Podcasts about Culture

Culture Friday on the art of dying, Joseph Holmes on Angel Studios' I Was a Stranger, and Arsenio Orteza on Lothar Kosse's Shekinah. Plus, the Friday morning newsSupport The World and Everything in It today at wng.org/donateAdditional support comes from Dordt University. Dordt's online Master of Social Work program equips students for faithful service in their local communities – until all is made new.From Free The Free Lutheran Bible College (FLBC), Plymouth, MN, preparing students to live out their calling through the study of God's Word in authentic community since 1964. At FLBC, biblical truth isn't an elective course—it's the foundation of our academic study. Through the study of God's Word in authentic, Christ-centered community, you'll form a biblical worldview that gives you clarity and confidence for whatever comes next—college, career, family, or ministry. Learn more at flbc.edu/worldAnd from Commuter Bible, the Bible podcast series that matches weekly schedules. On podcast apps and commuterbible.org. Annual plans begin this week.

Mike is joined with Nicholas Hamilton and also James. It's a special "middle" episode before our 500 episodes celebration! Nicholas Hamilton was in the It movies.Advertise on Dynamic Banter via gumball.fmJOIN the Patreon: patreon.com/dynamicbanterGET the MERCH: dynamicbanter.clothingSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

In this free-for-all-Friday Trent agrees with Matt Walsh on when our culture "died".

When the plague has to wait for some mandatory quasar research, the Suburban of shuttles is launched only to crash with seven crew members aboard. But after they leave the shuttle and get attacked by big foots and oversized spears, Spock's final act of desperation leads to a redemption of his leadership style. Where is help never far away? What's the difference between TOS and TNG shuttles? Who is so Bosch? It's the episode that makes Disco shuttles look more accurate.Support the production of Greatest TrekGet a thing at podshop.biz!Sign up for our mailing list!Greatest Trek is produced by Wynde PriddySocial media is managed by Rob Adler and Bill TilleyMusic by Adam RaguseaFriends of DeSoto for: Labor | Democracy | JusticeDiscuss the show using the hashtag #GreatestTrek and find us on social media:YouTube | Facebook | X | Instagram | TikTok | Mastodon | Bluesky | ThreadsAnd check out these online communities run by FODs: Reddit | USS Hood Discord | Facebook group | Wikia | FriendsOfDeSoto.social Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Consider this episode a friendly nudge to stop giving everything 100% all the time. It's the 87% Club, and you're invited! Greta talks to two dear friends about perfectionism, trying too hard, and embracing rest. Guests are art activist and author Shannon Downey, aka Badass Cross Stitch, and Ellen Wessel, Greta's laziness accountability coach. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Originally released April 18, 2024"I recently stumbled across this podcast and specifically the episode with Marcus Samuelsson. So tasty. I love how he explains cooking through sound."- Leon G.Witness culture and the unexpected converge, revealing the medley of tastes, sounds and experiences that influence the brand that is—Marcus Samuelsson. From a young age, Marcus aspired to be great by recognizing greatness in others. His path to becoming a decorated chef, restaurateur and philanthropist who's accolades include a 2023 Emmy Award (that makes two cameos in this podcast), was powered by creative and cultural experiences from his travels around the world. With restaurants spanning the US, Canada, Bahamas and his native Ethiopia, this eight-time James Beard Foundation award winner has inspired with his lyrical dishes from kitchens located in neighborhoods one might not expect to find them. Journey with us as Marcus dives into the why and how behind his ability to bring people and communities together while blurring the lines between music and cuisine until their cultural significance feels almost one and the same."Unglossy: Decoding Brand in Culture," is produced and distributed by Merrick Studios and hosted by Merrick Chief Creative Officer, Tom Frank, hip hop artist and founder of Pendulum Ink, Mickey Factz, and music industry veteran, Jeffrey Sledge. Tune in to on Apple Podcasts, Spotify, YouTube, or wherever you catch your podcasts. Follow us on Instagram @UnglossyPod to join the conversation and learn more at https://www.wearemerrickstudios.com/unglossy-podSend us a textSupport the show

In this episode, Pastor Matthew addresses a timely cultural question at the start before diving into deeper conversations about how Christians navigate freedom, authority, parenting, and fractured family relationships in today's world. As theology meets real life, this episode offers biblical clarity and pastoral wisdom for believers facing complex and emotional realities.

To kick off 2026, Sean and Scott discuss:The Top 5 Religious Trends to Watch in 2026A federal judge's ruling about teachers' rights to inform parents about a child's gender identity.Arguments for allowing organ donation prior to deathA New York Times feature on near-death experiencesListener followup on our recent episode about alcohol==========Think Biblically: Conversations on Faith and Culture is a podcast from Talbot School of Theology at Biola University, which offers degrees both online and on campus in Southern California. Find all episodes of Think Biblically at: https://www.biola.edu/think-biblically. To submit comments, ask questions, or make suggestions on issues you'd like us to cover or guests you'd like us to have on the podcast, email us at thinkbiblically@biola.edu.

Author and mental health therapist Mark DeJesus reflects on his journey from a performance-driven, “superhero” version of Christianity toward a healthier faith rooted in receiving the Father's love. He explains why grief, anxiety, and weakness are not spiritual failures, but places where deeper connection with God is formed.Listen to the full episode hereSpotifyiTunes----------------------Ben has completely revised and updated his powerful book, Jesus in the Secular World: Reaching a Culture in Crisis—a must-read guide for anyone longing to reach those who may never step foot in a church. Packed with real-world insights and practical strategies, this book could be the breakthrough you've been searching for.Don't wait—get your copy today!Click HERE to check it out on Amazon.For more information, go to: jesusinthesecularworld.com------------------------Questions, comments, or feedback? We'd love to hear what you think! Send them to provokeandinspire@steiger.org, or send us a message on Instagram.Click HERE to receive news, thought-provoking articles, and stories directly in your inbox from Ben, David, Luke, and Chad!Click below to follow the regulars on Instagram!Ben PierceDavid PierceChad JohnsonLuke GreenwoodSend us a text

Most organizations aren't shaping the future of work, they're chasing it. In this episode, I share what CHROs admit privately but rarely say out loud: HR has become reactive, stuck in firefighting mode, and focused on looking good instead of doing what actually drives results. Traditional HR metrics are backward-looking, accountability has eroded, and the pendulum has swung dangerously toward entitlement. This isn't about blaming employees. It's about restoring honesty, balance, and courage in leadership. Because work is a value exchange—and when leaders are afraid to say that, both performance and culture suffer. The future of work doesn't need more perks. It needs leaders willing to tell the truth.

On this week's episode, I'm pleased to be joined by W. David Marx, author of the new book Blank Space: A Cultural History of the Twenty-First Century. Alongside Marx's Status and Culture, this book is one of the key texts to understanding how and why the culture has shifted so radically so quickly: the combination of “poptimism” (we discuss what, precisely, this is early on) and cultural omnivorism (the merging of all genres and all forms into a sort of equally viable mass entertainment) and the internet's flattening of culture have led to a stagnant culture and a revanchist counter-counterculture eager to exact revenge and facing no real opposition in that effort. If you enjoyed our conversation, or simply want to understand how we wound up in the world we wake up to every morning, I strongly recommend picking up Marx's book. And if anything was unclear from our chat, drop me a line in the comments and hopefully I can help clear things up!

