Podcasts about CVS

Inventur mit Zettel und Bleistift, tagelanger Betriebsstillstand zwischen Weihnachten und Heilig Dreikönig und frustrierte Mitarbeiter – so sah die Realität bei Winkler & Schorn lange aus. In dieser Podcastfolge erzählt Dr. Christian Lutzky, geschäftsführender Gesellschafter des Familienunternehmens, wie die Digitalisierung im Lager den gesamten Betrieb verändert hat. Winkler & Schorn ist ein traditionsreicher B2B-Großhändler für Lebensmittelverpackungen aus der Nähe von Nürnberg – gegründet 1827, heute mit rund 40 Mitarbeitenden, 5.000 Quadratmetern Lagerfläche und über 12.000 Artikeln, die teilweise in über 100 Varianten existieren. Einschlagpapiere in verschiedenen Größen, Salatschalen mit unterschiedlichen Deckeln, Feinkostbecher in fünf Volumina – für die Kommissionierung war das eine enorme Herausforderung.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Miko Branch. Here is a clear, structured summary of the Miko Branch interview with Rushion McDonald, along with its purpose, key takeaways, and notable quotes, drawn directly from the transcript you provided.All information cites the uploaded file. SUMMARY OF THE INTERVIEW In this Money Making Conversations Masterclass episode, Rushion McDonald interviews Miko Branch, co‑founder and CEO of Miss Jessie’s, a pioneering hair‑care brand serving people with textured, curly, kinky, and wavy hair. Miko recounts how she and her late sister, Titi Branch, built Miss Jessie’s from their kitchen table in their Brooklyn brownstone, developing products designed to genuinely work for people with textured hair. She highlights the brand’s deeply personal roots—named after their grandmother Jessie Mae Branch, the first “CEO” they ever observed in action. Throughout the interview, Miko explains how Miss Jessie’s expanded from grassroots marketing, word‑of‑mouth, and early internet chat rooms to becoming a national brand found in Walgreens, CVS, Target, and more. She stresses the brand’s emphasis on education, authenticity, and providing solutions for all textured hair types. Miko also discusses signature product lines (Curly Pudding, Pillow Soft Curls, Daily Soft Curls, sulfate‑free shampoo) and how Miss Jessie’s became a leader in the natural hair movement—well before it became a mainstream trend. PURPOSE OF THE INTERVIEW 1. To showcase Miss Jessie’s origin story and entrepreneurial journey McDonald highlights how Miko built a multimillion‑dollar brand from her kitchen table. 2. To inspire current and aspiring entrepreneurs Miko demonstrates how authentic problem‑solving creates brand loyalty and long-term success. 3. To educate listeners about textured hair and the natural hair care industry The interview reinforces that natural hair is not a trend—it's an identity and lifestyle. 4. To highlight the importance of cultural heritage and family influence Miko shares how her grandmother, her sister, and her Brooklyn salon shaped Miss Jessie’s values and innovation. KEY TAKEAWAYS 1. Miss Jessie’s was built on authenticity and real consumer needs The brand emerged from real hairstyling challenges Miko and Titi solved for themselves and their salon clients.. 2. Education is central to the brand’s success Miss Jessie’s teaches customers how to understand and care for their curl types—wavy, curly, kinky, multicultural, or transitioning.McDonald says the site offers more information than any hair‑care brand he has interviewed. 3. Family legacy guides the company Their grandmother Jessie Mae’s leadership, work ethic, and kitchen‑table lessons inspired their business approach. 4. The natural hair movement is here to stay People increasingly embrace their God‑given texture; straightening is no longer the dominant norm. 5. Social media amplified—did not create—their success Word‑of‑mouth began long before social media; platforms today simply extend their reach. 6. Miss Jessie’s serves everyone with texture—not just Black women Men, boys, Latinas, mixed‑race individuals—anyone with curls or waves—can find a solution. 7. Product innovation drove their growth Curly Pudding, Pillow Soft Curls, Daily Soft Curls, and sulfate‑free shampoos transformed textured hair care. 8. Their Brooklyn salon doubled as R&D It allowed the sisters to test products directly on customers and ensure real‑world performance. NOTABLE QUOTES (from transcript) On the company’s beginnings “We started our business in our brownstone right at our kitchen table.” “Curly Pudding was the groundbreaker—the game changer.” On the brand’s philosophy “The bottom line is being able to create products that are helpful.” “Information and communication is key to success.” On inclusivity “Anyone who has texture… we have something for you.” On natural hair “Natural hair, curly hair is preferred… it’s how people want to express themselves.” “Natural hair is not a trend—it’s here to stay.” On social media and growth “We were going viral before ‘going viral’ was a word.”. On legacy “Our grandmother Jessie was the first female CEO we’d ever seen.”. #SHMS #STRAW #BESTSupport the show: https://www.steveharveyfm.com/See omnystudio.com/listener for privacy information.

Listen and subscribe to Money Making Conversations on iHeartRadio, Apple Podcasts, Spotify, www.moneymakingconversations.com/subscribe/ or wherever you listen to podcasts. New Money Making Conversations episodes drop daily. I want to alert you, so you don’t miss out on expert analysis and insider perspectives from my guests who provide tips that can help you uplift the community, improve your financial planning, motivation, or advice on how to be a successful entrepreneur. Keep winning! Two-time Emmy and Three-time NAACP Image Award-winning, television Executive Producer Rushion McDonald interviewed Miko Branch. Here is a clear, structured summary of the Miko Branch interview with Rushion McDonald, along with its purpose, key takeaways, and notable quotes, drawn directly from the transcript you provided.All information cites the uploaded file. SUMMARY OF THE INTERVIEW In this Money Making Conversations Masterclass episode, Rushion McDonald interviews Miko Branch, co‑founder and CEO of Miss Jessie’s, a pioneering hair‑care brand serving people with textured, curly, kinky, and wavy hair. Miko recounts how she and her late sister, Titi Branch, built Miss Jessie’s from their kitchen table in their Brooklyn brownstone, developing products designed to genuinely work for people with textured hair. She highlights the brand’s deeply personal roots—named after their grandmother Jessie Mae Branch, the first “CEO” they ever observed in action. Throughout the interview, Miko explains how Miss Jessie’s expanded from grassroots marketing, word‑of‑mouth, and early internet chat rooms to becoming a national brand found in Walgreens, CVS, Target, and more. She stresses the brand’s emphasis on education, authenticity, and providing solutions for all textured hair types. Miko also discusses signature product lines (Curly Pudding, Pillow Soft Curls, Daily Soft Curls, sulfate‑free shampoo) and how Miss Jessie’s became a leader in the natural hair movement—well before it became a mainstream trend. PURPOSE OF THE INTERVIEW 1. To showcase Miss Jessie’s origin story and entrepreneurial journey McDonald highlights how Miko built a multimillion‑dollar brand from her kitchen table. 2. To inspire current and aspiring entrepreneurs Miko demonstrates how authentic problem‑solving creates brand loyalty and long-term success. 3. To educate listeners about textured hair and the natural hair care industry The interview reinforces that natural hair is not a trend—it's an identity and lifestyle. 4. To highlight the importance of cultural heritage and family influence Miko shares how her grandmother, her sister, and her Brooklyn salon shaped Miss Jessie’s values and innovation. KEY TAKEAWAYS 1. Miss Jessie’s was built on authenticity and real consumer needs The brand emerged from real hairstyling challenges Miko and Titi solved for themselves and their salon clients.. 2. Education is central to the brand’s success Miss Jessie’s teaches customers how to understand and care for their curl types—wavy, curly, kinky, multicultural, or transitioning.McDonald says the site offers more information than any hair‑care brand he has interviewed. 3. Family legacy guides the company Their grandmother Jessie Mae’s leadership, work ethic, and kitchen‑table lessons inspired their business approach. 4. The natural hair movement is here to stay People increasingly embrace their God‑given texture; straightening is no longer the dominant norm. 5. Social media amplified—did not create—their success Word‑of‑mouth began long before social media; platforms today simply extend their reach. 6. Miss Jessie’s serves everyone with texture—not just Black women Men, boys, Latinas, mixed‑race individuals—anyone with curls or waves—can find a solution. 7. Product innovation drove their growth Curly Pudding, Pillow Soft Curls, Daily Soft Curls, and sulfate‑free shampoos transformed textured hair care. 8. Their Brooklyn salon doubled as R&D It allowed the sisters to test products directly on customers and ensure real‑world performance. NOTABLE QUOTES (from transcript) On the company’s beginnings “We started our business in our brownstone right at our kitchen table.” “Curly Pudding was the groundbreaker—the game changer.” On the brand’s philosophy “The bottom line is being able to create products that are helpful.” “Information and communication is key to success.” On inclusivity “Anyone who has texture… we have something for you.” On natural hair “Natural hair, curly hair is preferred… it’s how people want to express themselves.” “Natural hair is not a trend—it’s here to stay.” On social media and growth “We were going viral before ‘going viral’ was a word.”. On legacy “Our grandmother Jessie was the first female CEO we’d ever seen.”. #SHMS #STRAW #BESTSee omnystudio.com/listener for privacy information.

Job hopping: Career suicide or a way to learn what works for you? Synopsis: Every first and third Monday of the month, get a head start in your personal finance, career and life with The Straits Times. In this episode, Annabel Lim, Business & Reputation Director at communications firm We. Communications shares how she built her career by cycling through 7 full-time jobs. She talks about how each change gave her a different perspective or skill that cumulated in her current role, and why “job-hopping” isn't necessarily a red flag in CVs. Hosts Kai Wen and Sue-Ann, who have worked in two jobs and one job respectively, also discussed how long a person should hold their job before making a switch and how to tell when a role no longer works for you. Highlights (click/tap above): 0:00 Job hopping: Is it a bad thing? 6:56 Is there a minimum time one has to stay at a job? 9:45 Rage quitting 13:28 Is company loyalty worth anything? 20:40 Push factors at work 29:52 The urge to quit: just a phase or deeper problem? 34:31 Advice for those thinking of changing careers Follow See Kai Wen on LinkedIn: https://str.sg/qfwqQ Read Sue-Ann Tan's articles: https://str.sg/mvSa Follow Sue-Ann Tan on LinkedIn: https://str.sg/A86X Hosts: See Kai Wen (seekw@sph.com.sg) and Sue-Ann Tan (suetan@sph.com.sg) Produced & edited by: Amirul Karim and Natasha Liew Executive producers: Elizabeth Law Follow Headstart On Record Podcast channel here: Channel: https://str.sg/wB2m Apple Podcasts: https://str.sg/wuN3 Spotify: https://str.sg/wBr9 Feedback to: podcast@sph.com.sg Get business/career tips in ST's Headstart newsletter: https://str.sg/headstart-nl --- Follow more ST podcast channels: All-in-one ST Podcasts channel: https://str.sg/wvz7 Get more updates: http://str.sg/stpodcasts Watch Headstart On Record Podcast on YouTube: https://str.sg/3psqrx --- Get The Straits Times app, which has a dedicated podcast player section: The App Store: https://str.sg/icyB Google Play: https://str.sg/icyX --- Do note: All analyses, opinions, recommendations and other information in this podcast are for your general information only. You should not rely on them in making any decision. Please consult a fully qualified financial adviser or professional expert for independent advice and verification. To the fullest extent permitted by law, SPH Media shall not be liable for any loss arising from the use of or reliance on any analyses, opinions, recommendations and other information in this podcast. SPH Media accepts no responsibility or liability whatsoever that may result or arise from the products, services or information of any third parties. --- #headstartSee omnystudio.com/listener for privacy information.

What does living well with HIV look like today, and what can we all learn from those on the journey? Many Americans mistakenly believe HIV is no longer a serious health issue, which can reduce testing and treatment rates. While medical advancements allow individuals with HIV to lead long, healthy lives, early diagnosis and consistent treatment remain essential. New cases continue to rise, particularly among younger people and underserved communities.  Tune in as we sit down with Helen Everett, a CVS Specialty pharmacist, and Christopher Hooper, a CVS Specialty patient living with HIV on the importance of awareness and compassionate care. Moments with Marianne Radio Show airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio Affiliate!  https://www.kmet1490am.com Helen Everett is a CVS Specialty pharmacist who supports patients across a range of complex and specialty conditions, including HIV, helping them understand treatment options and navigate ongoing, long‑term care.Christopher Hooper has lived with HIV for decades and shares firsthand insight into how treatment and outlook have evolved. His long‑standing relationship with his pharmacist highlights how consistent, specialized support helps patients stay confident, adherent, and engaged in care. https://www.cvshealth.comMoments with Marianne Radio Show airs in the Southern California area on KMET1490AM & 98.1 FM, an ABC Talk News Radio Affiliate!  www.kmet1490am.comDiscover inspiring conversations with today's leading authors, celebrities, thought leaders, and change makers. To learn more about the Moments with Marianne Radio Show, explore guest interview opportunities, connect with Marianne, and follow her on social media, visit www.mariannepestana.com Explore the Moments with Marianne Book Club and find your next great read: www.mariannepestana.com/book-club/Listen to the Moments with Marianne Radio Show on KMET 1490AM & 98.1FM, an ABC News Radio Affiliate, weekdays at 8:06 AM PT / 11:06 AM ET and Sundays at 10:06 AM PT / 1:06 PM ET. Learn more at: www.kmet1490am.com/moments-with-marianne

Save big on Vegas with Las Vegas Advisor — get 10% off a membership with code MTM (new members, affiliate): lasvegasadvisor.com The long empty CVS space at Sky Las Vegas just sold out of foreclosure for $13.5 million with the new owner promising budget eats on the Strip once the lease finally runs out. World Series of Poker player Jared Griener also says two men were waiting inside his Airbnb after he cashed out his winnings, apparently knowing his door code. We dig into a remarkable 70 minute video driving the Strip in the summer of 2001, with the Desert Inn about to come down and the festival grounds still a dirt lot, and make the case that version of Vegas might have been better. Plus $3.99 sliders at Casino Royale, the Mad Hatter tea party returning to Peacock Alley August 26th through 30th, and a $20 dinner and a show from old Planet Hollywood. We also react to Wanderlog's Vegas pizza rankings, where Evel Pie at number three has us questioning reality. Finally, the LVCVA impact report shows visitor spending off its 2024 peak, and a slide revealing CEO Steve Hill makes $813,000, which is only fifth highest in the country. Let us know in the comments if you miss the 2001 Strip. Episode Guide: 0:00 Nobody Grabbed the Envelope 0:44 The Abandoned CVS Sells for $13.5M 2:23 A Poker Player's Airbnb Home Invasion 3:45 Matthew Boyer Lost $13 Million at Resorts World 5:43 His Wife Was His Casino Host 7:25 $3.99 Sliders at Casino Royale 8:27 The Mad Hatter Tea Party Returns 9:58 A $20 Dinner and a Show 10:41 Driving the Strip in 2001 15:20 Vegas Pizza Rankings (We Disagree) 18:24 The LVCVA Impact Report 21:38 Steve Hill Makes $813,000 23:22 Final Thoughts Want more MTM Vegas? Get our exclusive weekly aftershow and join the community.

