Podcasts about daily huddle

You meant well.You wanted to help.But now you're a one-star review.In today's Multifamily Collective tip, Mike Brewer unpacks the hidden cost of overpromising—a silent trust-breaker in property management.It feels good in the moment.You say “yes” with the best intentions.But when reality hits and delivery falls short, you go from hero to zero in the blink of a review.Here's the truth:Residents don't need lofty promises. They need follow-through.Strong operators know this.They underpromise, then overdeliver.They communicate early when plans shift.They keep residents in the loop—even if the news isn't great.Because silence?Silence kills trust.Mike's tip:

Want to move faster?Want fewer meetings, shorter emails, and smoother decisions?Then build trust.In today's Multifamily Collective tip of the day: Trust reduces friction.When your teams trust you—and each other—everything accelerates:Conversations get shorterDecisions get fasterForgiveness comes easierBut trust doesn't fall from the sky.You earn it through transparency, consistency, and follow-through.You lose it through silence, defensiveness, and missed commitments.Here's the big idea: Trust is efficient.In a high-trust environment, you don't waste mental energy double-checking motives or second-guessing promises. You just execute.Sure, we all slip. Life happens.But when your track record says “I can be counted on”, those rare misses don't break you—they're absorbed by the trust you've already built.And in this high-speed era fueled by AI, social media, and information overload, trust gives your operation a massive edge.I see a world where eye contact and handshakes still matter.Where trust isn't built on tech but on truth.And until that day, your job is simple:Be trustworthy. Create trust. Move faster.If that resonated, give it a Like.Subscribe for more straight-shooting, real-talk tips from Mike.MultifamilyCollective Blog: https://www.multifamilycollective.comThe Daily Collective Book: https://amzn.to/3YI6BDaHosted by: https://www.multifamilymedianetwork.com

Sometimes, the boldest move you can make is simply telling the truth.In today's Multifamily Collective tip, Mike Brewer reminds us that boldness is transparency.When residents, team members, or owners ask hard questions, you don't have to know everything.But you do have to be clear.-

Here's the hard truth:Silence speaks.And in multifamily, it says the wrong thing—every time.In today's Multifamily Collective entry, Mike Brewer puts the spotlight on a common leadership blind spot: not communicating.When leaders go quiet, teams, residents, and owners don't stay calm.They fill in the blanks.They write scripts in their minds.And those scripts? Usually worse than reality.

Geschätzte Lesedauer: 13 Minuten Herzlich willkommen zum Vertriebsfunk. Mein Name ist Christopher Funk. Heute widmen wir uns einem Führungsthema, das mir in meinen Projekten immer wieder begegnet: Führung im Vertrieb. Ich spreche oft mit Vertriebsleitern, die mir berichten: „Ich weiß nicht mal mehr, was ich heute eigentlich gemacht habe". Denn der Alltag besteht häufig nur aus Troubleshooting, dem Lösen akuter Probleme, der Betreuung eigener Kunden und einem endlosen Meeting-Marathon. Folglich sind die meisten Führungskräfte zwar „super crazy busy", aber sie kommen strategisch kaum voran. Anstatt den Markt aktiv zu treiben, werden wir somit zum Opfer der Umstände und reagieren nur noch auf externe Einflüsse. In dieser Folge zeige ich dir jedoch, wie du diesen Teufelskreis durchbrichst. Zudem schauen wir uns an, was professionelles Sales Management wirklich bedeutet, welche Vertriebsleiter Aufgaben Priorität haben und wie du durch klare Routinen das Ruder wieder fest in die Hand bekommst. Warum Führung im Vertrieb oft im Chaos versinkt Im Vertrieb gibt es bekanntlich keinen Punkt, an dem man sagt: „Ich bin fertig". Jeden Monat und jedes Quartal geht das Spiel von vorne los, weil die Umsatzzahlen wieder auf Null stehen. Dieser permanente Druck führt oft dazu, dass man sich im operativen Klein-Klein verliert. Deshalb ist es extrem wichtig, dass du Dringendes von Wichtigem trennst. Dringendes ist selten wichtig. Wichtiges ist selten dringend, entscheidet aber dennoch über deinen langfristigen Erfolg. Die zentrale Frage muss also lauten: Komme ich meinen Zielen näher? Liegen wir wirklich auf Kurs? Eine effiziente Vertriebsleitung bedeutet schließlich, Herr der eigenen Zeit zu sein. Du solltest dir deswegen 30 bis 50 Prozent deiner Zeit für deine eigene Agenda reservieren, sonst wirst du es extrem schwer haben, strategisch nach vorne zu kommen. Kurs setzen: Die Basis für deine Vertriebsleiter Aufgaben Stell dir vor, du bist Kapitän auf einem Schiff. Das Erste, was die Mannschaft wissen muss, ist natürlich: Wo geht's hin? Der Kurs ist die absolute Basis jeder Führung im Vertrieb. Es reicht dabei nicht, nur eine Umsatzvorgabe im CRM zu haben. Vielmehr musst du definieren: In welchem Markt bewegen wir uns eigentlich? Wer sind unsere Idealkunden (ICP)? Welche Art von Deals wollen wir konkret gewinnen? Das nennt man militärisch ausgedrückt „Commander's Intent". Deine Mannschaft muss nämlich verstehen, was erreicht werden soll. Nur wenn das Ziel klar ist, kann jeder Einzelne Verantwortung übernehmen und intelligente Entscheidungen treffen, ohne ständig auf Befehle warten zu müssen. Strategie und Mittelansatz im Sales Management Wenn das Ziel steht, brauchst du anschließend eine Strategie. Die Frage lautet: Wie setzen wir das um und welche Mittel haben wir? Ressourcen und Marktbearbeitung Zuerst klären wir den Mittelansatz: Sitzen wir in einem Ruderboot oder auf einem Dampfer? Sind die Ziele mit den vorhandenen Ressourcen realistisch? Zudem musst du entscheiden, wie der Markt bearbeitet wird. Gehen wir auf Neukunden zu oder kümmern wir uns primär um den Bestand? Methodik und Werkzeuge Ein weiterer Aspekt deiner Vertriebsleiter Aufgaben ist die Wahl der Waffen. Nutzen wir Ansätze wie den Challenger Sale? Gerade wenn Produkte vergleichbar werden und es nur noch um den Preis geht, müssen wir weg vom „Schweinebauchgeschäft" hin zum Solution Selling. Denn nur so bieten wir dem Kunden neue Perspektiven. Das Cockpit: Effiziente Vertriebsleitung durch Zahlen Du hast den Kurs und die Strategie festgelegt. Jetzt brauchst du jedoch die Steuerung. Woher weißt du eigentlich, dass du auf Kurs bist? Viele Führungskräfte sind im Blindflug unterwegs und sehen erst am Monatsende, dass das Ziel verfehlt wurde. Deshalb brauchst du ein Cockpit mit 5 bis 6 KPIs, auf die du täglich schauen kannst. Hierbei ist der Unterschied zwischen Ergebnissen und Aktivitäten entscheidend: Ergebnisse (Umsatz) sind lediglich ein Blick in den Rückspiegel. Aktivitäten (Ersttermine, Pipeline-Wachstum) sind hingegen Frühindikatoren. Wenn du beispielsweise siehst, dass die Ersttermine einbrechen, kannst du sofort gegensteuern, noch bevor der Umsatz fehlt. Das ist echte, proaktive Vertriebssteuerung. Deine Routinen für bessere Führung im Vertrieb Wie setzt du das nun im Alltag um, ohne in der „Meeting-Hölle" zu landen? Die Antwort liegt in einem festen Rhythmus, der Struktur schafft. Der Daily Huddle für den Tagesfokus Beginne mit einem kurzen Meeting am Morgen, maximal 15 Minuten. Jeder Mitarbeiter berichtet kurz: Was sind meine Prioritäten heute? Was will ich erreichen? Hier geht es keinesfalls um Diskussionen. Du prüfst nur die „Situational Awareness": Machen alle das Richtige? Rudern wir in die gleiche Richtung? Das Weekly Meeting zur Kontrolle Zusätzlich schauen wir im Weekly auf die Wochenebene: Ergebnisse der letzten Woche. Pipeline-Check: Was ist neu, was ist rausgefallen? Status von Projekten (z.B. CRM-Einführung). Wenn die Zahlen gut vorbereitet sind, ist das oft schon in 20 Minuten erledigt. Das One-on-One als wichtigste der Vertriebsleiter Aufgaben Kritik oder individuelle Pipeline-Details gehören definitiv nicht ins Team-Meeting. Dein wichtigstes Instrument für Führung im Vertrieb ist daher das persönliche 1:1-Gespräch. Klarheit schaffen und Status Quo prüfen Zunächst klärst du Erwartungen und schaust gemeinsam auf das Dashboard. Da Zahlen nicht lügen, muss hierüber auch nicht diskutiert werden. Wo steht der Mitarbeiter im Vergleich zum Ziel oder zum Vorjahr? Das ist die objektive Basis des Gesprächs. Pipeline Review und Deal Innovation Jetzt geht es ans Eingemachte. Was kommt wirklich rein? Warum wurde ein Deal geschoben? Haben wir alle Infos über Entscheider und Wettbewerb? An dieser Stelle findet „Deal Innovation" statt. Ihr überlegt gemeinsam: Wie kriegen wir den Deal eine Phase weiter? Können wir das Packaging ändern? Das ist echtes Coaching am Objekt, statt nur Kontrolle. Individuelles Coaching und Entwicklung Neben dem Deal-Coaching gibt es außerdem das Skill-Coaching. Nach gemeinsamen Kundenterminen (die du als Beobachter begleitest!) gibst du Feedback. Wo kann der Mitarbeiter besser werden? Wie entwickelt er sich langfristig? Standards erleichtern die Vertriebsleiter Aufgaben Um dir das Leben leichter zu machen, brauchst du Standards, denn sie schaffen Skalierbarkeit. Wie läuft ein Ersttermin ab? Was ist unser Pitch? Wie behandeln wir Einwände? Erstelle deshalb Playbooks. Wenn jeder weiß, wie „wir das hier machen", musst du nämlich weniger Mikromanagement betreiben. Das Ergebnis all dieser Maßnahmen – klare Ziele, Strategie, Steuerung und Standards – ist schließlich eine starke Vertriebskultur. Eine Kultur, in der jeder Verantwortung übernimmt, wo man offen über Fehler spricht („Fuck-Up Sessions"), um daraus zu lernen, und sich gegenseitig unterstützt. Fazit: Erfolgreiche Führung im Vertrieb bedeutet Gestaltung Führung im Vertrieb bedeutet, aktiv zu gestalten und nicht nur Feuerwehr zu spielen. Wenn du diese Struktur etablierst – Kurs, Strategie, Cockpit, Routinen – dann wirst du merken: Das Chaos verschwindet. Du bekommst wieder Luft zum Atmen und erreichst deine Ziele planbar. Mach was draus, setz es um und sorge für mehr Umsatz und Erfolg! Quick Takeaways für dein Sales Management Raus aus dem Hamsterrad: Reserviere dir 30–50% deiner Zeit für aktive Steuerung statt nur operatives Troubleshooting zu betreiben. Klarer Kurs (Commander's Intent): Dein Team muss das Ziel und den Weg dorthin genau kennen, um eigenverantwortlich handeln zu können. Steuerung statt Blindflug: Etablieren Sie ein Cockpit mit 5–6 KPIs, die dir täglich zeigen, ob du auf Kurs bist – Fokus auf Aktivitäten! Der Rhythmus macht's: Nutze Daily Huddles für den Tagesfokus und Weeklys für die Erfolgskontrolle, um Meetings kurz und knackig zu halten. One-on-Ones sind Pflicht: Nutze Einzelgespräche für Pipeline-Checks, Deal-Innovation und individuelles Coaching – niemals Kritik vor der Gruppe üben. Playbooks schaffen Freiheit: Standards für Pitches, Termine und Einwandbehandlung reduzieren den Mikromanagement-Bedarf massiv. Kultur der Verantwortung: Gute Führung führt zu einer Sales-Kultur, in der Mitarbeiter Fehler offenlegen, lernen und den Markt aktiv treiben. Was sind die wichtigsten Aufgaben eines Vertriebsleiters? Die wichtigsten Vertriebsleiter Aufgaben sind nicht das eigene Verkaufen, sondern die strategische Steuerung. Dazu gehören: Ziele definieren (Kurs), den Weg festlegen (Strategie), die Kontrolle über Kennzahlen behalten (Steuerung) und das Team durch Coaching und klare Routinen zum Erfolg führen. Wie verhindere ich Chaos und Meeting-Marathons im Vertrieb? Indem du eine klare Meeting-Struktur etablierst. Ein kurzes Daily Huddle (15 Min) klärt die Tagesprioritäten, während ein straffes Weekly den Kurs prüft. Lagere individuelle Probleme und Pipeline-Details zudem konsequent in One-on-One-Gespräche aus. Welche KPIs sollte ich für die Führung im Vertrieb nutzen? Nutze ein Cockpit mit 5-6 Kennzahlen. Wichtig ist dabei der Mix aus Ergebniszahlen (Umsatz) und vor allem Aktivitätskennzahlen (Ersttermine, Pipeline-Zuwachs). Letztere erlauben dir nämlich, frühzeitig einzugreifen, bevor das Kind in den Brunnen gefallen ist. Was ist Deal Innovation im Sales Management? Deal Innovation bedeutet, dass Führungskraft und Vertriebler gemeinsam kreativ an einem stockenden Deal arbeiten. Statt nur den Preis zu senken, überlegt man: Wie können wir das Angebot umstrukturieren, neue Entscheider ins Boot holen oder den Nutzen besser kommunizieren? Warum sind Playbooks für eine effiziente Vertriebsleitung wichtig? Playbooks definieren Standards für wiederkehrende Situationen wie Einwandbehandlung oder Pitches. Sie sorgen folglich für gleichbleibende Qualität und geben dem Team Sicherheit. Das spart dir als Chef Zeit, da du nicht jedes Detail neu erklären musst und weniger diskutieren musst. Möchtest du deine Führung im Vertrieb professionalisieren? Hier ist eine Schritt-für-Schritt-Anleitung, um von der Feuerwehr zur strategischen Steuerung zu kommen. Schritt 1: Kurs und Mittel bestimmen Definiere glasklar: Wo wollen wir hin (Marktziele)? Welche Ressourcen (Manpower, Budget) haben wir dafür? Kommuniziere diesen "Commander's Intent" anschließend an dein Team. Schritt 2: Das Cockpit bauen Lege 5-6 KPIs fest, die dir täglich zeigen, ob ihr auf Kurs seid. Achte dabei besonders auf Frühindikatoren wie Aktivitäten und Ersttermine, nicht nur auf den Umsatz. Schritt 3: Meeting-Rhythmus etablieren Führe Daily Huddles (max. 15 Min) für den Tagesfokus ein. Nutze zudem ein Weekly Meeting für die Wochenkontrolle. Halte diese Termine heilig, aber kurz. Schritt 4: One-on-Ones intensivieren Setze regelmäßige Einzelgespräche an. Nutze diese Zeit für harte Fakten: Pipeline-Review, Deal-Strategien und persönliches Coaching. Schritt 5: Standards setzen (Playbooks) Dokumentiere, was funktioniert. Erstelle Leitfäden für Pitches und Prozesse. Sorge schließlich dafür, dass jeder diese Standards kennt und lebt.

