Harris looked ahead to the Bears' game against the Vikings on Sunday and discussed what they Cubs should be focused on adding to their roster this offseason.

Leila Rahimi and Marshall Harris opened their show by discussing how their expectations for the Bears will change if they beat the Vikings on Sunday. After that, they listened and reacted to Cubs president of baseball operations Jed Hoyer's comments about what the club is focused on adding this offseason. Later, they wondered how the Cubs will replace right fielder Kyle Tucker, who seems set to leave in free agency.

Leila Rahimi and Marshall Harris listened and reacted to Cubs president of baseball operations Jed Hoyer's comments about what the club is focused on adding this offseason.

In the second hour, Mike Mulligan and David Haugh previewed the offseason for the Cubs and debated what moves they should make. After that, Dan Wiederer of The Athletic joined the show to discuss the latest Bears storylines and to look ahead to their game against the Vikings on Sunday.

From ‘The Compound' (Subscribe Here): On this week's episode of the Compound Podcast with Ian Happ, Ian Happ is off traveling for the Gold Glove awards, so we make a call to bullpen and bring back returning champions Zack Short and Scott Effross to talk World Series, Gold Gloves, Kyle Hendricks' retirement and some football. To learn more about listener data and our privacy practices visit: https://www.audacyinc.com/privacy-policy Learn more about your ad choices. Visit https://podcastchoices.com/adchoices

Mike Mulligan and David Haugh discussed the Cubs' plans for the offseason as the GM Meetings are underway in Las Vegas. They also looked ahead to the Bears-Vikings game Sunday.

Mike Mulligan and David Haugh opened their show by reacting to Cubs president of baseball operations Jed Hoyer's comments at the GM Meetings, where he addressed the organization's choice to decline the option on left-hander Shota Imanaga's contract that would've kept him under club control for the next three seasons. Later, Mully and Haugh conducted the Pick 6 segment, where they debated the top sports stories of the day.

In the final hour, Mike Mulligan and David Haugh were joined by NFL Network reporter Stacey Dales to discuss the latest Bears storylines and to preview their game against the Vikings on Sunday in Minneapolis. After that, Score baseball insider Bruce Levine joined the show live from the GM Meetings in Las Vegas. He discussed the Cubs' plans for the offseason and what moves they could make.

Mike Mulligan and David Haugh were joined by Score baseball insider Bruce Levine live from the GM Meetings in Las Vegas. He discussed the Cubs' plans for the offseason and what moves they could make.

Mike Mulligan and David Haugh continued to discuss the top sports stories of the day in the Pick 6 segment.

Mike Mulligan and David Haugh reacted to Cubs president of baseball operations Jed Hoyer's comments at the GM Meetings, where he addressed the organization's choice to decline the option on left-hander Shota Imanaga's contract that would've kept him under club control for the next three seasons.

The Athletic's Sahadev Sharma and Patrick Mooney are in Las Vegas for Major League Baseball's GM meetings, reporting on the latest developments with the Cubs. At this traditional starting point for the offseason, the Cubs are signaling their intentions to think big with their pitching staff, not ruling out the top free agents. Listen to North Side Territory for a rundown on those early targets, the mood within the front office and the layers to the Shota Imanaga decisions.Check out square.com/go/FOUL and go support your favorite neighborhood spot to see what Square has been up to in your neck of the woods. Two easy ways to support the show: Leave us a nice rating/review here and SUBSCRIBE to NST on Youtube! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

The offseason is underway. Shōta might be on the way out, the Cubs are being connected to free agents the aren't likely to actually try to sign, and Oleg and Praz are here to talk about what Jed's plan is, and why that plan sucks. And, Praz wants to make the case that it's the Brewers now, not the Cardinals who are the Cubs' biggest rivals. As you can imagine, we have some thoughts. All that, and more.

Steve Adams joins Darragh McDonald to discuss Emmanuel Clase and Luis Ortiz getting indicted due to their involvement in a gambling scandal, Shane Bieber's surprising decision to pick up his player option with Toronto, Jack Flaherty choosing to stay in Detroit for another year, the Rays declining the option on Pete Fairbanks, Trevor Story deciding to not to opt out of his deal with the Red Sox, Gleyber Torres and Shota Imanaga getting offered qualifying offers, guys like Lucas Giolito and Devin Williams who didn't receive one, and the Rockies hiring Paul DePodesta as their new president of baseball operations despite him working most recently as an NFL executive.

