Podcasts about define

Have you ever wondered who you'd be if you stopped trying to live up to everyone else's expectations? In this episode of The Positivity Xperience, Lori Wheeler breaks down the psychology of identity — how childhood attachment, social pressure, and people-pleasing create a false self that keeps you disconnected from who you really are. You'll learn: • Why your brain links approval with safety (and how to retrain it) • The hidden cost of performing for acceptance • What it means to stop defining yourself through others' validation • How to reclaim your sense of self and live authentically This episode blends neuroscience, emotional intelligence, and real-world coaching tools to help you stop performing for others and start living for yourself.

In this episode, Robin Merttens sits down with Haris Khan and Arved Pohlabeln, co-founders of Novee, to unpack what's broken in specialty underwriting — and how AI is finally in a position to fix it. Having met as consultants at Deloitte, Haris and Arved kept encountering the same themes: overworked underwriters, inconsistent submissions, and transformation efforts that rarely made a real difference. That frustration turned into action. Today, they're building Novee — an AI assistant designed specifically for underwriters, combining insight generation with targeted automation. In this conversation, Haris and Arved share: Why underwriting processes remain complex, fragmented and hard to standardise What makes specialty submissions so variable — and why every case feels like an edge case How Novee delivers value in two ways: by surfacing better risk insights and automating manual tasks Why underwriters are embracing AI tools now — not resisting them What it takes to get live in weeks, not months, with meaningful value The real-world impact of extracting information from unstructured submissions How they raised £1.6 million in seed funding and what they're doing with it Why verticalised AI is outperforming generic solutions in insurance What it means to redesign underwriting interaction patterns — and why inbox to insight is the future The case for using AI before you fix your data, not after Sign up to the InsTech newsletter for a fresh view on the world every Wednesday morning. Continuing Professional Development This InsTech Podcast Episode is accredited by the Chartered Insurance Institute (CII). By listening, you can claim up to 0.5 hours towards your CPD scheme. By the end of this podcast, you should be able to meet the following Learning Objectives: Describe the real-world challenges underwriters face when working with inconsistent, unstructured submissions. Define the concept of verticalised AI in the context of specialty underwriting and how it differs from generic AI solutions. List the specific ways Novee supports underwriters through both insight delivery and task automation. If your organisation is a member of InsTech and you would like to receive a quarterly summary of the CPD hours you have earned, visit the Episode 381 page of the InsTech website or email cpd@instech.co to let us know you have listened to this podcast. To help us measure the impact of the learning, we would be grateful if you would take a minute to complete a quick feedback survey.

A veces creemos que nuestras caídas, errores o temporadas oscuras son la parte de la historia que más pesa… pero para Dios, lo que más pesa es el momento en que decides volver.Él no te mira desde lo que hiciste, sino desde lo que estás dispuesto a rendir hoy.No se queda atrapado en tu capítulo más difícil; Él escribe desde tu próximo paso de obediencia.Tu pasado explica, pero no determina. Tu regreso restaura, redirige y despierta propósito.Dios está levantando personas que creían estar lejos.Personas que pensaron que ya no había lugar para ellas.Dios no está esperando tu perfección, está esperando tu regreso.Y cuando vuelves, Él redefine tu historia.Las lecturas son:Ezequiel 33:1 - 34:31Hebreos 13:1-25Salmo 115:1-18Proverbios 27:21-22 www.wenddyneciosup.comSígueme en mis redes como @wenddyneciosupDistribuido por: Genuina Media Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

7-Day Roadmap to Building and Launching a Membership. In this episode, Jennifer Henczel walks you through the exact steps she uses to build her own thriving memberships from the ground up to generate recurring monthly income. Whether you're brand new or already established, this plan will help you monetize your message faster and with more ease.If you're ready to turn your podcast into a reliable income stream using methods other than sponsorships, this video gives you a simple and actionable 7-day plan to launch your own membership. No big audience, no complicated tech, just a clear roadmap you can follow right away.Full episode and show notes:https://www.womenpodcasters.com/monetize-your-podcast-with-a-membershipWhat You'll Learn:- How to define an irresistible membership offer- The easiest platforms for launching quickly- What to include in your first month of member content- How to write a simple, effective sales page- The lead magnet and email sequence that warm up new subscribers- How to run a 7-day launch without overwhelm- What to do after launch to grow and retain membersYour 7-Day Breakdown:- Day 1: Define your membership offer- Day 2: Choose a platform and set up payments- Day 3: Prepare your initial membership resources- Day 4: Build a clear, conversion-friendly sales page- Day 5: Create a lead magnet and email sequence- Day 6: Announce and promote your membership launch- Day 7: Final call, Q&A, and member celebrationsHelp us in elevating women's voices globally and in the podcasting industry. Join the Women Podcasters Network for time-saving tools, template and trainings:https://www.womenpodcasters.comIf this episode helps you…Please like, comment, and subscribe. Share it with another podcaster who's ready to turn their message into recurring income.#WomenInPodcasting #WomenPodcastersNetwork #PodcastMonetization #MembershipLaunch #MonetizeYourPodcast #JenniferHenczel

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Few filmmakers have shaped how we understand America quite like Ken Burns. In this episode, Ken joins Mosheh for an in-depth conversation about his newest project — The American Revolution, a sweeping six-part documentary premiering this month on PBS. The series reexamines America's founding as more than a story of brilliant thinkers in Philadelphia — revealing a violent, fragile, and deeply human struggle for independence that almost failed. Burns explains how remarkable the American Revolution's promise of “inalienable rights” was, and how the US influenced 200+ years of revolutions around the world. Burns explains why he thinks 1776 was the most consequential event since the birth of Jesus Christ. Burns also discusses the present: What the Founders' era can teach us about disinformation, division, and democracy in 2025. Why complexity — not simplicity — is the key to understanding our past and navigating our future. And how Burns finds optimism and faith in a nation that's always been a work in progress. The American Revolution premieres Sunday, November 16, on PBS and streams at ⁠PBS.org⁠ and the PBS App. Mosheh Oinounou (⁠⁠@mosheh⁠⁠) is an Emmy and Murrow award-winning journalist. He has 20 years of experience at networks including Fox News, Bloomberg Television and CBS News, where he was the executive producer of the CBS Evening News and launched the network's 24 hour news channel. He founded the @mosheh Instagram news account in 2020 and the Mo News podcast and newsletter in 2022.

In this episode, CEO coach Gene Hammett explores what it truly means to Be Intentional as a Leader, encouraging listeners to examine their leadership style and uncover the barriers limiting their growth. Drawing from his recent keynote at the Association of Animal Welfare Advancement, he introduces a clear two-part framework for elevating leadership, recognizing current hindrances, and defining the aspirational traits that drive stronger performance. Gene emphasizes the power of proactive, self-aware leadership in building engaged, high-performing teams and shares practical tools and resources to support deeper self-discovery and more effective, intentional leadership. Episode Highlights & Time Stamps 2:04 The Importance of Self-Reflection 5:44 Defining Your Leadership Identity 6:59 Evolving as a Leader 8:17 The Power of Intentionality 9:40 Strategies for Effective Leadership Identify who you're being that limits your leadership. Most leaders fall into the same cycle: open the laptop, answer emails, run spreadsheets, jump into meetings, put out fires… and repeat. I've been there, and maybe you're stuck in that same loop, working hard, but not necessarily leading intentionally. So pause for a moment and ask yourself: What would it take for me to be a better leader? And even more importantly, why do I want to be a better leader? Is your team performing below its potential? Do decisions keep landing back on your plate? Are you feeling overwhelmed or burned out? If so, this episode is for you. Recently, I spoke at the Association of Animal Welfare Advancement here in Atlanta. Their leaders were deeply committed to growing, and during that keynote, I shared one core idea: the power of intention in leadership. Here's a portion of that talk: "When you want to be a great leader, it doesn't happen by accident; it requires intention. You need the ability to shift with what's in front of you. Defining the leader you want to become may seem trivial or unnecessary, but it is foundational. Who are you being that gets in the way of being a better leader? And who do you want to become in the next level of yourself? You must be honest with yourself and claim the leader you're becoming." Are you scattered? Distracted? Overwhelmed? Too nice? Too empathetic? Too direct? These traits may not seem harmful, but when they're dialed too high, they create friction. Write them down on a 3×5 or 4×6 card, make it honest, uncomfortable, and real. This clarity helps you move away from what no longer serves your leadership. Define who you want to become. One of my clients captured this beautifully: Be decisive. Be focused. Be confident. Each week during our coaching sessions, we review how these traits showed up. This repetition creates accountability and reinforces their development. This is the work of intentional leadership, continuously evolving and expanding your capacity. Whether you're a CEO, founder, or senior leader, complacency kills performance. Growth requires reinvention. If you're new here, I'm Gene Hammett, CEO, coach, founder, and leadership development expert. We help executives and leadership teams create environments where people perform at their best, take ownership, and feel aligned with the mission. If you want to explore these ideas further without committing to a call, join my free training at training.corelevation.com. In about 90 minutes, we cover core principles, common mistakes, and the five steps to becoming a stronger, more intentional leader. To close today's episode, remember this: Being intentional is a superpower. Reactive leadership limits performance. A simple example comes from sales: smile before you dial. People can sense your energy even without seeing you. That's the intention at work. Imagine showing up 90–95% of the time as the leader you want to be decisive, focused, confident… or whatever traits matter most to you. One of my favorite examples from a client is the phrase: unshakably confident. Picture that being you. It's possible if you choose to lead with intention. If I can support you in any way, keep following our content, keep stepping up, and remember: when you think of growth and leadership, think of Growth Think Tank. Key Takeaways Great leadership never happens by accident it requires intention. Break the reactive work cycle by pausing to reflect on why you want to grow. Part 1: Define who you're being today that limits your leadership. Part 2: Define the leader you want to become (e.g., decisive, focused, confident). Writing your leadership identity on a simple card creates clarity and accountability. Intentionality is a leadership superpower that elevates performance and reduces overwhelm. "Smile before you dial" is a simple example of how intention shapes outcomes. Ideal For: Founders, CEOs, executives, managers, and anyone committed to elevating their leadership capacity. Resources & Next Steps Ready to take your leadership energy to the next level? Explore free training and resources at training.coreelevation.com to help you identify energy leaks, strengthen your leadership presence, and elevate your team's performance.