Avec Caroline Diament, Valérie Mairesse, Olivier Bellamy, Philippe Geluck, Bernard Mabille et Yoann Riou. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Un patient se confie à son médecin qui ne l'écoute pas, un homme explique à son ami la raison de sa dispute avec sa femme, et deux blondes préparent le dîner de Noël... Découvrez les 3 histoires drôles du jour ! Tous les jours, en podcast, retrouvez une compilation des meilleures blagues de vos Grosses Têtes préférées.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Dans ce podcast inédit, Héléna se confie au micro de RTL avant son passage dans l'émission ! L'occasion d'en apprendre un peu plus sur elle, sur ses projets et sur ses souvenirs de l'émission "Les Grosses Têtes". Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

"Quelle est la raison de cette question ?". Voilà une phrase que Laurent Ruquier ne veut plus entendre de la part de Philippe Geluck. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Dans l'émission du 9 janvier, Marc-Antoine Le Bret a imité Emmanuel Macron, François Cluzet, Gilbert Montagné et Marine Le Pen. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Et vous, saurez-vous démêler le vrai du faux ? Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Plaintes, compliments, interrogations... Cette saison encore, les Grosses Têtes répondent aux différentes questions et messages des auditeurs à l'antenne. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Yoann Riou très timide, Héléna en live dans "Les Grosses Têtes", Philippe Geluck moqué par Laurent Ruquier... Retrouvez dans ce podcast le meilleur de l'émission du vendredi 9 janvier 2026. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Chaque jour, retrouvez une histoire drôle racontée par un sociétaire de l'époque de Philippe Bouvard. Jacques Balutin, Jacques Mailhot ou encore Pierre Bellemare, retrouvez toutes leurs blagues en podcast !Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

À la fin de chaque émission, retrouvez en exclusivité sur les plateformes de podcast le débrief des 2h30 d'antenne qui viennent de s'écouler, en compagnie d'une des Grosses Têtes du jour... Ce 9 janvier 2026, Yoann Riou se confie au micro de Rachel Azria. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

250 years ago tomorrow, a relatively unknown colonist swept up in revolutionary fever, Thomas Paine, wrote and published a pamphlet called Common Sense, criticizing King George III of England. The document would be one of the most sold and circulated written works published in America, before or after independence, and helped tip the scales for Independence from Great Britain, which was realized just 6 months later. For the anniversary, Julie Silverbrook, vice president of Civic Education at the National Constitution Center, reflects on the legacy and present implications of "Common Sense."

Following 2024's "All In: Comedy About Love," writer Simon Rich is back on Broadway with "All Out: Comedy About Ambition," a production of live readings of his short stories by featuring a rotating cast of all-star talent. He talks about the show, along with current cast members Cecily Strong and Beck Bennett.

The Pan-Detroit Ensemble is the new band from native Detroiter, Grammy-winning producer and longtime Blue Note Records president Don Was. Their debut album, Groove In The Face of Adversity, was released this year and on Monday January 12 the group will perform at the Blue Note. Was joins us for a Listening Party.

Annie Joy Williams, assistant editor at The Atlantic, talks about how and why the southern drawl seems to be fading away, and what it means to lose a whole regional accent.→ The Last Days of the Southern Drawl | The Atlantic

The American military entering the nation of Venezuela to capture its president, Nicolás Maduro, is still at the top of everyone's mind and our obsessed host, Mike Slater, has even MORE points to make about this key news story! Plus some talk about Trump 2.0 potentially acquiring Greenland!Following that opener, Slater gabs with Breitbart's Second Amendment Correspondent, AWR Hawkins, about various firearms-related issues from around the world! Don't miss it! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

An exciting podcast ahoy!Breitbart's John Hayward speaks with our fine host, Mike Slater, about the latest happenings on the international stage for the Trump administration. Don't miss the focus on both Venezuela AND Greenland.Following that, Slater speaks about the fatal ICE-related shooting in Minnesota. How preventable was this killing? Slater has some insights! Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Second half of the kickoff 2026 double header!!!!  Joined on this episode by the one and only James Nisbet, and it promises to be a doozy! We plan to discuss getting beyond the pre-connect. The purpose of the first line. Supporting search as the engine. The purpose of system based actions as the engine company (don't know what this means but it's provocative) Of course all of our plans as is always the case, will be derailed by the wonderful questions from the audience as we dive down rabbit trails and chase squirrels!  

This week on Sinica, in a joint episode with the China-Global South Podcast, I speak with Eric Olander, host of the China Global South Podcast and founder/editor-in-chief of the China-Global South Project. In the early hours of January 3rd, U.S. forces carried out a coordinated operation in Venezuela that resulted in the capture of President Nicolás Maduro and his wife, followed by their rendition to the United States to face drug trafficking charges. The operation unfolded quickly, with minimal kinetic escalation, but has raised far-reaching questions about international law, hemispheric security, and the Trump administration's willingness to use force in the Western Hemisphere. Just before the raid, China's Special Envoy for Latin America, Qiu Xiaoqi, had met with Maduro in Caracas. Commentary linking Trump's action to China has ranged widely—claims about spheres of influence, arguments this was all about oil or rare earths, and pronouncements about what this means for Taiwan. Eric helps us think through China's actual stake in Venezuela, how deeply Beijing understands Latin America, what this episode does and does not change about China's role in the region and the global South more broadly, China's immediate reaction and concrete exposure on the ground, how it manages political risk when partner regimes collapse, and what Chinese military planners may be studying as they assess how this operation unfolded.5:18 – How Beijing is reading this episode: official messaging versus elite thinking 7:40 – The Taiwan comparisons on Chinese social media and why they don't work 11:09 – How deep is China's actual expertise on Latin America? 14:56 – Comparing U.S. and Chinese benches of Latin America expertise 18:02 – Are we back to spheres of influence? Why that framing doesn't work 20:09 – Where is China most exposed in Venezuela: oil, loans, personnel? 23:41 – The resource-for-infrastructure model and why it failed 28:27 – The political assets: China as defender of sovereignty and multilateralism 36:25 – Will this push left-leaning governments closer to Beijing? 40:07 – The "China impotence" narrative and what doing something would actually mean 46:26 – What Chinese military planners are actually studying 51:46 – The Qiu Xiaoqi meeting: strategic failure or intelligence delivery? 58:40 – What actually changes and what doesn't: looking aheadPaying it forward: Alonso Illueca, nonresident fellow for Latin America and the Caribbean at the China Global South ProjectRecommendations: Eric: "China's Long Economic War" by Zongyuan Zoe Liu (Foreign Affairs)Kaiser: The Venetian Heretic by Christian CameronSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

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Volume 74 of Brad & Mira For the Culture...we're so back, baby.......Brad and Mira review their holidays...Brad threw his back out on Christmas Eve trying to do a tai-chi workout...Mira saw Marty Supreme and got a terrible UTI...the annual celebrity infestation of St. Bart's...Trump bombs Venezuela, kidnaps Maduro...the Bari Weiss destruction of CBS News continues apace...Ashley Tisdale reveals 'toxic celebrity mom group' drama in New York magazine...and more.... *** ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Otherppl with Brad Listi⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ is a weekly podcast featuring in-depth interviews with today's leading writers. This episode is sponsored by Ulysses. Go to ⁠⁠⁠ulys.app/writeabook⁠⁠⁠ to download Ulysses, and use the code OTHERPPL at checkout to get 25% off the first year of your yearly subscription." Available where podcasts are available: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Apple Podcasts⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Spotify⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠YouTube⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, etc. Get ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠How to Write a Novel,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ the debut audio course from DeepDive. 50+ hours of never-before-heard insight, inspiration, and instruction from dozens of today's most celebrated contemporary authors. Subscribe to ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Brad's email newsletter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠. ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Support the show on Patreon⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Merch⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠TikTok⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Bluesky⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Email the show: letters [at] otherppl [dot] com The podcast is a ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠proud affiliate partner of Bookshop⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, working to support local, independent bookstores. Learn more about your ad choices. Visit megaphone.fm/adchoices

