Podcasts about delegating

For this episode, let's revisit a Case Interview & Management Consulting classic where we discuss why you should bring energy to the interview.   Lots of candidates leave it to the interviewer to determine the energy levels, tone and mood of the call. That is a bad idea. In our experience, the best candidates always bring a light mood to interviews. Seriousness can hurt you as it is confused for anxiousness. Delegating the mood to the interview is bad idea since it means the energy of the case will be largely out of your control. Moreover, unless you practice controlling the energy, it is unlikely you will have this skill to deploy in the case interview itself.   Here are some free gifts for you:   Overall Approach Used in Well-Managed Strategy Studies free download: www.firmsconsulting.com/OverallApproach   McKinsey & BCG winning resume free download: www.firmsconsulting.com/resumepdf   Enjoying this episode? Get access to sample advanced training episodes here: www.firmsconsulting.com/promo

A CEO doesn't do middle management... yet most moms are currently drowning in the role of Chief Information Officer for their own households. If you feel like your identity has shifted from a woman with dreams to a walking calendar for everyone else's life, let this episode be your catalyst to fire yourself as the family's "middle manager."  You'll get to reclaim the 90% of your brain's processing power currently held hostage by the memory tax. Press play to see how you can transition from the household storage bank into a strategic leader who delegates with ease and executes with clarity.  PS. Want to reclaim your time... and your sanity? Take the TIME TURNER QUIZ

In Episode 37 of the ArmaniTalks Show, I dive into the nuances of leadership and productivity. From the psychology of managing older employees to the controversial art of micromanagement, this episode breaks down how to command respect while delegating effectively. We also explore why clarity is your ultimate productivity hack and how articulating your why out loud transforms your vision. Plus, a look at why Reddit might actually be maturing you. GET LEVEL UP MENTALITY:

Kiera is here with a gift to make your practice even better: The three most common mistakes dental practices make, and guidance on how to get out of them. Is your practice making one of these mistakes? Delegating tasks without ownership Avoiding hard conversations Flying blind on your numbers 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, this is Kiera and today is one of my favorite topics of all time. It's how to avoid the pitfalls because I feel like these are costly mistakes that dental practice owners make. We make these costly pitfalls. We go into them. We don't know about them. And you guys, if you know me, I have a mantra and I say, don't lose money. I hate losing money. It's one of my biggest pet peeves and I don't want you to lose money. So I'm excited to talk about it. I hope you guys are excited because...   The reality is like so many people talk about like, success leaves clues and it does, but so does failure. And I I talk about this a lot when I present and when I speak and I say like success and failure are truly not radically different. They're not, they're like small little things. It's like successful practices are consistent. Successful practices put systems in, successful practices look at their KPIs, successful practices have team meetings that are effective. Successful practices have CEO time.   Successful practices have delegation and ownership. Successful practices ⁓ follow through. They look at their case acceptance. They make their re-care calls. They do their reactivation. They do different verbiage. Like that's what they do. Failure practices don't stay consistent. They always have an excuse. They're always blaming. ⁓ They don't check their case acceptance. They don't track their KPIs. They don't look at their numbers. They don't take CEO time. Like these are just little steps. And like with my fingers, if you're just listening, I'm like,   almost like scallops, like if we've got a middle point, success is I checked my KPIs, failure is I didn't check my KPIs. And while that's not like a huge move, it is moving you points away to where you end up either closer to success or closer to failure. And so I think when we realize this, these are the ones, like, how can I help you guys avoid these costs and mistakes? How can I like motivate and inspire you and like, not just motivate, but genuinely change you?   So that way it's not this I like, well, shoot, we're on failure row. Shoot, like, I don't really know about this. Like, I just want to talk about three of the most common mistakes that people make and how do you correct course because you're going to make mistakes. But like if I'm doing the scallops again, successful offices realize like we didn't do the KPIs. So we're going to start doing the KPIs and we don't miss those. We're going to hold the meetings and we don't miss those.   