A strategic acquirer is a company buying to advance its own roadmap, distribution, or capabilities—unlike financial buyers (private equity, family offices) who buy primarily for cash flow. To a strategic, value may sit in what you've built, not what you've earned.  Chris Hutchins' story makes the point. He co-founded Milk, acquired by Google, and later founded Grove, acquired by Wealthfront. Both saw assets they could plug in—product, team, IP—even when revenue and EBITDA weren't impressive.  If you want a strategic acquirer to pay for what you've built rather than how much money you make, this episode of Built to Sell Radio is for you. You'll discover how to:  • Define and prioritize the assets a strategic may value now (team, product, customer list, roadmap, even your lease) • Reframe your pitch so a distribution-rich buyer may see an immediate lift from your assets • Run a fast, momentum-led process that invites quick noes and surfaces real interest • Split assets across buyers when it improves the overall outcome • Protect employees and customers while you move quickly toward a decision  If a strategic exit is on your radar, this playbook helps you create options when EBITDA won't carry the deal. 

Few filmmakers have shaped how we understand America quite like Ken Burns. In this episode, Ken joins Mosheh for an in-depth conversation about his newest project — The American Revolution, a sweeping six-part documentary premiering this month on PBS. The series reexamines America's founding as more than a story of brilliant thinkers in Philadelphia — revealing a violent, fragile, and deeply human struggle for independence that almost failed. Burns explains how remarkable the American Revolution's promise of “inalienable rights” was, and how the US influenced 200+ years of revolutions around the world. Burns explains why he thinks 1776 was the most consequential event since the birth of Jesus Christ. Burns also discusses the present: What the Founders' era can teach us about disinformation, division, and democracy in 2025. Why complexity — not simplicity — is the key to understanding our past and navigating our future. And how Burns finds optimism and faith in a nation that's always been a work in progress. The American Revolution premieres Sunday, November 16, on PBS and streams at ⁠⁠PBS.org⁠⁠ and the PBS App. Mosheh Oinounou (⁠⁠@mosheh⁠⁠) is an Emmy and Murrow award-winning journalist. He has 20 years of experience at networks including Fox News, Bloomberg Television and CBS News, where he was the executive producer of the CBS Evening News and launched the network's 24 hour news channel. He founded the @mosheh Instagram news account in 2020 and the Mo News podcast and newsletter in 2022.

AI proof-of-concept projects are facing high failure rates, with a recent Omdia survey indicating that nearly one-third of companies report complete failures in these initiatives. Only 9% of firms successfully transition more than half of their AI projects into operational use, while 46% manage to move over 10% into production. The primary reason for these failures is not the technology itself but rather a lack of clearly defined business problems that AI could address. Additionally, only 32% of companies have identified specific human tasks that AI should supplement or replace, highlighting a significant gap in strategic planning for AI integration.The demand for AI skills testing in the workplace has surged, with a 166% increase reported over the past year, according to Test Guerrilla. This trend reflects a growing recognition among employers that traditional hiring methods, such as resumes and interviews, are inadequate for assessing actual candidate capabilities. The 2025 State of Skills-Based Hiring Report reveals that 71% of employers believe skills testing is a more accurate predictor of job performance than resumes. However, a concerning statistic shows that 93% of candidates are not questioned about their AI skills during interviews, indicating a disconnect between hiring practices and the skills needed in the evolving tech landscape.In related developments, the U.S. Chamber of Commerce has endorsed Voice over Internet Protocol (VoIP) as a beneficial communication solution for small and mid-sized businesses, despite the technology being well-established for over a decade. Corsica Technologies has acquired Accountability IT, enhancing its capabilities in AI-enabled managed IT and cybersecurity, while Morgan Franklin Cyber has acquired Lynx Technology Partners to bolster its governance, risk, and compliance services. These acquisitions reflect a trend of consolidation in the managed services sector, emphasizing the need for IT service providers to adapt to changing market demands.For Managed Service Providers (MSPs) and IT service leaders, these developments underscore the importance of aligning technology initiatives with clear business outcomes. As organizations increasingly seek to implement AI solutions, MSPs must guide clients in defining specific problems that AI can solve and ensuring that their teams are equipped with the necessary skills. The emphasis on skills testing and the strategic integration of technologies like VoIP and AI highlights the need for operational maturity and expertise in navigating the complexities of modern IT environments. Failure to adapt could result in missed opportunities and increased competition from larger, more agile providers. Four things to know today00:00 New Reports Show AI Failing in Deployment and Hiring Due to Strategy Gaps, Not Technology Limitations05:10 U.S. Chamber Endorses VoIP for SMBs as Corsica and MorganFranklin Expand Through Cybersecurity Acquisitions09:03 Vendors Target MSP Operational Pressure With Faster File Workflows, White-Label Staffing, and AI-Powered Search12:37 AI Isn't Failing—Organizations Are: New Research Calls Out Siloes, Leadership Gaps, and Poor Workflow Design This is the Business of Tech.    Supported by:  https://scalepad.com/dave/https://timezest.com/mspradio/