Democratic candidate for Governor Helena Foulkes joins Gene to discuss the latest issues in the 2026 Rhode Island Gubernatorial race. The opioids crisis while she was at CVS, guns, housing, affordability, Trump and more! See omnystudio.com/listener for privacy information.

Dan sits down with Lo Bosworth, former star of MTV's "Laguna Beach" and "The Hills," who is now the founder and CEO of Love Wellness, a women's health brand she launched in 2016 that sells millions of products across major retailers like Target, Walmart, Ulta, CVS and Amazon. Lo shares how a frustrating 18‑month search for answers about her own depression, anxiety, and women's health issues led her to discover the “care gap” that inspired Love Wellness. Lo also opens up about life as a first-time mom, why she launched her brutally candid podcast “Tell Me I'm a Good Mom” just weeks postpartum, and her hot takes on supplements, authenticity in business and why she wishes social media would go extinct.   Learn more about your ad choices. Visit megaphone.fm/adchoices

Trey invites his local CVS employee, Sarah (Kristen Schaal: Last Man Qa Earth, What We Do Ja The Shadows) to join the podcast. Sarah admits to having invented a lethal pheromone that, if airborne, causes people to hump until they die! Learn more about your ad choices. Visit podcastchoices.com/adchoices

Stef brings an old school major bitch about taking a kid to the pediatrician and Lynette says "hold my beer" and tells us her interaction with CVS. 

This hour takes you on a wild, unpredictable ride through the strange and the mundane. Dive deep into the bizarre theory that the CERN Large Hadron Collider altered our timeline and triggered the Mandela Effect—yes, we are looking for answers about the missing Fruit of the Loom cornucopia. Join special guest Dr. Sky as they unpack declassified Pentagon UFO files, Tic-Tac anomalies, and the infamous 1973 Pascagoula alien abduction.But it's not all extraterrestrial! Walter brings the conversation back down to Earth to hilariously rant about Shania Twain's strict house rules, the sheer agony of Europe's refusal to use air conditioning, and his deep-seated hatred for CVS plexiglass cases and pharmaceutical monopolies. Learn more about your ad choices. Visit megaphone.fm/adchoices

Is your HR function organised the way employees actually experience it, or just the way it's always been done? In this episode of the Digital HR Leaders podcast, David Green is joined by Tony Truong, VP of People Strategy, Operations, Technology and Analytics at Chime, to unpack why most HR functions are still organised in silos, by specialty, while employees experience work as a series of moments: getting hired, being onboarded, going for a promotion. Tony has spent the last two years closing that gap, rebuilding Chime's people function from the ground up as the company has scaled into a public company. In this episode, David and Tony discuss: Why the real limitation holding HR back is fragmentation, not ambition What it's taken to rebuild a people function from the ground up at a newly public company How AI has reshaped recruiting at Chime, cutting a process that used to take days down to hours Tony's three-stage framework for thinking about AI's role in the business: assistance, automation, and orchestration What it actually looks like to move people analytics from the periphery of HR to the centre of how a business makes decisions This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Additional resources: Deloitte Global Human Capital Trends 2026 Report Hosted on Acast. See acast.com/privacy for more information.

What if some of the greatest investment opportunities weren't hiding in Silicon Valley or Wall Street, but inside small businesses that have been overlooked for decades?In this episode of The Conscious Capitalists, hosts Timothy Henry and Raj Sisodia sit down with Monika Mantilla, Co-Founder, President & CEO of Altura Capital (https://alturacap.com/), to explore how patient capital, purpose-driven investing, and entrepreneurial success can create extraordinary financial returns while strengthening communities. Over the past 21 years, Monika has built a proven track record investing in lower middle market businesses across low-and-moderate-income communities, demonstrating that impact and performance are not competing priorities, but mutually reinforcing ones.Monika shares why Altura Capital was intentionally built as an investment platform rather than a traditional private equity fund, allowing the firm to provide flexible capital tailored to the unique needs of growing businesses. She explains why patient investment horizons of three to seven years, combined with operational partnership and long-term thinking, consistently outperform short-term approaches. Along the way, she introduces The Altura Way, the firm's ten-pillar value creation framework that helps companies strengthen strategy, operations, leadership, governance, digital transformation, and community impact while building more resilient businesses.The conversation also explores one of the largest untapped opportunities in modern investing. Monika discusses research conducted alongside 29 of America's largest corporations that identified an estimated $590 billion in unrealized value within underserved business segments. She explains how diverse ownership, improved market access, and stronger partnerships with companies such as Walmart, Kroger, CVS, Merck, and Johnson & Johnson help unlock growth that traditional investors often overlook.But this episode reaches far beyond investing. Monika reflects on the influence of her upbringing in Bogotá, Colombia, the lasting impact of her mother, her faith-driven approach to leadership, and the philosophy that guides both her life and business: ser en el hacer—being in the doing. She also shares her unique 200-hour planning system, organizing life into fourteen categories across eight-week cycles, and explains why she considers leading Altura to be only her seventh priority after ensuring the rest of her life is aligned with her values.Listeners will gain insights into:Why the lower middle market represents one of the most overlooked opportunities in private equityWhat patient capital really means and why long-term investing creates stronger businessesHow Altura's ten-pillar value creation framework systematically scales growing companiesWhy diverse ownership and investing in underserved communities can generate above-market returnsHow market access and strategic partnerships accelerate business growthWhy values, intentional leadership, and disciplined time management are foundational to long-term successThe role conscious capitalism can play in creating both economic progress and social progressWhether you're an investor, entrepreneur, business leader, or simply interested in how capitalism can be a force for lasting value creation, this episode offers a compelling conversation about building businesses that deliver exceptional returns while expanding opportunity for more people.If you enjoy this podcast, would you consider leaving a review on Apple Podcasts or Spotify? It takes only a few seconds and greatly helps us get our podcast out to a wider audience.Please subscribe on Apple Podcasts / Spotify / Stitcher, or wherever you get your podcasts.For transcripts and show notes, please visit The Conscious Capitalists. This show is presented by Conscious Capitalism, Inc.Chapters0:00 Introduction – Meet Monika Mantilla, Co-Founder & CEO of Altura Capital1:50 What Is Altura Capital? Overview of the Investment Platform3:51 Why "Platform" and Not Just a Fund5:27 Patient Capital: What It Means and Why It Matters7:12 Non-Financial Investment Criteria: Values, Purpose & Impact9:39 The Meaning Behind the Name "Altura" – Height & Vision11:24 Dignity as a Core Value12:52 Women in Finance: The Case for Parity in Capital Allocation15:56 Investing in Overlooked Communities: The Opportunity & the Returns21:41 Track Record & Above-Market Returns23:26 Market Access & Corporate Relationships as a Value-Add26:23 Impact Metrics: Jobs, Communities & the Altura Way36:49 What Made Monika Monika? Roots, Values & Spiritual Foundation41:33 Time Management: The 200-Hour / 8-Week Planning System45:52 Rapid Fire Questions46:05 Favorite Book: The 7 Habits of Highly Effective People

In 2022, EVONA had eighty staff, a Manchester office, a six-hundred-thousand-pound monthly cost base, and had just spent three hundred thousand pounds flying the whole company to Monaco. Tom Kelly calls it the moment four first-time founders lost perspective.What followed was one of the more honest rebuilds you will hear in recruitment. Contract team gone. Marketing team gone. Management team restructured. Tom moved to the US, took the wheel as sole decision-maker, and rebuilt around two metrics: twenty-five interviews per person per rolling four weeks, and a thirty-day close on every job.Three years on, EVONA is projecting ten million pounds net fee income this year. Three and a half million EBITDA. Thirty-five people. Two inbound client enquiries arrive every single day.Tom Kelly has been in the space sector since 2018. He has never taken outside investment. And last month was the largest in the company's history.On this episode of The RAG Podcast, Tom breaks down exactly how they got there.EVONA is now the dominant name in space sector recruitment. Ninety-five percent US clients. No cold outreach. No single client above nine percent of revenue. A thirty-two day average time to fill on roles that take competitors sixty.Tom Kelly is thirty-nine. He does not have a rigid three-year exit plan, but he does think there is a short window, and he does believe AGI changes the calculus for anyone thinking about an acquisition in this space. What he is building now is the version of the business that is worth something, the lean, high-output, brand-trusted version that took cutting fifty people to find.If you have ever wondered what it actually looks like to rebuild a recruitment business properly after it nearly breaks, this episode has the blueprint.Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

What separates leaders who survive massive change from the ones who get blindsided by it? David Dorman has had a front row seat to disruption throughout his career, both as the former CEO of AT&T and as a board member for PayPal, Motorola, CVS, and Dell.  In this conversation, he talks about how he “sees around corners” – not only preparing for industry shifts before they happen but also becoming the kind of leader people trust to guide them through it.  This episode is for you if:  You spend more time thinking about the current reality of your business than its future You want insight into how AI might disrupt your business You want to build a deep leadership bench You're interested in market trends and analysis (because David knows this stuff cold!) Take your learning further. Get proven leadership advice from these (free!) resources: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠The How Leaders Lead App⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: A vast library of 90-second leadership lessons to stay sharp on the go  ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Daily Insight Emails⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠: One small (but powerful!) leadership principle to focus on each day Whichever you choose, you can be sure you'll get the trusted leadership advice you need to advance your career, develop your team, and grow your business.

In this episode, Scott Becker breaks down the six largest U.S. companies by revenue, highlighting Amazon’s rise past Walmart and the strong year to date performance of Apple, Alphabet, UnitedHealth, and CVS.

It's YOUR time to #EdUp with Dr. Ryan Gates, Executive Dean & Senior Vice President of the Leavitt School of Health, Western Governors UniversityIn this episode, sponsored by EdUp Leadership, the ​HigherEd PodCon​ II happening July 16 & 17, & the 2026 AcOps Conference July 29-31 by CoursedogYOUR cohost is Thomas Fetsch, CEO, Integrity4EducationYOUR host is ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Elvin FreytesWhy can a nursing student finish a full clinical rotation & never once see the kind of patient they will have to treat the day they get licensed?How did 1 hospital burn through $80 million in cash reserves, land on the edge of closure, & then rebuild its own nursing pipeline from within?What does "employer obsessed" really mean, & how is it putting CVS pharmacy technicians on a path to pharmacist for under $10,000?Listen in to #EdUpThank YOU so much for tuning in. Join us on the next episode for YOUR time to EdUp!Connect with YOUR EdUp Team - ⁠⁠⁠⁠⁠ ⁠⁠⁠⁠Elvin Freytes⁠⁠⁠⁠⁠⁠⁠⁠⁠ & ⁠⁠⁠⁠⁠⁠⁠⁠⁠ Dr. Joe Sallustio⁠⁠⁠⁠● Join YOUR EdUp community at The EdUp ExperienceWe make education YOUR business!P.S. Want access to the only intelligence platform built exclusively from presidential conversations in higher ed? Well, we have an app for that!Join EdUp Leadership!

In this episode, Scott Becker breaks down the six largest U.S. companies by revenue, highlighting Amazon’s rise past Walmart and the strong year to date performance of Apple, Alphabet, UnitedHealth, and CVS.

In this week's episode, I'm sharing some hilarious NYC summer storytimes, dating observations, and the biggest mindset shifts that have been helping me become more confident and stop people-pleasing. We talk about creating your own reality, having higher standards, protecting your energy, confidence, boundaries, dating, friendships, and why you don't need to overextend yourself for people who wouldn't do the same for you.Plus: Fourth of July adventures, nightlife in NYC, funny boylypop stories, current inside jokes, and my favorite tips for staying locked in while still enjoying summer.If you're working on confidence, self-worth, boundaries, self-improvement, dating, or becoming your highest self, this episode is for you.♡ New episodes every week covering wellness, confidence, productivity, dating, fitness, mindset, and navigating your 20s. My self tan must haves from CVS https://creators.cvs.com/mypage/stellaraeGet 10% off Prozis with code STELLARAE10 prozis.com/1LMJGGet 10 free meals and free breakfast for life from HelloFresh with code HF-0449 https://www.filify.co/SHBn0 Get $1000 off the mindodygreen health coach certification program with promo code STELLACOACHING https://www.shareasale.com/u.cfm?d=1281553&m=96296&u=1030263instagram http://instagram.com/stellaraepodcastmy current filming set up:camera: https://amzn.to/4cEQiLOmicrophone: https://amzn.to/3Z2A5gctripod: https://amzn.to/3AEmxgKring light: https://amzn.to/3XxZrShbox lights: https://amzn.to/4e1Q1Ubportable light for phone: https://amzn.to/3XxZspjlisten on spotify: https://open.spotify.com/show/2DMbeh7EqiqgROIjvW0sI9listen on apple podcasts: https://podcasts.apple.com/us/podcast/the-stella-rae-podcast/id1255618182#StellaRaePodcast00:00 Summer has officially become my YOLO season02:20 Why I'm making the most of my late 20s03:20 Creating your own reality & confidence05:10 Stop overthinking what everyone thinks of you06:20 The people-pleasing habit I finally let go of08:00 Detachment, dating & protecting your energy10:00 Why boundaries make people respect you more12:00 The easiest way to practice saying "no"14:15 Dating storytime: the pearl necklace guy17:30 My thoughts on modern dating in NYC20:45 What actually makes a man attractive23:30 Why actions matter more than words26:45 Raising your standards without feeling guilty29:10 My current favorite inside jokes & "boylypop" lore35:20 Staying locked in while still enjoying summer37:10 The mindset I'm taking into the rest of the year

How do you tell the difference between AI that's genuinely transforming HR and AI that's just a slide in a vendor deck? In this episode of the Digital HR Leaders podcast, David Green is joined by Parker Mitchell, Founder and CEO of Valence, the team behind the AI coaching platform Nadia, to discuss what it really takes for HR to prove value in an increasingly crowded AI market. Join them, as they discuss: How to separate genuine AI capability from marketing claims in an increasingly crowded marketWhy AI budgets are increasingly coming from the C-suite rather than HR, and what that means for how HR shows up in these conversationsWhat CHROs should be asking before choosing between an AI-native provider and a legacy platform with bolted-on AI featuresHow the best people analytics teams are proving ROI from AI coaching, beyond adoption metricsWhat it looks like to make performance management continuous rather than a once or twice-a-year processWhy frontline and operational workers need a different approach to AI coaching than knowledge workersValence's recent partnership with Microsoft and what it signals about where AI coaching is heading This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222 Hosted on Acast. See acast.com/privacy for more information.