Is your team “busy” but still out of sync, because nobody has a simple daily rhythm to align priorities and surface issues early?Most firm owners try to fix productivity with bigger meetings, more tools, or more chasing. The result is the same: scattered communication, silent bottlenecks, and leaders carrying the mental load of the whole firm. A Daily Huddle solves that by creating a short, repeatable moment where the team reconnects every morning.In this episode of The Wize Way Podcast, the Wize coaching team breaks down how 15 minutes a day can reset alignment, improve follow-through, and build a calmer operating rhythm, sharing practical insights on:✅ Why the huddle must stay short and structured.✅ The three questions that keep everyone aligned: what's on today, what roadblocks are you facing, and who can help ✅ How daily huddles reinforce your team structure by keeping work and communication in the right lanes ✅ Why owners must show up early to cement the habit, before handing it off with confidence ✅ A simple add-on that stops “quick questions” from derailing the dayIf you want a team that feels aligned, accountable, and clear every day, and a firm that runs smoother without you needing to be everywhere at once, this conversation is essential listening.________________ PS: Whenever you're ready… here are the fastest 4 ways we can help you fix and grow your accounting firm: 1. Download our famous Wize Freedom Map for FREE - Find out the 96 projects every firm owner must implement to build a $5M+ firm that can run without them - Download here 2. Need to Hire right now? Book a 1:1 FREE discovery call with our WizeTalent hiring coaches to help find your next team member the Wize Way – Click Here 3. Work with Jamie and our mentors for 8 weeks - Build a custom business plan for your firm - Apply here

Here's the hard truth: Busy doesn't mean effective.If your team is constantly “doing” but rarely moving the needle, this episode is for you.You'll learn:- Why effort without alignment is just wasted motion- How leaders can create clarity and eliminate chaos- The dangers of whack-a-mole management- Why you must define and defend two to four true priorities each quarter- How to reward progress on what matters, not just long to-do listsThis is a wake-up call for every multifamily leader who wants real results, not just motion.Like, subscribe, and share with someone who's confusing busy with productive.Blog: https://www.multifamilycollective.comBook: https://amzn.to/3YI6BDaSupport comes from: https://www.365connect.com/?utm_campaign=mmnHosted by: https://www.multifamilymedianetwork.comJoin me at Cultivate 2026: https://naahq.org/events/cultivate/sessions

Control fees safe! In this February 2nd, 2026 edition of the Multifamily Operations Tip of the Day, Mike Brewer challenges a widespread myth in property management: that control is the key to results. Spoiler alert: it's not. Clarity is.Here's what you'll walk away with:- Why command-and-control leadership (especially in centralization) doesn't scale- How whack-a-mole management exhausts teams and breeds chaos- Why emotional maturity is the root of consistent leadership- How to replace micromanagement with clear standards and success metrics- A better way to assess whether a breakdown is from a lack of effort or a lack of understandingIf your organization feels like a constant fire drill, this is the reset you need.Because great leaders create clarity, not chaos.Like, subscribe, and share if you're ready to replace control with confidence—in your people and your systems.Blog: https://www.multifamilycollective.comBook: https://amzn.to/3YI6BDaSupport comes from: https://www.365connect.com/?utm_campaign=mmn

You don't have an effort problem. You have a clarity problem.In this February 3rd edition of the Multifamily Operations Tip of the Day, Mike Brewer unpacks the real reason performance suffers across properties and teams, and it's not what you think.When expectations are murky, people improvise. And when they improvise, performance becomes unpredictable. Everything becomes messy and chaotic! Mike breaks down:- Why unclear expectations lead to rework, frustration, and unnecessary escalations- How accountability feels personal, not professional, when clarity is absent- Why “what good looks like” must be observable and measurable- The difference between reactive chaos and proactive leadership- And the true job of a CEO — protecting culture and fueling clarityThis episode is a wake-up call for anyone in a leadership seat. If you're chasing consistency, scalability, and morale, clarity is your lever.Like, subscribe, and share if you're building a culture of accountability with heart, purpose, and precision.MultifamilyCollective Blog: https://www.multifamilycollective.comThe Daily Collective Book: https://amzn.to/3YI6BDaSupport comes from: https://www.365connect.com/?utm_campaign=mmnHosted by: https://www.multifamilymedianetwork.com

Dante Moore shocked everyone when he decided to stay for the 2026 season instead of being the #1 overall pick in the NFL Draft. In this special bonus episode of the Daily Huddle podcast, host Garrett Searight says the repercussions of this decision are wide-ranging.

With the national championship game now just hours away, in this special bonus episode of the Daily Huddle podcast, Garrett Searight argues that you can't put enough superlatives on the job that Indiana Hoosiers head coach Curt Cignetti has done in Bloomington.

In this episode of the Daily Huddle College Football Podcast, host Garrett Searight details why the Buckeyes could hammer the Hurricanes in the Cotton Bowl.

Send us a textThis one's for the foremen, office heroes, and HR pros who are juggling flaming chainsaws (aka people). Traci Austin joins me to unpack transformative leadership in the trades—how to turn gripes into clear requests, shift HR from “policy police” to strategic partner, and use positive framing to calm the chaos. We also dig into managing difficult personalities, practical tools for new managers, and how to build training and continuous development that sticks on muddy job sites and in busy back offices.Traci's Mic-Drop Quote: “A complaint is a wish in disguise. Say the wish out loud—and then we can do something about it.”What You'll LearnTrades-first leadership: Straightforward, field-tested ways to lead when time is short and stakes are high.Complaint → Request shift: Scripts to move conversations from venting to action.Mindset Upgrade for HR: From compliance-only to coach, connector, and capacity-builder.Positive framing that doesn't feel fake: Reword tough messages without watering them down.Difficult personalities playbook: Boundaries, consequences, and coaching—without drama.New manager essentials: Day-one tools for clarity, accountability, and trust.Continuous development: Building a rhythm (not a one-and-done training day).Steal-This Stuff (Practical Scripts & Tools)1) Complaint → Request Script (use anywhere)Complaint: “Scheduling keeps changing last minute.”Translate to Request: “I need schedule changes by 3 PM the day prior so crews can prep. Can we commit to that?”2) Positive FramingInstead of: “You're always late with reports.”Try: “We need reports by 10 AM so payroll and billing don't stall. What needs to change so you can hit that every day?”3) Difficult Personalities—Traci's 3C MethodClarify: The specific behavior, the impact, the standard.Coach: Ask what's getting in the way; co-create one next step.Consequence: “If this repeats, here's what happens next.” 4) New Manager Starter Kit (day-one basics)90-Day Scorecard: 3–5 outcomes with check-ins at days 30/60/90.Weekly One-on-One: 20 minutes, same day/time, agenda = wins, roadblocks, priorities.Daily Huddle: 10 minutes max—safety, schedule, blockers.RACI Lite: Who's Responsible, who Approves, who's Consulted, who's Informed.Connect with TracyLinkedIn: linkedin.com/in/traci-austinEmail: traci@elevatedtalentconsulting.comWebsite: elevatedtalentconsulting.comCall to ActionIf you're ready to retire the complaint cycle and start getting results, share this episode with a new manager who needs real-world tools, not corporate fluff. And drop your favorite “complaint → request” conversion in the comments—I might feature it next week.#DearHRDiary #ManageWithHart #Leadership #Trades #NewManagers #PositiveFraming #HRMindset #ContinuousImSupport the showConnect with Dawn:Website: www.managewithhart.comInstagram: @managewithhart