Come to a Dehoarding Accountability Zoom Session: http://www.overcomecompulsivehoarding.co.uk/ticket Subscribe to the podcast: https://www.overcomecompulsivehoarding.co.uk/subscribe Podcast show notes, links and transcript: http://www.overcomecompulsivehoarding.co.uk/  On this episode, I'm joined by Dr Jan Eppingstall to unpack how our possessions connect with our sense of identity and self-concept, and why letting go can feel so threatening for those of us who hoard. We talk through how objects hold meaning, memories, and dreams for the future, and what it looks like to build a stronger sense of self without clinging to things. If you've ever felt like discarding something meant losing a part of yourself, you definitely want to listen to this one. We break down exactly why that fear happens and where to start. A plant pot associated with negative experiences. Discussion of emotional and aesthetic reasons for keeping vs. discarding. Objects “glowering" at us. Identity and Self-Concept in Hoarding Definition of identity and self-concept. Possessions and Sense of Identity The psychological process of possessions intertwining with identity. How this differs from typical sentimental attachment. Retention itself (rather than use or display) as a meaning-making act in hoarding. The difference between identity (roles, characteristics, life story) and self-concept (beliefs about self, worth, and abilities). Typical patterns seen in people with hoarding disorder: fragmented identity, externalised identity via objects. Psychological Fusion Between Identity and Possessions The concept of "identity objects" — how discarding items feels like losing part of oneself. Objects as external proof and storage for identity, memory, and meaning. Safety of objects over human relationships. The cycle of validation and shame in hoarding. Pathways to Possession-Identity Fusion Childhood experiences and boundary violations leading to control needs. Identity confusion and external markers for self-definition. Psychological ownership: objects as self-extension. Functions of retained objects—proof of past, present, and future self. Anthropomorphism and obligations to objects. Executive function challenges: objects as external memory aids. Perfectionism and fantasy identity protection. Influence of cultural materialism and marketing. The Fear of Losing Identity When Discarding Objects "Throwing away part of myself." Three psychological routes for ownership: control, intimate knowledge, and personal investment. The role of control and avoidance of uncertainty. The painful admission of poor judgment (e.g., unworn clothing) when discarding. Possessions as Identity Markers Retaining items from past roles (retired teachers, old job materials). Holding onto objects representing hopes for future identity. Objects as evidence for important life chapters, relationships, or personal history. Psychological needs these objects serve and when that becomes problematic. Books as Proof of Intellectual Identity Discussion of books held as evidence of being intellectual, regardless of actual reading. Exploration of how objects can become substitutes for action and risk. Therapeutic approach to shifting identity building from possession to action. Community and Connection in the Hoarding Journey The loneliness and isolation frequently felt by people who hoard. The importance of community, connection, and peer support, including podcast listeners and accountability sessions. Effects of increased openness and connection on identity. Identity Shifts During Dehoarding and Recovery Changes in identity during the process of recovery and letting go. Building new narratives — sometimes research or recovery itself becomes an identity. Increased connection and belonging through shared experience and vulnerability. Maintaining Identity Without Excessive Possession Strategies for building identity through actions, creativity, and lived experience. Selecting representative or truly meaningful items rather than keeping everything. Observing how "non-hoarding" individuals make decisions about sentimental items. Discomfort and growth opportunities in sharing one's journey while still in progress. The value of authenticity and vulnerability. First Steps for Listeners Fearing Loss of Self Through Discarding Acknowledging that fear is rational and understandable. Suggesting mindful observation of attachment thoughts. Testing beliefs by gentle action, e.g., creative tasks with what is already available. Finding supportive people for accountability and encouragement. Reflective work on personal values — building identity from the inside. Reassurance that identity predates possessions and is not dependent on them. Objects as scaffolding rather than the core of one's identity. Encouragement to trust oneself and to start building stability from within. Links Come to a Dehoarding Accountability Zoom session: Accountability Booking Form Dr Jan Eppingstall at Stuffology https://www.facebook.com/stuffologyconsulting/ https://twitter.com/stuff_ology https://www.instagram.com/stuff_ology/ Dr Jan Eppingstall on Pinterest Website: Overcome Compulsive Hoarding Become a Dehoarding Darling Submit a topic for the podcast to cover Questions to ask when dehoarding: https://www.overcomecompulsivehoarding.co.uk/podquestions Instagram: @thathoarderpodcast Twitter: @ThatHoarder Mastodon: @ThatHoarder@mastodon.online TikTok: @thathoarderpodcast Facebook: Overcome Compulsive Hoarding with That Hoarder Pinterest: That Hoarder YouTube: Overcome Compulsive Hoarding with That Hoarder Reddit: Overcome Compulsive Hoarding with That Hoarder subreddit Help out: Support this project Sponsor the podcast Subscribe to the podcast Subscribe to the podcast here

Doc Walker and Anthony dive into an in-depth conversation about what kind of coach Dan Quinn truly is for the Washington Commanders. Is he primarily a players' coach—someone who connects, motivates, and galvanizes the locker room? Or is he more of a culture setter and builder, focused on identity, standards, and long-term foundation? Doc and Anthony weigh Quinn's career track record, leadership style, and the way players respond to him as they try to pinpoint the defining traits of the man now steering this franchise.

In this special listener series episode of The Birth Trauma Mama Podcast, Kayleigh sits down with Lillian, a licensed clinical social worker to unpack both the personal and professional realities of NICU trauma, for parents, families, and the clinicians who support them.As a psychotherapist specializing in perinatal mental health, Lillian has spent years supporting women through infertility, postpartum mood disorders, and the transition to motherhood. But her work took on new meaning after her own experience as a NICU parent, giving birth to triplets at 34 weeks during the height of COVID-19 and being separated from her babies for ten long days after delivery.Through vulnerability and clinical wisdom, Lillian shares what it's really like to be a “visitor” in your own child's life, the deep shame that can come from not feeling instantly bonded, and the importance of validation and compassion in healing from perinatal trauma.Together, Kayleigh and Lillian explore:

You know what's more expensive than a bad hire? A great hire you set up to fail. Welcome, Pivoter! In Part 2 of this series, April dives into the five most common reasons new hires fail in small businesses — and, more importantly, how to stop repeating those mistakes. Drawing from Who, Topgrading, and real small-business case studies, she unpacks what actually derails your new hires: lack of clarity, rushed processes, weak onboarding, and the avoidance of tough calls. This episode is your small-business hiring playbook — practical, tough-love, and designed to help you build a team that performs, grows, and sticks around. Key Takeaways 1️⃣ No Clear Role or Scorecard Most small businesses hire for a vague "we need help" problem. Without a clear scorecard—outcomes and success metrics—your hire has no idea what winning looks like. 2️⃣ Culture Misfit In lean teams, one bad attitude can tank culture faster than any skill gap. Hire for values first, skills second. 3️⃣ Rushed or Poor Hiring Process Reactive hiring ("we need someone now") leads to "warm body" hires. Structure your process. Use reference checks, repeatable interview questions, and patience. 4️⃣ Lack of Onboarding & Milestones Even great hires fail without structure. 30/60/90-day milestones and regular check-ins are your early warning system. 5️⃣ Owner Avoidance of Tough Decisions Hanging onto a bad fit because of time or money invested only drains morale and momentum. Move on fast — sunk costs are still costs. The Pivot Playbook: How to Prevent Failures ✅ Build a Scorecard Before You Hire Define outcomes and success metrics before posting the job. ✅ Hire for Culture First, Skills Second A bad attitude sinks ships — values alignment keeps them sailing. ✅ Use a Structured Hiring Process Consistency beats gut feeling every time. ✅ Onboard With Milestones Weekly check-ins, clear feedback, and 90-day checkpoints create accountability. ✅ Fire Fast When It's Not Working Courage now prevents chaos later. Quotes "Good people want to know what it means to be good in your organization." "A-players crave clarity. If you don't define success, you can't expect them to deliver it." "The cost of keeping the wrong person is always higher than the cost of letting them go." Conclusion Bad hires aren't random — they're predictable. And if they're predictable, they're preventable. Define success. Protect your culture. Stay disciplined. That's how small businesses attract A-players and keep them.

Bienvenidos a Baseball News, el noticiero diario de Grandes Ligas en español ⚾

What happens when your personal data is misused or stolen — can you really take a company to court?

We explore mindful self-discipline as a blueprint for freedom, not a joyless grind. Through aspiration, awareness, and action, we show how to beat engineered distraction, strengthen willpower, and make steady progress without shame.https://mindfulnessexercises.com/podcast• self-discipline linked to higher happiness and smoother daily life• attention economy pressures and engineered distraction• definitions of self-discipline, willpower, habits, motivation• decision fatigue evidence and belief effects on willpower• three pillars framework aspiration, awareness, action• want-to goals versus have-to goals• PAW method pause, awareness, willpower• neutrality over shame to sustain energy• never zero commitment to protect identity and streaks• reframing choices to align with long-term values• building empathy with your future self• the real reward is who you becomeStart somewhere. Define one want-to goal, try one PAW pause, or commit to never zero today.Support the showCertify To Teach Mindfulness & Meditation Since 2015, we've trained over 2,000 people to teach mindfulness in healthcare, business, education, yoga, sports teams, and the U.S. Government. ⁠⁠⁠⁠MindfulnessExercises.com/certify⁠⁠⁠⁠ Certify At Your Own Pace: Just complete 40 hours of self-paced meditation + online workbook completion with lifetime access to personalized support. Deepen Your Own Mindful Presence: Whatever your starting place is, we will help you deepen your own embodied, experiential understanding. Teach With Integrity & Authenticity: We help you find your unique voice to make mindfulness relevant and practical for your own students or clients. Receive International Accreditation: Trusted by Fortune 500 companies, international healthcare centers, coaching schools, and the U.S. Government. Boost Your Career: Use our templates to quickly form your own paid mindfulness courses, workshops, keynotes or coaching packages. ⁠⁠⁠⁠MindfulnessExercises.com/certify⁠⁠⁠⁠