Tony P kicks things off with a brutal case of the runs after a shady "Mexican" deli sandwich while Opie roasts World Cup drama — including Trump personally calling FIFA to overturn a red card. Then social media legend Be A Man (Harmon) finally joins the show for raw, hilarious guy talk: growing up around connected uncles in Boston, judging amateur stripper nights, prepping to take on Joey Chestnut, man bags vs. CVS plastic bags, and why modern dudes need to "be a man." Fourth of July fireworks insanity, Norwegian smoke shows vs. American soccer fans, no-sugar suffering, and zero-filter banter. Classic Opie Radio chaos. Turn it on and thank us later. If you want to help the show https://www.paypal.com/ncp/payment/JANCGHFW7GJHA it's definitely appreciated!  PayPal - opieradio

How we decided - TFMR for T21 & grey diagnosis. Bianca Johnson shares her baby boy's down syndrome diagnosis and all the other pregnancy complications that came into play on her decision and more. Sabrina also shares lots of stories from other TFMR parents who also had a T21 diagnosis and how they decided to end their wanted pregnancies too.Bianca Johnson had already been through 6 pregnancy losses when she found herself in the impossible space of a T21 down syndrome diagnosis. What guided her decision to terminate wasn't just the medical appointments, CVS test results, or the terrifying words from a maternal-fetal medicine specialist who listed every way this pregnancy could kill her. It was a dream she'd had weeks before... a child standing at a crossroads, refusing to cross, saying simply: this is as far as I go.When the T21 diagnosis finally came, Bianca already knew. The baby had told her.In this Part 1 of 2, Bianca, empowerment coach and author of All of These Lines, shares the raw, layered story of how she and her husband decided to have an abortion in their T21 pregnancy in South Africa. If you're in the middle of a gray diagnosis and wondering how anyone ever makes this decision... this episode is for you.You can find Part 2 of 2: "Life after TFMR for T21 & grey diagnosis" on Bianca's pregnancy loss and healing YouTube channel: https://www.youtube.com/watch?v=ePOCM0HZPVQ so follow over there too

THE EVOLUTION OF TALENT CRMS (Building Talent Communities in the Agentic Era)   The recruitment technology stack is undergoing its most profound transformation since the shift from paper CVs to applicant tracking systems. Autonomous AI agents—capable of reasoning, planning, and executing complex workflows without human intervention—are now infiltrating every stage of the talent lifecycle, rendering traditional CRM architectures obsolete. The passive database of yesterday, where candidate records sat dormant until manually activated, is giving way to dynamic, self-orchestrating ecosystems where agents continuously nurture, assess, match, and engage talent at scale. For talent acquisition leaders, the question is no longer whether to adopt agentic technology, but whether their CRM infrastructure can survive the transition—or become a costly legacy anchor dragging strategy backward.     • From Database to Ecosystem – Why legacy CRM architectures, built for human-driven search-and-retrieve, collapse under the demands of autonomous agent orchestration   • Agentic Capabilities Defined – Distinguishing between automation (rule-based) and true agentic AI (goal-directed reasoning) in candidate engagement and pipeline management   • The Always-On Pipeline – How agentic CRMs transform talent pools from static repositories into living networks that self-nurture, self-qualify, and surface opportunities without recruiter intervention   • Hyper-Personalisation at Scale – Whether AI agents can replicate—or exceed—the authenticity of human relationship-building without triggering candidate alienation   • Data Sovereignty and Trust – Navigating the ethical and compliance minefield of agents autonomously interacting with candidates, processing sensitive data, and making consequential decisions   • The Recruiter Redefined – How agentic CRMs shift the human role from execution to exception-handling, strategy, and high-stakes relationship stewardship     • Measuring Agentic ROI – Moving beyond vanity metrics to evaluate whether autonomous systems genuinely improve quality of hire, time-to-productivity, and candidate experience   • Vendor Landscape Reality – Cutting through the marketing noise to identify which CRM platforms are genuinely agentic-ready versus those simply rebranding automation   Watch this essential discussion to future-proof your technology strategy. The agentic era will not wait for hesitant adopters—and the CRM decisions you make today will determine whether your function leads or is rendered redundant by those who moved faster.   We're on Friday 3rd July at 2pm BST. Register by clicking on the green button (save your spot) and follow the channel here (recommended).     Ep391 is supported by our friends at Joveo   High-Performance Recruitment Marketing Powered by Agentic AI. Integrated Talent Attraction - everything before the ATS.   Find out more here

Getting on shelf is not the win. Staying there is the business.  Rose Hamilton, CEO of Compass Rose Ventures and co-host of The Story of a Brand Show, sits down with Michael Marquis, CEO of Raw Sugar, for a masterclass in what retail really reveals about a brand.  With more than 20,000 doors across Target, Walmart, CVS, Walgreens, Meijer, Sally Beauty, Amazon, and DTC, Raw Sugar is one of the most compelling case studies in mass retail execution in the clean personal care space today. * Clean personal care at mass retail prices is not a tagline. It is an operating model. Raw Sugar launched as a Target exclusive with a deceptively simple belief: clean personal care should not cost more than conventional personal care. That mission drove every formula, fragrance, packaging, and supply chain decision the brand has ever made. * Operational execution comes before brand strategy. The first thing any retailer watches is whether you can supply product on time, in full, at consistent quality. Michael is direct: the worst thing a brand can do is win the shelf and then fail to fill it. * Retail compresses the truth. In DTC you can retarget, rewrite the landing page, and buy yourself more time. In retail the shelf does not care how hard you worked. The consumer either gets it in seconds or they don't. And the weekly scorecards come fast. * A restage is a consumer trust event, not a design project. When Raw Sugar evolved its packaging, the team knew that loyal consumers needed to recognize the brand, understand the change, and feel reassured rather than disrupted. Getting that choreography right is one of the most underestimated challenges in brand building. * Do not go too big too fast. Michael's sharpest advice for any founder heading into retail: hold back on the temptation to chase doors and scale before the brand is fully baked. Place is part of brand positioning. Make sure the channel is a logical extension of what the brand actually stands for. Join us in listening to this episode for one of the most practically useful retail conversations the show has ever produced. Rose and Michael cover shelf clarity, velocity, brand restaging, omnichannel discipline, and what it really takes to compete against the giants without acting like a smaller version of one. Whether you are already in retail or working hard to get there, this conversation will change how you think about the channel.  For more on Raw Sugar visit: https://rawsugarliving.com/ If you enjoyed this episode, please leave The Story of a Brand Show a rating and review.  Plus, don't forget to follow us on Apple and Spotify.  Your support helps us bring you more content like this!

Me and my girl Millichun @millichun get into the Real Housewives of Rhode Island PART 2! Check out the visual on YouTube! Alicia is sticking her head in the sand, Rulla is on the defense and Jo-Ellen is a CVS receipt!  Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

What would your organisation look like if it worked more like an octopus — distributed, adaptive, and capable of sensing and reacting without waiting for instructions from the centre? In this episode of the Digital HR Leaders podcast, David Green is joined by Phil Lebrun and Jana Werner, Executives in Residence at Amazon Web Services and authors of The Octopus Organization, to explore why so many transformations fail to stick — and what a more adaptive, human approach to change actually looks like. Join them as they discuss:What the octopus organisation metaphor is, and why it offers a different model to the traditional, hierarchical "Tin Man" organisation The three themes — clarity, ownership, and curiosity — that separate organisations that adapt well from those that don't Why transformation can no longer be treated as a one-time event HR's evolving role in driving and supporting transformation How to measure whether change is actually working, beyond vanity metrics Real examples of leaders and organisations putting these ideas into practice This episode is sponsored by Valence. Nadia, Valence's AI coaching platform, connects talent strategy to the work employees are actually doing — offering coaching from the frontline to the boardroom, and surfacing organisational insights that weren't visible before. As the most widely deployed coach in the Fortune 500, Nadia is already helping global leaders like Nestlé, Delta, CVS, and Kraft Heinz transform talent at scale. Learn more at valence.co/insight222Resources:The Octopus Organization by Phil Lebrun and Jana Werner Hosted on Acast. See acast.com/privacy for more information.

Mike Ames built his first recruitment business from scratch in 1989 with six months of industry experience and two partners. One of them died in a car accident after 18 months. He became MD. He had a breakdown. He rebuilt the business entirely around scalability, removed himself from the centre of it, and sold to a NYSE-listed company for £24 million at the age of 38.He thought that would feel like the finish line. It didn't. Within six months he was so low he could only manage one task a day. His therapist's parting advice: "Well, Michael, just get a job and you'll be fine." So he started again at 38, built a second business, sold that to Harvey Nash in 2017, and spent the next fifteen years working out why most recruitment founders never build something that truly works for them."I'm having to live a lot of my life through my grandchildren because I miss my children. Don't be that guy, right?"This week on The RAG Podcast, Mike Ames breaks down the PLW model: what a Profit, Lifestyle, Wealth recruitment business actually looks like, why the 360 model is structurally flawed, and what the "magic number" is that every founder should know before they spend another year grinding for a goal they have never properly calculated.Mike Ames is not selling a formula for a nine-figure exit. He is arguing for something harder and rarer: a business that runs well, pays you properly, and leaves room for the life you are actually trying to live.If you have ever wondered whether the business you are building is working for you or the other way around, this episode is the one.• • • • • • • • • • • • • • • • • • • • • • • • • •Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/• • • • • • • • • • • • • • • • • • • • • • • • • •Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn. Most can't answer this: how much revenue is it actually bringing in? At Hoxo, we help recruitment founders build predictable revenue systems on LinkedIn. Our clients are turning LinkedIn into £100K-£300K in new billings within months. Fill in the form today at https://hubs.ly/Q03lBpYC0

America is celebrating its 250th birthday... and naturally The Rizzuto Show immediately derails the conversation by asking the only question that matters: what ridiculous stuff deserves to survive another 250 years? This daily comedy show goes completely off the rails as the crew debates whether future civilizations need Crocs, Stanley Cups, Ring doorbell raccoon footage, Shake Weights, CVS receipts, a single lost AirPod, Nicolas Cage himself, or maybe just Dolly Parton's legendary wigs.Speaking of Dolly, Lern dives into Dolly Parton's brand-new Tennessee travel stop, complete with BBQ, showers, merch, sparkling guitars, and enough Southern charm to make every interstate exit jealous. The conversation quickly snowballs into which musicians deserve their own themed truck stops around America, leading to debates over Nelly, Chuck Berry, Metallica, KISS, and who really owns Missouri music history.Then it's celebrity chaos as the crew breaks down the latest rumors surrounding Taylor Swift and Travis Kelce's reported multi-day wedding celebration. Is Madison Square Garden really the right place? Is America being upstaged during its own birthday? And how much New York traffic can one celebrity wedding possibly create?Music fans also get plenty to chew on with Bring Me The Horizon's brutally heavy throwback release, Jason Momoa reflecting on hosting Black Sabbath's farewell celebration, memories from Ozzy Osbourne's final performances, Metallica box sets, Chris Cornell reissues, and new albums worth checking out.The celebrity news doesn't stop there. Chet Hanks hilariously leans into his own reputation in a new commercial, Kylie Jenner faces another lawsuit, Prince William officially joins the billionaire club, and the crew remembers legendary Blood, Sweat & Tears vocalist David Clayton-Thomas while celebrating one of classic rock's greatest voices.Movie fans aren't left out either. The gang reviews early reactions to Supergirl, talks James Gunn's DC universe, discusses the latest Jackass film, and previews some surprising new releases hitting theaters and streaming.As always, Crap on Celebrities wraps things up with birthdays, entertainment headlines, questionable opinions, and the kind of completely unnecessary debates that somehow become the highlight of every episode.If you enjoy pop culture, weird news, rock music, celebrity gossip, and conversations that spiral from national history into Dolly Parton truck stops in record time, this daily comedy show delivers exactly the kind of beautiful nonsense you've come to expect.Thanks for making The Rizzuto Show part of your day. Whether you're commuting, working, pretending to work, or hiding from your responsibilities, we're happy to provide the soundtrack for your poor life choices.One more thing…If you could put ONE item into America's time capsule that won't be opened until 2276... what would it be?That's the question.And yes, someone absolutely suggested a Big Mac.Because of course they did.This daily comedy show wouldn't have it any other way.Follow The Rizzuto Show → https://linktr.ee/rizzshow for more from your favorite daily comedy show.Connect with The Rizzuto Show Comedy Podcast online → https://1057thepoint.com/RizzShowHear The Rizz Show daily on the radio at 105.7 The Point | Hubbard Radio in St. Louis, MO.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Send us Fan MailStarting January 1, 2027 every antepartum visit becomes its own billable E/M charge. The global OB code goes away. The seventeen deleted codes include 59400, 59510, 59425, and 59426. And the way most prenatal notes are written today supports a 99212 at best, even when the visit was genuinely a 99214. Dr. Heather Signorelli and Maria Reynoso, Director of RCM at NatRevMD, walk through what changes, what the notes have to say, and the three actions every OB practice should take this week. What changes January 1, 2027: Antepartum-only codes (59425, 59426) and global OB codes (59400, 59510) are deleted. Every prenatal visit is now a standard E/M visit with modifier TH. New patient 99202–99205. Established patient 99211–99215. What the notes actually look like today: Notes have been written for speed because the global model did not reward note detail. A typical 16-week prenatal note (BP, fundal height, FHTs, “patient doing well, return in 4 weeks”) supports a 99212. The provider did much more during that visit. None of it is in the note. Under 2027, that gap is real revenue. What a 99214 note has to say: ACOG's position: pregnancy is a chronic illness with exacerbation and progression for E/M purposes. The complexity is built in. The note has to reflect it. For a 99214, document the ongoing management of the pregnancy as a condition, the data reviewed with your interpretation, and moderate risk decisions like prescription management or monitoring a condition that could escalate. “Anatomy scan reviewed, normal” is a 99212. “Anatomy scan reviewed, normal four-chamber heart, no CNS abnormality, EFW consistent with dates, AFI normal, counseled patient” is a 99214. High-risk patients finally pay for the complexity of their care: Under the global model the complex patient and the low-risk patient paid the same. The new model fixes that two ways. Complex visits code at a higher level (99214 / 99215). And more frequent visits equal more claims. For 99215 the note needs the specific complicating diagnosis named, data reviewed with interpretation, the management decision and the reason behind it, and specialist coordination if applicable. Same-day procedures and modifier 25: Antepartum procedures (NSTs, ultrasounds, amniocentesis, CVS) still bill separately. The E/M visit on the same day is now also billable with modifier 25. The note must independently support the E/M, not just the procedure. Three actions this week: Audit twenty random prenatal notes against the 2021 E/M guidelines to set your baseline Rebuild EHR templates to prompt for MDM elements, not for speed Start documentation training in Q3, using providers' own notes side by side with the corrected version and the dollar difference Quick Reference Table:       Topic                                                                                    What to knowDeleted codes count                     -      17 codes deleted total Antepartum-only codes                  -       59425, 59426 — deleted Jan 1, 2027Global OB codes                                  -       59400, 59510 — deleted Jan 1, 2027 New patient E/M range                    -       99202–99205 + modifier TH Established patient E/M range    -       99211–99215 + modifier TH 99214 vs 99213                              -       ~$46 per visit at Medicare ratesModifier 25               -       On the E/M when a procedure is also billed same dayACOG test date         -September 1, 2026 — recommended start for test claimsRVU finalization       - CMS proposes July 2026, finalizes November 2026 RESOURCES BLOCK Save your seat: Live OB/GYN Global Codes Update Webinar (July 7, 2026, 4:00 PM ET) · eligibility.natrevmd.com/obgyn-global-updates-webinar Book a 1:1 with Dr. Signorelli · calendly.com/heather-natrevmd/ Practice Revenue Leak Scorecard · eligibility.natrevmd.com/nrm-revenue-scorecard-v3 Payment Posting Audit Checklist · eligibility.natrevmd.com/payment-posting-checklist RECOVER Diagnostic Quiz · natrevmd.com/quiz Series Part 1 (EP188): https://podcasts.apple.com/us/podcast/188-17-ob-codes-just-got-deleted-your-real-deadline/id1624182351?i=1000773393336Coming next: EP191 · Phase 2 labor management codes (the codes that have never existed in CPT before) 