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Re-releasing a DAT listener favorite! The Dental A-Team is joined by Dr. Nate Tilman! Fascinating history aside (read his bio below), Dr. Tilman talks with Kiera about his unique dental practice situation, how he's managed to merge five different practices into his own, and a strategy for doing so. He also speaks to the shifting of culture in his practice, what it took for him to recognize, and the success it's brought. More on Dr. Tilman: Originally from Salisbury, Maryland, Dr. Tilman attended Wake Forest University for his undergraduate degree. He was awarded his Doctor of Dental Surgery from the University of Maryland where he graduated Summa Cum Laude in 2001. Dr. Tilman served in the U.S. Navy Dental Corps for four years, including two years forward deployed aboard USS Ashland (LSD 48). Following his military service, Dr. Tilman moved to Newport, Rhode Island, in 2007 and opened Newport Family and Cosmetic Dentistry. He has had the pleasure to work with an amazing team and amazing patients in creating a state-of-the art, caring, and comfortable dental practice. His commitment to incorporating advanced technologies and techniques allows Dr. Tilman and his team to provide dental treatment in fewer visits and more comfortably than with traditional techniques. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript: speaker-0 (00:05) Hey everyone, welcome to the Dental A Team podcast. I'm your host, Kiera Dent, and I have this crazy idea that maybe I could combine a doctor and a team member's perspective, because let's face it, dentistry can be a challenging profession with those two perspectives. I've been a dental assistant, treatment coordinator, scheduler, filler, office manager, regional manager, practice owner, and I have a team of traveling consultants where we have traveled to over 165 different offices coaching teams. Yep, we don't just understand you, we are you.   Our mission is to positively impact the world of dental. And I believe that this podcast is the greatest way I can help elevate teams, grow VIP experiences, reduce stress, and create A-Teams. Welcome to the Dental A Team Podcast.   Hello, Dental A Team listeners. This is Kiera and you guys. I love podcasts where I get to bring on offices that I just think are fantastic. So this is an office that we have worked with in the Dental A Team. Also fun fact, he is in the smallest state in the entire United States. So you all know me and my state traveling. His state is one of my hardest states to get to every year, because it's so tiny and it's so far away from me. But he's just one of the best people I've ever met. He's an incredible leader, incredible dentist, incredible just   good human. So I'm so glad and so excited to welcome Dr. Nate Tilman to the show. How are you today, Nate?   speaker-1 (01:27) I am great. Thank you. Thank you. I'm super excited to be here. ⁓ as you know, I've been a fan of the podcast for, know, pretty much since you started. And it's kind of like, it's kind of surreal being, you know, being on, being on the podcast. So I appreciate, appreciate the offer.   speaker-0 (01:44) Well, I love it. love to one it's fun. Thank you for being a podcast fan I mean it's almost coming up on three years of the podcast since we created it and I never would have thought that the podcast could connect me with such cool people so one thank you for being a podcast listener and two things are just being a rad person I I liked the podcast has become a fun passion project for me to meet people to hear their stories   So I kind of alluded to it. You're also doing something similar to Dr. Dave Mogadon, who was on the podcast about those chart ⁓ mergers and buyouts that's kind of helped with your growth, but kind of just tell the listeners like how you even got into dentistry and kind of what your growth trajectory has been, just so they kind of know as a background to today's podcast.   speaker-1 (02:28) Yeah, I'll try not to ramble too much about it. yeah, I went to always wanted to do something in healthcare. My grandfather was a public health physician is a big inspiration for me. So kind of I think it's midway through college decided dentistry is gonna be a really good fit, you know, for a number of reasons. Went to University of Maryland for dental school, loved it decided to stay in general dentistry for   you know, all the variety of what we do. was on a Navy scholarship, so I was able to spend the first four years as a practicing dentist in the Navy. ⁓ Two years I was on a ship as the only dentist. So it was a really good, didn't realize like how helpful an experience that was for like running us an organization, even though it was an organization of three.   speaker-0 (03:14) Yeah, but I also feel like let's just talk about the Navy real fast because I didn't know this about you and my husband and I were literally talking probably two days ago and he said I don't think I ever could do the Navy like put me on a ship with these people for so long and dump me in the middle of the ocean like nowhere to go no hiking like what do you even do? How how was that? feel like more than anything it would teach you mental stamina is what I think I would learn from being on the Navy. But how was it for you? Maybe maybe you guys go swimming every day. I don't know like what do you do all day?   speaker-1 (03:43) Definitely not at all. it was, the two years on the ship was very, it's a super unique experience. And we were a small ship, 400 sailors. We transported Marines. So I was responsible for pretty much 400 patients. had, it was me, I had an administrative assistant and I had two dental technicians that could do some basic hygiene, not a hygienist, but it was me. ⁓   So having to learn like managing supplies and, know, managing appointments and all of that stuff. But the unique thing as a, as a dentist, and mean, this is one year out of a, you know, my GPR. still I was safe, but didn't really know necessarily all what I was doing, but I love to get myself out of jams because middle of the ocean, like. Mid procedure. I'm not going to be the guy calling a helicopter, you know, you got to work through it. So.   speaker-0 (04:40) They're like awesome because it's gonna push your limits and you've got to just figure it out Which I think so many dentists when they do own they don't learn that stamina that stress like hey, it's you figure it out But you're like the odds are even stacked more you're in the middle of the ocean and I mean it would been a pretty cool story for me maybe not for you to hear like a helicopter to come get a patient because you botched a root canal or something like you'd have to figure that out, but that that doesn't definitely up your odds of intensity   for sure being out there and nobody else is there to help you. You're the man. You got to figure it all out.   speaker-1 (05:13) Yeah. And I think it's, while it would have been nice to, you know, if I'd had a situation like, know, where I had a mentor, another dentist I was working with, you know, to be able to bail out, like it have been helpful, but it really, it did, it gave me a lot of, a lot of confidence, um, you know, early on for like, can work my way through this. And then also like what things I don't want to do. Cause I don't want to get stuck in that position again. Yeah. And it was, and yeah, while I didn't have to helicopter anybody out, one of the things I did do, and I don't think at the time, nobody had ever really.   speaker-0 (05:34) True.   speaker-1 (05:42) done it from a small ship or the even smaller ships around us that there were two times where people had some dental emergencies that I was able to fly out to their ship and take care of them.   speaker-0 (05:52) No way. Well, you do have like built in planes. You travel anywhere. So it's like quick, like fly you in, but that's crazy. Cause you ma I can't even imagine the stress that those poor other dentists were feeling of like we're in the middle of here. Like what am I supposed to do? ⁓ I guess call someone else. So, I mean, we talk about dentistry and I've said this so many times, like, feel like dental practices are like these solo islands out there. All y'all just kind of hang in your own area. You literally were in the middle of the ocean flying solo.   speaker-1 (06:22) Yeah. That's crazy. It was fun. There wasn't a ton of dentistry to do. I, know, cool thing with the Navy, they give you other jobs. So I became an air traffic controller. So I was in charge of, you know, all of the flight operations on the ship. so between that and dentistry, it me pretty busy. And then I played a of video games, you know,   speaker-0 (06:41) I'm like, I would be pulling pranks. mean, just throughout COVID, my husband, he makes fun of me. I feel like a roaming tiger in these four walls of our house. Like sometimes I'm like, just let me out of here. Like I can't even handle it. I'm like, I gotta go for a run. I gotta go for a hike that I can't even imagine being on a ship. would be like, I know I'd be pulling pranks on every single person on that ship and just like running for my life. Cause I probably would torment everybody, but air traffic control that like you really went for all the things, Nate, dentistry and air traffic controller.   What don't they say those are the top two suicide jobs? Like you really went for the whole extreme there. Nice job.   speaker-1 (07:15) Well, that's that's like when they selected me to go to the school for our traffic control. What are you guys trying to tell me? You already know I'm a dentist.   speaker-0 (07:23) Gosh, that's crazy. So you were in the Navy and then you went, got out of the Navy. Did you go straight to private practice? Did you go in and be an associate?   speaker-1 (07:32) So I was an associate for a year, still in the Virginia Beach area and then moved to Rhode Island. My wife is, we met in college, I'm two years older, so she was awesome for following me around. then, ⁓ so when she was done with her residency, she's from New England, so we kinda, that's where we looked up here. And I'll tell you, Virginia Beach area, super easy to get a job as an associate, tons of positions around, I figured it'd be the same thing coming up here and there was nothing.   speaker-0 (08:00) mean,   Rhode Island is like the size of a dot on a map. I mean, it's itty bitty, which I makes you a celebrity just because you live there. Like, not many people even live there, so.   speaker-1 (08:11) Yeah, it's in and it's there's there's a number of dentists, but it's it's all solo guys and it's tough like restricted covenants. You know you get a two mile radius. That's the whole state.   speaker-0 (08:21) Exactly   exactly that is you definitely have to look at your associate ships of their contracts really closely Otherwise, you might be booting out of that state just because like you said two mile radius is not far in Rhode Island   speaker-1 (08:34) Not at all. So I ended up having an opportunity to a it's like a four operatory practice, like three, I think two and a half, three days a week. The guy was definitely like on the decline of practice. So jumped into that, had no idea what I was doing. And then six months later, was approached by another dentist who was moving from the area. I think it was a family thing too. And he was having trouble getting somebody to buy   his practice Rhode Island. It's not many dentists moved to the state for a number of reasons. So again, I was still trying to figure out how I was paying my initial loan and how I was running this practice or whatever. the opportunity to buy, to merge this, the patient base. So I did that and it was definitely the best thing I did because it brought in a whole new group of patients. I was able to go from like two and a half days a week to four days a week.   I was able to add another hygienist at the time. so it wasn't super intentional, but the growth was happening. just kind of fell in my lap. I'm like, I'll do this. And looking back, it is where I realized what a good thing it was.   speaker-0 (09:48) For sure. And I hope people listening, ⁓ I am a firm believer that opportunity doesn't always knock on the door and say, I'm opportunity. Sometimes it looks like pure chaos. Sometimes it's stretching you beyond. Sometimes it's really just showing up. I remember the day that I was asked to work with DSI as a consultant. Guys, I had one consulting client before Mark asked me to be a consultant. And overnight, I had 45 clients in my lab. I didn't know what the heck I was doing. But I people listening realize like,   For you, you're struggling. just bought your practice. Don't know what you're doing. Yes, you've had quite a bit of experience, but at the same time, running a practice is very different than being an associate or I'm sure even in the Navy. And so now, and then, hey, by the way, there's all this other patient base wanting to come in. And I love that you just, jumped, you took that opportunity. And I think again, so many times in life, opportunities show up. It's just a matter of, we willing to take them and figure it out or are we too scared and just let them pass by? ⁓   You brought those patients in and you were mentioning pre record that adding in patients from other practices has really been a great way for you to get new patients. ⁓ which people are constantly looking for new patients. was just talking to, there's a guy out here. He's a pathiatrist guys. I'm like, I don't know. I just can't help myself, but help business owners. Like I love it. Podiatry is not that much different than dentistry. Y'all see patients like dentistry, we work on the mouth, but I treat work on the foot. Like   Basically, it's kind of like pediatric. You go to your surgery centers, they come in, you see these patients for their adjustments. But I was talking to him and he's a solo podiatrist and there are two podiatry offices around him that have just shut down doors. So he's like, yeah, it's just great. Like people are finding us and I'm like, did you call those people and ask them for their charts, buy those charts? that is two practices worth of patients that you're just hoping maybe one day will Google you when they're seriously sitting right in front of you. So   I'm super curious. I love this topic. know Dave's talked about it as well, but Nate, how do you buy charts successfully? How do you make that transition? Like Dave was talking about buying so many charts, but kind of from your experience, how do you buy these charts? How do you merge these patients in successfully? And other than just good luck and being in the right place at the right time, finding more of these opportunities. I'm super curious.   speaker-1 (12:04) Yeah, yeah. So for this one, know, having no idea what I was doing, I did have some, think, good advice from a transition attorney that I worked with. initially, the guy that was selling his charts, wanted X number of dollars for his, I think he said, 1,000 active records.   speaker-0 (12:26) And what's like X number of dollars like just give me a ballpark you don't have to say the exact amount but I'm like is it five dollars a chart ten dollars a chart thirty dollars a chart like what   speaker-1 (12:35) If I remember, this was probably 10 years ago, so I believe it was 60 a chart is what he wanted. So I think he wanted 60 million, right? And, you know, I, again, not knowing too much, I definitely knew that those 1,000 people were not gonna come over, right? So I was worried about like, what's the risk? Like, are 10 people gonna come or are 800 gonna come? I have no idea.   