In this episode of SaaS Fuel, Jeff Mains sits down with Michelle Griffin, founder of Griffin Resources, to unpack actionable strategies for building strong, flexible, and founder-friendly teams in scalable SaaS businesses.Michelle draws on her six years of hands-on experience supporting startups and scaling organizations with fractional HR, recruiting, sales ops, and operational support. Listeners will get insights into modern hiring practices, maintaining workplace culture in remote teams, succession planning, supporting diverse career paths, and practical tips for retention and performance—all tailored for founders ready to lead organizations, not just teams.Key Takeaways00:00 "Leadership, Growth & Employee Choices"04:38 HR Consulting Business Story08:44 Defining Culture Through Feedback11:42 "Work Culture and Reputation"14:33 Remote Work Flexibility Enhances Life18:39 Structured Hiring on a Budget20:02 "Effective Hiring Practices Overview"24:11 Cognitive Skills in Hiring29:01 Promoting Without Management Skills31:54 Leadership Through People Skills33:30 Golden Handcuffs and Workplace Happiness37:56 Mentorship and Career Growth Pathways41:48 Fair Hiring Practices Matter43:58 AI Innovation & Leadership InsightsTweetable QuotesViral Topic Title: Company Culture Is Everyone's Responsibility Quote: "Maintaining a culture is intentional and the face of the company is the, you know, pretty much the day to day workers. It's everybody. And it's not something that is kind of reserved for leadership and management and especially how your reputation is seen." — Michelle GriffinWork-Life Balance After COVID: "That was something that we noticed was a huge priority coming out of COVID is people really reprioritized family." — Michelle GriffinQuote: "You can do something called a structured interview, which is basically just having your set of questions that you're going to ask every single candidate." — Michelle GriffinViral Topic: The Pitfall of Promoting Top Performers Without Management Training: "They often will hire or promote people into a role that were good at their jobs but aren't taught or know how to manage people." — Michelle GriffinQuote: "if someone is really good at just doing their job and they don't want to move up, that you respect that and keep them in, in a role that they're happy in and, you know, you find other ways to keep them engaged and motivated." — Michelle GriffinSaaS Leadership LessonsListen Before You Build: Startups succeed when they listen intently to client needs and co-develop solutions, rather than forcing a market-fit from the top down.Define and Defend Culture: Invest in discovering your team's values. Protect culture by hiring for fit and embedding it into every policy, not just the handbook.Flexibility Drives Retention: Recognizing life priorities and offering flexible, remote, or personalized schedules dramatically reduces turnover and builds loyalty.Structure Beats Gut Instinct: Use structured interviews and neutral assessments to mitigate bias and improve hiring outcomes—especially when scaling quickly.Prepare for Leadership—Don't Assume It: Promotion must come with training, support, and encouragement to develop people skills, not just technical expertise.Respect Alternative

Episode 215 - Nov. 11th, 2025 - Being Duped  - Violations Counter - DJ Intence - 1 x Walt - 2 x Ceddy - 42 - DJ Intence Sweeps ADAWalt in Fantasy Football  - Antonio Brown Extradited back to US from Dubai  - Senate Vote to REOPEN & END the Government Shutdown  - @thatsthatish BEEF w/ @DJIntence over MTA  - The Crew Defines ProNouns & Defination of a Man & Woman  - Max B. is finally FREED from Prison  - SCOTUS aka Justice Ketanji Brown Jackson & Court of Appeals ruling on SNAP benefits  - The Money Washing within Sports & Culture (aka Sport Washing) - Unpopular Opinion with @DJIntence about Sports Betting  - ESPNBet Partnership Dismissed  - SCOTUS rejects the call to RE-TRIAL same sex Marriage (The Kim Davis Story)  - Obergefell vs Hodges Supreme Court of The US Ruling  - Cristiano Ronaldo believes that WINNING the World Cup doesn't “Define” his legacy  - Tesla shareholder approve of the $1Trillion Pay Package for Elon Musk  - Ja Rule Speaks on Hip-Hop Beef & How it RUINS the Culture…. - Best Rappers Of The Year Revisted  - Grammy Nominations Explained  - Wise Guys Corner - Anthony Edwards estranged Child Mother Ayesha Howard is coming back for more Child Support Money 

El exministro Juan Fernando Cristo, líder del movimiento En Marcha, celebró recientemente la definición jurídica de su partido, confirmada tras la decisión de la Corte Constitucional de cerrar una disputa legal que se extendió por más de tres años. El partido, que ha defendido principios liberales desde su separación del Partido Liberal, se mostró "muy muy contento" con este fallo.See omnystudio.com/listener for privacy information.

Brandon Sanderson and Dan Wells confront the Internet's toughest questions this week. What makes a sandwich a sandwich? How many holes does a straw have? Is water wet? Find the answer to all this and more on today's episode of Intentionally Blank!Want to send me something to open?Dragonsteel EntertainmentATTN: AdamP.O Box 698American Fork, UT 84003Get your Wheel of Time updates here with the Bound and Woven newsletter: https://mailchi.mp/brandonsanderson/eye-of-the-world-campaignStay up to date by following my newsletter: https://brandonsanderson.us10.list-manage.com/subscribe?u=7d056bb7596a3e617f82004b2&id=fa68f14db0Interested in signed books and swag? Check here: https://www.dragonsteelbooks.com/You can also follow me on:Tiktok: https://www.tiktok.com/@authorbrandonsandersonFacebook: https://www.facebook.com/BrandSandersonTwitter: https://twitter.com/BrandSandersonInstagram: https://www.instagram.com/brandsanderson/?hl=enTwitch: https://www.twitch.tv/mistbornbrandonFrequently asked questions: https://faq.brandonsanderson.com

My guest for Episode #539 of the Lean Blog Interviews Podcast is Darren Walsh, author of Making Lean and Continuous Improvement Work: A Leader's Guide to Increasing Consistency and Getting Significantly More Done in Less Time. Episode page with video, transcript, and more Darren is the Director and Leadership Coach at Making Lean Work Ltd and holds a master's degree from the Lean Enterprise Research Centre at Cardiff University. He brings more than 25 years of experience helping leaders transform organizations in automotive, aerospace, medical devices, energy, and healthcare. In this episode, Darren and Mark explore why so many Lean and continuous improvement programs fail to sustain—and how leaders can build the right systems and habits to make improvement last. Darren explains the three common pitfalls he's seen across industries: choosing the wrong improvement approach, relying on traditional “solution thinking,” and lacking consistent leadership routines. Darren also introduces his DAMI model—Define, Achieve, Maintain, Improve—as a way for organizations to avoid “kaizening chaos” and instead create a stable foundation for improvement. He shares stories from across sectors, including healthcare examples where better standards and daily management led to faster care, higher throughput, and dramatically lower mortality rates. Mark and Darren discuss the difference between problem-solving and firefighting, the danger of “shiny Lean” initiatives that don't address core issues, and the leadership routines that keep everyone aligned and focused on the right problems. The conversation offers a grounded reminder that Lean isn't about tools or jargon—it's about building consistency, clarity, and capability throughout the organization. “You can't kaizen chaos. First, you have to define and stabilize the standard.” “Most organizations say they want improvement—but they haven't built the routines to sustain it.” “If every team in your business is working on the right problem, that's an incredibly powerful organization.” “Firefighting feels heroic, but it hides the real causes and keeps us from solving them.” Questions, Notes, and Highlights: What's your Lean origin story? How did you first get introduced to Lean and continuous improvement? You've worked across industries—from electronics to oil and gas. How do you overcome the “we're different” resistance when applying Lean in new settings? Why do some organizations still associate Lean with cost-cutting instead of learning and improvement? What led you to write Making Lean and Continuous Improvement Work? What problems were you seeing again and again? Can you explain the three common pitfalls you describe in the book? What is the DAMI model—Define, Achieve, Maintain, Improve—and how can leaders use it effectively? How can organizations build a strong foundation for improvement before jumping into tools like 5S or Kaizen? What are the essential leadership routines for sustaining Lean and consistency? Why do so many teams fall into firefighting mode, and how can leaders break that habit? How can visual management and daily management systems help teams focus on the right problems? How do you balance working on small employee-driven Kaizen improvements versus larger, strategic problems? You've said, “You can't Kaizen chaos.” What does that mean in practice? What lessons from the healthcare case study—cutting waiting times by 88%—stand out most to you? How can leaders ensure alignment and help every team work on the right things? What's next for your work and research? What will your next book focus on? This podcast is part of the #LeanCommunicators network. 