Could be quite interesting in Seattle tonight during World Cup match between Iran & Egypt (two countries that prohibit homosexuality) and the kickoff of Seattle's Pride Weekend, Woman who had been arrested for tresspassing at a CVS store in Michigan tried to smuggle a full bootle of wine into jail...in her hoo-ha, Man who is packing a .38 inch penis has started a GoFundMe for a penis enlargement

Could be quite interesting in Seattle tonight during World Cup match between Iran & Egypt (two countries that prohibit homosexuality) and the kickoff of Seattle's Pride Weekend, Woman who had been arrested for tresspassing at a CVS store in Michigan tried to smuggle a full bootle of wine into jail...in her hoo-ha, Man who is packing a .38 inch penis has started a GoFundMe for a penis enlargementSee omnystudio.com/listener for privacy information.

London Climate Action Week doesn't usually have to compete with extreme weather. But this year, the case for climate action was abundantly clear: a red heat warning, schools shut, trains cancelled, and temperatures breaking the UK's all-time June record. A prime minister's resignation on the opening day only added to the sense that events we'd once considered rare now seem to be happening all the time.This week, Christiana Figueres, Tom Rivett-Carnac and Paul Dickinson report from LCAW 2026, where 75,000 people gathered to work on exactly the crisis unfolding outside. They dig into the politics swirling around the event and the UN Secretary-General's speech that opened it. And with the future uncertain at the UN as well as in Downing Street, Christiana walks through all six candidates to succeed António Guterres, and what each of them actually believes about climate. They also speak with Kate Gallego, Mayor of Phoenix, who alongside last week's guest Nick Reece of Melbourne launched the C40 Global Urban Data Centre Pact at LCAW: a commitment signed by 41 cities to push back on unchecked AI infrastructure expansion in communities that haven't always had a say. And Tom sits down one-on-one with Rachel Kyte, the UK's Special Representative for Climate. She argues that we forgot ‘the second half of Paris', explains how climate diplomacy is shifting gears, and tells us why, against the odds, she still finds reasons for optimism. Learn More:

Britain should stop taxing workers and start taxing robots, according to the chief executive of one of the country's biggest recruitment firms, who says the UK's tax system is pointing in entirely the wrong direction at the worst possible moment.James Reed, CEO of Reed Recruitment, told the Big Boss Interview that the government is taxing employers who hire young people "to pick up beer glasses in gardens" whilst letting AI and automation — the technologies actively replacing those workers — go entirely untaxed. His mantra: "Back humans, tax robots." And he wants the next prime minister and chancellor to make it the centrepiece of a wholesale redesign of how Britain raises revenue.Reed argues this is not a fringe idea but an inevitability. "Taxation follows wealth," he said. "When you see these companies being valued at over a trillion, that's where the action is. So that's where the taxation should follow." He envisions transaction-based levies on AI services and automation — "rather like VAT" — or surcharges on businesses that replace human workers with machines. He acknowledged it would "take some designing" but said the principle is simple: the robots are generating the wealth, so the robots should be taxed.The urgency, he said, is driven by the collision of two forces. The first is the October 2024 budget, which Reed described as a "historic mistake." The £25 billion employers' National Insurance increase was, in his words, "a tax on jobs" that caused clients to cancel hiring within a week and has driven businesses towards automation and offshoring at precisely the moment AI makes both easier than ever. The second force is AI itself. Reed warned it is "burning through entry-level jobs," destroying opportunities for young people at a pace the country is not prepared for. He said Britain is behaving like "rabbits looking into the headlights" of these changes, with no collective strategy for what happens when the jobs disappear — and with them, the income tax, employees' National Insurance and employers' National Insurance that fund public services.Reed was unequivocal about the political response required. Asked whether there should be a new chancellor, he said: "Yes, absolutely. The incumbent made the decisions that caused the damage." He called the current period one of the toughest in his 30 years as chief executive, ranking alongside the financial crisis of 2008 and the early days of the pandemic — but worse in one respect. "In 2008 and 2020, there was a sense that we need to sort this out. I don't see that at the moment."The consequences are already visible in the data. Vacancy numbers on reed.co.uk have been in decline for three years. National statistics show vacancies have fallen from over a million to around 700,000 — fewer than before the pandemic. But it is the graduate jobs market that tells the starkest story. Graduate vacancies on Reed's platform have collapsed from 180,000 to 50,000 in four years, and are still falling. The hardest-hit group is 21 to 25-year-olds, many of whom emerged from university with degrees that have, in Reed's words, "no currency out there in the world."This led Reed to question the value of university itself. He said many graduates feel "mis-sold," that apprentices in their early twenties are now "way ahead" of their university-educated peers, and that the idea of half the country's young people attending university is "very outdated." Britain, he said, has been "ridiculously snobby about trades" — which he believes are the jobs of the future. He proposed a "three-lane superhighway" in which a third of school leavers go to university, a third do apprenticeships, and a third go straight into work with a short-term employer subsidy to help them get started.Presenter: Sean Farrington Producer: Olie D'Albertanson Editor Henry JonesImage Courtesy of Reed Recruitment03:05 A real moment of opportunity and good opportunity for a reset. 04:18 The need for a new Chancellor 10:25 The need to change course on taxation around jobs 12:05 AI is burning through entry-level jobs 13:09 One of the toughest periods since 2008 (the financial crisis) 13:47 Back humans, tax robots 23:03 Is University still worth it? 35:40 Applicants being ghosted by employers 41:00 Spelling mistakes on CVs now positively sought after 44:01 Big tech companies need to pay more tax: "back humans, tax robots" pt 2

The episode explores whether the PR jobs market is in crisis, how AI and economics are reshaping recruitment, and what candidates and employers should do next.Ben Smith frames the discussion by noting a “complex scene” where firms are still recruiting but “lots of really good people” are looking for work, with visible redundancies, especially in holding companies.Is the PR jobs market in crisis?Recruiter Olivia Skone rejects the word “crisis” but calls the environment “challenging” across the creative industries. There are still “great roles for exceptional talent,” yet several pressures combine into what she calls a “perfect storm”: economic uncertainty, squeezed margins, clients “wanting more for less,” cautious hiring, and application volumes “drastically increasing” due to technology and AI [0:01:40–0:03:00].She stresses candidates struggle less with rejection than with opaque processes:“It's actually not rejection that candidates are finding tough, I think it's the visibility as to why they're not getting through” [0:02:33].Volume of candidates and structural changeAgency founder Kat Thomas reports an unprecedented wave of jobseekers:“Since… end of February, early March, I've had well over 300 people contact me on LinkedIn, looking for work, and that's extraordinary” [0:03:11–0:03:27].She's seeing especially mid‑to‑senior people (around 10–15 years' experience) across comms and creative:“I've just never seen it like it… I think it's structural… the legacy of the industry shape shifting and redundancies at scale” [0:03:32–0:05:02].AI: “demon of mediocrity” and employer's marketOlivia argues the core driver is still the economy, but AI is being used as “a really good excuse… to clean house a little bit” [0:06:16–0:07:32]. She predicts AI will be “the demon of mediocrity” – replacing lower‑level, process‑driven work, not top‑tier client leadership and original thinking.Kat describes today as “an employer's market” with “overwhelming” choice [0:07:35–0:09:35]. Building an AI‑centric agency, she looks for people who are “AI literate or at the very least AI curious,” noting juniors are almost “AI natives,” while senior understanding is more mixed. AI, used well, creates “bandwidth” so teams can spend more time with clients and media [0:07:35–0:09:30].Broken recruitment channels and AI “CV slop”LinkedIn is now a firehose: roles can attract “over 500 applicants” in days [0:11:33–0:12:28]. That's driving AI‑based screening and, as Olivia notes, a “homogenization of CVs” where“everyone looks brilliant on paper” [0:12:59–0:13:23].She warns of “robots writing the CVs, robots reviewing the CVs… robots interviewing humans” and insists “you cannot replace the human in the loop” [0:13:35–0:14:47].Advice and outlookOlivia tells redundant candidates:“Don't be ashamed of this… it doesn't define you or your worth” [0:23:53–0:26:46].She urges them to craft a clear narrative, visibly use downtime (speaking, writing, consulting), and avoid AI‑generated LinkedIn posts and CVs that erase individuality. Specificity, sector expertise, and a strong human voice matter more as tools make everything else look similar.Looking ahead, Olivia expects risk‑averse clients to favour sector specialists and leaders who combine transformation capability with high EQ and psychological safety [0:32:48–0:34:49]. Kat is broadly optimistic: AI can “supercharge your knowledge” while leaving creativity and originality firmly human [0:29:40–0:31:54].

At 28, Oliver Paull runs Rec Gen completely alone from his flat in London. £209K in year one at an 81% profit margin. £298K in year two. Past £270K already this year. Close to £800K in under three years, with no staff, no office and no cold client outreach.It did not start that way. In his first recruitment role he was on target to bill £650K and leaving the office to have panic attacks three times a week. He quit to join his best mate Jez Heard's startup, Scale Genesis.Two years later, in a phone call just before Christmas, Jez closed the company down and told him to start his own.His dad, a jeweller, refused to lend him the £3,000 he asked for. "Do you believe enough in yourself to invest your own money to allow you to be successful?" He did. First deal: £27,000 in month one, closed standing at his breakfast bar.On this episode of The RAG Podcast, Ollie breaks down exactly how one recruiter, a podcast and an AI stack replaced an entire agency.Olly is not building headcount. He is building a brand, a system and a lifestyle, and the numbers say it is working.If you have ever wondered whether you could build a serious recruitment business completely alone, this episode has the blueprint.--------------------------------------------------Episode Sponsor: AtlasAdmin is a massive waste of time. That's why there's Atlas, the AI-first recruitment platform built for modern agencies.It doesn't only track CVs and calls. It remembers everything. Every email, every interview, every conversation. Instantly searchable, always available. And now, it's entering a whole new era.With Atlas 2.0, you can ask anything and it delivers. With Magic Search, you speak and it listens. It finds the right candidates using real conversations, not simply look for keywords.Atlas 2.0 also makes business development easier than ever. With Opportunities, you can track, manage and grow client relationships, powered by generative AI and built right into your workflow.Need insights? Custom dashboards give you total visibility over your pipeline. And that's not theory. Atlas customers have reported up to 41% EBITDA growth and an 85% increase in monthly billings after adopting the platform.No admin. No silos. No lost info. Nothing but faster shortlists, better hires and more time to focus on what actually drives revenue.Atlas is your personal AI partner for modern recruiting.Don't miss the future of recruitment. Get started with Atlas today and unlock your exclusive RAG listener offer at https://recruitwithatlas.com/therag/--------------------------------------------------Episode Sponsor: HoxoEvery recruitment founder is investing in LinkedIn, but AI has turned templated posts and outreach into a commodity. When everyone sounds the same, the market stops listening. The recruiters winning now are the ones the market trusts.At Hoxo we help recruitment founders become the most influential name in their niche, using AI to multiply output while trust stays the product. Our clients turn their existing networks into £100K to £300K in new billings within months. Watch the free RAG listener training to see how: https://hubs.ly/Q03lBpYC0

Are you tired of clients telling you that your recruitment fees are too high? In this episode, we break down why you should never defend your price tag and what you must do instead to win the business. When a client pushes back on your fee, they are usually comparing it to two flawed metrics: the perceived "free" cost of doing nothing or the price of a cheaper agency. It is time to change the number they use to judge your worth!What You Will Learn in This Episode:The "Dripping Tap" Trap: Discover why an unfilled vacancy is like a slow leak that quietly drains massive resources from a business, making the cost of doing nothing far more expensive than your fee.Behavior Driven by Fees: Understand why a low contingent fee simply buys a rushed race for CVs, whereas a higher retained fee guarantees research, exclusivity, and true accountability.Results vs. Chance: Learn how to reframe the client's mindset so they realize they are not choosing between different price points, but between a guaranteed outcome and a risky gamble.Calculating the Real Cost: Actionable strategies to make hiring managers calculate the exact weekly financial impact of an empty seat, instantly making your fee look like a minor, necessary investment.Stop losing out to cheaper competitors and stop letting clients believe that delaying a hire is free. Tune in to learn how to take control of the conversation, because the expensive thing is never your fee it's the wrong outcome!