they course correct before they end up in the failure or the success bucket. They're course correcting constantly. And so this is just like where I'm at coaching hundreds and thousands of offices, team members galore, our team, like literally, I feel so blessed that we get to serve so many offices. I just saw like this really awesome highlight reel of all these doctors that came in person and I was watching it with Jason and I look over and Jason's just the sweetest thing. He's tearing up and he said, Kiera.   I knew when you started Dental A Team, it was going to be like, he's like, I never imagined it being what it is today. He said, but all those people's lives, including all of you listening to the podcasts, all of those lives that we've been able to change because of Dental A Team Gosh, that is just such a blessing. It's such a beautiful thing. And I just want to say thank you. Like, thank you for being here. Thank you for being a part of the offices. Thank you for being a part of my Dental A Team podcast family. Thank you for just showing up. Thank you for changing lives through dentistry. Thank you for giving people a gift of confidence. Like,   And for me to be able to give you a gift to make your practice even better, that's what I'm here for. That's what Dental A Team's about. So like we're here to help you recognize patterns. We're here to help you avoid burnout. We're here to help you make small changes before they become giant snowballs. And I think like my thought process has always been I'm here to positively impact the world of dentistry in the greatest way possible. We're here to share this podcast message with every single office out there. We're here to help offices realize like running a successful practice.   does not have to be hard. It can actually be easy. And let's give you the tools, the tips, the resources, all of that to make your life a grand success. So if that sounds great to you, we'll rock on. So step number one, mistake number one that's very costly is delegating tasks without ownership. So like so many offices, hear them like, Kiera, I listened to the podcast and we implemented it, but like it just didn't work out. And I'm like, yeah, cause you delegated it and you didn't have the structure, didn't have the ownership, you didn't have the accountability, you didn't have the metrics. Like, okay.   One of the doctors called this doctor out and they said, this doctor is a walking cheat, like cheat code. Go talk to him, go ask him what he does because he's been able to take his practice for massive success, which is true. When I met them, were doing about 1.5. Now we're clearing five. We're going to be crushing six to seven. And I just like, gosh, the giddiness in me for this office. Like they deserve the sun, the moon, the stars. Like you name it.   They're just such good humans. And so when I think about this, like we're talking, this is a practice that went from like 1.5, 2 million up to this six, $7 million practice now, something I've noticed. And like I said, this doctor is a walking cheat code. They, when we go in and we're like, okay, we're going to roll out this new process. So we're going to do a new process on how we do case acceptance, or we're going do new process on how we do cancellations. They don't just go to the team and be like, all right guys, we're going to do cancellations. They are like, we're going to build an SOP.   we're gonna have a team training, we're gonna have a metric, we're gonna do it for these four weeks. And they don't take a long time to execute on that. So it's like, perfect, we're gonna have this done in the next three weeks. But they execute, it's rolled out, it's like, it's very, very thorough. And this is a practice of a very large team and they all do it consistently. And when something gets off, they just go right back to the SOP, they update the SOP, where was it missed? What do we need to do? Let's do a team training on it. But I will say I've coached hundreds of offices and this is one office that I watch   constantly that is able to delegate, have ownership and be able to have a full team move and stay hyper accountable. So this is just like, you've got to have ownership. You've got to have SOPs. You've got to roll it out to the team, make sure everybody's aware. And then we've got to have the metrics and the check-ins to make sure something's not off. And if it is off, we follow through on it. So people know that when we roll out new processes, they're here to stick. They're not just like a flash in the pan of like, I heard it on a podcast. Let's try it out.   