Yeah. So the attorney I was talking to, he said, he'd never done it this way. said, but maybe what you want to do is offer a little bit more per record, but only for like a small percentage at first. And then keep track of it over time. And that's what I think I did. It was either a hundred or 120 a chart. And I prepaid for like 300. But then for the next year, I kept track of all the, like once I got above that 300, I kept track of it.   So the nice thing is it limited my, it limited my risk. It put more, I guess, importance or motivation on the seller to really like push his patients to come. Cause the more you make more, the more people that came to see me. So it was a win-win that way. And it also, it let me kind of control that the influx too, because I think if all of sudden I was getting, you know, 800 patients calling all at once, it'd be a little bit trickier to merge this all in.   So that worked out really well.   speaker-0 (14:00) And I'm just curious on that, because this is something else I've been really wondering. After talking to Dave, now meeting this podiatrist, guys, I just love this type of stuff. This is cool business stuff that I feel a lot of people don't talk about. I'm curious, how long was the arrangement? Was it for a year that you would pay him? Was it for five years you'd pay the selling doctor? Because I'm curious, how is the motivation? for me as a business owner, I wouldn't want this to go on forever. I'd want an end date of when I don't have to pay you $120 per patient.   So how is that kind of arrangement set up?   speaker-1 (14:32) It actually, was nine months is what we had set. And I think it could work either, but I certainly wouldn't go more than a year, because it is, it becomes a major pain. And then, honestly for me, as I got close to that nine months, we sort of started slowing down. We strategically scheduled those last few patients in the nine months, but I still had all the records.   speaker-0 (14:54) That's what curious. So did you get all the records? So like you paid this, all the charts come to you, and then the other dentist has good faith that you're going to be honest? Or do they get access to it? Was that what it was?   speaker-1 (15:04) He could have like, had it written. If you wanted to send somebody to audit it, like absolutely. He had access to do that. He just never did. and yeah, we had an initial wave of a lot of people and then it slowed down a bit. And you know, it's, um, I think, I think it ended up, maybe we got 450 out of that thousand. Um, and it and it was close and it was close to that nine months. You know, we were getting close to like 400 and again, I just.   We slowed down a little bit, ⁓ just whatever. But as soon as that nine months hit, then we started re-marketing to the people we hadn't seen.   speaker-0 (15:43) 100   % because then it's like you've got basically 400 patients on recall that haven't been in and so did you guys win it happened and of course you might say things you'd do differently or whatnot but did you have that selling doctor send a letter to all of his patients like hey I'm no longer seeing it come see Nate like he's fantastic or did you guys just pick up the phone and start calling these people what was kind of the strategy of the how-to for you?   speaker-1 (16:07) So he, so he wrote, we both wrote a joint letter, which was good. And then I was able, I actually brought on his, he didn't have an office manager, but it was like his lead front desk and scheduler. So we brought her on. She wasn't a, she wasn't a great, perfect culture fit, but she knew the patients. So that worked. I think she was with us for probably about the nine months.   speaker-0 (16:26) Exactly.   Cause in my mind I was thinking like, that's genius. Maybe you can do like a little like sweetheart deal where it's like, Hey, I'm buying your charts and also your scheduler upfront. Can I just have them like help me call these patients? I'll pay them for a couple of months or whatnot. I don't know. Like there's a piece of me that's like, I could see the pros and the cons of that, but you're right. It's me calling that person who's known these patients for years calling to get them scheduled and help out with that. That's probably again, even if it wasn't a great culture fit, it probably did get more patients in your door.   speaker-1 (16:59) For that initial, yeah, absolutely for the initial. Because they already had the patients pre-scheduled, so they were able, and they know them, it was really helpful having that familiar voice.   speaker-0 (17:09) Totally. Yeah. Clever. Okay. So you went higher than what they're doing, ⁓ which I tell everybody, I'm like these people who are shutting their doors, pretty much any offer you give them is, mean, don't be like a low ball and completely have it feel ridiculous, but they, have no option to sell. There are no options for them to sell. They're not going to make any money. Like that's gotta be a hard reality for that selling doctor to realize like, Hey, I built this business up, but it's not even a sellable product.   So I have no asset anymore. So I'm like, honestly, any money that they can get for these charts, I do think is a good deal and something great for the selling doctor as well. So I don't think it's a ⁓ vicious, like you're taking advantage. I just think again, opportunity shows up in different ways. And I think for the selling doctor, it also was an opportunity that they got probably way more than they were expecting to get when they closed the doors of their practice.   speaker-1 (18:02) Yeah. Cause honestly, it hadn't been for new, he'd been trying actively to sell it somewhere. And I was like, I think I was like the last person, you know, had I not been able to step up and, and, work something out, it would have just been all those patients out into the ether. And, know, probably who knows how many of those, you know, 450 would have shown up with us anyway. But it's, it's, know, again, being younger, not knowing what I was doing, like it was intimidating for me. But as I look back, like he'd never done that either.   speaker-0 (18:22) Yeah   speaker-1 (18:30) You know, so was all, it was new for both of   speaker-0 (18:33) Well, and also thinking about, I'm sure some listeners might think like, Nate, that's a bad deal, though, spending $120 per patient chart. And if you are a wise business owner and you know the cost of acquisition of a new patient, yes, I would say that that probably is on the higher end of a patient. However, I think the perk of this is these are most likely patients who have been active patients in a dental practice that are going to be good patients that are coming. And odds are they also might be, I call them sleeping.   patients in the fact that this dentist was on the retiring side, odds are that dentist was just slowing down with dentistry. Every dentist will have this happen to where odds are these patients actually have a lot more treatment available since their selling doctor was slowing down in their career. while it might be more expensive, you're probably also paying for it with the dentistry available with an older doctor selling. So got it. Okay.   speaker-1 (19:22) Yeah. Yeah.   And then yeah, like, and then fast forward, you know, another five years or so from then, it's not five, about five years ago. I had a dentist moonlighting with me who was in the Navy. It was getting out, wanted to stay in the area. Awesome, awesome dentist, really good friend of mine now. And he wanted to stay, but again, at that point I wasn't busy enough to really support another.   an associate and I'd never really never had an associate either. And again, opportunity I had, was having, it was like a county dental society meeting. I was talking to a friend of mine as well, who was a little bit older dentist and she was like, I'm thinking about slowing down. maybe this guy could work for you for a couple of days a week and me a couple of days a week. And kind of light bulb went off my head. I was like, or I could buy your practice if you're open to it. And then you can slow down whatever you want. ⁓   be an associate with me and he could work at the two. I kind of saw the writing, like the potential if he did that, what happens if now he wants to buy that practice and then it's, you know, so that actually.   speaker-0 (20:29) You would be training up your competition. So good job on seeing that and not letting that happen.   speaker-1 (20:35) Yeah. And, uh, and it worked and that worked out great around the, again, just weird timing around the same as I was closing on that deal. One town over those, dentist who unfortunately had a terminal, uh, terminal cancer and was looking for somebody to help take over his practice. So I was able to take over his patient base, which another bonus of being able to help, you know, get this new associate, you know, even busier.   speaker-0 (21:01) So really your practice is a makeup of four practices. Did I count my?   speaker-1 (21:06) And then I had one more a little bit later. There's like five, five, nine into two locations now. So yeah. Yeah. And with that one, was the, um, I was able to bring one of the hygienists on board. Um, which again, that familiar, familiar face, familiar voice, um, was a big, was big and she's still with us and she's awesome. So, um, so that's been, that's been really good.   speaker-0 (21:07) Okay, so   Clever. love it.   awesome.   Have you guys heard? But like really have you heard? And are you the type of person that loves to take massive action? Well, if you are, I would love to invite you to Dental A Team's Virtual Summit, April 22nd through 23rd. And yes, right now guys, it's early bird. That means it's $200 off the normal ticket price. You guys are going to learn how to optimize your practice this year. We know it's been a rough year. People have quit. We've had COVID, we've had changes. So we want to teach you guys how to optimize within your practice now and execute.   Friday is full team, Saturday is all things leadership. So bring your team, get some CE, take massive action, head on over to TheDentalATeam.com. Coupon code is summit early bird, and it's valid until March 31st. That's summit early bird, all one word, and it's valid until March 31st. So guys, head on over. I can't wait to have you take massive action, optimize your practice, and execute. Let's make 2022 your best year. I love it.   I love how much you have, ⁓ I think if anything I'm taking is don't be afraid to take those risks, don't be afraid to look at opportunities and also I think you just kind of have also positioned yourself to be well known within your community and I feel like so many dentists, like yes even within big cities like New York, Denver, guess what? People are always retiring. I just had a student from Midwestern reach out to me and was mentioning how like.   Hey, care, do you know of anybody to buy a practice? And I'm like, what is going on? I don't know all the details, but I'm like, this is somebody who's been graduating for maybe a couple of years looking to sell a practice. so I think it's just important to get to know the doctors around you to build those friendships. Because when I think it's often like you're putting yourself in a position to be ready for that opportunity, it's kind of like right now they say have a lot of cash on hand. We know something's going to be shifting in the economy.   So just be ready for when opportunities there. And I think getting to know your neighbors, getting to know those dentists, hey, great, you also as a dentist might need them as a resource in the future as well. So I think it can go both ways, but I love that you've done that. So now I'm curious, Nate, because I selfishly want to talk to you about this. You've got these two practices, you've got these dentists.   Who knows, you're gonna like probably add on like four more practices of charts in the next five years. I mean, based on your record, like let's just start piling them all on. You'll be the only dentist in Rhode Island. You're just gonna last. But I know culture is something you and I off air. Nate is one of my favorite clients. I don't even come to your practice, Nate, and you and I will just chat business, talk shop. You are somebody that I will say publicly is someone who's just been.   a really great influence in my life. Periodically, you will just send me a random text of like, just tell me that we're doing a good thing. And I will say, and you know, as an owner, those kudos and those like good vibes, they don't happen as often because you're the one who's giving all that out to your team and to your clients and to your patients. And so Nate, I will say publicly, like how much you've just been an influence in my life as well. Something I just have appreciated with you as a client, as a friend, as a mentor. So I'm excited to chat. You've got all these things going.   I know culture has been a piece that you and I both have been talking about of developing this culture. So kind of what spurred you into realizing you wanted to shift your culture of your practice. And then let's talk about the nitty gritty, but like how did you as a business owner know you needed to do a shift within your culture? Because I think that that's humility. And I'm just curious, like what tipped you off? How are you able as a dentist to own that, that you wanted to shift that?   speaker-1 (25:03) Yeah, I mean, I think for me it was noticing, you know, sort of the patterns over the years of the just the ups and downs of culture, you know, and it's, you know, whether you call it the vibe or how everybody's getting along. ⁓ And there, I mean, it's over the years, like we've had some pretty painful, painful times and times where it's like, nobody likes being here. That's way better, you know, in the last few years and it had been in the past, but.   It's, I was realizing I didn't really know how to, I didn't realize I had, that I could have influence on, on how to change that. It's, you know, some of it, I'm not a confrontational person. I'm pretty laid back and I want every, you know, I want to be the one that's liked. I want to be everybody's friend. And it's hard. It's, mean, whatever 13 years into practice ownership. And I still, you know, struggle with that.   kind of not being able to be everybody's best friend. Like I actually own the boss and like I have to own that. So it's, know, again, I finally got like just really got so exhausting of the ups and downs of like, is this going to be a good month or is this going to be a good week or who's going to be upset and all that. that it's like, you know, it's not just on me, but it's like, creating that environment that people, you know, that people want to be here. You know, people are happy people.   playing well together and trying to manage all that. it's, you know, it's certainly I haven't figured it out completely, but it's, you know, just trying to work on little things.   speaker-0 (26:41) Yeah, well and I love that you said that because incidentally I'm like, ⁓ Nate, why didn't I even think about this? I know why you and I are good friends. We're eyes on the disc profile. We both love to be liked. We're both very outgoing. We're like, you know life at the party have a good time. We're also okay to like let other people be the life of the party, but just really that and I do think a lot of dentists have that personality. ⁓ I was thinking about dentists last night actually while I was falling asleep and I'm like gosh you guys have to charm and dazzle and wow all day long.   