We have a great topic and guest today. We will focus on The Importance of Xylitol for Your Family's Health & Wellness this Summer.Our guest today is our good friend, Nathan Jones.  It's been 26 years now since you founded Xlear, Inc. in 2000.  Xlear is the xylitol-product based company whose revolutionary all-natural approach to upper respiratory and oral health has improved the quality of life for people around the globe.Xlear Nasal Spray with xylitol is a natural solution and alternative to the over-the-counter medicated nasal sprays that you find in stores today. It is the preferred course of action for most physicians and their patients looking to alleviate congestion from colds, flu, allergies, and sinus problems.  And your Spry line of oral care products with xylitol has thousands of clinical studies showing xylitol's effectiveness in creating an unfriendly environment for bacteria in the mouth and helping to reduce the risk of tooth decay and other oral health issues naturally.The 3-minute morning routine that stops allergies before they start.XLEAR's Retailers: Walgreens, CVS, Vitamin Shoppe, Target, Kroger, Sprouts, Natural Grocers and most natural products retailers nationwide.XLEAR's Online Retailers:  Amazon, iHerb, Lucky Vitamin, and Vitacost.comLearn more at Xlear.com

Clint, Meg and Dan count down one week until their one-night “Hooked” musical, stressing about missing rehearsal time, mics and costumes, while taking calls from excited ticket holders. They play HBO Max trivia, cover Kristen Wiig’s $6.2m ‘treehouse’ listing and Lizzo’s album sales, and give away Jackass tickets. Listener stories range from magpie, goat and pig attacks to shark-attack stats. Meg shares postpartum reflections on having a non-sleeper then a sleeper baby. They react to Olivia Rodrigo saying fans wear nappies to keep front-row spots, discuss rekindling relationships after decades, and ask how badly people have lied on CVs, including a pilot with a fake license. 00:00 One Week To Hook 02:06 HBO Max Trivia Game 06:58 Jackass Returns 11:34 When Animals Attack 20:07 Take The Edge Off Call 22:57 What ya got 27:06 Postpartum Month Eleven 32:41 Concert Nappy Confessions 37:48 Hook Musical Prep 45:48 Exes Reunite Years Later 53:14 Pilot Fake License 55:27 Lying on Your CV

Today I had Kate on the R2Kast

Full show notes: https://bengreenfieldlife.com/jaspr2026 In this replay episode, Mike Feldstein makes the case that clean air may be the single most overlooked variable in your health, sleep, and cognitive performance stack. Mike draws on firsthand experience from the LA wildfires (testing air, soil, and water after thousands of homes burned), revealing why most standard air purifiers, water tests, and insurance claims completely miss the real threat. You'll also discover how clean air has eliminated snoring and resolved sleep apnea symptoms in real households, what cognitive research on chess grandmasters reveals about pollution and decision-making, and how Mike is building Kindling Academy, a school designed from scratch around healthy air, light, toxin-free materials, and community wellness. Mike Feldstein is the founder of Jaspr, an air purifier company built on the conviction that most people are sleeping, working, and raising children in air that quietly undermines their health. With a background in wildfire restoration and indoor air quality consulting, he channeled years of hands-on field experience into creating the Jaspr Air Scrubber, a unit with a 4-pound filter roughly 10 times heavier than most competitors, built for real-world performance rather than lab benchmarks. Jaspr collaborates with building biologists, air scientists, and health practitioners to deliver practical guidance on indoor environments. Episode Sponsors TruDiagnostic: An advanced at-home epigenetic test measuring over a million biomarkers for personalized insights into aging, energy, and overall health. Use code BEN20 for 20% off at TruDiagnostic.com. Quantum Upgrade: Recent research showed Quantum Upgrade increased ATP production by 20–25% in human cells. Unlock a 15-day free trial with code BEN15 at quantumupgrade.io. Active Skin Repair: Powered by hypochlorous acid for skin repair and defense without harsh chemicals. Use code BEN for 20% off at ActiveSkinRepair.com, or find it on Amazon and at CVS. Pendulum: Metabolic Daily is a multi-strain probiotic that improves metabolism, reduces sugar cravings, and sustains energy. Use code BEN for 20% off your first month at PendulumLife.com. Xtend Life: Tocotrienols Vitamin E, formulated without excess alpha-tocopherol and backed by 26 years of expertise in New Zealand, for cardiovascular, brain, and healthy aging support. Use code GREENFIELD for 15% off at xtendlife.com/benschoice.See omnystudio.com/listener for privacy information.

In this special Enter The Vault episode of ‪@thehrldpodcast, we unlock the HR L&D vault, a curated collection of the most powerful insights, lessons, and truths shared by the brightest minds shaping the future of work.You'll hear game-changing perspectives on trust-based leadership, skills-based hiring, imposter syndrome, fear in the workplace, building high-trust cultures, HR as a strategic function, and what it truly takes to move from command and control to trust and inspire.From practical advice on rebuilding lost trust and professionalising HR, to deeply human lessons on vulnerability, failure, calmness under pressure, and original thinking, this episode captures the mindset shifts that separate reactive HR from truly transformational people leadership.If you're an HR professional, CHRO, L&D leader, talent strategist, people manager, or founder navigating culture change, leadership development, and the evolving world of work, this episode is packed with timeless insights you can apply immediately.Subscribe for more conversations redefining HR, leadership, and the future of work.Nick Day's LinkedIn: https://www.linkedin.com/in/nickday/Find your ideal candidate with our job vacancy system: https://jgarecruitment.ck.page/919cf6b9eaSign up to the HR L&D Newsletter: https://jgarecruitment.ck.page/23e7b153e7Enjoyed this? Check out our sister podcast ‪@thepayrollpodcast for more great content!Timestamps:(00:00) Introduction: Welcome to the HR L&D Vault(00:48) Everyone Is Making It Up: Imposter Syndrome at Every Level(03:53) The One Quality Every Great Leader Has: Calm Is Strength(07:08)Take More Risks: The Career Advice You Needed Earlier(08:28) Skills-Based Hiring and Walking Away from CVs(10:11) Why You Should Hire an HR Leader Sooner Than You Think(14:36) Trust Can Be Lost But It Can Be Rebuilt Through Behaviour(17:19) Trust and Inspire: The Leadership Model for the Modern World(21:50) Inspiration Is the New Engagement Frontier(31:06) How Fear Is Silently Sabotaging Your Leadership(34:06) Failure Is Not the Opposite of Success, It Is Part of It

This morning, just after the program at the Rādhā Govinda Mandir, I took a walk down Nevin Street and turned the corner to the CVS. As I was waiting for Nirākulā Devī Dāsī, my wife—who had some items to purchase—I was chanting outside. I saw a father and son come out; his little boy was probably six, and his face was puckered, and he was crying. His father said to him, "Tell me in words, why you're crying. What's the matter?" But he could only cry. I walked into the store to see, was there something that he wanted or needed in there? I couldn't see anything. What's more, most things were locked up—even the toothpaste, razor blades, anything of significant value was locked behind glass—and I started thinking, "No wonder he's crying." And then I thought, "This is us here in this world; everything we want, that we desire, is locked up." You have to work hard to get anything in this world. The one thing that is free, we don't ask for: it is God's grace. It falleth from the heavens like rain, sun-strained. It comes to everyone, but we're looking for many things that are not worthy of looking for. They're beneath our dignity as souls—the things we seek in this world. So, we have an opportunity to take what's been given to us for free, which gives the highest reward, and it only requires a sincere heart to sing the names of Kṛṣṇa and call out. The mantra is written in a form which allows us to simply call out. We don't need to know any Sanskrit; we just need to have a heart which is yearning to reconnect to the Supreme Personality of Godhead. And here's a tune that we do sing when we're in Vṛndāvana and Govardhana Hill, where the devotees naturally love Kṛṣṇa—and at Govardhana Hill every day, they walk around and think of Kṛṣṇa and all those pastimes there in Vṛndāvana. ------------------------------------------------------------ To connect with His Grace Vaiśeṣika Dāsa, please visit https://www.fanthespark.com/next-steps/ask-vaisesika-dasa/?utm_source=youtube&utm_medium=video&utm_campaign=launch2025 https://vaisesikadasayatra.blogspot.com/ ------------------------------------------------------------ Add to your wisdom literature collection: https://iskconsv.com/book-store/?utm_source=youtube&utm_medium=video&utm_campaign=launch2025 https://www.bbtacademic.com/books/?utm_source=youtube&utm_medium=video&utm_campaign=launch2025 https://thefourquestionsbook.com/?utm_source=youtube&utm_medium=video&utm_campaign=launch2025 ------------------------------------------------------------ Join us live on Facebook: https://www.facebook.com/FanTheSpark/ Podcasts: https://podcasts.apple.com/us/podcast/sound-bhakti/id1132423868 For the latest videos, subscribe https://www.youtube.com/@FanTheSpark For the latest in SoundCloud: https://soundcloud.com/fan-the-spark ------------------------------------------------------------ #kirtan #spiritualmusic #mantramusic #spiritualawakening #soul #spiritualexperience #spiritualpurposeoflife #spiritualgrowthlessons #secretsofspirituality #vaisesikaprabhu #vaisesikadasa #vaisesikaprabhulectures #spirituality #bhaktiyoga #krishna #spiritualpurposeoflife #krishnaspirituality #spiritualusachannel #whybhaktiisimportant #whyspiritualityisimportant #vaisesika #spiritualconnection #thepowerofspiritualstudy #selfrealization #spirituallectures #spiritualstudy #spiritualquestions #spiritualquestionsanswered #trendingspiritualtopics #fanthespark #spiritualpowerofmeditation #spiritualteachersonyoutube #spiritualhabits #spiritualclarity #bhagavadgita #srimadbhagavatam #spiritualbeings #kttvg #keepthetranscendentalvibrationgoing #spiritualpurpose

Text Dr. Lenz any feedback or questions 2025 Pediatric Cyclic Vomiting Syndrome (CVS) Guidelines: A Brain–Gut, Migraine-Based Action PlanThe script explains updated 2025 guidelines for pediatric cyclic vomiting syndrome (CVS), framing CVS as a disorder of gut–brain interaction and a “migraine equivalent,” with up to 82% of affected children having personal or family migraine history, shifting treatment focus to the central nervous system. It highlights links to nociplastic pain/central sensitization and higher rates of neurodivergence (ADHD, autism), supporting a holistic biopsychosocial approach and trigger management, especially consistent sleep. Key terminology (abortive vs prophylactic therapy, strong vs conditional recommendations) is clarified. The only strong recommendation is early abortive anti-migraine therapy (triptans like sumatriptan or high-dose NSAIDs like ibuprofen) during prodrome; conditional options include aprepitant, ondansetron, and early IV rehydration. Prevention starts with lifestyle and supplements (riboflavin, CoQ10), then escalates to propranolol, cyproheptadine, or amitriptyline; topiramate is generally avoided unless others fail. The guidelines address catamenial and “calendar time” CVS, distinguish CVS from cannabinoid hyperemesis syndrome via six months of cannabis cessation, and emphasize creating a written green/yellow/red CVS action plan for home, school, and emergency care.00:00 Lost in the Fog01:56 CVS as Brain Gut Disorder04:19 Migraine Link Explained06:13 Nociplastic Pain and Sensitization08:48 Neurodivergence Connection10:50 Guideline Terms Decoded13:26 Abortive Rescue Plan17:18 Preventing Future Episodes22:05 Special Subtypes and CHS24:08 Action Plan Zones26:04 Holistic Approach and Wrap UpClick here for the YouTube Channel  Click here for the YouTube channel Support the showWhen I started this podcast and YouTube Channel—and the book that came before it—I had my patients in mind. Office visits are short, but understanding complex, often misunderstood conditions like fibromyalgia takes time. That's why I created this space: to offer education, validation, and hope.  If you've been told fibromyalgia “isn't real” or that it's “all in your head,” know this—I see you. I believe you. This podcast aims to affirm your experience and explain the science behind it. Whether you live with fibromyalgia, care for someone who does, or are a healthcare professional looking to better support patients, you'll find trusted, evidence-based insights here, drawn from my 29+ years as an MD.Please remember to talk with your doctor about your symptoms and care. This content doesn't replace per...

Episode Notes What if hiring didn't have to take weeks? In this episode of Talent Experience Live, Michael Domingo of CVS Health joins us to unpack the company's bold initiative to dramatically accelerate hiring while still delivering a best-in-class candidate experience. Michael shares how CVS is rethinking traditional processes, rolling out new technologies like voice agents, and designing a phased approach that keeps humans firmly in the lead while using AI to remove friction from the journey. We also explore how the organization is bringing talent acquisition teams along for the transformation, the challenges of balancing speed with quality, and how CVS is tailoring the approach across different roles and candidate personas. For organizations wondering how to modernize hiring without losing the human touch, this conversation offers a practical look at what it takes to move from long hiring cycles to a faster, smarter, and more candidate-centric future.

In this episode of Retail War Games, I sit down with Natalie Roberts, the Director of Business Development at Easy Healthcare Corporation. Natalie transitioned from a corporate background at 3M to join a startup that completely disrupted and dominated the highly competitive fertility landscape with their flagship brand, Premom. We pull back the curtain on how Easy Healthcare achieved rare-air status in consumer goods, delivering over 680 million tests across 150 countries. Natalie explains their ultimate competitive differentiator: a physical-digital flywheel that combines high-quality physical testing products with an incredibly powerful tracking app under one roof. We also dive into the brutal realities of scaling into major retail chains like CVS, how to navigate aggressive payment terms, and why building a bulletproof foundation with smaller retailers is the ultimate way to de-risk your supply chain.  