Did you know: Each position in your practice should contribute toward the practice's goals? Tiff and Kristy break down why each position should have a vision and specific metrics (starting at the job description), and how together, alongside all the other positions, they work toward the greater good of the practice. Episode resources: Subscribe to The Dental A-Team podcast Schedule a Practice Assessment Leave us a review Transcript The Dental A Team (00:00) Hello Dental A Team listeners. I am so excited to be here today. I am always excited to be here today you guys I love podcasting I really really do and I love podcasting with other people more than solo and I get to pull consultants in and Britt from HR Headquarters over there HQ and Eve from marketing like I get to pull in just the most fun people from our team to Just double up and get some time with Kristy   I've got you today and this is like our special time together and I just love it. So, and Kristy, I put you specifically at the end of my podcasting day. I hope you noticed that not just because of timing, but because you bring a sense of calm to my life and podcasting with you, not to say that it's not easy with anyone else on our team, but you really like, it's just so easy. You bring a sense of calm and ease. And I was like, that's what I want to end my day with. So thank you for.   opening up your schedule to me and for being here today, Kristy, how are you?   DAT Kristy (00:59) Good, absolutely. I love it too. I mean, we were just talking the other day because we don't get much time together and so I know we look forward to this time. now that I know you put me at the end of the day on purpose, I love it. I love it. I love it. Yeah, it's a good way to end the day.   The Dental A Team (01:13) Surprise!   Good. Well, I'm glad. know Mondays are busy for you. Our team does, we do meeting Mondays and so it gets a little jam packed, but it's nice because we get it. I feel like we get all of that admin stuff out of the way and we get aligned on actions we need to take for the week kind of all together on the same day. And then we just spearhead our week ready to go. Well, Kristy, ⁓ today is exciting. I   I'm gonna actually pull in what we were just talking about. you guys, you guys know, avid listeners, you guys have been here. We've been doing this podcast for a really long time, you guys, and if you have ideas on things that you want to hear, please send them in because our little brains over here are just thinking of all of these things. Sometimes they feel like, did we just record this? It's like this content sounds so similar to something else we've talked about. And so I don't know how to label this one.   But I want you guys to know we are going to chat today a little bit about job descriptions. And this is something that we find incredibly important. So we talk about it a lot. So I want to drive that home. They are so important. And Kristy, something that I recently recorded a podcast with Brittany. And something we talked about, part of that leadership skill, was being able to give direction to the team to execute decisions.   as a leader, being able to execute decisions, being decisive and having execution as leadership, but also gifting that to the team. And we talked about the vision of the practice, kind of where the company's going and the leader, the owner, being able to utilize that for the culture of the company. But I kind of think right now, these job descriptions are the vision per position.   It gives us our heading so that within my position in the practice or the organization, I can say yes, no, maybe, yes, this is the right decision right now for the company. And it brings about some clarity for everyone. Kristy, you, what do you think?   DAT Kristy (03:28) Yeah, I love that you mentioned that because for so long, think we've all understood that job descriptions should have duties, right? I truly am a fan of duties versus titles, but also I think honing in on the other aspect of, think the duties, let me step back. The duties tell us what we're responsible for, but I think bringing in the other aspect   tells us how the person should behave. And so I think they go hand in hand. And I think oftentimes we miss that other piece of it and then we get frustrated when we don't hire that person.   The Dental A Team (04:11) Yeah, I agree.   in ⁓ a layer on top of that, you mentioned job duties and kind of how to behave. But even within that ⁓ what piece, the job duties, the clarification on the job duties, if I know that my job, my goal of my position is to have the schedule full, maybe I'm a schedule coordinator, and my number one metric is 90 % full on hygiene for the next five days,   80 % full doctor, like whatever that metric is. If I know that's my metric, then I think, my gosh, this one patient, my how-to says confirmations. And step one is text message, email, text message, email, but I know this person is 85 years old and they're not getting these text messages. I don't have to question, do I call this patient? My job, my goal is to get that patient here for that appointment, no matter what that means looks like.   So I think that vision and that ⁓ very clear cut, this is what the metric is of your position. I sitting in that scheduling coordinator position can say, Julie, at 85, I'm just gonna call her. I'm not gonna mess with the text messages and wait until three days before if I know she needs a call and we need to confirm her right. Like I have this information, but we often get asked, Kristy, I think.   by different team members that they're like, well, can I do this? I'm like, well, does it get you to your goal? Is it a part of what gets the practice to our goals? Heck yeah, I think that's a great idea. It gives you the space to be creative, to get to the results that you need to get to, that are set as parameters because you know what you're driving towards.   DAT Kristy (05:58) Yeah, you said that so well. So again, I'm with you. It's not just the duties and how we behave and perform them. But like you said, then we can tie it to what metrics am I responsible for? And one other piece behind that is painting the clarity. If it's 90 % reappointment rate or, you know, whatever metric I am responsible for. Now, what system   comes behind that metric if it's not where I want it to be, right? So then I can pull up the system and say, hey, am I not working the system properly or do I need to find a new system because our system's not working any longer to get the result we want?   The Dental A Team (06:45) for sure and that's where teams come to us, or office managers, and they're like, my team has no accountability, how do I hold them accountable? Or how do I get my team to hold themselves accountable? How do I get them to own their jobs? It's really hard to own something if you don't have complete clarity around that goal that you're working towards. And so having those smart goals with those metrics tied to them, Kristy, like you just said, allows that person then, like you've said, to work backwards from the result to see   What did I do that got the result? Because anything you do, I literally just said it this morning, I say it all the time, even consistently being inconsistent is going to get you a result. Consistently doing anything will get you the result. And if your consistency lies in inconsistently, I'm always inconsistent, you're going to get a result. So knowing what your target result is in comparison to the result that you got allows you to backtrack and say,   DAT Kristy (07:25) Yeah.   The Dental A Team (07:41) Was I inconsistent in my utilization of my systems? Or is the system just flawed and I need to reinvent that wheel? Totally fine too, but it allows the space for that. And Kristy, the way you said it was it allows the person holding that metric to see it themselves and can to it, which takes training and it takes consistency from leadership to constantly point back to the metrics, to constantly be like, okay, ⁓ what   what is your metric, your standard, and then what did you reach? And when there's questions that come up like, Kristy, like, do I call this lady? You're like, well, what is your metric? Does it get you there? And I think that consistency is that accountability piece that people are lacking.   DAT Kristy (08:27) Yeah, I agree with you. ⁓ Just like you said, it's very easy once we've painted that clarity and we have understanding also for the team to report back to you. You shouldn't have to ask. But I also would say don't just report back. Report back and let them know your trend because maybe it is 90 % reappointment rate that we're looking at. ⁓ Literally, I was just on with an office that was   It's almost embarrassing to say they haven't looked at their rates for reappointment. She's like 50 some percent and I'm like, yeah, that could be a problem, right? ⁓ Yeah, let's not focus on 50. Let's talk that the goal is 90 and let's start talking about your trend, right? So even if I'm reporting it talk about your trend where were you and where are we going? And then I also like to say with that TIF is recognize what's working well and   reinforce the good. gets reinforced gets repeated, right? And then get team talking about what they will do to overcome any opportunities if we're not at the mark we want.   The Dental A Team (09:36) Yeah, I love that. I love that so much. you just, you saying that about the practice, I'm like, my gosh, that's fantastic. Like 50%, that's not fantastic, but look at how much space there is to create something different. Like that's really freaking cool because practices come in and they're like, I don't know what to do. And I don't know why it's this way. And I just need this. And it's like, this is so cool because there are spaces.   that are really, really simple to tackle that you just didn't uncover yet. And we get to come in and help uncover those. So it's like 50 % reappointment rate. That's fantastic because now we can implement two to three daily actions that severely change the projection in a company that you may have come to us thinking, and I don't know this client, I don't know what she or he was thinking like, but they may have been thinking like, my hands are tied, what do I do?   how do I get more patients? I need more new patients. I hear that all the time and I'm like, well, what about the patients we have? It's so cool. So you just got me really excited about that. So I'm like, holy cow, I can't wait to hear these results. It's gonna be fantastic. But that's case in point. There's a couple of people that probably need that metric, right? A hygienist, hygiene team and scheduling coordinators, like they need these metrics because now they understand what their purpose is in the company and how they can contribute to the overall goals.   DAT Kristy (10:40) Yeah.   Yeah.   The Dental A Team (11:02) Many doctors, I think Kristy, you and I both come across this, many doctors are really afraid, or business owners in general, to talk goals. And I think the piece that gets missed is that goals drive the courage to push forward in life. Without a goal, without a drive, we're just complacent. And so not talking about them and not talking about how   each position can contribute towards those goals, I think is actually a disservice and holding people back.   DAT Kristy (11:39) Yeah, I agree with you, Tiff. think a lot of times people get stuck because goals are related to a lot of times in dentistry, monetary amounts, right? But truly, it's no different than us at home. We have a checkbook and we have a bank account and we have standard bills that we have to pay. And it's not that we have to get nitty gritty on that stuff, but we all have to understand there's a cost of doing business unless we're a   not-for-profit organization, you know? And so again, I love ⁓ how you and Kiera talk about the metrics aren't to beat ourselves up, right? It's not a stick to beat ourselves up with. It truly is just a measure of how healthy we're getting our patients. And the minute that we really get transparent about the numbers and what they mean and relate it to just like patient health and practice health, I mean, we always talk about getting our patients healthy.   What about talking about a healthy practice too, right? And we need to let team know just because, I mean, we hear it every day as consultants, a practice could do $6 million and I could have another practice that does a million and the 6 million inevitably people might think is more healthy than a million and truly that's not the case. So we need to educate our teams and let them know those numbers mean more.   And ⁓ truly it's a reflection of how healthy our patients are and how healthy the practice is.   The Dental A Team (13:14) Yeah, I totally agree. I totally agree. And your individual metrics then add up to those results. So those of you who are building out the job descriptions, like yes, you need like a how-to, we need to know what those systems and protocols are. But separate from that, they need a heading. They need to know how do I show up? It's like, what are our core values? How do I show up in this position? If we've got, I don't know, a check-in spot, right? We've got a patient coordinator who's at check-in.   DAT Kristy (13:19) Thank you.   The Dental A Team (13:40) and her job description does not say you sit up straight, you smile, and you greet patients with eye contact as soon as they walk in, you can't complain when she's got her head down on the computer or she's got her cell phone and patients are walking in and they're not being greeted. So get nitty gritty on those spaces because that's easy to achieve, right? If she reads that or he reads that, it's like, ⁓ that's the expectation, that's how I'll show up. And then now that feeds into your reschedule rate.   DAT Kristy (13:49) I can't.   The Dental A Team (14:09) Right? Patients are like, heck yeah, I'm coming back. I love seeing Sonia up front. Like it just all feeds into one another. So I think breaking that down into what is this position accomplishing for my practice within the goals that we have set. So if this is my vision, why do I have this position? Why do I have a scheduling coordinator? Why do I have a dental assistant? And then some pieces I think that I promised Kristy we would talk about some positions that you don't always think about. Right? So like sterile tech.   come on guys, there are so many sterile technicians running around that don't know what the heck they're supposed to be doing, there's no job description for a sterile tech and we just kind of run in the mill, let them figure it out, that's the dental way. So like sterile tech or, Kristy, one I know is really big right now is virtual assistants and I have a client who has an entire team of virtual assistants and Kristy, how important is it for the metrics?   the job description ⁓ just in the VA space, so for the VAs, but how important is it for the team to have that VA job description too and know what they can count on those people for?   DAT Kristy (15:21) ⁓ 100%. ⁓ The cool part with it too, Tiff, I mean, yeah, they need to know the expectations of what's being handled so they can hold them accountable just as any other team member, right? But also, I love, especially ⁓ offices where we're looking to develop leadership, when you have in an OM or a practice administrator, if you have a virtual assistant, what if...   great opportunity for them to work with somebody to develop them, right? And you're literally paying them to be there and do a service, but yet your leadership team or developing leadership team can help them be accountable to the metrics, right, that the virtual assistant is there for.   The Dental A Team (16:09) Yeah.   Yeah, absolutely agree. I have a practice that was like, well, like, I know they're doing insurance verification. I'm like, cool. Well, one, how far out are they supposed to be? Like, what's the volume of insurance verifications they're doing? Because we've got some shifts in the front office. Could they take on calling on unpaid insurance claims? And they were like, I don't know. haven't. I have no idea what their time is like. And I haven't talked to them in weeks. I was like, ⁓ hold the phone. I'm going to I got to pick myself up off the floor real quick.   Who's holding these people accountable? You've got to treat them just the same as you would if they were in your practice. And I think that's multifaceted. I have a practice who does really, really well with a couple of each spectrum. But one in particular does really well with virtual assistants because they create them to be part of the team. The virtual assistants do so much as to even show up for Daily Huddle. They're there with them. We have virtual assistants that show up for Daily Huddle. We know our VAs.   practices that it's just like, they're doing this thing and they think of them as a separate entity. I think the VAs get lost. I think the sterile techs get lost. The sterile techs of the world are just lost in our dental field. And they're looking for that direction and they're looking for that drive. I think our VA, right, we've got a newly onboarded one as well, but our VA who just celebrated six months with us, I found out, he has incredible direction in his position.   And I see that he finds fulfillment in the things that he does for our company. And that's really cool to watch and to see. I know we get fulfillment. It's very easy to get fulfillment as a consultant. Like we get to work hands-on with the clients every day. Same as a dental practice, you guys get to see the changes you're making in the patient's mouths, right? And in their daily lives, you know? So then to find metrics where it's like, no, even as a virtual assistant, even as an onboarded,   outsourced billing company, like these are the metrics that are going to show us that you're actually adding incredible value to our team. And how cool is that to have that heading to be like, I get to go to work every day and I get to help this team do better for their community. And that's the piece that I just feel like is missing in a lot of different spaces.   DAT Kristy (18:15) Yeah.   Yeah, I love that you say that, Tiff, because a lot of, I mean, we're familiar, probably the most popular one is in the insurance realm, right? And so I know even a lot of the virtual companies will set up time to meet with the offices weekly, right? And so again, for the OM or the practice administrator, I'm like, how often are you on those? Not very often. I'm like, man, what a missed opportunity, right? Again, to develop your leadership and share with them.   What's your expectations? We want zero claims over 90 days. And again, the metrics aren't to beat ourselves up. If it's not there, how fun to celebrate when, just like the re-care, right? When they hit 60%, we're gonna be celebrating because one little change, right? But painting that clarity, where are we going? What's my expectation? And then getting the team's commitment into how can we...   The Dental A Team (19:17) massive.   DAT Kristy (19:27) improve this, right? But I think you also mentioned something earlier, even outside of the virtual assistant realm, but all of our team members, how often are we meeting with them? And how often are we ⁓ taking the time away from the business to grow and develop them? Right? And review their metrics. Yeah.   The Dental A Team (19:45) Yeah, massive.   Yeah, and how do you do that if you don't know what you're reviewing? Like, how do you do that if you don't know what their accountabilities are? And how do you help grow someone? know one of the big pieces of leadership that we train on is being able to develop people and giving them a growth plan. And I remember being asked, oh my gosh, I don't even know. I was probably like 28, I don't know, 27. I might.   boss, my office manager pulls me into the office for my one-on-one and she's like, well, where do you see yourself in five years? And I was like, I don't know. Like I think my only, that could be your position. Like what, I don't know what, I don't know what that means, right? Because in those positions in the practice, they don't know. They don't know what's possible, right? Unless they've been there before.   There may be somebody who's maybe worked in another practice and she managed or worked in another practice and he saw this great manager he aspires to be, but most of the time we don't know. And so providing that growth plan, even within the job description of these are the metrics that I get to help grow those. So I can find growth and fulfillment within my own position because I'm growing the practice and growing these metrics. I don't need to take your job.   DAT Kristy (20:45) Mm-hmm.   The Dental A Team (21:03) I can be happy and satisfied in my own because it's written out for me and we're talking about it in the one-on-ones. We're seeing how, you know, where's my goal and how far away am I? Just the same as we're seeing the trends and everything else. So Kristy, I totally agree. Really my 28 year old brain would have been like, this is amazing if it had been like, here's some things that I see, you know? And otherwise I'm like, I don't know. Like how do I answer that? You know?   DAT Kristy (21:29) Yeah. Well,   and to your point, Tiff, with that being said, don't forget to rope in your virtual assistants and have those conversations with them too. Because I think, like you mentioned earlier, the practices that we see ⁓ truly utilizing virtual assistants well are incorporating them, right? They're sharing the expectation, but they're also giving them that feedback and they're treating them like a team member, you know? So if you guys are doing   a bonus system, don't forget your virtual assistants or your sterile techs, right? Include them. They're a huge part of the practice. So.   The Dental A Team (22:08) Yeah, yeah, and to your point, the team that I referenced that does really well with the virtual assistants, the virtual assistant that now does a lot of their scheduling started as insurance verifications and they grew her and she learned the schedule, she listened to the team on calls, they groomed her into that position so that she could take it on because she wanted growth. So I agree, I agree. So gosh, Kristy, this one became really, really fun. Thank you.   for that and taking that journey. And you guys, hope that there are some amazing tidbits that you're able to pick up from here. The biggest one is know your vision, know your goals. Like where is your practice heading so that you can then dial in where is each position heading within those goals. That's gonna be massive. So job descriptions, yes, we can talk about job descriptions all the time. Go Google it on our page, like search it. You're gonna find a million of them. The big point today is the metrics. Like what are these jobs providing?   towards your goal, what's inspiring them to do their work every day, and how are you talking about it and communicating it with them. So, Kristy, thank you so much. I love taking these journeys, and you made this really fun. I appreciate you today, and always every day. Yeah.   DAT Kristy (23:20) Thank you. Thank   you. Always back at you.   The Dental A Team (23:24) Thank   you, thank you. you guys, Kristy's always here for the fun, just expanding on what we're even talking about stuff.   for her name on these podcasts. You will never be disappointed. You're always gonna love them. And as always, leave us a five star review. We'd love to hear what you think and we'd love to hear anything that you guys have in addition to what we talked about. We know we don't know it all. Hello@TheDentalATeam.com.   You can reach us there and we cannot wait to hear from you guys until next time  