Like you walk in and you have to make friends quickly and it's in an uncomfortable like, hey, let me like get real up and close and personal, like look in your mouth. And I got to like win you over and make you like me. I want to say yes to treat Mike. That's a lot of output of energy all day long for you guys. And so for you to realize that you also have to be a boss, I think one takes humility and two, also is ownership. And I would agree. I think it's like you get to a spot where I'm like, all right, being friends is fun.   But we got to have this like even kill because this up and down is just causing me to feel like I'm in whiplash all day long. So what were some of the things that you started to shift again? You and I chatted in December and I know we both like I've taken this from our conversation of culture is a slow burn. It is not something that happens overnight. It is not something that is instantaneous and I am an instantaneous person. Like I will figure it out. I will come up with it like we will find the solution and culture is like, all right.   Cool, I'm here for the journey. So what were some of the things you started to shift that you've been able to see? know Tiffanie's been helping you guys in your practice quite a bit as well, but I think ultimately at the end of the day, consultants can only help as far as the leaders are willing to go. And so for you to be willing to shift and change is why your team's been shifting and changing too. So what were some of those specifics?   speaker-1 (28:26) One of the, I would say the hardest thing for me and I still like, it still gives me anxiety and trouble is having difficult conversations. And while, you know, it's   you wouldn't think it would necessarily play toward helping with culture, having difficult conversations. I think it really does because I think it resets some of that, ⁓ like where the expectations are, what kind of the clarity on what needs to be done. But I think that's part of, on my ups and downs, I, again, wanting to be agreeable and being pretty laid back, if there was some...   trouble happening or there's some conflict between the team. Like a lot of my default for years was, it'll just blow over. Like, let's it work itself out. And it would work itself out by exploding after a drink or two. And then everybody would hug it out after a drink or two, and then we're fine for a while. But like, was no way to operate, right? So for me, getting over my fear and my anxiety of having those hard conversations, you know, and that's actually, that's one of the things that Tiffanie has been super helpful.   with on helping me through some of those. And I think one of the biggest skills that I've gotten with working with the Dental A Team is that, to have those conversations. They're not fun. People don't like them. I don't like them. But I think it makes a big difference and means a lot once people, like once you get through that.   speaker-0 (30:02) For sure. And you're lucky to have Tiff. think Tiff is one of the best at it. Tiffanie is very masterful on being able to, I say word ninja it. She's also just very direct, which is odd because she's so lovable and so nice. But something her and I have chatted a lot. And to your exact point, when team members have those uncomfortable conversations and they know their employer is willing to do it, everybody actually feels safe.   and that safety can create stability, which also creates like easiness. So my husband and I felt like I used to be a people pleaser with him. And just this week, he and I had a really big decision, a really awesome opportunity, and we ended up turning it down. And I was so frustrated. Like, I'm such a like driver and doer and like, this is an opportunity. We've been working for five years for this and we're just gonna like walk away from it. And I was not my most polished Kiera. ⁓   Thankfully, I would never do this with my team, but my husband, was just like full on expressive on like, and not anger at him, just the frustration of the situation. Like we've worked for this for five years and we're still not going to go through with it. And he made a comment to me, said, Kiera, I love that we've worked on our relationship so much to where you can feel comfortable and confident to have this conversation, to express your true feelings and we can work through it and find a solution. And I use that example because I feel like it's very similar with teams with   bosses that are willing to have these uncomfortable conversations because there's a there's a trust and a confidence that I can come to you. I know we can go toe to toe. I know we can work through this even though it's not fun in the moment per se. There's so much beauty and ease and flow that happens because we're not just always like holding it inside trying to like charm everybody else around us.   speaker-1 (31:47) Yeah. And what I have sort of seen ⁓ as I'm doing that more often and as I'm getting more comfortable with it, I'm seeing my team do the same thing with each other, in a, you know, in a respectful way. And they're confronting things before they become like these underlying deep seated issues. So yeah. So that's been good. ⁓ Working on gratitude is another, is another big one. Yeah. It's funny. It's, it's, ⁓   That's been, that's taken me a little bit to get used to and kind of coming up with a pattern of how to do it because it doesn't necessarily come naturally to me. You know, I think it all the time in my head, you know, how appreciative I am, but it's expressing it is what's hard and finding the way that resonates because everybody's different. What, you know, what lights everybody up is different. So it's trying to, I'm still trying to figure that out for everybody individually.   speaker-0 (32:42) But I think it's awesome that you're taking that on and like you said and I will say kudos to male doctors that are willing to share their appreciation because I'm not a male, but I have heard from several male colleagues that it's very uncomfortable. They're like, I'm just not somebody like you said, I think it, but I don't necessarily say it I don't know how to say it and sometimes it's an awkward thing. But I will say as a team member, I worked only with male doctors, except for one time I had a female doctor. But most of the time males were the doctors I would work with.   And as a team member, especially a female team member, it meant the world to me when they would share that appreciation. it just would, most women are very much ⁓ people who love those words of affirmation that are genuine and sincere. And so I think that that's a great thing that you've taken on. And I know that that's shifting because you shifting that way is shifting your entire team as well. Very cool. Okay. I just want like a quick highlight list as we wrap up, Nate, I appreciate you so much. What are some of the things working with Tiffanie that you've   that you guys have implemented in your practice or some things that you've seen, like we've talked about chart mergers, which gosh, it's just so fun. And we talked about culture shifts, but what are some of the things over the last year? I think you guys are just wrapping up your heading into year two. What are some of the things you guys have implemented with her this last year that were really just impactful for you?   speaker-1 (33:59) Yeah, it's, it's, it's, it's a, we've done a bunch of like small things, you know, and, and, that's what I think has been great is like they, they're easy concepts, but communicating ⁓ better handoffs from front to back and committing to that. ⁓ It's, one of the first things that she introduced with us. And, you know, it seemed like such a simple thing, but it's made a huge difference in. ⁓   and just having consistency of communication and then also it helps the teamwork. ⁓ That's been really good. She's helped a lot with trying to ⁓ have us have a better of sense and strategy around our revenue cycle. Just little things that we didn't necessarily know that we weren't doing, you know, as efficiently as we could. But what I love the most is the process and the accountability part that's put in. ⁓   there, you know, I, in previous years, you know, I've worked with other coaches and consultants and things. Um, and it's always been like a kind of a cookie cutter type thing. And it's, you know, it has been helpful, but what I really love about Dental A Team is how. Yeah. She's able to look and see exactly what it is that we do and how we do it and tailor those systems to us. Um, uh, but also that holding us like holding us accountable to do it. Like we had a, we had a call.   this week, I think it was. we've been looking at outsourcing things for, and I think we've probably been talking about it for a month, two months or so. And it was kind of funny because she has, she's like the sweetest person in world, but she was like, all right guys, I'm tired of talking about this. You're going to buy the end of it. And we're going to, we're going to make a decision on this in my head. This is on Tuesday. I was like, all right, by the end of Thursday, we'll have this done. She's like today, like today that you've done this and tell me who you're going with. And I was like, all right.   But sometimes that's what we need, know, cause we were stuck in this little cycle. So she, you she's good with that. And then sort of same thing with, you know, those are one of the difficult kinds of conversations I needed to have, but was Tuesday was funny. She was, she like really lit a fire under us. Cause like three or four things are like, you're getting this stuff done today and it's happening. that's the push we need, but there's other, know, there's, it's not always that intense. You know, there's also, ⁓ you know, if we need a little help with, you know, with things and,   It's process. She's there each step of the way.   speaker-0 (36:25) awesome. I love it. Well, I think that other no, go ahead.   speaker-1 (36:28) Sorry, it's   been really, it's been really good that I haven't seen with anybody else I've worked with before is she's totally accessible to my team. And I have a couple of the people on my team who are like very growth mindset, growth oriented with us. And, know, they, I think they talked to her more than I realized. And it's, it's one of like, felt initially like when she, you know, gave everybody her contact information, she like, I don't know, I hope that doesn't get abused. And she's like, I love it. That's what I'm here for.   and not knowing the specifics of what she's helping some people with. Like I've had a couple of people on my team, they're like, is so great to be able to reach out to Tiffanie and get this advice on this. And she's helping them just as much as she's helping me. That's awesome.   speaker-0 (37:09) That's huge and I appreciate that Nate because one it's fun to hear how our consultants are doing and I love like a few pieces you said which makes me happy because like as an owner and I'm sure as dentists we have this great vision of what we want our company to be what we want our practice to be and then to hear a patient experience to hear a client experience I'm like we will never be cookie cutter I refuse like forever because no practice is cookie cutter so to hear that it's systems that are customized to you guys where it's what's gonna work with you and also like you said   that accountability. Tiff and I, will say kudos to Tiff because at first, you know, we were like, how do you consult offices? And most of time we'll just kind of go through with you holding you accountable. But there are times when we will need to like laser in, lay it down and be like, guys, here's the reality. Just like a coach at the gym. I'm like, I don't want you like high five. I mean, that was a great workout when my squats look terrible. Like tell me to get my booty down, get my back out. Like   make sure I'm actually doing the work if I'm going to put in the work. And so I love that she did that. And like you said, that is something that we are so pro having those team members elevate rising them around you. That's something like we have kind of, I have a three prong approach and it's making sure you are profitable as a business. Cause if we're not profitable, fantastic. And to hear that TIF is helping you guys with that revenue cycle, making sure that's there at the handoffs, but then also growing people themselves.   You with those hard conversations, you making sure, I mean, we were just talking, you're having time off and your whole team is like killing it and you're not even there, which is awesome. ⁓ Also elevating team members. So it's not just the dentists themselves, but the team and then putting in those systems and team development top to bottom. So to hear it from a client experience, and we didn't even rehearse this prior to it, but to really hear the, and I didn't even prep you Nate. I didn't tell you to like, Hey, think of the last year and the highlights before we get on it. And I purposely did that because I wanted to hear.   what really stood out to you over this last year? What were the things that, because sure, you could go back and reread the emails and prep for it, but I'm like, that doesn't actually matter. What matters is what sticks in the moment. And so I just appreciate that. I love you as a client. know Tiff loves you as a client. You're just a, you're a great example of execution, of humility, of seeing opportunities and executing on them. And I hope people realize that success in my opinion doesn't just happen by chance. It is methodical. is...   Executed on sometimes you get sprinkled with that good luck charm But I also think that good luck charm is only good luck if you actually execute on it So Nate, you're just a dream. I love it. I love what you've done. I appreciate you being on the podcast you're just such a happy human and You're you're a great person who's doing great things in this world and your team's super lucky to get to work with you and learn from you as well   speaker-1 (39:48) Oh, thank you so much. And I feel so, you know, so lucky to have come to come across the Dental A Team, you know, three years ago and, and, and gotten to know you, gotten to know your team and all of you thought, you know, to me, my team and my life, it's awesome.   speaker-0 (40:00) Totally.   Well, it's, you know, we said yes, because you're in Rhode Island first. That was the first like initial yes. then you know, so but no, I appreciate it, Nate. So guys, if you if you have questions on mergers, or how to buy these charts, like please reach out, we'll connect you in with Nate. And if his story and the successes he's had resonate with you, email us, we'd love to chat with you. Hello@TheDentalATeam.com. And Nate, thanks for being here today. Thanks for just being a good human in this world that we need more people like you. So thanks for being here today.   Thank you. Awesome, guys. All right. As always, thank you all for listening, and I'll catch you next time on the Dental A Team Podcast.   wraps it up for another episode of the Dental A Team Podcast. Thank you so much for listening and we'll talk to you next time.  