The race to build superintelligence is producing models that keep getting better at objective problems, but not at behaving like actual people. Joon Sung Park, founder and CEO of Simile and creator of Stanford's "Smallville" generative agents study, argues that simulating human society requires a fundamentally different kind of model. He frames today's frontier models as the "CPU of intelligence"—rational, superhuman at problems with right answers—and Simile as creating the "GPU of intelligence," built to encode the diversity of people's values, preferences, and tastes. It simulated 1,000 Americans and predicted their behavior 85% as accurately as people reproduce their own answers. CVS uses it for concept testing; some customers simulate their own earnings calls. Joon's larger bet: a "CERN of human society" that could one day model bank runs, climate cooperation, or the early signals of a collapsing democracy. Hosted by Sonya Huang, Sequoia Capital

In this Ask Me Anything episode — recorded from memory after the questions were accidentally deleted — Dr. Will Cole and his team answer listener questions on candida overgrowth, body odor as a gut-skin axis check engine light, and Alpha-Gal syndrome. They cover the rotating antifungal approach, the microbiome-body odor connection from a 2017 study, and how ear acupuncture showed 96% symptom relief for Alpha-Gal in a small clinical trial. The conversation also lands on a jaw-dropping Bioethics journal article suggesting scientists should intentionally bioengineer ticks to give humans Alpha-Gal syndrome as an environmental strategy to reduce red meat consumption. Plus Sip of the Summer round two: LaCroix Sunshine, a Costa Rica orange espresso, and organic black iced tea. For all links mentioned in this episode, visit www.drwillcole.com/podcast.Please note that this episode may contain paid endorsements and advertisements for products and services. Individuals on the show may have a direct or indirect financial interest in products or services referred to in this episode.Sponsors:Refresh your wardrobe with Quince. Go to Quince.com/willcole for free shipping and 365-day returns. Now available in Canada, too.Go to http://bioptimizers.com/willcole and use my exclusive code WILLCOLE to get 15% off any order.Use code WILLCOLE for an extra 30% off at blissy.com/WILLCOLE!To learn more and get 20% off your order, visit ActiveSkinRepair.com and use code: WILLCOLE . You can also find Active Skin Repair on Amazon and at your local CVS.Go to lyma.life and use code WILL10 for 10% off the LYMA Laser.Produced by Dear Media.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Bonnaroo 2026 is officially in the books, and it was a massive, triumphant comeback story. Despite Sunday's severe weather threat and a multi-hour evacuation of Centeroo, the festival's brand-new drainage system completely saved the weekend, proving that you simply cannot rain out the spirit of 'The Farm'. In this robust, audio-only deep dive, host Jamie breaks down the highs and lows of the weekend, including why Aly & AJ are officially the festival's "harbingers of doom" for the second year in a row. Plus, he shares his favorite standout sets of the weekend, including Wet Leg, Holly Humberstone, and the wildly chaotic, high-concept Kesha Superjam. Then, we hit the backstage media area for two exclusive, human-curated conversations. First, we sit down with fast-rising rock outfit The Runarounds to talk about their high-energy Saturday set. Right after, indie-noir artist Vlad Holiday joins the podcast to dissect his moody, cinematic Friday performance on The Farm. Hit subscribe, leave a 5-star review, and follow us on Socials @jrodconcertsmedia for more music discovery and festival coverage! ___ Support the show: CVS Health: Download the app at https://CVS.com/app Learn more about your ad choices. Visit megaphone.fm/adchoices