In this special bonus episode of the Daily Huddle podcast, host Garrett Searight takes a look at the latest in the Connor Stalions saga. TCU's Sonny Dykes said recently that they were told Michigan was stealing signs, so they changed theirs. Over the weekend, Connor Stalions disagreed by saying he knew exactly what TCU was running. So who's lying? Garrett Searight tried to figure it out.

In this special bonus episode, Garrett Searight of The Daily Huddle podcast looks at some of the greatest rivalries in college football. If you enjoy this episode, make sure to subscribe to The Daily Huddle wherever you get Buckeyes TomOrrow Morning. 

The EA Sports College Football 26 game will hit consoles on Monday for those who paid for the early release date. The rest of the nation will have to wait for Thursday. But for any Buckeye fans, this game promises to be worth the wait, as the top two players in the ratings are both going to play in scarlet and gray. In this special bonus episode of the Daily Huddle podcast, host Garrett Searight breaks down some of the top-rated quarterbacks in the game and shares his thoughts to get you ready for the kickoff of the virtual season. 

What happens when you've optimized everything… and growth still stalls? In this episode, Dan and Ian break down a powerful distinction most founders miss: the difference between optimization (making your business run smoother) and growth (finding and testing new paths to scale). They unpack insights from Growth Levers by Matt Lerner, a framework that helped PayPal and other startups unlock massive growth and why it still applies to bootstrappers today. You'll also get a behind-the-scenes look at how Dan and Ian run operations in under 5 hours per week using the “Four Bricks”: financials, a measured plan, individual scorecards, and pulse meetings (aka the Daily Huddle). Plus: why growth experiments often fail, how to avoid optimization creep, and how interviewing your customers using the “Jobs to Be Done” framework can reveal the 10% that leads to 90% of your growth. LINKS: “Growth Levers and How to Find Them” by Matt Lerner (https://www.amazon.com/Growth-Levers-How-Find-Them/dp/173842622X) “Scaling Up” By Verne Harnish (https://www.amazon.com/Scaling-Up-Mastering-Rockefeller-Habits/dp/0986019593/ref=sr_1_1?crid=I82ETY13E1ZJ&dib=eyJ2IjoiMSJ9.EunjEAWizJJCnRStrVvxOJwktAGOrvzCg7v4AoNJfIU6bVKGlwoaahD13GvmODVvdHfxaCtbalOfRWgZOg5S21BtHBMaKYq62OqBxcVCNbGCvxTyjwgDSB-CCVhwxnkkdUIfFUnmjvgMdP0NNqU-7ueWn59X5uFP1GVKtTr9KukRePtfM9H9riTjX7cbPcSSX6o8FtAMy464cHeRDDiEG-HRIkkMFr6E78CM5s3og_g.lpyuAh6r5azEIrwxxEgYJiq8LPg5qtpavZ6HnojzTvo&dib_tag=se&keywords=scaling+up&qid=1751519981&s=books&sprefix=scaling+up%2Cstripbooks-intl-ship%2C115&sr=1-1) Daily Huddle Template (https://docs.google.com/document/d/14i_qZjKFDP_IEjiF3XHd1j41H6Vop_Cp987L41QjXOQ/edit?tab=t.0) Company Scoreboard Template (https://docs.google.com/document/d/1ArOv-eMCWIxF8Yk3ngUlAuxITgMK3GUR5E6mfw57vR4/edit?tab=t.0#heading=h.3olbivi0zybz) Individual Scorecard Template (https://docs.google.com/document/d/1J_EGV0SnmhjBRRYr5GDnUGV9ULTd1Bbz9RaJQfEVAQw/edit?tab=t.0) “Jobs to Be Done” Interview Framework (https://www.dscout.com/people-nerds/the-jobs-to-be-done-interviewing-style-understanding-who-users-are-trying-to-become) Dan's Four Bricks presentation (https://www.youtube.com/watch?v=5ZooQo760Ik&ab_channel=TropicalMBA) Connect with generous global entrepreneurs (https://dynamitecircle.com/) CHAPTERS: (00:00:13) Intro: Founders, Channels, and What's Working in 2025 (00:01:40) Growth vs Optimization: The Lens That Changes Everything (00:09:34) The Four Bricks: How to Run Ops in Under 5 Hours/Week (00:18:38) Why Most Teams Avoid Growth (00:20:32) Growth Levers: The 10% That Drives 90% of Growth (00:28:00) Jobs to Be Done: Why Customers Really Buy (00:33:26) Growth Sprints: How to Experiment Without Burning Out (00:36:22) Common Mistakes That Kill Growth Early CONNECT: Dan@tropicalmba.com Ian@tropicalmba.com Past guests on TMBA include Cal Newport, David Heinemeier Hannson, Seth Godin, Ricardo Semler, Noah Kagan, Rob Walling, Jay Clouse, Einar Vollset, Sam Dogan, Gino Wickam, James Clear, Jodie Cook, Mark Webster, Steph Smith, Taylor Pearson, Justin Tan, Matt Gartland, Ayman Al-Abdullah, Lucy Bella. PLAYLIST: “It's easier to 10X than to 2X” + 8 Lessons from CEO Bootcamp (https://tropicalmba.com/episodes/easier-10x-than-2x) Building ‘Brick by Brick': Goals, Plans, Scorecards, Cadence (https://tropicalmba.com/episodes/brick-by-brick) 90-Day Growth Plan in 10 Questions (https://tropicalmba.com/episodes/90-day-growth) The Wheel of Despair and the Paradox of Growth (https://tropicalmba.com/episodes/wheel-despair-paradox-growth)