A New Way to Define "Greatness", a New Way to Rediscover Joy In a world that often defines greatness through power, status, and self-promotion, Jesus offers a radically different vision. One where true greatness is found in humility, service, and a heart aligned with God's purpose. Let's look at greatness through the eyes of service, where humility reshapes our relationships and joy runs deep. When we live to serve, God's love moves through us, and we find the kind of joy that lasts. From the service aired on 11/9/25 If you enjoyed this episode, be sure to Subscribe and review our podcast wherever you get your podcasts. It is the #1 way to support this podcast, and it's free! Go to the main podcast page, scroll down and at the bottom you'll find a place to rate the podcast and to leave a review.  Follow us on Facebook and Instagram and YouTube @newchurchlive  Visit our Website and Make a donation to support our church community Video of Service HERE

Newly promoted and still stuck in "super-doer" mode? Here's how to rebalance control, culture, and delegation so the whole team scales—safely and fast.  Why do new managers struggle when they're promoted from "star doer" to "leader"? Because your brain stays in production mode while your job has shifted to people, culture, and systems. After promotion, you're accountable not only for your own KPIs but for the entire team's outcomes. It's tempting to cling to tasks you control—dashboards, sequencing, reporting—because they're tangible and quick wins. But 2025 leadership in Japan, Australia, the US, and Europe demands more: setting strategy, articulating vision, and developing capability. The pivot is psychological—move from "I produce" to "I enable production," or you'll cap growth and burn out. Do now: List your top five "leader-only" responsibilities and five tasks to delegate this week; schedule handovers with owners and dates.  Mini-summary: New leaders fail by over-doing; succeed by re-wiring attention from personal output to team capability. What's the practical difference between managing processes and leading people? Managers ensure things are done right; leaders ensure we're doing the right things—and growing people as we go.Processes secure quality, timeliness, budget discipline, and compliance. Leadership adds direction: strategy, culture, talent development, and context setting. Across sectors—manufacturing in Aichi, B2B SaaS in Seattle, retail in Sydney—over-indexing on process alone turns humans into "system attachments," stifling initiative and innovation. Over-indexing on people without controls risks safety, regulatory breaches, and inconsistent delivery. The art is dynamic dosage: tighten or loosen controls as competency, risk, and stakes shift. Do now: For each workflow, rate "risk" and "competency." High risk/low competency → tighter checks; low risk/high competency → more autonomy.  Mini-summary: Processes protect, people propel; leaders tune both based on risk and capability. How much control is "just enough" without killing initiative or risking compliance? Use the guardrail test: prevent safety/compliance violations while leaving room for stretch, accountability, and growth. Post-pandemic supply chains, ESG scrutiny, and Japan's regulator expectations mean leaders can't "set and forget." Too few checks invite fines—or jail time for accountable officers; too many checks create Theory X micromanagement that freezes learning. Borrow from Toyota's jidoka spirit: stop the line when risk spikes, but otherwise let teams problem-solve. In SMEs and startups, standardise the critical few controls (safety, security, data) and keep the rest principle-based to preserve speed. Do now: Write a one-page "controls charter" listing non-negotiables (safety, compliance) and "managed freedoms" (experiments, pilots, scope to improve).  Mini-summary: Guardrails first, freedom second—enough control to stay legal and safe, enough autonomy to develop people. How do I stop doing my team's work and start scaling through delegation? Delegate outcomes, not chores—and accept short-term pain for long-term scale. Many first-time managers keep their player tasks because they distrust others or fear being accountable for mistakes. That works for a quarter, not a year. By FY2026, targets rise while your personal capacity doesn't. Multinationals from Rakuten to Siemens train leaders to assign the "what" and "why," agree on milestones and quality criteria, then coach on the "how." Expect a temporary dip as skills climb; measure trajectory, not perfection. Do now: Pick two tasks you still hoard. Define success, constraints, and checkpoints; delegate by Friday, then coach at the first checkpoint.  Mini-summary: Let go to grow; specify outcomes and coach to capability. How can I balance micro-management and neglect in day-to-day leadership? Replace "hovering" and "hands-off" with scheduled, high-leverage follow-up. Micromanagement announces low trust; neglect announces low care. Instead, run structured check-ins: purpose, progress, problems, pivots. In regulated environments (banks, healthcare, manufacturing), confirm evidence of controls; in creative or GTM teams, probe learning, experiments, and customer signals. Across APAC, leaders who share decision frameworks (RACI/DACI; risk thresholds; escalation paths) cut rework and surprise escalations. Do now: Implement a weekly 20-minute "PPP" per direct report—Progress (facts), Problems (risks), Pivots (next choices)—with artefacts attached in advance.  Mini-summary: Neither smother nor ignore—use predictable, evidence-based check-ins to align and de-risk. When should leaders "lead from the front" versus "get out of the way"? Front-load leadership in ambiguity; step back once clarity, competence, and controls exist. In crises, new markets, or safety-critical launches, visible, directive leadership calms noise and sets pace (think: first 90 days of a turnaround or a factory start-up). As routines stabilise, flip to servant leadership: remove blockers, broker resources, and celebrate small wins. In Japan, Nemawashi-style groundwork before meetings accelerates execution; in the US and Europe, crisp owner-dated action registers keep speed without rework. The best leaders oscillate based on context, not ego. Do now: For each initiative, label its phase (Explore/Build/Run). Explore = lead hands-on; Build = co-pilot; Run = empower with audits.  Mini-summary: Lead hard in fog; empower once the road is clear and guardrails hold. Conclusion: your real job is capability, culture, and controlled freedom Great organisations don't trade people for process or vice-versa—they orchestrate both. As of 2025, the winners grow leaders who tune controls to risk, develop people faster than targets rise, and delegate outcomes with smart follow-up. Stop carrying the team on your back. Build a team that carries the work—safely, compliantly, and proudly.  Optional FAQs Is micromanagement ever right? Only for high-risk, low-competency tasks; use it briefly, with a plan to taper. What if my team is slower than me? That's normal initially; coach cadence and quality, not perfection. How do I avoid regulator trouble? Document controls, evidence checks, and incident response paths; audit monthly. What do I say to ex-peers I now manage? Reset expectations: new role, shared goals, clear decision rights, and escalation routes.  Next steps for leaders/executives Write your one-page controls charter and review it with Legal/Compliance. Convert two "player" tasks into delegated outcomes this week. Install weekly PPP check-ins with artefacts attached in advance. Map each initiative to Explore/Build/Run and adjust your involvement accordingly.  Author Credentials Dr. Greg Story, Ph.D. in Japanese Decision-Making, is President of Dale Carnegie Tokyo Training and Adjunct Professor at Griffith University. He is a two-time winner of the Dale Carnegie "One Carnegie Award" (2018, 2021) and recipient of the Griffith University Business School Outstanding Alumnus Award (2012). As a Dale Carnegie Master Trainer, Greg is certified to deliver globally across all leadership, communication, sales, and presentation programs, including Leadership Training for Results. He has written several books, including three best-sellers — Japan Business Mastery, Japan Sales Mastery, and Japan Presentations Mastery — along with Japan Leadership Mastery and How to Stop Wasting Money on Training. His works have been translated into Japanese, including Za Eigyō (ザ営業), Purezen no Tatsujin (プレゼンの達人), Torēningu de Okane o Muda ni Suru no wa Yamemashō (トレーニングでお金を無駄にするのはやめましょう), and Gendaiban "Hito o Ugokasu" Rīdā (現代版「人を動かす」リーダー). Greg also publishes daily business insights on LinkedIn, Facebook, and Twitter, and hosts six weekly podcasts. On YouTube, he produces The Cutting Edge Japan Business Show, Japan Business Mastery, and Japan's Top Business Interviews. 

COLOMBO AND COMPANY 0:00 SEG 1 Chuck Schumer out in 2026? 11:58 SEG 2 Rodney Boyd 25:00 SEG 3 Danny Define https://newstalkstl.com/ FOLLOW TONY - https://x.com/tonycolombotalk 24/7 LIVESTREAM - http://bit.ly/NEWSTALKSTLSTREAMS RUMBLE - https://rumble.com/NewsTalkSTL See omnystudio.com/listener for privacy information.

In the design industry, clarity is power. Whether you're running a firm with a business partner, leading a solo practice with or without a team, or collaborating with your spouse, like today's guests, how you divide tasks can make or break your projects and your business. Marli Jones and Michael Kreuser share how they define their roles, delegate responsibilities like procurement and project management, and rely on trusted team members to keep every project running smoothly. There's real value in having clear job descriptions—for project managers, operations managers, and even for yourself—so that creativity can flourish without chaos. In this episode: - Establish clear roles and responsibilities—clarity eliminates confusion. - Define ownership and decision-making authority from the start. - Use contracts and agreements to keep partnerships clean and professional. - Build systems and processes before you delegate. - Separate creative work from operations for balance and efficiency. - Foster a culture that accepts mistakes and learns from them. - Choose clients based on fit, not just project size or budget. - Let process create space for creativity and innovation. - Empower your team with trust, autonomy, and shared accountability. - Nurture strong relationships with clients, trades, and vendors.