Tiff and Kristy spell out what it takes to onboard to the best of your ability. They touch on the questions a hiring manager should be asking themself during interviews, how an applicant will be learning about your practice, the appropriate vibes to give out for your business, 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. I am here with you again today with my fave podcaster I'm sorry rest of the team. She's got that title right now. She's got the crown Miss Kristy is here with me today And this one we had to talk about it beforehand and I'm excited. I'm now excited for this We had to brainstorm a little bit before recording this podcast to ensure we were on the right track and like minded on this which I think speaks volume to the   you know, podcast topic, but also to how well our team works together and how well our team really is bonded. And Kristy, before we get into today's topic, first of all, welcome. Thank you so much for giving me, it's Monday today, so giving me your Monday afternoon so we could record a couple of podcasts. How are you?   DAT Kristy (00:50) Good, I always look forward to my Mondays when I get to spend them with you.   The Dental A Team (00:54) Thank you. I used to do these on Fridays, which was like, it's a fun way to end of the week. But I was like, I think it's a fun way to start the week too, because we get time together. And then I just like them better on Mondays. So hopefully you guys do too.   DAT Kristy (01:08) I agree.   The Dental A Team (01:10) So today's podcast, you guys, if you're subscribed to our newsletters, you know that our podcasts kind of follow the same topic and genre of our newsletters. If you're not subscribed to our newsletters, hop over to TheDentalATeam.com, hit subscribe because there's actually, I mean, we follow the same cadence and the same topics, but they're gonna be a little bit different. So if you're looking for more information, a lot of times they have downloads in them too. So if you're not subscribed, go do that.   Our marketing team would love me for that little plug, but truly if you're not getting those yet, you should be, so go grab them. ⁓ Today's topic may be, I think today's topic on podcast might be a little bit different than topic by newsletter. And Kristy and I wanted to take a stab at really kind of switching the mindset on this space. And Kristy, think I'm gonna like boost our egos. I think you and I actually do really, really well.   at seeing something and flipping it and being like, well, what if we looked at it from this angle instead of that one? I think you and I actually do really, really well at that. So thank you for working together with me on that. Today, you guys, your newsletter coming through, like I said, it's gonna be a little bit different. Today's podcast, we're really gonna be talking about not off-boarding, like what to do, how to let someone go, because we're really not here for that. Like the consulting team is here for...   doing everything we can to hire the right person and to make sure that there's complete clarity around everything that each individual is doing, that the path is set and you actually have no questions about keeping them on or off boarding them. Like that's in your court, that is not in our court. So we thought it would be more beneficial and more fun for the two of us to really talk about onboarding correctly and like even before you're onboarding, what that looks like.   Kristy, I think this might actually be fun. I'm just spinning us a little bit, but I kind of want to talk about us attracting you into the Dental A Team because you haven't always been here, right? We have met you, Kiera, I have met you a long time ago, but you haven't been with the Dental A Team forever, even though to us and likely to all of our listeners, it does feel like you have been a part of this team since   DAT Kristy (03:20) No.   The Dental A Team (03:33) the very beginning, which I think also speaks volumes to our topic today because that goes right along with what we're thinking. Now, how did that happen, Kristy? Like, how did Dental A Team, how did we attract you? You found us. ⁓ We are so thankful for it. But how did we attract you, who fit so seamlessly into the dynamics of our team, our goals?   you literally like consult just like we do like everything about you embodies who we are. How is that possible? How did we do that?   DAT Kristy (04:11) Yeah, you know, with every place you go, there's little things that may change a little bit, but the heart of things don't change. And so you're right, if we align not only in process, but also culture. so ⁓ when it came time for my journey to shift and change, it was important to find the like minded space and people. ⁓   not only for me to help them grow, but for you guys to help me grow, right? Like they say, look around who you surround yourself with because you're kind of like the top five people you hang around, right? And so ⁓ it was really important for me to find that culture and process both, you know, and I'll make sure we were aligned.   The Dental A Team (05:05) Yeah, thank you. I think if you guys can hear what she's saying, right, Kristy's saying that she was able to see that she was in alignment with who we are as humans, that our goals, our vision, our company standards really aligned with Kristy. While there might be some caveats and some spaces of learning or some spaces where it's like, okay, I thought it would look like this, but let's try this or and let's try and let's create this. ⁓   DAT Kristy (05:07) Yeah.   The Dental A Team (05:34) That's massive because offboarding, offboarding does, it's not easy, you guys. It's not, there's not an easy peasy process that takes emotions out and just makes it to where you're the robot that can easily just fire people whenever you want. What I do instead is I try to make sure that I'm representing our company to the best that I possibly can in everything that I do. So when I'm going through, I'm the hiring manager for our consulting team.   When I'm going through, I'm doing the same thing Kristy said she's doing. I'm looking to see, does this candidate align with who we are? the response is coming back in alignment with how we speak to each other or how we speak to clients. Is it in alignment with what I would love to see a timeline as, right? Like I've gotten, I've had candidates where I'm like, my gosh, their resume is fantastic. This is the experience that I want, spot on.   I'm gonna reach out to them and I don't hear from them for like a week. I'm like, well, that's not in alignment with us. And so ensuring that on both sides, we're taking a step back and we're questioning the alignment of those pieces, I think is a huge, huge reason why it's been successful. Now, in order to do that, this is a caveat, you guys. You can't just show up and just,   expect everyone to know how to show up, right? You've got to really lead by example. And in my opinion, we are leading by core values, mission and vision. We are driven by the why of this company. And that is what attracts people. That's what attracted Kristy. Kristy was attracted to the why of our company, our mission, our vision.   and how we show up, which are our core values. I show up in our core values, Kiera does, Britt does. When Kristy came to the interview, she was like, okay, got it. I can see it in real life. So Kristy, as an outsider, you're applying for a job. In what ways were you able to see that we did have an alignment or at least enough alignment to say, let's explore this in that... ⁓   hiring process, like in the application process, you're sending your resume outside of listening to us on on podcasts, I'm thinking how can offices kind of emanate and represent that in a space where like minded people can find them?   DAT Kristy (08:06) Yeah, if I'm understanding you correctly, think it's truly... ⁓   You have to make sure you're painting clarity for people on, you have to speak your culture. Like for instance, how many times do we talk to our own clients and say, do you have a mission statement? Do you have core values? And they'll be like, yeah, we do, somewhere. You know what I mean? You have to live it and you can't just say, yes, I have it. You have to show that you have it and you use it and it means something.   The Dental A Team (08:37) Mm-hmm.   DAT Kristy (08:47) Right? And so when I found you guys, you could recite it. You lived it. You wove it into your process. Right? And it told me that it means something to you and you live by it. Like it's our code of conduct, if you will. Right? And it can't just be put in a drawer. You have to keep it alive in order for it to serve the ultimate goal and mission, if you will.   The Dental A Team (09:15) Mm hmm. Yeah, I totally agree. And it's just a it's a rep an outward representation. And so I think even in our job ads, right, and I know I work a lot with clients on this. I know I see you guys doing it, too. I know Monica just helped a client last week with some job ads. But making sure those job ads speak to you because I can write a job ad. But if you copy and paste the job that I wrote, even writing it for you, even my clients that I've worked with for seven plus years,   DAT Kristy (09:16) Thank   The Dental A Team (09:44) I can write it for you and I know you, but unless you go in and speak some of yourself into that ad, it's not gonna hit, it just doesn't resonate. And so a lot of practices too are very different than who I am. So if I write your ad and I attract me to your practice and your practice doesn't, you're not me, that person is likely not gonna be a good fit.   