In this special bonus presentation of the Daily Huddle podcast, host Garrett Searight discusses a new law proposed in the Michigan state legislature that could put the Spartans and Wolverines at odds with the new House settlement. 

From hating life on a Sydney construction site to building a $57K/month agency from Bali, Tom Richards—founder of PlumbElec Marketing—has lived the remote founder arc. In this episode, he shares how niching into plumbing and electrical businesses helped him scale fast, why Google Maps still dominates local SEO, and how he balances agency life with lifestyle design. You'll hear Tom's take on ChatGPT use cases, the best tools for founder efficiency, and whether he's ready to scale or keep things lean and profitable. Plus, Dan breaks down what might be the most reliable location-independent income roadmap in 2025. LINKS: Connect with Tom (https://www.linkedin.com/in/tom-richards-au/) Daily Huddle template (http://bit.ly/4ea6MOf) The 4-Hour Work Week by Tim Ferriss (https://fourhourworkweek.com/) Share your story/sponsor the pod (https://forms.gle/gKZFuwReHSvg8LD48) 22 free resources for founders (https://tropicalmba.com/resources) Connect with 1,000+ generous global entrepreneurs (https://dynamitecircle.com/) Read Dan's book “Before the Exit” (https://www.amazon.com/Before-Exit-Thought-Experiments-Entrepreneurs-ebook/dp/B07BN2KD1J) CHAPTERS: (00:02:18) From Plumber to Agency Founder (00:04:07) How Tom Built His First Client Base (00:04:58) $57K MRR and the Current Team (00:07:23) Why Tradespeople Are the Best Clients (00:09:51) Transitioning from Daily Huddles to Weekly Calls (00:12:14) The Real Numbers Behind Tom's Retainer Model (00:13:38) Hormozi's 1-1-1 Model in Real Life (00:18:50) Surviving the SEO Upheaval in 2025 (00:19:25) Why Google Maps is Still Gold for Local SEO (00:23:34) How to Use Case Studies to Supercharge Cold Outreach (00:25:59) Should You Scale Your Agency or Stay Lean? (00:31:31) The Most Reliable Remote Income Roadmap (00:35:31) What Agency Life is Really Like (00:39:28) Tom's Favorite ChatGPT and AI Tools (00:41:04) Bali vs Thailand: Which Is Better in 2025? CONNECT: Dan@tropicalmba.com Ian@tropicalmba.com Past guests on TMBA include Cal Newport, David Heinemeier Hannson, Seth Godin, Ricardo Semler, Noah Kagan, Rob Walling, Jay Clouse, Einar Vollset, Sam Dogan, Gino Wickam, James Clear, Jodie Cook, Mark Webster, Steph Smith, Taylor Pearson, Justin Tan, Matt Gartland, Ayman Al-Abdullah, Lucy Bella. PLAYLIST: The Changing Landscape of SEO and the Influence Equation (https://tropicalmba.com/episodes/changing-landscape-seo) The Brutal Truth About Business Exits with Rob Walling (https://tropicalmba.com/episodes/brutal-truth-about-exits) 1,000 Customers from One Channel (https://tropicalmba.com/episodes/1000-customers-one-channel) The First 1,000 Days of Running an Agency (https://tropicalmba.com/episodes/1000-days-running-agency?rq=agency)

This is an episode of Buckeye Huddle's daily college football show "The Daily Huddle." Connor Stalions was at the NCAA's hearing with Michigan. What does it mean for the punishments that could be handed down? Garrett Searight has an idea.

FOX's Urban Meyer made some interesting comments recently on his podcast, stating that the Big Ten has passed the SEC in the college football conference hierarchy. Was he right?In this special bonus episode, Garrett Searight of the Daily Huddle podcast discusses that. If you enjoy this episode, make sure to subscribe to the Daily Huddle wherever you get Buckeyes TomOrrow Morning.

In this special bonus episode, Garrett Searight of the Daily Huddle podcast examines the latest twists and turns in the saga of former Ohio State defensive coordinator Jim Knowles leaving the Buckeyes to take the same position with James Franklin and the Penn State Nittany Lions.

In this podcast we cover: The last meeting in the cycle. If you like the Elevate Construction podcast, please subscribe for free and you'll never miss an episode.  And if you really like the Elevate Construction podcast, I'd appreciate you telling a friend (Maybe even two

"Where energy goes, money flows." — Courtney WeaverNEW BOOK “Quote 3: How to Make Multiple 6 Figures in Any Sales Organization" Pre-Order HERE What's in this episode:Why Daily Huddles Matter: Michael and Courtney explain daily huddles as key to building a winning team culture, especially in closing out the year. Consistent communication keeps teams aligned and focused.Focus and Leadership Clarity: Courtney highlights the leader's role in guiding teams with focus, likening it to a jockey directing a racehorse. Daily huddles provide this crucial focus and reinforce team goals.Morning vs. Mid-day Huddles: The Weavers outline two huddles: the morning for setting goals and the mid-day for accountability, keeping team members focused and supported throughout the day.Front-loading for Productivity: Tackling tough tasks first builds confidence. By front-loading the day, team members set a strong pace and boost motivation.90-Day Huddle Challenge: The episode closes with a call to commit to daily huddles for 90 days to see measurable growth in team culture, clarity, and productivity.In this episode, Michael and Courtney Weaver dive deep into the power of daily huddles for insurance agencies. They break down the benefits of structured, twice-daily team check-ins, outlining how these quick meetings can increase focus, clarity, and productivity. The Weavers stress that clear daily objectives help agents stay on target, support one another, and prime their mindsets for success. This episode offers practical tips for insurance leaders who want to create a strong, winning culture within their teams.RESOURCES + LINKSWatch the full episode on YouTube: HEREJoin thousands of successful Insurance Agents who have achieved over $200 million in sales FREE 7-Day Demo TRY NOWTEXT METext "BUZZ" to (816) 727-7610 to chat directly with MichaelFOLLOWWebsite: https://www.weaversa.comLinkedin: https://www.linkedin.com/in/michaelweaverwsa/Youtube: https://www.youtube.com/@michaelweavertrainingFacebook: https://www.facebook.com/themichaelweaverInstagram: https://www.instagram.com/_michaelweaver_/

Because you can never have enough content for Oregon Week, here is a bonus episode featuring Garrett Searight's daily show The Daily Huddle where he covers college football on a daily basis. This show is all OSU and Oregon, however. If you like the show, please subscribe!Ohio State vs Oregon: Predicting a Dominant Win for the BuckeyesGarrett Searight offers an in-depth analysis of the upcoming game between Oregon and Ohio State, which is anticipated to be a top matchup of the season. Garrett suggests a strong advantage for Ohio State across several key positions including running back, wide receiver, and the offensive line. Despite Oregon having an edge at quarterback with Dillon Gabriel and a better tight end, Garrett likes the Buckeyes chances. The team is expected to perform well against Oregon's weaknesses, especially in rushing defense. 00:00 Previewing the Big Game: Oregon vs. Ohio State 00:48 Quarterback Comparison: Oregon's Edge 01:19 Position Battles: Running Backs, Wide Receivers, and Offensive Line 03:11 Defensive Matchup: Who Has the Upper Hand? 05:02 Game Predictions: Why Ohio State Will Dominate 08:48 Final Thoughts and Viewer Engagement

On this episode, Mandy Green joins Jeremy to talk about how ‘Magic Time,' templates, and utilizing a daily huddle will help you (and your team) achieve greater efficiency and effectiveness each week.Timestamps:03:45 - Why most people struggle with time management12:45 - The concept of “Magic Time”  17:41 - The value of templates 23:07 - Incorporating the “Daily Huddle” with your teamGuest Name: Mandy Green, Vice President, Tudor Collegiate StrategiesGuest LinkedIn: https://www.linkedin.com/in/mandy-green-856aaa4b/Guest Bio: Mandy Green is a Vice President for Tudor Collegiate Strategies and a seasoned college soccer coach with 23 years of experience. She's also the founder of ‘Busy Coach.' a company that helps people enhance their performance and productivity. Mandy's unique expertise in balancing high performance with well-being makes her a sought-after speaker and consultant in the world of collegiate athletics and higher education. - - - -Connect With Our Host:Jeremy Tiershttps://www.linkedin.com/in/jeremytiers/https://twitter.com/CoachTiersAbout The Enrollify Podcast Network:Mission Admissions is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Generation AI and The Application with Allison Turcio.Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com. Connect with Us at the Engage Summit:Exciting news — many of your favorite Enrollify creators will be at the 2024 Engage Summit in Raleigh, NC, on June 25 and 26, and we'd love to meet you there! Sessions will focus on cutting-edge AI applications that are reshaping student outreach, enhancing staff productivity, and offering deep insights into ROI. Use the discount code Enrollify50 at checkout, and you can register for just $200! Learn more and register at engage.element451.com — we can't wait to see you there!