Hero culture caps growth. Eric and process-improvement pro George Pesansky show you how to trade capes for systems using a no-BS What–Why–How framework. Define the what (outcome), clarify the why (priority), then let your people own the how. We unpack faster bad-news communication, direct vs. root vs. latent causes, the Golden Hour for standardizing wins, and the Four M's (Man, Machine, Material, Method). If you want a business that runs when you step away—and gets the most out of your people—this episode is your blueprint. Grab George's book Superperformance or visit myblendedlearning.com.     90-Day High-Performance Dashboard You can't afford to let your people drift. To drive real performance, you must coach with clarity and purpose.   Use the 90-Day High-Performance Dashboard to: Get clear on what matters most. Drive focused action and accountability. Strengthen trust and deepen relationships.   Success doesn't happen by accident. It happens when leaders coach with precision and consistency. Download the 90-Day High-Performance Dashboard here: https://www.constructiongenius.com/high-performance-in-a-new-role Coach your team toward real results — one conversation at a time.     Resources to Help You Win in Construction

Send us a textIn this episode, Dr. Elizabeth Anson and Dr. Luke Viehl from the CHNC Transport Focus Group discuss establishing consensus definitions for emergent neonatal transports across North American NICUs. Using a modified Delphi process, they surveyed 48 CHNC sites on diagnoses, clinical signs, and specialized equipment, achieving over 80% consensus in all categories. Standardized criteria aim to improve timely stabilization, support resource allocation, and facilitate advocacy with hospital administrators and insurers. Practical implications include guiding training, optimizing transport team composition, and integrating with initiatives such as therapeutic hypothermia for HIE. This work lays the foundation for research, system-level improvements, and safer, more equitable neonatal transport practices.Support the showAs always, feel free to send us questions, comments, or suggestions to our email: nicupodcast@gmail.com. You can also contact the show through Instagram or Twitter, @nicupodcast. Or contact Ben and Daphna directly via their Twitter profiles: @drnicu and @doctordaphnamd. The papers discussed in today's episode are listed and timestamped on the webpage linked below. Enjoy!

Tony Dale in for Tara - Tues Nov 11 2025 - H1 -Seg 2 - Are we in the nature of war now? Let's define war

Tony Dale in for Tara - Tues Nov 11 2025 - H1 - "Are we living up to the sacrifices of the soldiers before us? " , " Are we in the nature of war now? Let's define war" , " We are in the midst of Civil war 2.0" , " We are in the midst of Civil war 2.0"

In this episode of Screw It Just DO It, my friend Jeannette Linfoot sat down with Juliet Barratt, co-founder of Grenade, in a fireside chat recorded live at the Festival of Entrepreneurs. Juliet shares how she went from being a teacher who hated structure to building one of the UK's fastest-growing performance nutrition brands and selling it to Mondelez for £200 million.Juliet is honest, practical, and refreshingly self-aware. She talks about the reality of starting with no money, working from a freezing warehouse, and learning through mistakes. She explains why branding matters more than hype, how hiring the right people transforms a business, and how to know when to let go.This episode is packed with real advice for founders who are scaling, thinking of exiting, or simply trying to find their next move. Juliet reminds us that success isn't about the number in the bank but the freedom to choose how you spend your days.Key Takeaways:Build a brand, not just a product: Identity creates longevity.Hire for attitude, not just skill: The right mindset drives growth.Remember why you started: Belief carries you through the hard days.Prepare for the exit emotionally: Purpose matters after the sale.Define success on your own terms: Freedom is the real goal.

Host Jen Barkan and DYC Online Sales Coach Amanda Martin are digging into Q3 benchmarks on this episode! Tune in for a key conversation defining what really counts as a lead and how to measure your true contribution to your company's revenue.From aged leads to tracking, they uncover how top OSCs are keeping conversions strong and consistency high even as lead volume shifts. Amanda also shares insights from her latest article, “Playing the Long Game,” on how persistence and tracking pay off over time.Special AnnouncementsOnline Sales Nation LIVE – November 19: Learn from the 2025 Home Builder Survey Shop ResultsOnline Sales Academy – January 28-30, 2026: Ideal for new OSCs or anyone ready to sharpen foundational skillsOSA Leadership Edition – February 20, 2026: An intimate, year long event that kicks off in-person after IBS designed exclusively for online sales leadersTITO (Top Industry Talent Online) [08:10]Ruvam Yakimchuk at Holt Homes – Sending personalized video emails to every lead and seeing major resultsBenchmark BreakdownThe surprising share of total sales still coming from online appointmentsProspecting that's doubling the benchmark for aged lead conversionsCount in dollars, not just sales, to highlight your true valueKnow Your NumbersWhat truly counts as a lead and where “coming soon” communities fit inHandoff hygiene will make or break your paycheckOwn your details, own your seatSkills Check [29:40]Track aged leads (because consistency compounds).Share results in sales revenue, not just ratios.Define what counts: leads, appointments, and sales.Keep follow-up steady and strong.Play the long game - it's what builds your future pipeline.

Looking for daily inspiration?  Get a quote from the top leaders in the industry in your inbox every morning.   Every year, millions of attraction visitors lose hours in line instead of making memories. Since its inception, accesso's virtual queuing has saved more than 4.5 billion minutes of wait time, freeing guests to pack their day with more rides, eats, and excitement. The result? Happier guests who spend more and a better bottom line for you. Ready to turn waits into wins? Visit accesso.com/ROIClinic. The queues are virtual. The results are real. Nathan Caldwell is the Bestselling Author, Thought Leader, and Speaker of Empowering Kindness. A lifelong performer-turned-leadership coach, Nathan's early career on stage taught him how guest-facing energy is created (and depleted) every shift. He later guided culture and leadership through multiple corporate acquisitions, evolving his research and writing into the book Empowering Kindness and the practice behind it. Empowering Kindness supports organizations with practical, science-backed frameworks that lift performance by building trust, clarity, and courage. In this interview, Nathan talks about Empowering Kindness, developing leaders, and beating the calendar. Empowering Kindness “Kindness takes strength, bravery, and wisdom to execute upon.” Nathan pushes kindness far beyond “being nice.” Drawing on research and lived experience, he frames kindness as a disciplined leadership choice: seeing others' needs (empathy), stepping into the gap despite discomfort (bravery), and applying the right response at the right time (wisdom). He cites studies showing that environments rich in kindness elevate wellbeing and performance, arguing that people are literally built to respond to good. Leaders operationalize this by defining what kindness looks like in specific roles, training for it, and equipping teams to deliver it consistently—not hoping people will “just be kind.” Instead of the tired “compliment sandwich,” Nathan recommends an “Oreo” culture: clearly state what “good” and “excellent” look like, and call them out often. Doing so deposits trust so that hard feedback is welcomed rather than resisted. When leaders are known for recognizing excellence, coaching moments land as invitations to rejoin that standard, not as gotchas. The outcome is a reinforcing loop of clarity → recognition → trust → growth. Developing Leaders “They must be great at filling people up with energy.” Borrowing from his performer background, Nathan describes the “energy lifecycle” of guest-facing roles: guests draw energy all day; if leaders only pull, teams burn out. Great leaders replenish through coaching, recognition, and practical support. He also normalizes the loneliness of leadership and urges leaders to build peer networks, learn continuously (books, webinars, podcasts), and identify personal recharge rituals. The goal isn't endless cheerleading; it's deliberate energy management so people can show up strong for guests and each other. Nathan's prescription is both organizational and personal. Organizations should create forums and rhythms where leaders learn together and hold one another accountable. Individually, leaders must notice depletion, own recovery, and return to the floor refueled. That self-awareness is a kindness to the team: a recharged leader is capable of the courageous conversations and steady presence that growth requires. Beating the Calendar “You have to beat the calendar. You have to win against the calendar. Intentionality is the only way to do it.” Seasonality and turnover can't be excuses. Nathan warns against hoping people “pick up” experience during the busy months; that's how issues get swept under the rug until they become trip hazards. Instead, map the precise competencies leaders need (e.g., handling difficult conversations), then schedule training, role-plays, and practice reps before peak season. Treat these as must-run plays, not nice-to-haves. When intentionality leads, teams meet higher guest expectations without burning out. His approach centers on earlier, braver, better-prepared conversations. Define likely scenarios, script first lines, practice aloud, and debrief. Pair this with the “Oreo” culture so accountability sits inside an environment saturated with examples of “what right looks like.” The payoff: fewer surprises, faster course-corrections, and a leadership bench that returns each season stronger than it left. In closing, Nathan invites listeners to connect directly: Email him at nathan@empoweringkindness.com, visit empoweringkindness.com, and find him on LinkedIn.   This podcast wouldn't be possible without the incredible work of our faaaaaantastic team:   Scheduling and correspondence by Kristen Karaliunas   To connect with AttractionPros: AttractionPros.com AttractionPros@gmail.com AttractionPros on Facebook AttractionPros on LinkedIn AttractionPros on Instagram AttractionPros on Twitter (X)