DAT Kristy (09:51) Mm-hmm.   Right.   The Dental A Team (10:13) Right?   It's just, she could or he could for sure for the, maybe for the long run, but attracting that like-minded person takes really being able to know who you are and who you want to show up as and then doing that every single day. It makes me think of like, if I went and applied at Chick-fil-A, I know exactly how I'm supposed to show up. If I apply at Target, if I apply at Starbucks, I know exactly how I'm supposed to show up.   Dutch Bros. I wouldn't apply at Dutch Bros because it's too much energy output. I know that, right? But if I can go to Starbucks where it's still energy output, but not quite as much, it's a little tamer of a coffee process, I really want to be a barista one day. That's why I'm saying these. I would love to be a barista. ⁓ But I'm going to judge it. I'm going to judge where I'm applying based on those aspects. My son did the same thing. His first job even, he's looking at, is this a company I want to work for?   Is this a company that I can represent and be happy at? Because no matter what he understood as an employee, he's walking in as a representation of that facility. And if it's not a company that he is in alignment with, either what they're doing, he doesn't understand what they're doing, or he's not excited to be there himself, he knows that he's not gonna be able to represent that and he's gonna be a really just angry human.   And if they're not happy, that's where off-boarding comes in, right? Like now you're into the space of like this kid, dang it Brody, like you suck. He's like, yeah, cause I hate working here. Got it. Right. Or he sees like team members, employees that are like not loving life. Like he's judging these entry level positions based off of that. So to be in a position where we're high level, we're getting paid way better. We've got some schooling behind us.   DAT Kristy (11:48) See you.   The Dental A Team (12:07) Most of us at least see ease at least some sort of knowledge base or trying to get our foot into dental We're looking at those things as well Like how are people showing up and Kristy as I'm saying that I'm like that might be something that even is lost in the old like drop your resume off at the front desk like used to be able to drop it off and see what it was like to be like, ⁓ This is a place. I want to go or ⁓ okay, like   DAT Kristy (12:26) Yeah.   Mmm.   The Dental A Team (12:32) on and jot that down.   Yeah, so we lose some of that like visibility. But I do think this day and age people are looking at social media, people are looking at websites and people are researching. I know when we get when we get finally to the interview process, if I'm talking to a person who hasn't researched us, and they don't know who we are, they don't know how we show up, they haven't looked at the website, I'm like, well, that might not be a great fit. Because for our culture,   You've already done that. You know you fit and you're excited to work with us. You know?   DAT Kristy (13:04) I agree with you,   Tiff, so much. And I love that you use Dutch Bros. Hopefully everybody, even if you don't drink coffee, they have other things. But ⁓ I'm with you. I couldn't work at Dutch Bros. I appreciate what they do. But it's funny how many times that situation happens in practices and we want to make the employee wrong. And truly it was our process because we attracted the wrong person. I mean, if Dutch Bros. was attracting an introvert,   The Dental A Team (13:26) Hmm.   DAT Kristy (13:33) they'd be off boarding a lot of people, right? And so instead of, I mean, I like to say, I mean, when you and I looked at this topic, I literally was like, well, heck, if we're off boarding that many people, we've got to take some ownership on that side. You know, just like our patients, if there's attrition, we have natural attrition, they move away or death, that's gonna happen with employees too. But if we're having to off board a lot of employees, I think it's time that we take a step back.   The Dental A Team (13:36) Agreed.   DAT Kristy (14:01) and go, how are we attracting and who are we attracting? ⁓ One of the things with, we spoke about core values and our mission statement. I also think like, it's just not our why. And you made mention of this. It's also how we behave and how we show up. It's the why, the what and the how. And we get commitments around that. And if we're not getting that,   I'm always about extreme ownership. So how can I take a step back and attract the right person, attract the extrovert to Dutch brothers, not the introvert to, right? Because we're ultimately setting ourselves up for failure and for the person too. We didn't do right by them if we hired the introvert at Dutch brothers.   The Dental A Team (14:39) correct. Yeah.   I agree. And I think something you said there,   that's the like Simon Sinek, like what, what, how and why, right? And I think something that most practices nail is the what. We know what position we need to hire. We don't nail the how that position shows up for our company. So what, what is the how behind how that position contributes to our team? How do they show up for our team? And how do they show up for the patients? Meaning what is the job?   DAT Kristy (15:03) Thank   The Dental A Team (15:19) that they're doing and what are the metrics that tell us they are doing that job or not? Because oftentimes we also get stuck in the ⁓ mundane like feelings and emotions. And I'm not here to say that a stellar person, know, somebody, I've seen it. I've seen a manager who had stellar collections and like top-notch collections but couldn't communicate with the team. That's an issue, but that's a metric too. Like are we,   You know, how can we tie those things to the metrics? So if we can say your extreme ownership is massive, because if we can say as a leadership team or as an owner, I've done everything I can, they have complete clarity, I've had the conversations, offboarding then is much easier. Offboarding is difficult when there's still confusion, when either that person is gonna be confused because you let them go because they had no idea they did anything wrong.   or if you're confused because you can't even pinpoint why this person doesn't work with your team, you just know they don't work. That's the confusion. the what and the why. So what is the position? Why do you need it? And then how do we show up for that position? And what's the clarity around what that person's supposed to be doing?   DAT Kristy (16:41) I love that you say that, Tiff, because how many times do we even identify, let's just take an easy one. I need to hire a greeter, right? And they need to smile and they have to be able to answer the phone too, but it isn't just answering the phone. It's hearing the warm smile and we do it this way. How much of that did you portray? And even how much of that did you include in your interview process?   The Dental A Team (17:07) ⁓ uh-huh.   DAT Kristy (17:08) you know   what I mean? Did you have them answer a phone? This is really ⁓ a different way of looking at things, but I learned a different process when I was in practice where ⁓ at the end of the applying, it says, do not submit your resume. And we wanted somebody with detail. And so the people that submitted their resumes, mean, some of were great, but we threw it out, right? And we never ever   We also took bias, like people bias out of it. And so our first interview was always over the phone without seeing them. And we would instruct them to call at a certain time and how to handle the call. Like you're gonna schedule me an appointment for, and we wanted to hear, like we gave them specifics and hear how they deliver. Can you see how that then starts to align with our how and why? We painted the clarity of what to do.   and then listened for the results and saw how naturally they fit, if you will. It's a different strategy, but.   The Dental A Team (18:11) Absolutely, we used,   it totally is. used to do, ⁓ what's your favorite, respond to this with your favorite ice cream in the subject line or your favorite candy or your favorite baseball team. I've got offices that are in Chicago and you know, there's the Cubs and the White Sox are both Chicago. So it's like, what's your favorite ⁓ baseball team? Not to say, I love that baseball team too or yes, Sprinkles ice cream is the best, but to say, you caught that detail.   in there and I love that you said that, Kristy. used to, Kiera and I once upon a time had a recruiting company. We are not doing that anymore, everyone, and it is hard. I hated it. It was a long time ago. We don't need to go back there, but that's how I used to schedule the interviews. I would say, awesome. I will chat with you on Tuesday at 2 p.m. You call me. So if they didn't call me, if they missed that interview, they were out. It was an automatic out for me, or if they called late, but I do agree.   