This week, Clemson filed a lawsuit against the Atlantic Coast Conference, in what is just the latest blow against the ACC's future. In this special bonus episode, you'll hear Garrett Searight of the Daily Huddle podcast discuss the Tigers' suit, the impact on the ACC, and what it could mean for the future of college football. 

This is a bonus episode of the Daily Huddle podcast, featuring host Garrett Searight. The Daily Huddle is basically the "Buckeyes TomOrrow Morning" of our sister site, SaturdayGlory.com, which focuses on the bigger picture of college football.  This episode looks at how the Big Ten is in a win-win situation with the College Football Playoff. But could they be negotiating with the idea that one of their moves could force Notre Dame to join the league? Garrett Searight ponders that thought on today's edition of the Daily Huddle College Football Podcast.If you enjoy this episode, make sure to subscribe to the Daily Huddle podcast wherever you listen to Buckeyes TomOrrow Morning. 

Ohio State running backs coach Tony Alford left the program on Wednesday to take the same position at the University of Michigan. Garrett Searight says that's the one unwritten rule that you can't break.

According to published reports, roughly 90 percent of college football players have already opted in to license their name, image, and likeness to the EA Sports NCAA Football 2025 video game. Only one player has been publicly reported to be opting out. So why is Texas backup QB Arch Manning reportedly choosing to keep his name out of the game?In this special episode of the Daily Huddle podcast, host Garrett Searight breaks it down, and explains why even among players with famous last names, Manning is a unique case. If you enjoy this episode, please subscribe to the Daily Huddle podcast, one of the great shows from our sister site, SaturdayGlory.com

Welcome back to another World Business Forum NYC 2023 Series episode from Stories from the River. Host Charlie Malouf leads the conversation with returning guests Heather Greenwood and Brian Deckelnick, Sr. Director of Supply Chain at Broad River Retail, as they unpack the insights from Will Guidara's presentation. Will was the former co-owner and GM of the #1 rated restaurant in the world, Eleven Madison Park in NYC, and he chronicled his restaurant's journey to becoming the best in the world in his book "Unreasonable Hospitality." Will received a paperweight from his Dad (who was also a restauranteur) when he was a kid that said, "What would you attempt if you knew you couldn't fail?"  Will still has that paperweight today and reflects on that question to pursue big goals in his life without the worry of potentially failing preventing him from pursuing them.  Another statement from Will's presentation is that adversity is a terrible thing to waste and that adversity can drive our competitiveness and can be channeled for good.   Will stated that he doesn't have the superpower of being a professional athlete or a world-class chef, but that his superpower is hospitality.  He said that he wanted to be unreasonable in his pursuit of people.  Will spent a lot of time talking about the pre-meal Daily Huddle and the power of the twice daily repetition from these meetings involving everyone in the restaurant.  In their pursuit of being the best restaurant in the world, Will described their approach to brainstorming with everybody empowered to share.  That's how they came up with 120 customer touchpoints and opportunities to make the ordinary extraordinary.  Will says that people today are collecting touchpoints like memories.  He says that raindrops make oceans.  Will says that generosity begets generosity, assymetrically, and that small gestures can yield significant results. In overcoming obstacles when a customer experience turns negative, Will says that moments of tension are the moments to lean in.  He says that bad experiences are the best ones if you can come back from it and that customers will be forgiving based on how you recover.  These turnaround experiences can leave the lasting imprint for the customer. Will says that you can put in systems to be prepared for both fall downs or memorable moments.  They hired someone in the position of Dreamweaver to systematize and curate ideas to be able to bring them to life.  They used pattern recognition and listening to customers in the restaurant to create one size fits one gestures, because every customer is one of one.  This led to the creation of the Hospitality Toolkit, which helped them to be ready for these moments.  In their attempt to systematize improv, so to speak, they wanted to make experiences worth collecting.  Like Maya Angelou said, "People won't remember what you say, but they'll remember how you made them feel." Not only did Will want to make his customers feel special, but he also explained how he wanted to inspire his people at Eleven Madison Park and make sure that each of them knew that they mattered and that their ideas had value.  Will said that the secret to recruiting and retention was restoring purpose in the work with generosity, graciousness, and hospitality, and helping people understand the nobility in service. Will said that you need to help people understand how their work inspires others.  Will said that business needs more "Awesome" in it, and he's trying to bring back "Awesome."  He's trying to create magical worlds in a world that needs more magic. In the Q & A portion, here were the key takeaways.  On trusting people, Will said that the more responsibility you give someone, the more responsible they become.  On spreading positivity, Will said to have your positive energy impact others and not the other way around, through consistency and repetition.  On customer service, Will says, "No guest left behind." On mistakes, Will said that with the Peak-end Rule, mistakes present the best opportunity to recover and gain a fan for life, because they will remember how you leave it.  On connecting with guests, Will says the informality must be earned.  Earning informality comes from presence, humor, and vulnerability.  On decision making and execution to get things done, Will said that design by committee doesn't work. He said that you can brainstorm by committee, but someone has to be responsible for making the decision and executing.  On interviewing people, Will suggests less structure and more connection where he's trying to answer the question, 'Is this someone I'd want to spend time with?' and 'Is this someone my team would want to spend time with?' References from this episode:  "Unreasonable Hospitality" by Will Guidara - https://www.unreasonablehospitality.com  Netflix documentary series "7 Days Out" episode featuring Eleven Madison Park restaurant - https://www.netflix.com/de-en/title/80207124  Eleven Madison Park - https://www.elevenmadisonpark.com/  "The Power of Moments" by Chip and Dan Heath - https://heathbrothers.com/the-power-of-moments/  "The Motive" by Pat Lencioni - https://www.amazon.com/Motive-Leaders-Abdicate-Important-Responsibilities/dp/1119600456  "The Invisible Leader" by Zach Mercurio - https://www.zachmercurio.com/books/  FX's original series "The Bear" - https://www.imdb.com/title/tt14452776/  This episode on YouTube: https://youtu.be/mv_g0FImztc  We hope you enjoy this episode and subscribe to our podcast for a new story each week. Visit https://www.storiesfromtheriver.com for more episodes. 

Welcome back to another World Business Forum NYC 2023 Series episode from Stories from the River. Host Charlie Malouf leads the conversation with returning guests Heather Greenwood and Brian Deckelnick, Sr. Director of Supply Chain at Broad River Retail, as they unpack the insights from Will Guidara's presentation. Will was the former co-owner and GM of the #1 rated restaurant in the world, Eleven Madison Park in NYC, and he chronicled his restaurant's journey to becoming the best in the world in his book "Unreasonable Hospitality." Will received a paperweight from his Dad (who was also a restauranteur) when he was a kid that said, "What would you attempt if you knew you couldn't fail?"  Will still has that paperweight today and reflects on that question to pursue big goals in his life without the worry of potentially failing preventing him from pursuing them.  Another statement from Will's presentation is that adversity is a terrible thing to waste and that adversity can drive our competitiveness and can be channeled for good.   Will stated that he doesn't have the superpower of being a professional athlete or a world-class chef, but that his superpower is hospitality.  He said that he wanted to be unreasonable in his pursuit of people.  Will spent a lot of time talking about the pre-meal Daily Huddle and the power of the twice daily repetition from these meetings involving everyone in the restaurant.  In their pursuit of being the best restaurant in the world, Will described their approach to brainstorming with everybody empowered to share.  That's how they came up with 120 customer touchpoints and opportunities to make the ordinary extraordinary.  Will says that people today are collecting touchpoints like memories.  He says that raindrops make oceans.  Will says that generosity begets generosity, assymetrically, and that small gestures can yield significant results. In overcoming obstacles when a customer experience turns negative, Will says that moments of tension are the moments to lean in.  He says that bad experiences are the best ones if you can come back from it and that customers will be forgiving based on how you recover.  These turnaround experiences can leave the lasting imprint for the customer. Will says that you can put in systems to be prepared for both fall downs or memorable moments.  They hired someone in the position of Dreamweaver to systematize and curate ideas to be able to bring them to life.  They used pattern recognition and listening to customers in the restaurant to create one size fits one gestures, because every customer is one of one.  This led to the creation of the Hospitality Toolkit, which helped them to be ready for these moments.  In their attempt to systematize improv, so to speak, they wanted to make experiences worth collecting.  Like Maya Angelou said, "People won't remember what you say, but they'll remember how you made them feel." Not only did Will want to make his customers feel special, but he also explained how he wanted to inspire his people at Eleven Madison Park and make sure that each of them knew that they mattered and that their ideas had value.  Will said that the secret to recruiting and retention was restoring purpose in the work with generosity, graciousness, and hospitality, and helping people understand the nobility in service. Will said that you need to help people understand how their work inspires others.  Will said that business needs more "Awesome" in it, and he's trying to bring back "Awesome."  He's trying to create magical worlds in a world that needs more magic. In the Q & A portion, here were the key takeaways.  On trusting people, Will said that the more responsibility you give someone, the more responsible they become.  On spreading positivity, Will said to have your positive energy impact others and not the other way around, through consistency and repetition.  On customer service, Will says, "No guest left behind." On mistakes, Will said that with the Peak-end Rule, mistakes present the best opportunity to recover and gain a fan for life, because they will remember how you leave it.  On connecting with guests, Will says the informality must be earned.  Earning informality comes from presence, humor, and vulnerability.  On decision making and execution to get things done, Will said that design by committee doesn't work. He said that you can brainstorm by committee, but someone has to be responsible for making the decision and executing.  On interviewing people, Will suggests less structure and more connection where he's trying to answer the question, 'Is this someone I'd want to spend time with?' and 'Is this someone my team would want to spend time with?' References from this episode:  "Unreasonable Hospitality" by Will Guidara - https://www.unreasonablehospitality.com  Netflix documentary series "7 Days Out" episode featuring Eleven Madison Park restaurant - https://www.netflix.com/de-en/title/80207124  Eleven Madison Park - https://www.elevenmadisonpark.com/  "The Power of Moments" by Chip and Dan Heath - https://heathbrothers.com/the-power-of-moments/  "The Motive" by Pat Lencioni - https://www.amazon.com/Motive-Leaders-Abdicate-Important-Responsibilities/dp/1119600456  "The Invisible Leader" by Zach Mercurio - https://www.zachmercurio.com/books/  FX's original series "The Bear" - https://www.imdb.com/title/tt14452776/  This episode on YouTube: https://youtu.be/mv_g0FImztc  We hope you enjoy this episode and subscribe to our podcast for a new story each week. Visit https://www.storiesfromtheriver.com for more episodes. 