We want your feedback and questions. Text us here.Adding new talent can accelerate growth or quietly undermine everything you've built. Leaders today face a critical challenge: how to hire high performers without sacrificing the culture that drives long-term success. In this episode, we break down five proven principles for adding talent while protecting your culture, helping you hire with intention, onboard with clarity, and integrate new team members in a way that strengthens, not erodes, your values. If you're responsible for hiring, building teams, or leading through growth, this conversation will equip you with practical strategies to scale your people without losing who you are.

What if your company's values didn't just live in a handbook but showed up in your daily habits? Nikki sits down with creative strategist and purpose-driven leader Justin Ahrens to unpack how organizations can bring their vision, mission, and values to life beyond buzzwords and branding. With deep experience as a B Corp founder and now as the mind behind On Purpose, Justin offers tangible insight on transforming culture from the inside out. They dig into common missteps leaders make when vision is disconnected from action and explore what it truly looks like when culture is alive and thriving. From onboarding that inspires, to meetings that actually matter, this conversation is for every people-first leader ready to turn alignment into action.   Additional Resources: Connect with Justin on LinkedIn Get Justin's Book - "Being HumanKind" Learn more about ON Purpose Work Listen to The Design Of Podcast Listen to Running Ahrens! Watch Gut + Science (and more) on YouTube! Connect with Nikki on LinkedIn Follow PeopleForward Network on LinkedIn Learn more about PeopleForward Network   Nikki's Key Takeaways: Vision thrives when integrated into daily business rhythms. Leadership must model behaviors aligned with stated values. Systems are essential for values to stick. Culture isn't created in a vacuum, engage everyone. Clarity, consistency, and vulnerability build trust.  