with getting the preliminary done, not having a face-to-face for the first time, listen for the details of what you need for that position. So if you're hiring a billing rep and you get someone you're like, I didn't love her on the phone, well, she's not talking to you, she's talking to insurance companies. So that might be okay. But if you're hiring a greeter that you're like, she was super shy, she didn't really, like she wasn't super forthcoming, she didn't have any questions for me, it wasn't engaging, is your patient gonna enjoy talking to that person on the other side? But then flip side of that, Kristy, I think you mentioned   something really, really beautiful you said, if we're hiring a greeter and we want that smiley personality, we want that bubbly person, like you're hiring for those things, but I've also seen practices, and this drives me a little nuts, I've seen practices that are like, I want the bubbly person who's building relationships with the patients, they're smiling, they're making eye contact, and they're excited to see the patients as soon as they walk through the door, they also answer the calls and they can pass it off. You find that person.   DAT Kristy (19:52) You   The Dental A Team (20:08) Right? And then they're like, her details suck and she can't multitask. Well, guess what? Those are two very differing personalities and you got to choose your heart. If she's stellar at building the relationships and your patients are fine waiting five minutes in the front lobby because she's sitting there talking to them and they're not angry when they go to the back, might be okay that she didn't call the insurance company for whatever, you know, whatever detail was.   miss, like then at that point it's do we have clarification of roles and are the duties in the right seat? Because personality will make a massive difference to the results that you want and you've got to figure out the type of person that you want in those seats as well.   DAT Kristy (20:46) Okay.   Yeah. The other factor in that too, Tiff, and I think in a way you touched on it was, it a skill thing or a will thing? You know, we've got to understand and also set benchmarks for time, right? I literally was talking to a practice last week and I just kept hearing, don't have time and we don't have time. And I'm just thinking, you know, we can always say, well, when I learned back in 19, whatever,   The Dental A Team (21:04) Yeah.   DAT Kristy (21:24) go there, but you know, we were just thrown in and that doesn't mean it's the right way. It doesn't mean it's the right way. And you know, we owe it to people to give them the time to onboard them and show them what we want. And it goes back to how you said, choose your heart. The time we spend early will reap rewards.   The Dental A Team (21:48) Totally agree. I think that's brilliant. we have worked so hard on our onboarding process to match it with our expectations and to match it with our core values and our mission and our vision because we want our team to be onboarded correctly, not willy-nilly. It was kind of like haphazard. honestly, we've hired a lot of amazing people and a lot of people who   They were, they are amazing humans. We've not hired anyone who's not an amazing human. I have loved everyone that we hired, but they may not have been the right fit for us, either at that time or just in general. It doesn't mean that they're not a good person. It just means that it didn't fit. And I am a firm believer in any aspect of life. If it's not fitting for me, it's not fitting for them either. It's not, there's no way.   we can coexist with one of us not working out and the other one working out. It just doesn't work that way. So this was so much more fun than the original topic we looked at. Thank you for taking that.   DAT Kristy (22:53) Yeah, agree, agree. Yeah, I'm with you   Tiff. mean, if we're off boarding so many people, let's just take a step back and focus on our onboarding and how we can choose differently. So, cause it's not fun off boarding. It isn't.   The Dental A Team (23:08) No, no,   and I don't want that to be like, eventually that is gonna be a conversation. It is a protocol that you do need to have in place. It should be very simple. There should be no questions asked and the person should be like, yep, got it, okay. They might still be angry, that's fine. That's an emotional situation, but there shouldn't be questions around it. And if you need help building that, fine. We've got references, we've got information, we've got documents we can help you with, but realistically,   take a step back and say, how can I prevent the need to off board someone? I want everyone here forever. having that protocol, sure, got it in our back pocket for if it is necessary, but how do I prevent that need? I don't want that at all. So go back through your hiring process and look at the team members that hired well. Like I'll look at Kristy and say, how did I attract Kristy to my team? How did I attract Trish to my team? Like Monica, to my team, Monica was a   referral from Trish because Trish knew that this was a fit for Monica. Trish knew it was a fit for us for the same reasons Kristy did. I actually, we didn't even realize until after Trish started the hiring process, she knew me previously, didn't even realize because it was a different space of life that we were connected. She applied to our company because she wanted to work with our company, not because of me. So it's just really cool to watch those things happen. So moving forward with hiring, I look at   DAT Kristy (24:28) Yeah.   The Dental A Team (24:34) the consultants that I have, Dana, and I say, what attracted this human, this perfect specimen of a consultant to our company? And how do I emanate that in the information I'm putting outward? Like the podcast, the job ads, those pieces, how do I make sure that I recruit those people again?   DAT Kristy (24:54) I agree with you. And you mentioned this early on too. One of my biggest tips would be make sure you're speaking to that employee in the beginning of your ad. So many times people write it about themselves. This is why, you know, but they're buying into what it's an emotional thing that it's going to bring to them. So make sure you're speaking to that, you know, on the onset of your.   The Dental A Team (25:20) I totally agree with you. That is a massive point. We get caught up in wanting people to want us. We want people to want to work with us. And I do want people to want to work with us, but I want people to first see themselves in the job, in the person that I'm describing. I want them to be able to check, check, check, say, yes, that's me, yes, that's me, yes, I want this, yes, I want to work with this company.   DAT Kristy (25:43) 100%. Yeah.   The Dental A Team (25:45) Awesome. All right, guys, I hope this was beneficial. think biggest takeaways, biggest action items, make sure number one, we talk about this all the time, you guys, core values, mission, vision, job descriptions are in alignment. We preach on this because you guys, it is the core of your company. So if those things, your org chart, those pieces are out of alignment, they're not solid yet, reach out, Hello@TheDentalATeam.com We can get on a call, kind of figure out what needs to happen. If you are our client, reach out to your consultant.   Easy peasy. Okay, don't reach out to hello. That gets a little confusing when things like that come through. So if you have a consultant on your team already on your side, reach out to your consultant. ⁓ Secondary to that, check and see like what's working, what's not working, and how can you duplicate what's working? How can you duplicate that higher and keep people for the long haul? I would love if every time we quote unquote off boarded someone, it was truly because they had a life change, not because   it was the wrong place for either of us. And sometimes we do outgrow each other. I do have to put that out there. If you're a team of seven today, and in a year and a half, you're a team of 13, 14, sometimes those team of seven team members need a team of seven. And that's okay too. That's an out, that's a life change. That's a, this space is no longer working for me. That's a life change. It's a growth space. That's okay too. It doesn't mean that there was something wrong. It just means that we're in a new space. So go check those pieces. If you're in the hiring world right now,   Check your ads, make sure your ads are speaking to you, and then check the kind of applicants that you're getting to your ads. Is there a trend in the type of applicants you're getting? Are they all wrong? Are they all right? Are they mediocre? Kind of check that and then revamp your ad to fit to attract someone different if you're not getting the right people. Kristy, thank you so much. This one was, like I said, this was really fun. At first I think we both were like, wow, that's a little wild. ⁓   DAT Kristy (27:39) What?   The Dental A Team (27:42) But I had a lot of fun with this one. So thank you for taking that journey with me, Kristy.   DAT Kristy (27:46) Yeah, absolutely. Thank you. Always a pleasure.   The Dental A Team (27:49) Thank you. Awesome. All right, guys, go drop us a five star review because you know this one was amazing. This was super fun for us. And also let us know what you loved. Let us know if there's anything we can do to help you. Again, if you're not yet a client, Hello@TheDentalATeam.com is a really easy space to reach us at. If you are a current client that we love and adore, we love and adore you on a consultant basis. So reach out to your consultant. She is here waiting to help you. All right, everyone, we'll catch you next time.  