Uncover the transformative power of the Daily Huddle in this highlight podcast episode. We delve into how this pivotal team meeting can ignite productivity, foster team synergy, and strengthen personal connections among members. Learn how clear comprehension of individual roles and responsibilities can be enhanced through one-on-one meetings.In this episode, we also narrate a personal story about embracing risk and stepping outside comfort zones. Discover how my wife and I took a bold step, sold our farm, and chased our dreams, staring down criticism and doubt. This adventurous journey underscores the power of confronting fears, taking calculated risks, and making unconventional decisions that have the potential to mold your future.Towards the end, we dissect the vital role that self-discipline and long-term planning play in achieving success. Listen closely as we discuss goal setting, staying focused, and the power of action in transmuting your life. Recognize the significance of mentors in keeping us answerable for our actions and the influence of aligning ourselves with accomplished individuals.Discover the power of delayed gratification and how making short-term sacrifices can lead to long-term benefits. Don't let this enlightening journey pass you by. Click on the links to listen to our full episodes and dive deeper into these transformative concepts. https://lifebridgecapital.com/2022/10/17/ws1457-pmanaging-massive-growth-whitney-sewell/https://lifebridgecapital.com/2022/10/17/ws1457-pmanaging-massive-growth-whitney-sewell/VISIT OUR WEBSITEhttps://lifebridgecapital.com/Here are ways you can work with us here at Life Bridge Capital:⚡️START INVESTING TODAY: If you think that real estate syndication may be right for you, contact us today to learn more about our current investment opportunities: https://lifebridgecapital.com/investwithlbc⚡️Watch on YouTube: https://www.youtube.com/@TheRealEstateSyndicationShow

This is a special bonus edition of the daily morning show from SaturdayGlory.com, The Daily Huddle. Today on The Daily Huddle: Ryan Day responded, passionately, to what he felt were disrespectful comments to Lou Holtz. Garrett Searight tells you why you should be on Day's side of the fence.This show is part of the Spreaker Prime Network, if you are interested in advertising on this podcast, contact us at https://www.spreaker.com/show/5626222/advertisement

Imagine a world where meetings actually fuel your progress instead of slowing you down.  When I started my entrepreneurial journey with Prowess Project, I stumbled upon this game-changing concept: the Daily Huddle. I'll admit, I was skeptical at first, but boy, was I wrong! It became our secret sauce for success! Join me on this episode as I reveal how embracing Daily Huddles revolutionized our workflow and propelled us to achieve our goals. From quick stand-up meetings to regrouping on priorities, discussing progress and roadblocks, and planning immediate next steps, the impact was undeniable. And it's not just about business. We've built a genuine friendship while getting work done - sharing hilarious stories and personal triumphs along the way.  Want to enhance your productivity and streamline your decision-making process? Give Daily Huddles a shot!  Tune in now and discover the magic of Daily Huddles.    Prowess Project Links What is an OBM? Resources Get Trained as an Online Business Manager How Prowess Project Job Matching Works

Business Podcasts | David Frasier | The Proven Path to Become a Success Story with the Founder of BunkieLife.com David Frasier + Celebrating the 100%+ Growth of Ruben Durand's Business Learn More About www.BunkieLife.com/CLAY Show Notes - https://docs.google.com/document/d/17p8y_f55vU-WpbVW-8voawPg8uEx4abUtIODqmABaoA/edit?usp=sharing STEP 1 - Define Your Goals STEP 2 - Define a Timeline for Goals STEP 3 - Everyday You Must Design Your Day STEP 4 - You Must Implement Your Core Repeatable Actionable Processes *Deliver the products that people are buying on time and on budget *Gather objective reviews from actual clients *DREAM 100 STEP 5 - You Must Say No to Everything Else STEP 6 - You Must Follow-Up Relentlessly STEP 7 - You Must Have a Daily Huddle with You Team STEP 8 - You Must Have a Weekly Staff Meeting STEP 9 - You Must Have a Tracking In Place Learn More About www.TopLawnPros.com Based In Riverview, Florida See the Thousands of Success Stories and Millionaires That Clay Clark Has Helped to Produce HERE: https://www.thrivetimeshow.com/testimonials/ Schedule a FREE 13-Point Assessment with Clay Clark Today HERE: https://www.thrivetimeshow.com/ Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire 10 of the Key Revenue Producing Activities to Used Grow A Business: ACTIVITY #1 - Gather Objective Google Reviews from REAL Clients ACTIVITY #2 - Gather Objective Video Reviews from REAL Clients ACTIVITY #3 - Conduct the Weekly Group Interview ACTIVITY #4 - Write Original HTML Website Content to Optimize the REAL Website ACTIVITY #5 - Pull the Weekly Tracking Statistics ACTIVITY #6 - Schedule a Daily Huddle ACTIVITY #7 - Verify That the Online Advertisements ACTIVITY #8 - Schedule a Time for Weekly Staff Training ACTIVITY #9 - Conduct Our Weekly Call Recording / Sales Meeting ACTIVITY #10 - Schedule a Weekly All-Staff Meeting Download A Millionaire's Guide to Become Sustainably Rich: A Step-by-Step Guide to Become a Successful Money-Generating and Time-Freedom Creating Business HERE: www.ThrivetimeShow.com/Millionaire Show Audio: https://rumble.com/v23mywc-business-podcast-dr.-zoellner-and-clay-clark-teach-how-to-build-a-successfu.html Learn More About Steve Currington and the Mortgage Services That He Provides Today At: www.SteveCurrington.com Entrepreneurship 101: Step 1 - Find Problems That World Wants to Solve Step 2 - Solve the Problems That the World Wants to Solve Step 3 - Sell the Solution Step 4 - Nail It and Scale It How to Decrease Your Business' Reliance Upon You? Step 1 - Improve Your Branding Step 2 - Create a Turn-Key Marketing System Website Pre-Written Emails Dream 100 Marketing System Pre-Written Script Step 3 - Create a Turn-Key Sales System and Workflow Step 4 - Weekly Optimize the Business to Prevent Drifting Step 5 - Install a Tracking Sheet Clay Clark Testimonials | "Clay Clark Has Helped Us to Grow from 2 Locations to Now 6 Locations. Clay Has Done a Great Job Helping Us to Navigate Anything That Has to Do with Running the Business, Building the System, the Workflows, to Buy Property." - Charles Colaw (Learn More Charles Colaw and Colaw Fitness Today HERE: www.ColawFitness.com) Learn More About Attending the Highest Rated and Most Reviewed Business Workshops On the Planet Hosted by Clay Clark In Tulsa, Oklahoma HERE: https://www.thrivetimeshow.com/business-conferences/ See Thousands of Actual Client Success Stories from Real Clay Clark Clients Today HERE: https://www.thrivetimeshow.com/testimonials/ See Thousands of Case Studies Today HERE: https://www.thrivetimeshow.com/does-it-work/

Maybe you call it a daily stand up. Maybe it's a huddle, or even a status meeting. But has your team stopped to ask if these daily meetings are really working for them?Today's episode digs into the benefits and pitfalls of the remote stand up – from aligning with your team, to leading with empathy, to meetings that really could have been an email. You'll hear from Marshall Walker Lee in defence of daily stand ups, with support from Matan Talmi, the co-founder of Spinach.io, and Kate Sullivan, head of legal at EasyJet. New debater David Shaw says ditch the synced meetup, with support from corporate humor comedian and Supermeme.ai co-founder, Sanjeev Yencee.

The discipline of execution covers meetings that matter, uses metrics and measures that matter, and tackles priorities that matter. The first meeting worth having is the daily huddle. These 15-minute meetings involve the team, round-robin style, and are best used for sharing quick insights and updates for the coming day.Anything longer must be discussed in the next meeting you should be having, the weekly meeting. Every department must have a weekly meeting that reviews quarterly priorities called rocks.Monthly meetings are for larger companies with middle management and these focus on education and building culture. The quarterly meeting takes 1 to 2 days while the annual meeting takes 3 to 5 days. These meetings are typically offsite and cover strategic and execution planning with the one-page business plan.Tune in to learn all about maximizing meetings and being intentional with them in this episode of The Disruptive Successor Show.HIGHLIGHT QUOTESJONATHAN: Share quick updates during the daily huddle"What is it that is the top priority that I want to get done this day, that I'm going to communicate to the group, and I'm going to sort of expect them to hold me accountable so that tomorrow, I'm not saying the same thing."JONATHAN: Weekly meetings are best for making decisions"These meetings are most important for identifying, discussing, and solving issues. So decision-making, brainstorming, troubleshooting, making decisions on one or two key issues, opportunities, challenges, and quarterly rocks."JONATHAN: The one-page business plan explained"We use a tool called the one-page business plan, and the purpose of this tool is to really put our vision down on a piece of paper, and to answer several simple questions around your dream, which is, simply put, who, what, when, where, how, why, and the always difficult, should we or shouldn't we." If you enjoyed today's episode, please subscribe, review, and share with a friend who would benefit from the message. If you're interested in picking up a copy of Jonathan Goldhill's book, Disruptive Successor, go to the website at www.DisruptiveSuccessor.comYou can reach Jonathan by emailing him at john@thegoldhillgroup.com. 

Hey, uncommon leaders. Welcome back. My guest today is a familiar name to the podcast. Paul DeChant is a three-time guest and a friend of mine that I love to stay in touch with as he continues to work to improve the healthcare workplace. While Paul has been  retired from his successful CEO role for several years now, he continues to be an influencer as a speaker, author and a consultant as well as a lifelong learner.Some of the things we discuss in this interview include:Tips for empowering othersHow he continuously develops himselfAdvice for new physicians and the The power of the daily huddleWe also have fun talking about the last thing that he Googled! I value Paul's wisdom and I'm glad he came back for a third time to the Uncommon Leader Podcast.Stay connected with Paul:https://www.pauldechantmd.com/Thanks for listening in. Please take just a minute to share this podcast without someone you know that you thought of when you heard this episode. One of the most valuable things you can do is to rate the podcast and leave a review.  You can do that on Apple Podcast, or you can rate the podcast on Spotify or any other platform You listen. Did you know that many of the things that I discussed on the Uncommon Leader Podcast are subjects that I coach other leaders and organizations on? If you would be interested in having me discuss one-on-one or group coaching with you, or know someone who is looking to move from underperforming to uncommon in their business or life, I would love to chat with you.Click this link  to set up a free call to discuss how coaching might benefit you and your team. Until next time, Go and Grow Champions!Thanks for listening in to the Uncommon Leader Podcast. Please take just a minute to share this podcast with that someone you know that you thought of when you heard this episode. One of the most valuable things you can do is to rate the podcast and leave a review. You can do that on Apple podcasts, or rate the podcast on Spotify or any other platform you listen. Did you know that many of the things that I discuss on the Uncommon Leader Podcast are subjects that I coach other leaders and organizations ? If you would be interested in having me discuss 1:1 or group coaching with you, or know someone who is looking to move from Underperforming to Uncommon in their business or life, I would love to chat with you. Click this link to set up a FREE CALL to discuss how coaching might benefit you and your team) Until next time, Go and Grow Champions!!Connect with me