No, it's very, very, very thorough. So a quick check for you is like, go back and look at the last three things that you delegated. Did you assign them? Did you own them? And did you have follow up on it?   crickets. Yeah, yeah, because you did it. Darn it. But you're going to do it in the future. Or maybe you did. And I'm high fiving you. But most of the time, people don't. And this is so costly because then you can't ever be free. You think you're moving. You're taking one step forward, but you're actually taking like 500 steps backwards because nothing's actually getting delegated. Nothing's actually moving forward. And you're only relying on your A plus star players that are building all these ownership accountability pieces. And people are like, but I want everybody to be that way. And I'm like, human nature is not. Tell me how you're doing on your New Year's.   resolutions, probably not great because human nature by default doesn't stay accountable. Why do think I'm in business? because people, they know what they need to do. People are like, Kiera, I pay you to tell me like what to do that you do on the podcast. And it's like, yeah, because human nature is not follow through. Why do I pay a gym trainer? I've got all the resources, I got all the tools. I need somebody to literally hold me accountable to make me show up to work out. So look at the last three tasks. Did you delegate them? Was their ownership?   Did you follow up on them? Did they have a metric? If not, it up, fix that and start to delegate with ownership and accountability. So mistake number two, are you guys ready for this? It's avoiding hard conversations. ⁓ man, that's a crowd drop off. This is so real though, because we don't have like Patrick Lanziani has the five dysfunctions of a team. And if you and your team have not read this, I highly recommend it's a very easy fable. Have it as like some like,   evening reading. It's so fast, it's so easy and it's very, very great. And I think it's a reread. So if you've listened to it in the past or you read it, maybe do a reread. ⁓ But when we don't have trust and vulnerability and then we don't have healthy debate, AKA hard conversations, what happens is like little small issues become cracks and cracks aren't bad. But if cracks stay there, they actually break and then it becomes toxic and then it arose the entire team. So in leadership, we've got to have, let's like,   I coached his office. guys might know him. He's incredible. ⁓ They've got a lot of offices. think I did seven office visits ⁓ in three days. We were hauling booty. And I love this doctor because he pays for me to come in to coach his teams, to teach them how to have uncomfortable conversations, to remind them like this is why we're here. And the more we have just a few of these and we get away from the fear of discomfort.   and wanting to keep the peace, which is actually artificial harmony, we like care, we align and we move forward. And we use the sports analogy on this of, can you just imagine like pick your favorite sports team, basketball, baseball, soccer, I don't care what it is. Can you imagine for one second, like we'll just use basketball for instance, or football. Like if the quarterback or the point guard goes in, like let's do football, because they get thrashed. Like if that quarterback gets thrashed because his defensive line is not protecting for him.   or no one's open because they didn't follow the play, can you just imagine if that quarterback runs off the field and is like, hey coach, could you tell the defensive line to cover for me next time? Like absolutely not. Or if that quarterback is just like, I'm just so angry with my defensive line. Like they didn't block for me. Like, no, can you imagine? Like, no, they call it out. Like you got a freaking block for me. Like we need to win this game. I need this to happen. And they do it in real time because everybody on the team,   is committed to winning and they call each other in real time of their blind spots. Like my brother said, I'll play basketball. I played tennis. You got to call it in the moment. Like my dad is like, you got to call it in real time. You got to say, Hey, I need you to block. I need you to box out for me. I need you to like throw the ball. Like I'm here. Like I need you guys to get open, whatever it is. But like, if we can get a little bit better, that that's our culture rather than a, we sit here pretending to be perfect, but ultimately hating each other.   and hate's probably a strong word, but creating gaps. And so what I encourage is we normalize uncomfortable conversations. We normalize and encourage it. We push on peer to peer accountability. We have each other instead of it being up to the coach, AKA office manager or doctor, to each other, peer to peer, to where we talk about it. We wanna get the W, we wanna win. And so helping your team realize that this is going to be the best way for us to win is to have these hard conversations.   