Hosts Joe Maddon and Tom Verducci discuss the gambling issues that have found their way into Major League Baseball. Leagues try to keep gambling away from the teams and players while bringing it closer to the sport as a sponsor and advertiser. Tom notes how fans are not only upset about their team losing, but losing money changes the civility in sports. We move onto the Padres hiring a new manager without any previous experience. Joe explains how we've seen a culture shift in most things that used to value experience and wisdom. It's Awards Week and we debate who is the MVP. Plus, Joe comments on Kyle Hendricks announcing his retirement. The Book of Joe Podcast is a production of iHeart Radio. #fsrSee omnystudio.com/listener for privacy information.

In this episode with Greg Huss and Greg Zumach, the guys run through nine prospects that might get added to the 40-man roster and protected from the Rule 5 Draft.Riley MartinJames TriantosJP WheatBrandon BirdsellErian RodriguezConnor NolandCristian HernandezPedro RamirezGrant KippThey end the show by making their predictions for who will be protected.

Ty and Alex talk about the rumors reported this week about the Cubs offseason plans, as well as, Jed Hoyer's first comments on the offseason. Then the guys talk about what is the bigger priority for the Cubs: Pitching or Offense?Get your own Setup Man Swag: https://bit.ly/setupmanobviousFREE Cubs Talk Facebook Group: https://www.facebook.com/groups/cubstalkGo to www.setupman.net and subscribe to our mailing list to become a part of Setup Man Nation so you never miss a show! We also do free giveaways for those who are on our list!Check us out on social media:Instagram: https://bit.ly/setupmaninstaTwitter: https://bit.ly/setupmantwitter