Send us a textThe nonprofit sector is facing a “polycrisis”. In this candid conversation, we unpack how simultaneous shocks (policy shifts, funder chill, shrinking donor pools) are reshaping civil society and what small nonprofits can do to adapt. We talk about building durable strategies instead of episodic crisis responses, and how to make decisions that protect mission over ego. Just as importantly, we get real about leadership wellbeing: navigating fear, staying in productive tension, and knowing when to step back. You'll hear concrete ways to hold both urgency and care without burning yourself out or your team. On this week's episode of The Small Nonprofit Podcast, host Maria Rio sits down with consultant and movement leader Rachel D'Souza, founder and principal of Gladiator Consulting and a member of the Community-Centric Fundraising Global Council. Together, they explore how nonprofit leaders can stay grounded, collaborative, and courageous in uncertain times, and what this moment asks of all of us. The Highlights: Polycrisis = this is a structural reset, not a blip. Multiple shocks are hitting at once, from government pullbacks to donor-consolidation trends; this reset requires long-term strategy, not perpetual crisis appeals. Leadership in ambiguity: Discomfort isn't the same as harm; staying in relationship through tension is a core leadership skill right now. Mission over ego: When resources shift, leaders may need to right-size, share services, merge, or even sunset, to preserve gains made. Wellbeing as capacity: The sector isn't well; leaders need practices that keep them resourced enough to make hard, long-horizon decisions. Values alignment matters: If we claim justice externally, our internal policies and culture must reflect it. Actionable Tips for Nonprofits: Create a “durability plan,” not just a crisis plan: Define 12–24 month funding scenarios, decision triggers (e.g., reserves level), and pre-agreed pivots (program pause, shared HR/finance). Normalize productive tension: Add a “discomfort check” to meetings: name what feels hard, distinguish discomfort from harm, and agree on the next experiment. Protect leadership capacity: Set non-negotiables (quiet hours, coverage plans, reflective time). Model boundaries so the team believes you mean it. Align inside practices: Audit internal policies (pay equity, leave, flexibility) to match your external equity commitments. Then share that story with donors. Resources and Links: Guest: Rachel D'Souza— Founder & Principal, Gladiator Consulting Website: gladiatorrds.com  Instagram: @ConsultingGladiator LinkedIn: Gladiator Consulting / Rachel D'Souza Book a Discovery Call HereSupport the show Connect with the show: Watch the episode on YouTube; follow Maria Rio on LinkedIn for more conversations and resources. Or support our show. We are fully self-funded! Book a Discovery Call with Further Together: Need help with your fundraising? See if our values-aligned fundraisers are a fit for your organization.

Making Belief Practical—From Hiring to Customer Experience Introduction: In Part 2, we get into the how. Matt walks through what belief looks like in action—from hiring people who align with your culture, to defining values in ways people can actually use, to building customer experiences that transform relationships. This is packed with real stories from Apple, Nordstrom, and other brands that got it right, plus Matt's CADET framework that changes how you think about every interaction. Summary: We tackle the practical side of building belief-driven cultures. Matt shares how to hire for cultural fit and belief (not just skills), and walks through his experience scaling Apple retail from 10,000 to 25,000 employees without losing their DNA. We dig into why values are meaningless without tangible definitions, the power of storytelling in creating shared understanding, and the CADET framework for customer experience. Matt also explains why incentives must align with desired behaviors, using real examples of what happens when they don't. Key Highlights: Apple hired for people who loved the brand and wanted to serve, not for product expertise—then trained them Values need tangible definitions: what does "kindness" look like, sound like, feel like in your specific organization? The CADET framework: Connect, Assess, Deliver, Exceed, Transform—and why you can't skip steps Incentives and behaviors must align, or your culture breaks down (the e-commerce returns example) Key Takeaways: Hire for belief, train for skill. Look for alignment with your mission and values first, then build competence. Define your values in observable terms. Don't just say "kindness"—describe what it looks like in action and what it doesn't look like. Use storytelling to build culture. Get your team to share transformational experiences, then identify the common threads. Deliver flawlessly before trying to exceed. Master the basics (stated needs) before attempting to wow people with extras. Remove barriers to desired behaviors. If you want certain actions, make sure your incentive structure supports them, not fights them. Next Steps for Listeners: Pick one of your company values. Can you describe it in specific, observable terms? If not, gather your team and define it together using stories. Review your last few hires. Did you prioritize skills or cultural alignment? What would change if belief came first? Walk through a customer or employee experience using CADET. Where are you trying to "exceed" before you've "delivered"? Connect with Matt on LinkedIn.

In just one week, both officially and unofficially, Sony may have signaled that they, too, are looking towards the future with the PlayStation 6, and they've done so by fully unlocking Cloud Streaming on the PlayStation Portal as well. Is the PlayStation Portal now the best value in all of gaming? Plus, could Sony truly be exploring Cross-Buy with their PC Games? Or even introducing a PlayStation PC Storefront? Sean and Marc discuss what this could mean for PS6. We are also doing a special segment this week discussing the 10 Games That Define Us. How many RPGs are going to show up on Sean's list? Will Marc have a Sonic game on his? And which Resident Evil is Randy going to choose? Definitely worth checking out for sure.Plus, Rockstar has delayed Grand Theft Auto VI until November 19, 2025, a report from Bloomberg also alleges Rockstar may have fired over 30 employees for union busting. Nintendo Switch 2 and Switch 1 keep hitting milestones, more game delays, more layoffs, Overcooked getting a reality show, and a whole lot more!You can also watch this episode in video form on the W2M Network Youtube Channel, please give us a like, comment on the episode, and give the channel a subscribe and follow as well: https://youtube.com/live/nktlDOGc5_QListen as a podcast and give us a review on these platforms... Apple: https://podcasts.apple.com/ag/podcast/video-games-2-the-max/id886092740Spotify: https://open.spotify.com/show/2wjd0u3xO7TdAm4gKRM44LAmazon: https://www.audible.com/pd/Video-Games-2-the-MAX-Podcast/B08JJPTZTWPodchaser: https://www.podchaser.com/podcasts/video-games-2-the-max-181386Podcast Addict: https://podcastaddict.com/?podId=2465904IHeart Radio: https://www.iheart.com/podcast/53-video-games-2-the-m-28438312/ Check out other W2M Network Shows Latest Otalku Cafe Episode (Anime): https://youtube.com/live/yCAUV4Ox-rMRadulich in Broadcasting's Predator: Badlands Review: https://youtube.com/live/2roAR9ocYKYRadulich in Broadcasting's Gen V Season 2 Review: https://youtube.com/live/552VrxkBB04Follow on X (Twitter), Blue Sky, Instagram & TikTokSean on Twitter (X): https://twitter.com/W2MSeanSean on Bluesky: https://bsky.app/profile/w2msean.bsky.socialSean on Tiktok: https://www.tiktok.com/@sgarmer05Sean on Instagram: https://www.instagram.com/sgarmer05/Marc on Twitter (X): https://twitter.com/HumanityPlagueFollow Us on all W2M Network Social Media Follow us on Twitter: https://twitter.com/w2mnetworkFollow us on Twitch: https://www.twitch.tv/w2mnetworkFollow us on Instagram: https://www.instagram.com/w2mnetwork/Follow Us on Facebook: https://www.facebook.com/W2MNetwork

Ulysses S. Grant knew what the Stoics knew—that outside circumstances don't say anything about us, that it didn't matter, as Epictetus said, what we bear, only how we bear it.

Your nonprofit has a strong 2026 strategy. But is your team ready to bring it to life? If your team isn't fully equipped to deliver on your goals, you could be missing the bridge between strategy and success.That's why, in this episode, I'm sharing a little of what it takes to align your L&D efforts and your nonprofit strategy by breaking down the five steps you can take to build a training plan that enables your organization and your people to achieve those 2026 goals.▶️ Five Steps to Align Your People Development Efforts with Your Nonprofit Strategy▶️ Key Points:01:20 The value of getting support to build  the right training plan04:38 Step 1: Review your organization's strategies05:15 Step 2: Define what your people need to do05:48 Step 3: Identify the gaps, roadblocks, or pain points07:08 Step 4: Prioritize the needs08:41 Step 5: Determine how to close the gapsResources from this episode: If you want to learn more about how I can support you  in creating a plan for your team, fill out this form. Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

At the root of many sleep disorders of sleep fragmentation. It's a big part of sleep medicine that many people don't know much about. In this episode we will:Define sleep fragmentationContrast the differences between arousals from sleep and awakenings from sleepUnderstand why sleep fragmentation goes unnoticed by providers and patients alikeList some common causes of sleep fragmentationReview how sleep fragmentation appears in sleep dataTouch upon research about sleep fragmentation specifically and performanceProvide strategies for reducing sleep fragmentationProduced by: Maeve WinterMore Twitter: @drchriswinter IG: @drchriwinter Threads: @drchriswinter Bluesky: @drchriswinter The Sleep Solution and The Rested Child Thanks for listening and sleep well!