Lesley Logan and Brad Crowell break down what it actually looks like to leave a job with grace. In this episode, they unpack the candid conversation with New York City-based actress and novelist Clare Solly on why the employer-employee relationship doesn't require lifelong debt, how to keep your exit short and sweet, and what to do when getting fired feels deeply personal. They also dig into her biggest piece of advice: give yourself space before jumping into the next job. If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast https://lesleylogan.co/podcast/. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co mailto:beit@lesleylogan.co. And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe https://lesleylogan.co/podcast/#follow-subscribe-free.In this episode you will learn about:How The Trevor Project's escape-key feature protects LGBTQ youth.Why the employer-employee relationship doesn't require lifelong debt.The two-sentence advice for exiting a job gracefully.Being fired is professional feedback, not personal failure.The importance of building a career exit strategy like a house fire plan.Episode References/Links:OPC – https://opc.meOPC Summer Tour – https://opc.me/toureLevate Mentorship Program – https://lesleylogan.co/elevateOPC Flashcards – https://opc.me/flashcardsBalanced Body - https://www.pilates.com/Contrology - https://contrology.pilates.com/The Trevor Project – https://www.thetrevorproject.orgThe Center Las Vegas (LGBTQ Center) – https://thecenterlv.orgThe Pitt (TV series) – https://www.max.com/shows/the-pittSubmit your wins or questions - https://beitpod.com/questionsIf you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox. https://lovethepodcast.com/BITYSIDEALS! 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DEALS! https://onlinepilatesclasses.com/memberships/perks/#equipmentCheck out all our Preferred Vendors & Special Deals from Clair Sparrow, Sensate, Lyfefuel BeeKeeper's Naturals, Sauna Space, HigherDose, AG1 and ToeSox https://onlinepilatesclasses.com/memberships/perks/#equipmentBe in the know with all the workshops at OPC https://workshops.onlinepilatesclasses.com/lp-workshop-waitlistBe It Till You See It Podcast Survey https://pod.lesleylogan.co/be-it-podcasts-surveyBe a part of Lesley's Pilates Mentorship https://lesleylogan.co/elevate/FREE Ditching Busy Webinar https://ditchingbusy.com/Resources:Watch the Be It Till You See It podcast on YouTube! https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gLesley Logan website https://lesleylogan.co/Be It Till You See It Podcast https://lesleylogan.co/podcast/Online Pilates Classes by Lesley Logan https://onlinepilatesclasses.com/Online Pilates Classes by Lesley Logan on YouTube https://www.youtube.com/channel/UCjogqXLnfyhS5VlU4rdzlnQProfitable Pilates https://profitablepilates.com/about/Follow Us on Social Media:Instagram https://www.instagram.com/lesley.logan/The Be It Till You See It Podcast YouTube channel https://www.youtube.com/channel/UCq08HES7xLMvVa3Fy5DR8-gFacebook https://www.facebook.com/llogan.pilatesLinkedIn https://www.linkedin.com/in/lesley-logan/The OPC YouTube Channel https://www.youtube.com/@OnlinePilatesClasses Episode Transcript:Brad Crowell 0:00  Yeah, the employer-employee relationship does not inherently require a lifelong debt, meaning that, of course, when you're working for someone, do everything anything that's part of your role, but you don't owe them your life.Lesley Logan 0:15  Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started. Lesley Logan 0:58  Welcome back to the Be It Till You See It interview recap where my co-host in life, Brad, and I are going to dig into the gracious convoy I had with Clare Solly in our last episode.Lesley Logan 1:06  If you didn't listen, you missed out on the third time. Clare Solly has been, she's one of few people who've been on three times.Brad Crowell 1:13  She is, but I think she's been on way more than that, because she's done recaps for me and all sorts of stuff. So, as a guest three times, yes, but longtime listeners will definitely know who Clare is. Clare and Lesley go way, way back, before I was in the picture, by like years.Lesley Logan 1:32  We go back to like 2001.Brad Crowell 1:33  But way, you go back to 2001? So, like, I think I was still, what? 2001 we were graduating from high school.Lesley Logan 1:45  I went to college in 2001 as well.Brad Crowell 1:48  That's when you met, your first year in college.Lesley Logan 1:50  Yeah, I got a job. I was broke.Brad Crowell 1:53  I was broke. Well, amazing. Yeah, well, anyway, I was listening to your pod, and the two of you are hilarious, because it's like blah-blah-blah, just 100% riffing off each other. Lesley Logan 2:13  See why people are like, "I'm going to pod my best friend, and we're just going to talk about things." Because inevitably something good is going to come out of it. Oh yeah, you said, "Be organized," to like, what are we talking about? Which is like, so we originally, the team was like, "Do we want her on the pod," and I was like, "What will we talk about?" And then she and I were like, doing whatever recaps it is, she's like, "We should talk about ending," whatever, it was, and I was like, "Okay, great," exiting, "The team will be thrilled to know that we have a topic."Brad Crowell 2:38  You picked a topic. Lesley Logan 2:39  We did it. You guys, just so you know, we love that you listen. We love that you share those with friends. Another way you can support this podcast is by being an OPC member. If you go to onlinepilatesclasses.com, you can actually check out what we do. We have real Pilates for real bodies, it's the workout that works for you. There's lots of different ways to do it, and people are often like, "How can I support this show?" And Brad and I have talked about, like, do we do a commercial-free one where people pay?Brad Crowell 3:04  Yeah, we thought about that, like having a second one that's no ads, like all these different things.Lesley Logan 3:08  No, we're not doing more work. What actually would be really meaningful for us is, if you're going to give us money, we want you to actually get something out of it, not just like listening to us take up space. We really want you to actually take time for yourself and move your body, and that's what OPC is all about. It's actually about you having time for yourself. The classes are 2% of your day, and you get to compare yourself to yourself. So, go to OPC, I guess, what do they do? Go to opc.me/40?Brad Crowell 3:34  Just go to opc.meLesley Logan 3:36  Oh, great. Do that, even easier. Okay. Today is June 11th and it's Certified Nurses Week, aka CNA Week. It takes place on Thursday of the second full week of June. I really do love.Brad Crowell 3:50  The Thursday of the second full week.Lesley Logan 3:53  I love when it's not.Brad Crowell 3:54  Of the month of June.Lesley Logan 3:55  It can't be, it can't be the second Thursday. It has to be the second Thursday, the Thursday of the second full week.Brad Crowell 4:01  Yeah.Lesley Logan 4:01  So, Thursday can't be, it can't be the eighth ever. Brad Crowell 4:04  Because if the week starts on a Wednesday, that first Thursday does not count. If the month's first week starts on a Wednesday, or like not a full week, right? Then the first Thursday might not count.Lesley Logan 4:17  Right. Brad Crowell 4:17  Right. So, the Thursday of the second full week. Lesley Logan 4:22  I think that's complicated. Instead of saying. Brad Crowell 4:27  Because there might not be a second Thursday.Lesley Logan 4:29  But what they, well, they could just say the second Thursday of June.Brad Crowell 4:31  No, it might not be the second Thursday.Lesley Logan 4:33  No, if June 2nd is a Thursday, then June 9th is a Thursday, that's the second Thursday. I think they made it complicated.Brad Crowell 4:40  But that wouldn't be it, it would be on the next week.Lesley Logan 4:42  So, listener, hold on, you mean to tell me that people don't grab the 30-day calendar and go one, two?Brad Crowell 4:52  Not necessarily, if it's not a full week, that's the caveat here.Lesley Logan 4:56  I think that's crazy. I'm telling you, I always, when we do FYS, I don't go skipping the first Friday because it wasn't a full week, I do all the Fridays.Brad Crowell 5:08  I am with you on this. I am agreeing with you. This is not simple.Lesley Logan 5:12  It's not simple to be a CNA either. So, it takes place on the second full week of June. Do you like that? Like that lead back, is a week full of, oh, because they also want a week. Okay, notice.Brad Crowell 5:26  It's a full week.Lesley Logan 5:26  It's a full week of celebrations, but it starts on a Thursday, it's a full week of celebrations honoring the hard work. Do you all want to know why I think I'm ADHD? Here's the autism. I'm so stuck on this second Thursday. This year it is held from June 11th to June 17th. Certified nursing assistants began working under the Red Cross program during World War One, and have served alongside US Army nurses. Hundreds of young women were trained to care for wounded soldiers in reserve, field-based, and civilian hospitals. Did you know that before 1987 nursing assistants were not required to have a formal education?Brad Crowell 6:01  I did not know that.Lesley Logan 6:03  Okay, so who's seen The Pit? Because there's actually a whole episode on the medics. Did you know that?Brad Crowell 6:08  Well, this is why I was asking you what the name of the show is that you're watching right now. I yelled it across the house earlier when I was like, "What's that show called?"Lesley Logan 6:15  I'm hyper-vigilant, but okay. One, I'm not new to The Pit. It's already like, I don't know, filming season three or something like that, and won many awards. All of my friends talk about it week after week when it first came out.Brad Crowell 6:26  But you're new to it.Lesley Logan 6:27  I'm new to it, because as much as I appreciate the nostalgia of a weekly show that we all talk about, I don't have that capacity. If I'm going to sit down and watch a show, I want to binge through, like I really like that I can, and all that stuff anyways, because I won't. The next week I'll forget, and then I'll be like, spoiler alerts that I'm trying not to watch, like when Love is Blind was dropping in increments. I'm like, "Fuck, I have to get off my Instagram, because the spoilers are coming." So, because it's spoiled, and I didn't pay attention to it because it wasn't what I was clicking on, I saw on a plane yesterday, I watched 10 episodes in a row, I'm obsessed, and the head nurse is like kicking ass. But they did have a whole episode on this guy talking about what the first field medicals were and how they became one. Anyways, I also believe, maybe it wasn't the nurses, that might have been the women who were doing the phone lines, but they had to pay for their own uniforms and things like that, so there's all this different stuff. Anyways, you guys, we have a nursing shortage in the United States of America because it sucks to work in healthcare. The only people making money in healthcare is CVS and the insurance companies. This is not sponsored by them, but you know they've got the money, so come on over. So the reality is, please be kind to your nurses, we need every single one of them. I know it's frustrating when you have to go to, I wasn't even at the hospital, I was at a doctor's office, and they make me fill out this online check-in sheet every single time. I have to fill in my allergies, my first period, my family stuff, every single time. And the second time I went in a month, I said, "Hey guys, is there any way where I can just tap a box that says nothing has changed, everything is the same, there's zero. Brad Crowell 8:12  I just felt that I wasn't filling it out.Lesley Logan 8:14  Yeah, like the only thing that's different is my last cycle. I'll give you that, because it's a female doctor, anyway. But I said, "Look, I'm not trying to, I'm just here." But be nice to them, be nice to them, it is their CNA week, so go.Brad Crowell 8:29  So, there are apparently on average 190,000 annual openings for registered nurses each year, projected through 2032.Lesley Logan 8:42  Wow.Brad Crowell 8:43  Due to retirements, burnouts, and rising care demands. And while the workforce is growing, it cannot keep pace with the needs of an aging boomer population.Lesley Logan 8:54  Oh, this boomer population, man, they just, love you, because some of you are boomers, but, man.Brad Crowell 9:00  Yeah. So, anyway, nurses are very important, and it's a high-stress job, so all the props to the nurses out there.Lesley Logan 9:10  Yeah, okay. Upcoming travel notes, you guys, we're around, we're sticking.Brad Crowell 9:14  Yeah, we're home for a minute, and it's nice.Lesley Logan 9:17  Kind of at home. Although, although, when you're watching this, what day is this? Brad Crowell 9:21  We are June 11th.Lesley Logan 9:22  Oh, yeah. No, I'm home, solidly in the house.Brad Crowell 9:25  June and July, we're home.Lesley Logan 9:27  We might even foster a puppy or something like that.Brad Crowell 9:29  Yeah, we're gonna go take some dogs and hikes. We're rebuilding the van right now.Lesley Logan 9:34  We means Brad.Brad Crowell 9:35  We means Brad. Brad is rebuilding the van right now from the inside out, obviously.Lesley Logan 9:40  Well, the outside's done.Brad Crowell 9:41  Yeah. Well, not necessarily. Well, actually, I guess I'm adding a roof rack and I'm adding all the solar and all this extra stuff. So, like, we're getting fancy, and I got some really cool specs done for the interior, and we're, we're gonna be completely overhauling it before the summer tour, which is coming up, so tickets are definitely available. You can go to opc.me/tour we're actually going to be doing a Saturn's ring loop around the middle of the country, like Lesley said last week, which I thought was hilarious.Lesley Logan 10:08  Oh, just so you know, our tours are again sponsored by Balanced Body and Contrology, so we're also bringing the Contrology Reformer, Mat and Spine Corrector. Brad Crowell 10:17  We sure are. Lesley Logan 10:17  They all have some great prizes for you. I put another request in for the liner, because everyone loves it. It's so fun, easy to take with you. It's a really great community, and it's time, and you also can go to multiple locations on this tour, because we are on a status ring, but that also means, since the map isn't 3D, we're really just, you know.Brad Crowell 10:37  Okay, okay. I think they got the idea. The point is, we're going in a circle.Lesley Logan 10:41  Stops are within a couple of miles.Brad Crowell 10:42  It's a squeeze circle.Lesley Logan 10:43  It's a squeeze circle,Brad Crowell 10:44  Yeah, a couple of hours, several stops within a couple of hours, not a couple of miles.Lesley Logan 10:48  A couple of hours.Brad Crowell 10:49  But anyway, the go to opc.me/tour we're doing 14, I think it's 14 stops, and we're.Lesley Logan 10:55  I have no idea, it's not we're going to this, I haven't even seen the list.Brad Crowell 10:58  It's good, it's gonna be great, we're excited, we're visiting some new spots, revisiting some old spots, and can't wait to see everyone. So, if you want to come have a Pilates party with us, join us on tour. And then, if you're new here, Lesley teaches a mentorship program for teachers, it's called eLevate, and we might be sold out at this point, but we only do one turn, one round of it per year, and next year we're doing 16 spots, and it's you can find all the information about that at Lesley logan.co/elevate and also we have almost completed the full project here of these flash cards that we've been on a mission for for six years, the last that came out last year. Now we're working on, like, you know, like a.Lesley Logan 11:41  Collector's box that has like a cute little stand. I don't know, I've got some ideas. It might take us a little longer than we thought.Brad Crowell 11:47  Yeah, it's not as much of a priority, that's for sure. But you should go check out the cards themselves, because they're epic. Go to opc.me/flashcards, opc.me/flashcards.Lesley Logan 11:56  You know what, I wish maybe it's more of like somehow it's a stand where the you could put, you could put the card on the front or the back of this clear thing, and the back could be a magnifier.Brad Crowell 12:09  Oh, that's interesting.Lesley Logan 12:10  So, like, it, you could put the card in the front and of the slot, and it would just hold it up super cute, but if you put it on the behind, it would magnify it. For our perimenopausal ladies, I cannot get enough words on there and get the font to 10, so.Brad Crowell 12:24  That's why we linked back to the website on every card, because the website we can write as much as we want.Lesley Logan 12:29  And you can make it bigger.Brad Crowell 12:31  Yes, and you do that too. Cool. So, check this out. Go to opc.me/flashcards. Okay, so this week's charitable organization.Lesley Logan 12:38  Yes, yes, we made this change a couple weeks ago. Go back and listen if you want to know why we made the change. We don't have time for it today. June is Pride Month, you guys, and that means I wanted to, I thought it'd be interesting on our recaps to just talk about different LGBTQ IA charities that are doing great work for that community, because that community right now needs all the support it can get, because it is fighting the good fight and trying to help people. The whole community is just being hit with laws left, right, and center in the country. So, I want it, in the US, anyways, and so I wanted to highlight the Trevor Project. So, the Trevor Project was found in 1998 in West Hollywood, California, by James Lecesne.Brad Crowell 13:20  Lecesne, I think, Lecesne.Lesley Logan 13:21  Lecesne or you don't think it's Lecesne.Brad Crowell 13:24  Actually, I think it's Lecesne.Lesley Logan 13:25  Yeah, Lecesne.Brad Crowell 13:26  Yeah, James.Lesley Logan 13:31  Randy Stone, creators of the film Trevor. The Trevor Project is an American non-profit organization, is leading national organization providing crisis intervention, suicide prevention services to LGBTQ young people aged 13 to 24 That's a really, really tough at age, but you know it's really important that they have support. The organization offers a confidential telephone helpline, the Traverse Space Forum, and the educational programs, while reporting increase revenues and dedicating 80% of its budgets to programs. That's huge for a big charity, as them 80% to go like that. This is what we're looking at when we're looking at charities, you know. It has faced criticism regarding its promotion of gender ideology and allegations of mismanagement. So, okay, no, it's perfect, but I do, I do, I've heard of the project with different groups of different podcasts talking about how it can be helpful, and so, you know, I definitely hope it hope it helps people who are listening, who have friends whose kids or loved ones who need this help. Brad, why don't you tell what you liked about their website?Brad Crowell 14:28  Yeah, well, if you want to support them, go to their website, thetrevorproject.org thetrevorproject.org and I was looking at their website and learning a little more about them, and a pop-up happened, and it said, hey, if you need a quick exit from our website, you can just hit the escape key three times, and I was like, what, I'm really interested about this, so I tried it, you know, 123, bam, it closed the tab that I was on with The Trevor Project, and it opened Google, and so if you are looking for support from the Trevor Trevor Project, and you're concerned about someone barging in on you, you know, or you don't want to share that information with the people that you might live with or be around, what an amazing way for them to think ahead, and I mean it's pretty awesome.Lesley Logan 15:18  Speaking of The Pit, there was this one episode about human trafficking, and they were giving this girl a pen before they gave her the pen, because they thought the person that she was with was trafficking her. They opened up the pen to show her that on the in the ink part is the phone number, so the pen just looks like this like stupid pharmaceutical pen, but when you open it up, it actually had a helpline. And so I just think that, like, I love that groups are getting really creative with how can they actually help people, because just putting, you know, a flyer in a place, like, here you go, it's like no one can take that.Brad Crowell 15:51  Well, it's like it's like in, in the when we fly around the world, and we're in the airports, there's not just signs everywhere there, but they are there. Are hidden posters on the inside of the bathroom stalls that are about trafficking, and it says, hey, and it's in like multiple languages, like, like half a dozen languages. It's like, if you are being trafficked, here's the helpline, how to get support right now.Lesley Logan 16:16  Yeah.Brad Crowell 16:17  And you can call a number if you have access to a phone, of course.Lesley Logan 16:19  Oh my gosh, there was a bar in Miami that's like all these bars, they have, if you order an angel drink, they call it the drink, it's called angel, like, oh, I'd like to order the angel shot, then that tells the waiter that you feel unsafe with the date that you're on, and they will help you know you get out of that situation, which is amazing, like, they like, I don't know how they're helping, like maybe they call you a ride or something like that, something like that. I don't quote quote me, but I know the word was like angel, I guess. If the men find out what the word is for, you know, I don't, that's probably not so. The street was probably only in the women's restrooms, but yeah.Brad Crowell 16:53  The angel shot, it's a coded phrase used to signal bar staff that you feel unsafe and need help, such as a bad date.Lesley Logan 16:59  So, going back to the Trevor Project, you know, there's different things you can do, like if you want to do things more local to you, we, whenever we order, whenever you come to a retreat at our house, if you're in eLevate, things like that, we actually order from Bronze Cafe, and proceeds from their restaurant go to support the mental health of LGBTQ community in Las Vegas, so it's June is Pride Month, so you're gonna find all these different things around where you are that are gonna help people in this community, obviously, try to do it all year long, because they need it, but I just think that, like, it's a real shame that this group of people is being marginalized and made the reason why people's lives are so difficult. The trans community specifically, they're 2% of the population, and the actual 2% that is ruining people's lives across the world are the billionaires, those are the welfare people, those are the people who, like, I shared a post was showing, like, Amazon pays like 1.87% in taxes or something like that, it's like something stupid, Alphabet actually pays 10% that shocked me, I was like, they're not getting the best deal, like, so, so, anyways, if we all got together and supported people who are different than us and actually took out the small amount of people who are getting rich off of us, there will be a much different place. And then this group of people would actually get to live with human rights like the rest of us get to have. So, anyways.Brad Crowell 18:15  I just wanted to quickly check that stat. In the US, roughly one out of 10 identifies as LGBTQ as of 2024.Lesley Logan 18:23  Right, but trans is 2%Brad Crowell 18:25  Trans, trans, yeah, okay.Lesley Logan 18:26  Yes, but yeah. What I understand, you know, I know we're smart supposed to spend a lot