2026 MLB Free Agent Predictions: Where Will Kyle Tucker, Munetaka Murakami, Dylan Cease, Framber Valdez Land? Bold Offseason Moves! Join us for our ultimate 2026 MLB Free Agency breakdown as we predict the hottest destinations for the top names hitting the market this winter! Will superstar outfielder Kyle Tucker (29, 8.7 WAR with Cubs) snag a $400M+ mega-deal from the Yankees, Dodgers, or Phillies? Where does Japanese slugger Munetaka Murakami (26, NPB posted by Yakult Swallows) unleash his 50+ HR power—Red Sox, Giants, or Mariners? Ace Dylan Cease (30, 8.1 WAR) battling for the biggest pitching payday with the Mets, Astros, or Braves? Framber Valdez (32, 7.7 WAR ace) staying put in Houston or heading to the Cubs, Blue Jays, or Rangers? Plus, predictions for Alex Bregman, Bo Bichette, Pete Alonso, Ranger Suárez, Zac Gallen, and more stars reshaping rosters! From blockbuster contracts to surprise landings, we cover it all for the 2026 MLB offseason. Perfect for baseball fans, fantasy baseball players, and trade rumor addicts! #MLBFreeAgency2026 #KyleTucker #MunetakaMurakami #DylanCease #FramberValdez #MLBOffseason Subscribe for daily MLB predictions, hit the bell , and share your dream landing spot in the comments! Who signs Tucker? ___________ CHAPTERS 0:00 Intro 3:00 Kyle Tucker 6:40 Alex Bregman 10:12 Kyle Schwarber 13:10 Bo Bichette 16:55 Cody Bellinger 19:20 Pete Alonso 22:50 Munetaka Murakami 27:20 Michael King 30:55 Framber Valdez 34:40 Dylan Cease 38:05 Ranger Suarez 41:35 Eugenio Suarez 45:05 Tatsuya Iami 48:55 Trent Grisham 52:15 Edwin Diaz 54:50 Josh Naylor 57:20 Luis Arraez 1:00:50 Robert Suarez 1:03:35 Zac Gallen 1:06:45 JT Realmuto 1:07:00 Kazuma Okamoto 1:10:45 Devin Williams 1:13:50 Max Scherzer 1:16:25 Justin Verlander 1:17:05 Shota Imanaga 1:17:55 Pete Fairbanks 1:20:00 Trades _____________

Intro; Holidays, Birthdays, Feedbag, Chub Hugs, Nostalgia, What’s In Your Lunchbox?, Hey Chubs, Advice; TV and Movie Reviews, and lots of chub talk! chubsgonewild@gmail.com Subscribe in iTunes! Right Click Here To Download ChubsGW615

Hosts Joe Maddon and Tom Verducci discuss the gambling issues that have found their way into Major League Baseball. Leagues try to keep gambling away from the teams and players while bringing it closer to the sport as a sponsor and advertiser. Tom notes how fans are not only upset about their team losing, but losing money changes the civility in sports. We move onto the Padres hiring a new manager without any previous experience. Joe explains how we've seen a culture shift in most things that used to value experience and wisdom. It's Awards Week and we debate who is the MVP. Plus, Joe comments on Kyle Hendricks announcing his retirement. The Book of Joe Podcast is a production of iHeart Radio. #fsrSee omnystudio.com/listener for privacy information.