Send us a textThanks for tuning in to this episode of Follow The Brand! We hope you enjoyed learning about the latest trends and strategies in Personal Branding, Business and Career Development, Financial Empowerment, Technology Innovation, and Executive Presence. To keep up with the latest insights and updates, visit 5starbdm.com. And don't miss Grant McGaugh's new book, First Light — a powerful guide to igniting your purpose and building a BRAVE brand that stands out in a changing world. - https://5starbdm.com/brave-masterclass/ See you next time on Follow The Brand!

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Pendant la 2nd Guerre Mondiale deux soldats planifient l'assassinat d'Adolf Hitler, une vieille femme mourante donne l'emplacement d'un trésor secret à son mari, et deux médecins partent en voyage en Afrique du Sud... Découvrez les 3 histoires drôles du jour ! Tous les jours, en podcast, retrouvez une compilation des meilleures blagues de vos Grosses Têtes préférées.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

D'après Gaël Tchakaloff, ils sont nombreux au sein de L'Elysée à écouter l'émission phare de RTL... Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Plaintes, compliments, interrogations... Cette saison encore, les Grosses Têtes répondent aux différentes questions et messages des auditeurs à l'antenne. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Et vous, saurez-vous démêler le vrai du faux ? Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Dans l'émission du 8 janvier, Marc-Antoine Le Bret a imité Nelson Monfort, Philippe Candeloro, Paul Mirabel, Jean Lassalle et François Hollande. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

À la fin de chaque émission, retrouvez en exclusivité sur les plateformes de podcast le débrief des 2h30 d'antenne qui viennent de s'écouler, en compagnie d'une des Grosses Têtes du jour... Ce 8 janvier 2026, Jeanfin Janssens se confie au micro de Rachel Azria. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL. Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Chaque jour, retrouvez une histoire drôle racontée par un sociétaire de l'époque de Philippe Bouvard. Jacques Balutin, Jacques Mailhot ou encore Pierre Bellemare, retrouvez toutes leurs blagues en podcast !Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Avec Philippe Geluck, Gaël Tchakaloff, Paul El Kharrat, Caroline Diament, Jeanfi Janssens et AZ. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Az et les réseaux sociaux, le message de Laurent Ruquier pour Emmanuel Macron, l'histoire drôle de Philippe Geluck... Retrouvez dans ce podcast le meilleur de l'émission du jeudi 8 janvier 2026. Retrouvez tous les jours le meilleur des Grosses Têtes en podcast sur RTL.fr et l'application RTL.Hébergé par Audiomeans. Visitez audiomeans.fr/politique-de-confidentialite pour plus d'informations.