of time on this, but the internet really pisses me off when these men are like, I'm not gonna have a gay kid.Brad Crowell 18:35  Right, like it's there choice.Lesley Logan 18:36  I shared this thing with you, this guy got this person to like, like, like, he's like, "Oh no, you, you choose to be gay. It's like, "Oh, okay, we'll be gay right now. He's like, "Be gay right now. He's like, "Oh no. He's like, "He's like, he's like, 'Well, you said you could choose, you choose to be gay, so be gay right now.' So the guy's like, "Okay, I choose to be attracted to you right now. He's like, "Yeah, well, I'm not gay, I can never choose to be gay, but you, you didn't.Brad Crowell 18:59  He just chose to be gay. He's like I'm only gay for like 10 seconds.Lesley Logan 19:02  Yeah, well, you're gay, so actually you're bisexual. It was such, was so well articulate, was so great. At any rate, it just shows that a lot of people have idiocies.Brad Crowell 19:13  Ridiculous.Lesley Logan 19:13  Fears, all this different stuff. And I think, like, the reality is that we have to make sure that children today, especially this group of people have love, support, and community, know that they are there's nothing wrong with them.Brad Crowell 19:24  Yeah.Lesley Logan 19:25  You know.Brad Crowell 19:26  Yeah. So.Lesley Logan 19:26  I could never imagine, I was bullied in school for having a big nose, for having big lips, for being poor, for my clothes being not like, I could never imagine, because when you're bullied for that, it changes, they change people, they get to somebody else, it changes all the time. To be bullied for who you're attracted to or how you identify? Holy fuck, that is relentless. That'd be non-stop. Anyways. Okay, well, we'll be right back.Brad Crowell 19:56  Thanks for sticking with us here.Lesley Logan 20:00  thetrevorproject.org, that was the linkBrad Crowell 20:00  Go to thetrevorproject.com yeah, all right. Brad Crowell 20:03  So let's talk about Clare Solly. Clare is a New York City-based actress, singer, novelist, and creative multi-hyphenate. She has self-published three women's fiction novels, is on the board of two theater companies in New York City, and currently works a day job she genuinely enjoys. Clare is also pursuing a PhD in creative writing, adding another chapter to her already wide-ranging creative career. I did not know she was doing that.Lesley Logan 20:32  Oh, she is. We're gonna call her Dr. Clare.Brad Crowell 20:36  Dr. Sally. Lesley Logan 20:37  I remember when she said, "I think I'm gonna do this. Do you think I'm crazy?" And I was like, "You're gonna do it anyways." That's when you know you have a real friend. It doesn't matter, I know you're gonna do it anyways. It doesn't matter. All right.Brad Crowell 20:54  Yeah. So, like I said, the two of you just beat off of each other. So, what was one of the one of the things that you loved, that she said.Lesley Logan 21:02  Oh my god, we got through so much, I think. I feel like, by the way, it's exiting, and it's a very, I find out of all the podcasts we've done, it's not just a theory, like she gave actual tangible things throughout the whole pod.Brad Crowell 21:17  Yeah, it was great.Lesley Logan 21:18  And it made me realize that we do the "Be It" action items, because in case someone's a little ethereal or a little esoteric, I wanted you to have tangible things to do.Brad Crowell 21:25  That's very true. That's why.Lesley Logan 21:26  That's why it exists, because of the woo-woo people are just like, get to know yourself, love everyone, and I wanted, like, okay, well, what do I do today? But this whole episode is like that. So she was talking about employer-employee relationships, so that's really what this is. We know not everybody works for someone else, so, but this is a great episode to present to your friend who's probably struggling with their boss, and sometimes you end up in one, right? Like, I have a girlfriend who's been an entrepreneur for decades, and now she's an employee again. So, she said the employer-employee relation does not inherently require a lifelong debt, and I think a lot of people who listen to this podcast, maybe not young kids today, because they've just seen it happen like they don't, they've not even, well, what they're saying is that the jobs don't even exist when they get older, but for those elder millennials and Gen X, like, where our parents had the same job forever. So, like.Brad Crowell 22:11  My dad just retired from 43 years at the same company.Lesley Logan 22:14  And just, I know we, I think we had it on the pod already, but how many people have retired since that person took over the job?Brad Crowell 22:20  When my dad retired, he asked the exit interview HR lady, "Hey, how many people have you had this interview with?" And she said, "Since Covid, five."Lesley Logan 22:34  FiveBrad Crowell 22:35  YeahLesley Logan 22:35  Only five.Brad Crowell 22:35  Only five.Lesley Logan 22:36  Five in six years. So that's how many people are retiring, which means a lot of them are leaving. But it does not inherently require lifelong debt, and I think that's really important, because I think especially, the majority of our listeners are women, we tend to worry about.Brad Crowell 22:51  I think we need to qualify that. What does lifelong debt mean in this context?Lesley Logan 22:56  Okay. I'm going to just say your parents on their vacation were worried about when they should tell their bosses that they were retiring, and I was like, "You don't," because somebody had left, and I was like, "You don't owe them that information, you're on vacation right now, you shouldn't even know that that person left." I was literally arguing with them, I'm like, "Why would you even go, 'Oh, I'm gonna retire too, so look for two people'? No, not your responsibility. It's their responsibility to be thinking about if people leave," and so that's what I would say.Brad Crowell 23:25  Yeah, I mean, lifelong debt, I would say, is just your entire life orients around the company that you work for. And I know how I operate, and that would be to pour myself into this company, whatever company that I'm working for. Lesley Logan 23:41  I did that for every company I worked for, I just kept being promoted because I poured so hard. They're like this girl doing so much, we should give her this next job.Brad Crowell 23:47  Yeah, and so, the employer-employee relationship does not inherently require a lifelong debt, meaning that, of course, when you're working for someone, do everything that's part of your role, but you don't owe them your life, right?Lesley Logan 24:04  Yeah, right. We were in Paris for four days. Let me tell you right now, they enjoy their life, they go to work. And our friend of ours who lives there, she's like, "Oh, it would be rude to eat at your desk, you literally have to eat in the lunch cafeteria."Brad Crowell 24:20  She works from home, and she goes into the office to have lunch with the group.Lesley Logan 24:24  Yeah, that's not even on her team, they're just the people of that office that she's at, because it's like rude to not be part of it. And she's like, "Yeah, you have a full hour-long lunch, and no matter what you've got going on, you sit there and you enjoy it." People really have a life, and I think there is a way to give 100% at work and then have a life, and I think that's a balance we're missing if you're in the States. If you're outside of the States, we travel a lot, I see you, you're doing a great job, you are living your life. But so let's go back to one thing she said, so she explained you don't actually owe the company anything, like, telling them where you're going.Brad Crowell 25:06  She was talking about actually, in this case, quitting, and you know, if they asked you like, "Well, where are you going to go work next?" Like, you don't need to tell them that.Lesley Logan 25:13  You don't actually have to, it's not a thing. And so, in fact, somebody asked L on demand, our agency member, because they were making a plan to leave, and they're like, "Well, how do I, do I tell them what I'm doing?" And she wrote, "No, you can just say, 'Thank you so much. As of this date, I'm no longer available for this role. I am still available and excited to do this part of my job.'" Because you actually don't need to tell them that you're gonna go run your own thing, especially like it's not, we tend to feel like we have to give them an excuse or a reason. It can just be that you're done. Done is a reason. Yeah, so it's your business. Lesley Logan 25:50  She also said you can be fully transparent about your feelings, but leaving is—it's when you're—it's not required. You can be, but you don't have to be. It's not required. So, the best policy she said is to just walk in and say, "I'm so sorry, I found X, Y, or Z," or "I found another job," and then keep it short and sweet. And I would say the shorter and sweeter the better, and try to do it in a succinct way so they're not the enemy and you're off to greener pastures. You never know if you have to come back.Brad Crowell 26:22  You guys were talking even about the, "Oh, they're paying me more," or whatever. Like, "This other company offered me this role, and they're offering me more money." But you don't even need to say anything like that, because that would then open up the conversation with the current company of, like, "Oh, well, we could pay you more." What if you actually just wanted to leave, you know? So you don't need to be building in an excuse. You can just say, "Hey, you know, I have to move on." You can give an excuse, but you don't need to. Brad Crowell 26:53  I had a very difficult time leaving my job because my old boss liked to sue people, and so I needed to come up with a reason that was acceptable so that he didn't think that I was going to go try to compete with him. Because if that happened, he was going to sue, he sues everybody. So I told him that I was going to focus on my family, and I left that open-ended.Lesley Logan 27:18  You know what, my last—the job that I left, they were litigious-ish because if certain trainers took clients, because they had a non-compete, which is not enforceable, and the non-solicitation as well, which means you couldn't solicit. But I was so afraid that they would think I was soliciting that I also said, "I'm focusing, my husband, you know, I don't need to work this much anymore." I just wanted them, it wasn't their business, and I didn't want them to be looking for something, you know. And we're still friendly, I still talk to everybody, one of my bosses there, like, it's so great. So it doesn't have to be a big deal. I think the gist of that topic is like you can literally, in two sentences or less, exit given the information that they need to process the paycheck and get to your next thing.Brad Crowell 28:08  Yeah, and when I was listening through the whole thing, I liked the idea of being gracious with the exit—like graceful, meaning short, succinct, and clear. And that's what Claire was talking about when exiting not on your terms, basically meaning you're fired. She said if you really want to hand-grenade things, you can, but it's a small world. The industries we all work in are small. Everyone knows everyone. If you have a tumultuous exit, word will get around, right? She said while being fired is definitely an ego stab in your heart, it is crucial to remain polite because the professional world is very small, even if the human instinct is to internalize blame. And what we will do effectively, because it's the human instinct, is internalize the blame. "What did I do wrong?" You know, and we keep reviewing it over and over again in our own minds, picking on ourselves effectively. She said, "Hey, let's turn it around to a positive instead of sitting there picking yourself apart. Maybe you can go and take this new time and learn a new skill." Alternatively, you can evaluate your peers by asking yourself, like, "What are the skills that I have? What can I add to my resume that makes me more excitable as a hire for the future?" So, really shifting back to working to put yourself back out there.Lesley Logan 29:34  Yeah, I think, going back a couple episodes ago, you have to feel your feelings. It's important to grieve that it's a loss, like even if you leave on your own terms, it's still a closure of something, so definitely do that.Brad Crowell 29:48  I always think about people who are almost arrogant, and I think in a situation like this, how lucky are they that they can look at someone firing them and go, "Well, it's your fucking loss, because I'm awesome." You know what I mean? Imagine that perspective versus, "Oh my god, what did I do wrong? Why are you firing me? It's my fault, I fucked up somewhere, I'm not even sure what I did wrong." Those are the two extremes. Maybe we can land in the middle and do ourselves a kindness and not beat ourselves up over it. Because I had to fire someone, and was this person perfect at their job? No. Were they coachable and teachable, and did we actually enjoy having them on the team? Yes. And ultimately, it wasn't because they fucked up a spreadsheet or a document that I had to fire them; I had to fire them because our company couldn't sustain paying them at the time, this many years ago, right? And so it was a shame and not fun, right? So it had nothing to do with her, and I wrote a glowing review.Lesley Logan 30:56  Yeah, no, and for the most part, especially if you're a boss listening to this, most people know, if you do it right and you're coaching correctly, people know that their job is not safe. So, in California, I have to write you up at least three times, because the employers' HR, when you let go of someone, they want to be like, "Here are the instances, here's what the thing was that you were supposed to do."Brad Crowell 31:21  Meaning they should be seeing it coming. "I've got two write-ups already, I know."Lesley Logan 31:25  Like, "Yeah, I'm in the hot seat," you know. And so now, just because you have three doesn't mean you're getting fired—like maybe they happen over 10 years, you know? One of them you fix, whatever. But especially if they're happening in a row, they're coming for it, they're looking for things to come at you with. So you should be watching for that. Lesley Logan 31:42  But you should also like—if I'm consistently having to remind you how to do something, or I'm questioning, like, if there's these things that you're being coached on in your job, and it's like, "Wow, you've been here a year, and we're still working on this" if you're a boss, they should not be blindsided by it if it has to do with the way that they're doing their job, because they're not mind readers. You actually have to tell them if they're doing their job well or not, and if they're not doing their job well, you have to tell them how to do it well to give them that opportunity. And if you don't do that, then they're gonna be blindsided. But if you're constantly re-coaching them on their job and bringing up, like, hey, even if you don't write them up, "Hey, this is the third time we've had to go over this, what's going on here?" Hopefully they're aware. Lesley Logan 32:22  Now, some people are dense and they don't get it. I fired people who yelled at me and all these different things—not like "my loss," but like, "How dare you," right? And I remember going, "You didn't see this coming, dude? This is our third write-up. You're not on time for your clients. What do you want me to do? You're not on time, you've not been on time multiple times."Brad Crowell 32:44  Yeah.Lesley Logan 32:45  This is on you. Brad Crowell 32:46  Yeah, exactly.Lesley Logan 32:47  If he had been taking the bus, I would have been like, "Okay, we got to find a new bus route, we got to find a new shift." Nope, this is all on him driving, you know. So, I think for the most, it doesn't always happen that way, but that's always my ideal goal, is like people know.Brad Crowell 33:01  I had someone try to write me up one time, and I told them that I would not sign the paperworkLesley Logan 33:05  You, you also don't have to sign.Brad Crowell 33:07  And I said, "I disagree with you 100%. I'm happy to talk to your boss about all of this, because I will not sign this."Lesley Logan 33:13  You don't have to sign, they still, you still got it, but you don't have to sign if you don't agree with it. That's true. Yeah, that's fine. It's all combo. Anyways, this is like, thank fucking God I'm not in an office. Jesus. Okay, hold on. She said more great things about exiting.Brad Crowell 33:29  Yes. Well, stick, stick around really quick. We'll be, we will be right back. Brad Crowell 33:34  All right, welcome back. So, let's talk about those "Be It" action items. If you're new here and you're like, "What the hell is that?" "Be It" is the Be It Till You See It podcast acronym, what bold, executable, intrinsic, or targeted action items can we take away from your convo? Claire said, "Hey, give yourself space." Okay, she explicitly warns against immediately jumping back into work after making an exit, whether you made it or they made it. She stated, "Make sure you give yourself a week or two off between jobs, because in any capacity, you have to decompress. It's just good for your mental state." She cautions against skipping this decompression phase, because when you immediately jump back into the next thing, you might actually already be angry or sad or frustrated, or whatever. She said she has rage-updated her resume before, and it just never works out very well.Lesley Logan 34:29  Sounds like if you get dumped, and then you go and do your Tinder or Hinge profile, it probably isn't gonna be as great as if you just waited a moment to be like, "Wow, that person wasn't so great for me. Let me.Brad Crowell 34:42  Yeah, don't rage-update your resume, it's hilarious. What about you? What was your big takeaway?Lesley Logan 34:45  II mean, personally, I never want to have to update a resume like that. I never want to do.Brad Crowell 34:50  I know we've had to update a resume to submit for some things for the business, and we're like, "Where is our resume? What did we.Lesley Logan 34:59  Now, Lex's job is like every so many months, go—because eventually, how long is the resume, you know? How many pages? Because I'm not vying for a job, but loans and stuff want things like that. Anyways, she said take a look at yourself and where you are, look at where you can improve and create an exit strategy. So I like this, because you might not like the job that you're at, you might be frustrated with where it's at, but this kind of is like taking a little bit of radical responsibility—like, where can I improve so that when I find the next place, I'm already a better person for it at the next job, you know? And that allows you to create an exit strategy as well. And I think this is kind of like, you know, if in anything you're wanting to leave, there's a reason you want to leave, and some of it's the situation, and some of it is ownership of how you could be a better person given the new situation, right? She compares this action to having an emergency strategy for a house fire, so you already know where your exits are, and I like that, right?Brad Crowell 36:01  She has some great tips, you know, especially if you know you're leaving and you had already taken things home, slowly start to bring them back to the office, not all at once, and vice versa. If you have things at the office, you could slowly start to take them home again, not all at once, because you're not trying to make your office look empty, but just practical stuff. Pretty cool.Lesley Logan 36:21  Because you never—I mean, even if you think you know your employers the most, like when I worked in, when I ran retail shops, if you gave us a two-week notice, our goal was to see how quickly we can get you a paycheck and end your shift before two weeks in your job, because it was an at-will state, so we could do that. So you put the two weeks in because then you get the better review, like, "Oh, they left and they gave notice," and all these different things, but especially in Pilates and in retail, you have clients, you have customers, so the longer you're there, the longer you can take client phone numbers, emails, different things. Like, we're protecting stuff, so we would just be like, "Out. Bye."Brad Crowell 37:02  Yeah, I think notoriously Netflix is like crazy. If you go in and you quit, before you get back to your desk, you're locked out of every, yeah.Lesley Logan 37:12  Yeah, no, I think it's even in their handbook of like what happens. Keith Olbermann is the one who—it's so funny because he's like, "I was on—they let me be on the air for three months, I could say whatever I wanted." But I do—you never—you just don't know how people are going to react to exits, so make sure that you have prepared well for the exit that you are in control of so that if they do decide, especially if you're an hourly employee or something like that, that they're changing it, you're not needing that money as the in-between, you know. Anyways, well, love it. I'm Lesley Logan.Brad Crowell 37:53  And I'm Brad Crowell.Lesley Logan 37:54  Thanks, Clare, for being our Be It Babe, ready to jump in. She'll be back because we'll have her at an interview.Brad Crowell 38:00  The Boomerang Buddy.Lesley Logan 38:01  Oh, I'm interviewing the person in two days, I better finish that book. I'm interviewing a really great doctor, and she's like, "I want to be in the Be It Book Club, and I want to be the recap person." So, Brad, you're unfortunately,unless you want to, you can join us for the recap if you want.Brad Crowell 38:19  It's fun. I love it.Lesley Logan 38:20  Yeah, all right, guy, go Be It Till You See It.Brad Crowell 38:23  Bye for now.Lesley Logan 38:24  That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network. If you want to leave us a message or a question that we might read on another episode, you can text us at +1-310-905-5534 or send a DM on Instagram @BeItPod.Brad Crowell 39:07  It's written, filmed, and recorded by your host, Lesley Logan, and me, Brad Crowell.Lesley Logan 39:12  It is transcribed, produced and edited by the epic team at Disenyo.co.Brad Crowell 39:16  Our theme music is by Ali at Apex Production Music and our branding by designer and artist, Gianfranco Cioffi.Lesley Logan 39:23  Special thanks to Melissa Solomon for creating our visuals.Brad Crowell 39:26  Also to Angelina Herico for adding all of our content to our website. And finally to Meridith Root for keeping us all on point and on time.Advertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy

Let's talk PBM's.  What even is a P-B-M? Pharmacy benefit managers have been around since the 1960's, although back then, they were basically claims processors. Things changed in the 80's and 90's following the first iteration of ERISA when employers saw PBMs as potential cost containment strategies. The industry continued to explode until 2007 when CVS acquired Caremark, and now the market is really consolidated into just three major players. Why does this matter? Well, PBMs control just about everything drug-related in the US these days, and that includes the cost. Given that we have not seen the promised drop in drug prices, Americans and employers are still bearing the burden of this bloated and broken system.  To unpack how this works and what folks are doing about it, we invited back Shawn Gremminger, the President and CEO of the National Alliance of Healthcare Purchaser Coalitions. His organization works with regional coalitions of employers to help them advance health policy, leverage their collective power, and drive market change.