In this episode of Cubs Out Loud, it's our What's Going On for the month of October.  With the arrival of spooky season and the coming of Halloween, listen in as the guys scare up their recent haunts. It's a frightfully full month for the cubs. https://dts.podtrac.com/redirect.mp3/archive.org/download/col-804/COL804.mp3 What's Going On? Jeff: 21+ pages and only … Continue reading COL804: WGO: October 2025 →

In this episode of Cubs Out Loud, it's time for another This, That or Other show. As the weather is frightful and the leaves start changing colors, the guys consider which items they prefer in a return to ranking various cozy things. From wrapping themselves in warmth to sipping on a hot beverage, listen in … Continue reading COL805: TTO: 2025 Cozy Edition →

In this episode, I interview John Yolich, a Chicago teacher, parent, and coach in the Cubs Nike RBI program. We talk about the unique aspects of the Cubs RBI program—its inclusivity, the resources it provides for families, and its focus on developing young athletes as whole people. John shares how he got involved in the program, the importance of mindset in youth sports, the role parents play, and how the program helps players prepare for life beyond baseball. We also discuss ways travel baseball organizations can improve their offerings, regardless of their budget.Follow Patrick Jones Baseball on X and Instagramhttps://x.com/pjonesbaseballhttps://www.instagram.com/pjonesbaseball/

If your commitment is greater than your feelings, you will get results. Schwarber tracked 1,300 pitches from a pitching machine, a process that helped him recognize breaking balls. He faced live pitching from a Cubs prospect. And then he played in two games. He walked twice, and his only hit was a double, but Epstein said in his second game, on Monday, “he smoked three balls.” And the next night, he played in a World Series game.

Will the Cubs ever spend money like the big boys again?? We welcome Cubs' broadcaster Boog Sciambi onto the channel to discuss this. Plus:-Recapping the 2025 season-Why did so many Cubs players struggle at the same time?-Will the Cubs survive without Kyle Tucker? Or will he be replaced with another big bat?Get your own Setup Man Swag: https://bit.ly/setupmanobviousFREE Cubs Talk Facebook Group: / cubstalk Go to www.setupman.net and subscribe to our mailing list to become a part of Setup Man Nation so you never miss a show! We also do free giveaways for those who are on our list!Check us out on social media:Instagram: https://bit.ly/setupmaninstaTwitter: https://bit.ly/setupmantwitterContent in this Video:0:00 - Intro and World Series 8:40 - Recap of 2025 Cubs Season14:45 - Cubs Slumps all at Once29:00 - Replacing Kyle Tucker40:10 - Will Cubs Spend Money?

Looking for an unforgettable adventure with your child? Join us in 2026 for a once-in-a-lifetime family adventure in Tanzania. This month, our Experience and Community Programs Senior Manager, Jane, shares all the details you need to know about this exciting new opportunity. Find more details here: Create lifelong family memories – The School of St Jude

In the Best of the Cubs this week, Score baseball insider Bruce Levine joined the Mully & Haugh Show to react to left-hander Shota Imanaga entering free agency after the Cubs and he declined options on his contract; Leila Rahimi and Marshall Harris wondered how the Cubs will spend their money this offseason as star right fielder Kyle Tucker seems set to leave in free agency; and Cubs left fielder Ian Happ joined the Rahimi, Harris & Grote Show to react to winning his fourth straight Gold Glove.

In the Best of the Cubs this week, Score baseball insider Bruce Levine joined the Mully & Haugh Show to react to left-hander Shota Imanaga entering free agency after the Cubs and he declined options on his contract; Leila Rahimi and Marshall Harris wondered how the Cubs will spend their money this offseason as star right fielder Kyle Tucker seems set to leave in free agency; and Cubs left fielder Ian Happ joined the Rahimi, Harris & Grote Show to react to winning his fourth straight Gold Glove.

In the Best of the Cubs this week, Score baseball insider Bruce Levine joined the Mully & Haugh Show to react to left-hander Shota Imanaga entering free agency after the Cubs and he declined options on his contract; Leila Rahimi and Marshall Harris wondered how the Cubs will spend their money this offseason as star right fielder Kyle Tucker seems set to leave in free agency; and Cubs left fielder Ian Happ joined the Rahimi, Harris & Grote Show to react to winning his fourth straight Gold Glove.

Welcome to another episode of Las Platicas, a show hosted by Comadres y Comics, where we meet with creators and friends to talk about upcoming projects, events and all around awesome news in the latinx comic community. Today we have the pleasure of speaking with guest Rafael Flores Jr. Rafael is a comic book writer, creator, and a public library assistant from Fort Worth Texas. In 2022 he studied Cinematic Comic Book Writing at The Joe Kubert School and was a double Negative Space Finalist in their first ever short comic contest. After publishing his first two short comics, “The Return of Camazotz” and “Mother Wolf and Cubs”, Grimmcore Studios headed by Daniel Grimm invited Rafael to turn his Camazotz short into a 3 part series and graphic novel under the new horror publisher. So with a script written by Flores edited by Daniel Grimm and with amazing artwork from Brazilian artist Azrael Aguiar, The Return of Camazotz, the Mayan gothic horror series was born. Well received and read throughout the world, with glowing reviews it currently has a 5 star rating on Amazon and over 4 thousand views on the digital comic app Global Comix. Rafael has a passion for telling dark gothic stories infused with Mexican culture and identity. Welcome Rafael!