Francisco Javier

In this episode of Agents of Nonprofit, I welcome Stephen Minix who shares how a personal setback led to his philosophy of perpetual positivity and a mission to transform how nonprofits use data. Stephen explores the power of aligning “head and heart” — blending measurable impact with human stories — and challenges the sector to move beyond using data for validation toward using it for growth and learning. Topics We Cover:Why “perpetual positivity” is more than optimism — it's a strategic leadership mindsetHow nonprofits can balance head and heart — using data and storytelling togetherThe DCAL framework for turning data into insight: Define, Collect, Analyze, LeverageWhy funders must shift from rewarding validation to supporting honest learningThe pitfalls of short-term funding cycles and how they distort long-term impactHow AI can act as a “nudge” tool to streamline nonprofit operations and free up creative timeTo Learn More and Connect with Stephen:Email StephenStephen Minix on LinkedInSupport the show

In this Amuse Bouche leadership episode, Theresa Cantley shares how to lead through change, adversity, and transformation — especially when your team is resistant, risk-averse, or uncomfortable with uncertainty. Through real case examples from the hospitality industry and her own leadership experience, Theresa reveals how to summon the best of who you are, communicate with conviction and adaptability, and create alignment even when the path forward is unclear. If you're navigating restructuring, growth, or major shifts in your business model, this episode gives you the mindset and practical steps to move your team from resistance → action → ownership. ⏱️ Timestamps 00:01 — Introduction to the Amuse Bouche leadership series concept  01:10 — Rapid change in business: economy, supply chain, tech + AI 02:21 — Leadership can feel lonely — but you're not alone 03:50 — Change starts internally: building from the inside out  04:50 — Why old systems stop working and small changes matter 06:15 — Case study: navigating setbacks (leadership change + fire) 07:15 — When leading feels like pushing a boulder uphill 08:10 — Step #1: Summon the best of who you are 09:41 — Conviction + adaptability = empathetic leadership  12:08 — Listening beneath resistance and frustration 14:27 — 3 ways people respond to change  16:51 — The cost of avoiding hard conversations  19:19 — Complaining vs. stepping out of the comfort zone 21:24 — The demand zone: when your vision requires more  23:38 — Flow zone: alignment and momentum 26:03 — Regulating emotion as a leader  28:30 — Step #2 and #3: Define the vision, create the plan, be the example  30:04 — Pivoting when decisions don't work out  32:17 — Getting off the hamster wheel to lead effectively  34:28 — Final takeaway: growth requires leaning into change. ⭐ Key Idea "We must first summon the best of who we are. When we lead with conviction, empathy, and emotional regulation, we become the change maker — not just the one enforcing change."  This episode is for Founder CEOs, business owners, and leaders navigating change, growth, or transformation.

In this talk, I share why clearly defining roles is a key staple of a leader. You will have better employees that way. CONQUER SHYNESS

¿Te has fijado cómo cambia todo tu día cuando no recibes el reconocimiento que esperabas?

Thanks to Daniel Simons, we take turns at guessing what video games define us. Join the ECG4ECG group on Facebook to suggest a topic! Hosted on Acast. See acast.com/privacy for more information.

On this seventh iteration of our award-worthy game show filled with obscure jargon, fake definitions, and expert tomfoolery: past winners battle to determine the champion of champions. (Also, Adam.)

Self-Paced Resources:Subscribe To The Daily Podcast: https://yourlevelfitness.com/podcastNew To The YLF Philosophy? Start Here: ylf30.comDaily Accountability And Structure For Your Self-Paced Inside/Out Process: https://yourlevelfitness.com/daily-emailQ&A Response YouTube Playlist: https://www.youtube.com/playlist?list=PLjSupgaY5KA66MD2IdmCwFhLFbDe-pk1lIndividualized Guidance From DarylJoin The YLF Experience: https://app.moonclerk.com/pay/5t93iox9udm3Compare All Service Levels: https://yourlevelfitness.com/coachingGet Your Merch, Mugs & Wall QuotesShop The Current Collections: https://yourlevelfitness.shop/collectionsEpisode DescriptionIn this quick mini rant from episode 2023, I talk about the dream you label as crazy. The one people say is not reasonable, too big, never been done. I want you to go after it. You get one life. I do not want you carrying regret because you talked yourself out of what you really wanted.I share why the point is not only landing exactly where you aimed, but becoming the person who takes the swing. When you move, you either arrive where you intended or you end up somewhere better for you. Settling is a habit. So is choosing yourself. Curiosity beats criticism, and action beats waiting every time.Use this episode as a nudge to back your ambition today. Define the first step. Take it before your brain starts negotiating. Send me your thoughts and your next action. I want to hear what you are going after and how you are moving on it.Try this today.Write down the wild goal in one sentence. List one ten minute action you can do now. Do it, then reply and tell me what you did.Please share this episode with anyone you think would be interested in listening to it.Visit darylperrypodcast.com for links to the show page on each of the major podcast directories. From there, you can subscribe and share this pod.For comments, questions, topic ideas, possible collaborations please email daryl@yourlevelfitness.com

Episode Description Right now, someone across town is thinking about you. You're on their to-do list. It could be your boss. Maybe your spouse. A client with an emergency that becomes your priority. They're going to walk through the door, send a text, make a call. And suddenly you're doing something you never planned on doing. Scott reveals the daily battle everyone faces—and why most people spend their entire morning before lunch working on somebody else's dreams. Your vision stays on the back burner. Your internal mission gets delayed till tomorrow. Your agenda? Completely hijacked. The solution isn't ignoring everyone. It's defining three non-negotiable things before anyone gets access to your time. Featured Story A client asked Scott what she should pay attention to most with all the craziness and everyone needing something from her. Scott told her the truth. He pays attention to his agenda first. When he crosses paths with other people's agendas, it doesn't have to be his way or the highway. But he must continue living his life to get the results he wants—without delay or distraction. She asked if that meant ignoring everybody else. No. Just acknowledging that every person is on their own path. And since everyone's on their path, you'll always have the opportunity—willingly or unwillingly—to be pulled into their agenda. If you let that happen, you detour from your dreams. She got it pretty fast. "You're saying I need to take control of my agenda." Exactly. Because if you don't take care of your agenda, somebody else will control it for you. Important Points Every person you meet is on their own path and will try to pull you into their agenda, whether they mean to or not. Most people, before lunch, have spent their entire morning working on somebody else's dreams. Taking control of your agenda isn't selfish—it's being your own person and protecting your vision. Memorable Quotes "If you don't take care of your life, your agenda, somebody else will control it for you." "The world is going to do what the world is going to do. It always has, it always will." "You're the only person living between your ears. Every single thing in this world is just about you. Get right with yourself and go out and change the world." Scott's Three-Step Approach Before anyone gets access to your time today, define your agenda for the day and this week. Write down three non-negotiable things that must happen today—not 30, just three. Remember, everything else is negotiable, but those three things get done no matter what happens. Chapter Notes 0:26 - Someone has you on their list right now 2:29 - Pay attention to your agenda first, always 3:54 - Everyone's path will pull you off track 4:09 - They'll control your agenda if you don't 5:12 - The world does what the world does period 6:37 - Before lunch you've worked their dreams 8:25 - Define agenda before anyone gets access 9:15 - Three non-negotiable daily things assignment Connect With Me Search for the Daily Boost on YouTube, Apple Podcasts, and Spotify Email: support@motivationtomove.com Main Website: https://motivationtomove.com YouTube: https://youtube.com/dailyboostpodcast Instagram: @heyscottsmith Facebook Page: https://facebook.com/motivationtomove Facebook Group: https://dailyboostpodcast.com/facebook agenda control, daily priorities, protecting your time, three things daily, non-negotiable tasks, defending your vision, someone else's agenda, morning priorities, being your own person, vision protection, daily planning, time hijacking, other people's dreams, controlling your day, intentional living, boundary setting, daily focus, personal sovereignty, life control, practical priorities, staying on track Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, Lindsey sits down with Jared Matthew Weiss, New York-based artist, writer, and researcher, and author of The Magic of Tiny Moments: How to Cultivate Love, Friendship, and Community. If you're craving deeper, richer relationships with others and yourself, this is for you.Morning Microdose is a podcast curated by Krista Williams and Lindsey Simcik, the hosts and founders of Almost 30, a global community, brand, and top rated podcast.With curated clips from the Almost 30 podcast, Morning Mircodose will set the tone for your day, so you can feel inspired through thought provoking conversations…all in digestible episodes that are less than 10 minutes.Wake up with Krista and Lindsey, both literally and spiritually, Monday-Friday.If you enjoyed this conversation, listen to the full episode on Spotify here and on Apple here.