❌ Newsflash: Productivity is keeping you stuck on the "working all hours" hamster wheel. The definition of productivity is, quite literally, the amount of output you produce. The more you can fit into a day, the more "productive" you are. And as someone juggling a lot, achieving peak productivity used to feel like the holy grail for me. "If only I could learn how to get more things done!" I used to think, "I can finally reach my endgame and FINALLY start working less!" Sounds good in theory, buuuut... Here's what happened. I DID learn how to get more things done.In fact, I managed to achieve more in a week than just about anyone else I knew. And the BY PRODUCT of that? Is that I was then able to fit even MORE in... and so the hamster wheel continued, faster and faster and faster. Get more things done > Able to take on more things > Repeat. I never ended up working LESS, I was just getting way more DONE in the hours I worked. The more productive I was, the more I could do. The more I could do, the more I could take on. And because I had set "work times", what that meant is that I was never doing LESS... I was simply squeezing more and more in.One day, I had a penny drop moment...Maybe, I thought, it's not actually about getting more TASKS done in a day. Maybe instead, it's installing more operational elegance into my business and how I do things SO THAT the business can be more effective, and ultimately need me less. It was a defining moment, and in today's podcast episode, I am going to share with you five things that I started doing that finally got me OFF the productivity hamster wheel and towards the work/life balance I was doing it all for in the first place. In this episode, we discussed:✔️ PLAN;✔️ Do Less;✔️ Plan Tomorrow Today (Aaaand... If You Have a Team, Implement a Daily Huddle);✔️ Time Block;✔️ Measure Key Metrics;✔️ And MORE!------Here's a few ways I can help you:1. Want to build out your digital course business to the “Lifestyle Business Sweet Spot”? Legacy is for experienced course creators who aspire to the Lifestyle Business Sweet Spot (high profit margins , working 5-hour days with lean, remote team). Join the waitlist NOW and get an invitation to our FREE training starting 13th April.2. Are you ready to create, launch and scale your flagship digital course in 2023? Head to www.thecoursecartel.com/launchpad to apply for our 12 month, high touch group coaching program.3. Want to launch your Wildly Successful Podcast in just 6 weeks? Check out our FREE masterclass where we share with you our complete five-step strategy!4. Want to get paid to generate more leads into your business than you can poke a stick at? You need our $57 Paid to Grow Workshop and Bundle series (we are consistently told that this is the best program our students have ever bought and it's a steal!)Full show notes for this episode can be

This episode recast focuses on the importance of being able to break down bigger goals into small daily goals that are attainable. Scott Grates, a business owner, a father of three, an author, a leader in the insurance industry, and much more, tells us how he gets it all done. Scott also speaks about how success is actually a cumulation of everyday choices and habits. He recommends using the Daily Huddle as a best practice and how that method has advanced the growth of him and his businesses. We also discuss the importance of storytelling in sales and why leaning on an emotional component is how you win. Last but not least, if you are planning on being a referral based business, you have to learn how to earn the referrals. Scott also shares with us invaluable insight on how to do just that.So, if you're struggling to get it all done, this is the episode for you!This episode is brought to you by Autopilot Recruiting. Autopilot Recruiting is a continuous recruiting service where you'll be assigned a recruiter that has been trained to recruit on your behalf every business day. Listeners of the Club Capital Leadership Podcast can go to https://www.autopilotrecruiting.com and use the code ClubCapital to get started.

We're chopping it up with John Ratliff - Founder of the align5 Companies, CEO of Scaling Up Coaches, and an overall Serial Entrepreneur and Pilot. We learn about his first business as a kid, entreprenuership, motivating teams and attention to detail. We discuss risk-taking, flying planes and the infamous Fighter Pilot Colonel John "5-Second" Boyd and his OODA Decision Making Loop. We learn how to be more productive by utilizing the DAILY HUDDLE to identify the day's #1 priority and the "stucks" your team might face. Listen up! Lots of takeaways! Recommended Books: - Unreasonable Hospitality - The E-Myth Revisited

With 9 years of experience, the daily huddles have become a nonnegotiable part of Evernest's daily routine. In this episode, Matthew and Spencer will reveal the benefits of a daily huddle, including its impact on company culture and the layout of the huddle itself. Don't miss this opportunity to improve your team's communication and productivity. Tune in now!

On this week's episode of the Craft of Fatherhood podcast, Ned shares how a nightly journaling practice with his family has helped deepen connections within his family. He discusses how journaling about wins, fails, and intentions for the day has allowed for deeper conversations with his kids. He also shares something he's learned recently from identity based habits.  The podcasts mentioned in this episode: Tim Ferris and James Clear on The Tim Ferriss ShowJames Shrader on Fatherhood Field NotesBooks mentioned in this episode: https://jamesclear.com/atomic-habits----------Order The Adventure of Fatherhood children's book hereCheck out the TEDx: Fatherhood Can Change the World----------Want to learn more about The Adventure of Fatherhood? https://www.rebelandcreate.com/Each week Ned sits down with a dad and asks him to open up his field notes and share with other men who find themselves on the Adventure of Fatherhood.Follow us:Instagram: www.instagram.com/rebelandcreateYouTube: https://www.youtube.com/channel/rebelandcreate/Facebook: https://www.facebook.com/rebelandcreate/

As we start the new year, we're all looking to grow our teams and build our cultures. What if there was a way you could do this by investing just 10 minutes of your company's workday? In this episode of The Clarity Advisors Show, host Ken Trupke explains how the daily huddle brings people together, gets them on the same page, and helps increase productivity in measurable ways.Episode HighlightsA daily huddle helps both the workplace culture and productivity.The huddle is especially valuable with more team members working remotely.Start with good news and appreciation before focusing on business.The ideal length is about 10 minutes.Start at an unusual time (like 8:28 or 9:17) so people remember it.Timestamps (00:19): What is a daily huddle?(02:12): The business reason and the people reason for the huddle.(03:04): Structuring the huddle.(03:49): Starting with good news and appreciation.(08:21): Getting down to business.(10:41): Soliciting ideas from the team.(11:21): Asking for help and solving problems.(12:53): Determining the ideal time and length for the huddle.(13:44): Summarizing the value of the daily huddle.Episode Quotes“In a remote world, where more roles are becoming remote or people are working remotely more days of the week, it's powerful to bring people together.” “I've heard that children spell love T-I-M-E because it's not truly that quality time that they crave, but the quantity of time they just want to be with their parents.”“If you don't have the things in place to do the business things, I still encourage you to do it if only for the social reasons.”“The bigger value here isn't making sure we're on task and connecting business processes nearly as much as we're connecting as people.” Follow/Connect with Ken Trupkeken@clarityadvisors.iowww.clarityadvisors.ioKen Trupke on LinkedIn

This episode highlights a company whose growth has more than doubled in just over a year. Bill is joined by Herb Cogliano, Scaling Up Coach, and Katelynn Minott, CEO of Bright!Tax for a conversation about the systems that will help support rapid scaling in your business. They share their scaling-up story and how they've grown using a lot of the tools found in the world of Scaling Up.   Bright!Tax is an accounting company that focuses on U.S. Expat tax services. The uniqueness of Katelynn's business has made it possible for her to both compete and scale in an effective way. Additionally, having a purpose-focused business has created opportunities for the company that wouldn't be available any other way.   Even with a unique business niche, Katelynn recognized that her company could go significantly farther with the help of Scaling Up coach Herb Cogliano. Together they leveled up her team at a time when they were struggling to find talent. They used a variety of Scaling Up tools to enhance both the client and the employee experience, including the favorite Daily Huddle, hiring A Players, monitoring work-life balance, and bringing curiosity into successes.   Building a culture that is infused with strategy, especially in a distributed workforce, is key to scaling up. Katelynn, Herb, and Bill have packed this conversation full of the tools and tips that can make scaling up a reality for any company that is ready to make it happen.   Interview Links: Bright!Tax   Resources: 20,000 Scaleups Scaling Up Summits (Select Bill Gallagher as your coach during registration for a discount.) Bill on YouTube Recruiter.com Short List (use code scaleup)   Scaling Up is the best-selling book by Verne Harnish and our team for Scaling Up Coaches (formerly Gazelles). We share how the fastest-growing companies succeed where so many others fail.   Bill Gallagher, Scaling Coach and host of the show, is an international business coach who works with C-Suite leaders to achieve breakthrough growth.   We help leadership teams with the biggest decisions around People, Strategy, Execution, and Cash so that they can Scale Up successfully and beat the odds of business growth. Scaling Up is based on Verne's original best-selling business book, Mastering the Rockefeller Habits.   Did you enjoy today's episode? If so, then please leave a review! Help other business leaders discover the Scaling Up Business Podcast so they, too, can benefit from the ideas shared in these podcasts.  

What's in this episode:- What is a daily huddle.- The importance of this touch point for your team and your business.- Why you should implement this tactic on a daily basis.Book your 15-minute consultation call to see if Weaver Sales Academy is a fit for your agency here: https://bit.ly/3CnMjTxText BUZZ to (816) 727-7610 to connect directly with Michael and share your favorites from the episode or learn more about upcoming events and challenges happening in our industry Join Weaver Sales Academy: https://www.weaversa.com/Follow Michael on social media:Facebook: https://www.facebook.com/themichaelweaverInstagram: https://www.instagram.com/_michaelweaver_/LinkedIn: https://www.linkedin.com/in/michael-weaver-a2940095

Are you wondering how to get everyone on your team operating from the same playbook?   If you're a school owner, a very common scene we have is the admin team or the directors are confused about what they're supposed to be doing in their day. Many times I hear from owners that their directors are doing a whole bunch of different things. They're busy all day long, but they're not doing specific targeted activity that truly drives the school forward. In the end, no one ends their day feeling productive and none of the high priority tasks get completed.   The Daily Huddle strategy allows you to briefly meet with your team and see what everyone is owning for the day and where their priorities need to be. This helps the team to be focused, motivated and clear on exactly what you need from them. Do you... Need your team to meet deadlines? Want to know how you can do this without micromanaging and chasing them down? Want to know what questions you should ask to ensure accountability? This episode is for you!  In episode twelve of the Schools of Excellence Podcast, I am talking about another key strategy for the success of your school, the daily huddle. This technique is all about communicating clearly every single day, managing expectations and priorities within your team. Finger pointing, gossip and resentment decrease as everyone gets more and more in alignment and clear with what they are doing. We break down this method and how it can work for your school today. Click Here to Listen on Apple Podcasts Click Here to Listen on Non-Apple Devices   Resources and links mentioned in this episode:   If you are ready to take your school to the next level of growth and are looking for support, community and accountability to make that happen - then would love for you to apply for our directors inner circle or owners HQ program.  Apply for the Director's Inner Circle & Owner's HQ Looking for a do it yourself option of learning? Schools in transition is A virtual series for directors and owners who want to focus on stability, security, and success.   The world has been shaken by a pandemic. The effects are being felt in our lives every day.  How do you lead your teachers during a season like this?  How do you support children and parents?  How do you make strategic decisions about your school in a season of unknowns?   For these answers and much more : You can check out our www.chanie.me/schoolsincrisis  More about the show: If you are an Early Childhood director or owner, prepare to transform your school and life with the Schools of Excellence podcast. Tune in each week to learn from Chanie Wilschanski, the founder and host of the Schools of Excellence Podcast and a mom of 4 little kids. Each episode will be packed with tools and strategies – equipping you to build schools with higher staff retention, teacher motivation, parent partnership, collaborative culture, and a beautiful quality of life.    Every week, Chanie shares the truth about the journey to excellence, the strategies that are working TODAY, and the mindset about the critical decisions and choices that you make everyday which impact yourself, your teachers, parents, family, and children who you serve everyday.   In addition to weekly solo episodes, she'll also be inviting industry leaders and the changing makers of the landscape of education to give listeners the insides knowledge of what it takes to sustain excellence. Don't miss an episode, subscribe today for everything you need for your leadership journey!