Cubs are (likely) parting ways to Shota Imanaga, Boog Sciambi interview (Hour 1) full 2598 Sat, 08 Nov 2025 16:04:38 +0000 uHMUyuWLYwcO3AfJrKFsYZEpHajTmYTQ sports Inside The Clubhouse sports Cubs are (likely) parting ways to Shota Imanaga, Boog Sciambi interview (Hour 1) Bruce Levine and David Haugh host Inside the Clubhouse, discussing the latest Cubs, White Sox and MLB storylines while also welcoming on great guests from across the baseball landscape. 2024 © 2021 Audacy, Inc. Sports False https://play

Zach Bove interview, Chin Music (Hour 2) full 2520 Sat, 08 Nov 2025 16:59:28 +0000 FPk5mEXvXLf9H7QxLGp9opFKEiHX8Evv sports Inside The Clubhouse sports Zach Bove interview, Chin Music (Hour 2) Bruce Levine and David Haugh host Inside the Clubhouse, discussing the latest Cubs, White Sox and MLB storylines while also welcoming on great guests from across the baseball landscape. 2024 © 2021 Audacy, Inc. Sports False https://player.amperwavepodcasting.com?feed-link=htt

In the second hour, Matt Spiegel and Laurence Holmes discussed what it would take for the Cubs to get involved in the trade sweepstakes for Tigers ace Tarik Skubal. After that, Ian O'Connor of The Athletic joined the show to discuss how rookie quarterback Jaxson Dart has revitalized the Giants, who will visit the Bears on Sunday.

Matt Spiegel and Laurence Holmes discussed what it would take the Cubs to get involved in the trade sweepstakes for Tigers ace Tarik Skubal. They also welcomed on Score football analyst Dave Wannstedt to preview the Bears-Giants game Sunday.

Leila Rahimi, Marshall Harris and Marshall Grote discussed Cubs right fielder Kyle Tucker winning a Silver Slugger award and wondered if fans of the team even care.

In the third hour, Leila Rahimi, Marshall Harris and Mark Grote discussed a variety of sports topics in the 5 On It segment. After that, Kevin Fishbain of The Athletic joined the show to preview the Bears-Giants game Sunday. Later, Rahimi, Harris and Grote discussed Cubs right fielder Kyle Tucker winning a Silver Slugger award and wondered if fans of the team even care.

Is Shōta gone? Is Tucker gone? Is Colin Rea the Cubs big off season signing? We hope not! Plus, Cubs trivia! More at http://www.patreon.com/bleacherbunch Learn more about your ad choices. Visit megaphone.fm/adchoices

Matt Spiegel and Laurence Holmes discussed what it would take for the Cubs to get involved in the trade sweepstakes for Tigers ace Tarik Skubal.

In the final hour, Leila Rahimi and Marshall Harris wondered how the Cubs will spend their money this offseason as star right fielder Kyle Tucker seems set to leave in free agency. After that, Score reporter/host Mark Grote joined the show to share a Bears report live from Halas Hall.

Zach, Nick, and Bob make their offseason predictions for the Orioles but not before reacting to the press conference for new manager Craig Albernaz and re-aquiring Andrew Kitteredge from the Cubs. Join our Discord! - https://discord.gg/bwxTfRbBbA Subscribe to our YouTube channel - https://www.youtube.com/channel/UCp_Ni5B6UU3nUh5CeFnlxig Become a Patron: https://www.patreon.com/c/OnTheVerge Subscribe to our Substack: https://oriolesontheverge.substack.com/ Check out our merch store - https://orioles-on-the-verge.printful.me/ Hosted by Simplecast, an AdsWizz company. See https://pcm.adswizz.com for information about our collection and use of personal data for advertising.

Mike Mulligan and David Haugh pondered if the Cubs could pursue Tigers ace Tarik Skubal on the trade market this offseason and looked ahead to the Bears-Giants game Sunday at Soldier Field.

Mike Mulligan and David Haugh opened their show by reacting to the news that the Tigers could look to trade ace Tarik Skubal this offseason. Could the Cubs get involved? Later, they conducted the Pick 6 segment, where they debated the top sports stories of the day.

Alden Gonzalez, Jesse Rogers, Jorge Castillo and Buster take a look at the offseason and discuss what's next for the Dodgers, Cubs, Blue Jays, Yankees, Brewers, Padres, Phillies, Mets, and Tigers. Then, Hembo stops by to talk about the dynamic in Philadelphia between Dave Dombrowski and Bryce Harper, his top three sleep free agents, and if he would trade Tarik Skubal. Next, Todd Radom shares his reflections on the World Series, and if it's the best he's ever seen. Finally, Bleacher Tweets, and the annual playing of former MLB commissioner Bart Giamatti's “Green Fields of the Mind.” CALL THE SHOW: 406-404-8460 EMAIL THE SHOW: BleacherTweets@gmail.com REACH OUT ON X: #BLEACHERTWEETS 0:00 Reporter Roundtable 36:59 Hembo 54:25 Todd Radom 1:03:01 Bleacher Tweets 1:09:02 "Green Fields of the Mind" Learn more about your ad choices. Visit podcastchoices.com/adchoices

Alden Gonzalez, Jesse Rogers, Jorge Castillo and Buster take a look at the offseason and discuss what's next for the Dodgers, Cubs, Blue Jays, Yankees, Brewers, Padres, Phillies, Mets, and Tigers. Then, Hembo stops by to talk about the dynamic in Philadelphia between Dave Dombrowski and Bryce Harper, his top three sleep free agents, and if he would trade Tarik Skubal. Next, Todd Radom shares his reflections on the World Series, and if it's the best he's ever seen. Finally, Bleacher Tweets, and the annual playing of former MLB commissioner Bart Giamatti's “Green Fields of the Mind.” CALL THE SHOW: 406-404-8460 EMAIL THE SHOW: BleacherTweets@gmail.com REACH OUT ON X: #BLEACHERTWEETS 0:00 Reporter Roundtable 36:59 Hembo 54:25 Todd Radom 1:03:01 Bleacher Tweets 1:09:02 "Green Fields of the Mind" Learn more about your ad choices. Visit podcastchoices.com/adchoices