And it's not, I say it's not confrontation. It's just a conversation. Like let's take that hard out of there, but let's say what needs to happen. And so I would say, doctors, one of the worst things you can do to your great players is to tolerate the poor performance of a lower player. ⁓ Because they're watching you. They're watching to see standards are not what you say. They're what you tolerate. And so when you're A plus players are watching, like, well, doctor is going to do this constantly or doctors are not going to care about that. Now team members, can rise up and you can take care of things too.   Doctors, we've also got to make sure that we're encouraging and we're having the hard conversations too. I don't think you know how much I do not enjoy hard conversations, but I know as a leader, as a boss, as a CEO, as a consultant, I have got to have the hard conversations and I'm going to keep having them. They're not easy, but they are my responsibility and I'm going to show up as a good team member because actually that's better than living in artificial harmony. It's so much better. So there's a great quote.   If you want it, your success and happiness, that's my add on your success and happiness are directly proportional to the number of uncomfortable conversations you're willing to have. So if you want to grow, if you want to rise, how many of you look at your KPIs or your numbers like, gosh, freaking schedule is not full. Like, oh, like our profitability, like, but I go to my team meetings and I'm like, great job guys, you're doing great. Why don't we call it out? Hey, profitability is not where it needs to be.   What are our solutions to get it to where it needs to be? I'm not being a jerk. I'm not sitting here sizzling. Hey, our schedule is not up to goal. What are we doing to get that fixed? Let's have a conversation. Let's fix it. Let's normalize that. That's calling out in real time. Hey, our schedule is not to goal. Like what's our solution? How are we going to get there? It's like it's a huddle. It's a genuine huddle. Think about sports players. Like they get together. Like you need to block. I need you to call that person. I need you to do this. You guys need to call that all the hygienists. If you've got downtime, call seven patients, whatever it is. That's how we get the W.   something rude, let's normalize that we are a team. We call each other out. We celebrate when we win. Also like on the flip, like let's go to basketball, let's go to football. When they score a touchdown, the whole team that was just calling each other out of like, I need you to block, I need you to do this. They also go to the end zone and they freaking celebrate. They lift each other up, they're high-fiving. It's both. So let's make sure that we're calling each other out and normalizing that. And we're also celebrating and normalizing that as well. So this is something of, I would just encourage you to have   one honest conversation, and also I'd recommend in your next team meeting, let's have this if that's a standard, put it up in the break room. We normalize hard conversations. We encourage hard conversations. We are a company that does not sit in artificial harmony. Whatever it is, plaster that, build that into your culture. This is something you've got to like, if you guys could see, I'm like boxing out, like I'm pushing the defense. Like you've got to push this through all the way for you guys to get this to be that and to avoid that costly mistake.   All right, mistake number three. This one should come as a no brainer. You guys know I love numbers and numbers love me. It's flying blind on your numbers. So I think that production feeds the ego, profit feeds the family. So when I look at this, so many doctors are like, well, Kiera, I know you say that the numbers are there, but I don't have any money. And I'm like, yes, but making haphazard, crazy decisions because you're not looking at your numbers and you're not using them as a roadmap, you're just   flying by the seat your pants. And so when you look at this, you've got to know like, here's just a, guess, I guess to help you see like, am I flying blind on my numbers or do I maybe know my numbers? Question number one, what's your breakeven number? Now that's twofold. What's the breakeven number on the practice and what's the breakeven number paying you? Two questions, okay? My question is, what is your overhead on your supplies? What percent, what is your current overhead?   What is your debt services taken out of your overhead? What is your EBITDA? What is your net profit? AKA cashflow. Of that profit, are you saving your taxes? Hmm, something to think about. Fascinating, right? That's how you know. And if you can't answer those questions right now.   