Apply to Join Churchfront Premium Apply to Join Churchfront Pro Free Worship and Production Toolkit Shop Our Online Courses Join us at the Churchfront Conference Follow Churchfront on Instagram or TikTok: @churchfront Follow on Twitter: @realchurchfront Gear we use to make videos at Churchfront Musicbed SyncID: MB01VWQ69XRQNSN   Carey Nieuwhof Interview - Podcast Notes Overview Conversation with Carey Nieuwhof about the shift in modern church worship from entertainment-focused to encounter-focused experiences, live streaming strategy, and church growth in the digital age. Key Themes 1. The Shift: Entertainment vs. Encounter The Problem with Modern Church Production Social media created a "copycat phase" where churches could suddenly see what megachurches were doing Churches adopted same equipment, same songs, same production values What was unique became ubiquitous - "we all became copies of each other" Gen Z is "the most marketed to generation in human history" and numb to production Quote: "Gen Z is the most marketed to generation in human history. And we're all kind of numb to the production. I don't think people are looking for hype. They're looking for hope." What People Actually Want Something real and tangible An experience of God, not just information about God Presence, not just presentation Transformation over information The Internet's Limitation Really good at delivering information (especially with AI) Cannot facilitate an encounter "There's something that happens in the room that doesn't happen online" 2. What "Encounter Over Entertainment" Looks Like The Tonal Shift Worship leaders being more sensitive to what's happening in the room, not just rehearsed transitions Preachers leaving space, not just hitting time marks Paying attention to what God might be doing (people crying, leaning in, visible reactions) Creating space to breathe Silence and Space "When I started in ministry, my goal was to get rid of as much silence in church as I could" Now: "Where else are you going to get silence? You don't get it unless you're in church" Don't have to fill every moment with words Can be silent or "noodle" on instruments while creating space Quote: "People's lives are so noisy and so crowded. I mean, we don't even sleep without white noise machines or anything like that. So where else are you going to get silence?" Evoke vs. Manipulate Can't plan a revival - it happens or it doesn't Job is to "set the table" and make space for the Holy Spirit Example: Great movies evoke genuine tears by accessing real emotions Cheap manipulation feels different Quote: "It's not our job as Christians to manipulate. It's our job possibly to evoke, to say, 'I'm going to set the table. I can't control the Holy Spirit.'" 3. The Liturgy Issue Modern Church is "Liturgically Malnourished" Liturgy = order of service (not an outdated term) Modern church handles joy and praise well Missing: contemplation, confession, lamentation, reflection Lost practices: prayers of confession, prayers of the people Carey's Confession Presbyterian background included prayers of approach and confession As church became attractional, prayer became "just an opportunity to clear the set for the sermon" Regrets thin prayers: "God, it's so good to be here today. We thank you so much. Amen." Quote: "It's like confess your sins to one another and you will be healed. We don't do that anymore. What if we did that?" Not Either/Or, But Both/And Keep good lighting, sound, production, and musicians who can play Add breathing room, texture, color, tone, mood Use liturgical calendar and historic practices adapted to modern context Don't approach Sunday as "slots to fill" Creative Freedom 52 Sundays = 52 blank canvases Already do this well at Easter and Christmas Can be more creative without confusing people Example: Good Friday Service Ended in darkness with no announcement Faded to black and stayed there People sat in uncomfortable silence, then slowly left "I wanted them to feel that discomfort... if you can even get a small sampling of that" Easter Sunday picked up in darkness, then sunrise/resurrection 4. Live Streaming Strategy Who Should Live Stream? Not every church needs to live stream everything Need good musicians to sound great online (around 400-500 attendance to have talent base) Need separate mix for online vs. in-house Poor production = "school play" - only interesting to those directly involved Quote: "A lot of churches, and these are well-meaning, beautiful Christian people. If you don't have the talent in production or in worship, you sound like a school play." Alternatives Stream just the message On-demand after, mixed in post-production Audio only if video isn't good Consider what strangers stumbling on feed would think The Discovery Argument Pre-COVID minority of churches streamed Now "everybody you want to reach is online" "All of non-Christian America, all the nuns, all the duns, all the atheists, all the agnostics, they're on the internet" Can't remember last time truly unchurched person hadn't watched online for weeks/months before visiting The New Foyer Online is now the foyer, not the physical lobby People investigate online before visiting By the time they show up, they're ready to go "further, faster" "They've already done their investigating. They've already asked ChatGPT all the questions" 5. Practical Service Design Handling Growth Pressure Multiple services create pressure to program everything tightly Solution: Trim 5 minutes from sermon Do 60-minute service with breathing room between Create more lobby/connection space Leverage outdoor space (if climate allows) Worship Set Strategy Don't need extended mix of everything Maybe two songs and a tag instead of three full songs "Sit in the tag for a while" Find the high-impact moments (example: bridge of "How Great Is Our God") Get to what matters, like talent shows do 90-second versions Quote: "You don't have to do the extended mix of everything, the seven minute version, do the tag. That would be great. Space is something that you can do in three minutes if you know how to do it well." Service Flow Examples Don't make people stand and greet (where else does that happen?) Have emotionally intelligent people on doors, not just available people Greet people the way THEY want to be greeted Consider kids moments, announcements, communion as natural transitions Call to commitment/involvement comes sooner now than 10 years ago 6. Online Presence Best Practices Website Design Design for new people first Show service times and location prominently (mobile friendly) Staff page is #3 most viewed - people want to see "are there people like me?" Use accurate photos (don't show 27-year-olds if congregation is 70+) Show actual diversity if you have it Quote (Seth Godin): "Culture is people like us do things like this. So what people are looking for, are there people like us?" Content Strategy Lead with best sermons, not just latest Most popular videos should be easy to find People don't care if it's from 2 years ago (still watching The Office) Have robust FAQ section for unchurched questions Position yourself for lost people, not just members 7. The Current Moment The Harvest is Ripe People are seeking more than maybe in past decade or two Culture is saturated with production - not the competitive edge anymore Mental health crisis caused by social media People desperate for something real What to Do Pray for it (spiritual activity) Make newcomer journey easy Take them somewhere when they show up Go deeper faster - they're ready Quote: "People come to church looking to find God, but sometimes all they find is us. They found a really cool song, they found a really great message, but they didn't actually find God in the midst of it." Give Them Meat Reference to Tara-Lee Cobble and The Bible Recap Provide historical context (helps Christians AND non-Christians) Don't be afraid to go deep on sin, gospel, redemption Write/speak in accessible "street Greek" like the New Testament Example Opening: "Hey, we're going back 3000 years. And there was a guy named David who was King of Israel. He was trying to keep the kingdom united because there was a north and a south. You can relate to that. These are divided times..." Quote (Tim Keller): "It's worse than you can possibly imagine and better than you can possibly dream." 8. Leadership Advice For Young Church Staff (25-40) Navigating Frustration with Leadership Write down actual issues you're facing (budget, staffing, expertise) Present respectfully, thoughtfully, submissively Good leaders will either provide resources or adjust priorities Identifying Toxic Culture Unrealistic expectations Unsympathetic to staff needs Expects 60-hour weeks with no life Toxic leader will get mad/defensive when approached Options in Toxic Environment Respectfully approach and share difficulties Accept the glass ceiling and stay Build healthy team within unhealthy body (temporary solution) Leave - "unhealthy bodies drive out healthy cells" Interview Questions for New Positions Ask to talk to current staff (not the pastor) Ask to talk to FORMER staff Find out who left and why Read Google reviews Have meals/experiences together (reveals character under pressure) Quote: "Ask around, ask if you have permission. Don't ask the pastor. Don't ask the pastor. Are you healthy? The toxic people, 'I'm so healthy.'" 9. Team Building & Growth Hiring Philosophy Only hire A players C players: you know immediately (late, unmotivated, incomplete work) - should be gone B players: good but not great - "it's too bad but we'll survive" A players: if they quit you'd need 3 people to replace them Quote (Netflix): "Adequate performance gets you a generous severance package." A Player Test If they knocked on the door saying "this is my last day," how do you react? C player: "Thank goodness, now I don't have to fire them" B player: "Too bad but we'll survive" A player: "Grabbing the waste basket and throwing up" Growth Wisdom Don't settle on staff because you're panicking Will eventually become bloated with no profit Profit = "permission to do this again tomorrow" (Seth Godin) Most businesses fail not from lack of vision but lack of cash Use tools like Working Genius to find right fit Don't just find A players - find A players with gifts your team needs Cultural Values Write them down and review regularly Ritz-Carlton: 26 values, reviewed 2-3 daily in team meetings Use to evaluate: "Where are we winning/losing with our values?" Catch team members exemplifying values Values help instill culture as org chart grows 10. Upcoming Projects Carey's New Book Topic: AI and the Future Church Thesis: "As the world becomes more artificial, we need to become more human as Christians" Church's future direction is human connection Expected publication: 2026 Latest Book "At Your Best" - about time, energy, and priorities Notable Statistics & Data Points 72% of teenagers have tried AI chatbots 31% prefer AI companionship to human companions Pre-COVID: minority of churches streamed services Can't recall single unchurched person who didn't watch online for weeks/months before visiting Around 400-500 attendance: churches start having talent base for good production 80-95% of church growth in America is conversion growth (not transfer) Top 3 website pages: Homepage, Messages, Staff/About Production Quality Basics Good Enough to Stream Great singing (doesn't need to be phenomenal) Decent lights Pretty good mix Can work with church of 150-200 with good coaching Everything else can be helped with technology Bare Minimum Great guitarist + great vocalist = "off to the races" Don't feel pressure to have full mediocre band Add musicians as you find/afford great ones Practical Takeaways Create space in services - silence, breathing room, sensitivity to the room Recover lost liturgical practices - confession, lamentation, contemplation Go deeper faster - people are ready for meat, not just milk Design for online discovery - unchurched people are investigating you Lead with best content - not just latest content Only hire A players - don't panic hire when growing Build real human connection - counter to increasingly artificial world Make newcomer journey easy - they're ready to engage quickly Be creative with 52 Sundays - not just slots to fill Focus on encounter over entertainment - production supports experience, doesn't replace it Questions for Further Reflection How can we create more space for confession in our services? What would it look like to "evoke" rather than "manipulate" in worship? Are we positioning our online presence for unchurched discovery? Is our production supporting encounter or replacing it? What emotions are people carrying into our services, and how do we acknowledge that? Are we moving too fast for the Holy Spirit to work? Memorable Quotes "I don't think people are looking for hype. They're looking for hope." "People aren't looking for more information. They're looking for presence, not just presentation." "The internet is really good at information, especially with AI. You want to know anything, you can find out anything, but the internet can't really facilitate an encounter." "It's not our job as Christians to manipulate. It's our job possibly to evoke." "Where else are you going to get silence? You don't get it unless you're in church." "If you don't have the talent in production or in worship, you sound like a school play." "Everybody you want to reach is online." "Your foyer has moved online." "People come to church looking to find God, but sometimes all they find is us." "As the world becomes more artificial, we need to become more human as Christians." "Adequate performance gets you a generous severance package." "Profit is permission to do this again tomorrow."

The jazz collective Freedom Riders celebrates the history of the namesake civil rights activists as well as the musicians who advocated for equality. Their show ‘My Country 'Tis of Thee' will be part of NYC Winter Jazzfest at LPR on January 12 and features special guests including Arturo O'Farrill, Kurt Elling, and Samora Pinderhughes. The group performs live in WNYC's studio, fronted by vocalist Sarah Elizabeth Charles, who also discusses their music, and the event.Performer Credits:Carmen Staaf - pianoJoe Dyson - drumsNoah Garabedian - bassAlfredo Colon - alto saxMilena Casado - trumpet

NYC Winter Jazzfest will celebrate the 35.5 year legacy of legendary party promoter, record label and creative agency Giant Step on January 11 at Elsewhere. Giant Step founder Maurice Bernstein and DJ Nickodemus will join to preview the event.