I know you're probably flying a little blind. Maybe you even just have like a eye patch on. That's okay. Maybe you're only half blind, not all the way blind. Or maybe you're like, Kiera, I'm walking in the dark. I don't even know any of that. don't even know where to find the PNL. It's fine. Wherever you are, you've got to get this dialed. Like I am a sticky broken record. haven't talked to her. Oh man, I'm so excited. She's going to get on podcast with me. And last year we were chatting and she was like, Kiera, like we were debating. Is she going to join consulting? Is she not going to join consulting? And she's like,   I have got to get profitable. And I said, all right, rock on, challenge accepted. We are going to get you profitable. I have been a broken record with this poor doctor for an entire year. It's production, profit, production, profit, production, profit, production, profit. Head down, produce, make sure your team's collecting and make sure we're profitable. That is what we've done all year long. And guess what? Come the end of the year, she's like, Kiera, I have so much money, I got to pay taxes on it. Like we did it.   and she did it in 11 months. So production, profit, production, profit. If you're producing, but you're not collecting and you're not looking at your numbers, you're not going to be profitable. If you're not planning for taxes and you're not saving for taxes, you're not gonna be profitable. If you don't know what your breakeven is on the practice and then what the breakeven is and what it needs to produce with you in there, you can't project this out and you can't forecast it and we can't figure out what your daily goal needs to be. And then you're just producing for the sake of producing for your ego.   Who was that a rank? Could you tell us there? If you like that email me Hello@TheDentalATeam.com. I might rap it. You guys, I used to have a rapper name Skittlez with a Z so I could wrap with Eminem. Tell Eminem I'd love to wrap with him. I've never gotten that far, but you know, Skittlez, Skittlez and Eminem. I don't know why I just told you that. Email me Hello@TheDentalATeam.com. If you think I should be Skittlez and rap it out. I'd love to hear from you. I genuinely love a good pen pal. So write me. But you've got to know your numbers. You have to.   non-negotiable. And this is, think, where accountability as a coach comes into play. I force our clients with our consultants to know their numbers. We call it the yes model. You've got to have your vision. That's the Y. E stands for earnings. You've got to be profitable, non-negotiable, otherwise go be an associate. And S stands for systems and team development. If we know the vision, when we look at the numbers, it's going to tell us the systems and team development we need to do, period. Period. That's the formula. That's all it is. So if you're flying blind on your numbers, like, ugh.   Guys, I'm scratching my head over here. This is stress. If you ever see me fluff my hair, it means I'm stressed, okay? My team has told me they're like, Kiera, what you do is it's a little like side fluff. And right now it's both hands fluff. Like I'm stressed out for you because I used to fly blind on numbers. So many clients flying by on non-numbers. They don't look at it. They've got multi-practices and they don't break it down. You guys, these are costly pitfalls. So remember, go back to the success and failure. They're not radically different. It's failure to look at the numbers.   It's failure to say like, I don't care if you don't know numbers or not, I don't know numbers either. But guess what? Kiera freaking loves numbers and numbers freaking love Kiera. That is how this works. It is, I'm going to force myself to learn this. You guys, on my goal board, I'm not joking you. I should like take pictures of this so you guys can see it. In my bedroom, Jason and I made this like joint goal board. If you guys wanna get your spouse involved in your life, cause you feel like you're just driving and growing without them.   Joint goal board between the two of us has been amazing and it sits in our bedroom. It's not pretty It was built on Canva. It cost me eight bucks. It took us a Sunday to do it together But I literally have this like sign and it says tax expert ahead. I Did not know taxes. I was getting burned every single year I was crying every single December and I was like I am never doing this again I'm going to become a freaking tax expert. I started reading books on it. I called up the CPAs. I started researching it I was like, okay, it's just a formula. Yes, of course. They're like all these ways I can reduce it   But at the end of the day, it's really just a very simple formula. Whatever my profit is, whatever my tax bracket is, I know, yes, yes, yes, yes, yes, this is a very simplified version. CPAs don't come after me right now. It's just truly like, if I can take that, I'm always gonna have a slush and I'm not gonna cry. And I figured it out. And for you, I want you to take it on like, you're gonna learn taxes. You're going to be profitable. I want your goal for 2026, 2027, 2028, 29, 30, 31, 32, 33, forever that you are profitable always.   I have a mantra and I say, Kiera Dent does not lose money. And I want you to be the same way. Always profitability, profitability, profitability, get the production, get the profitability. We got to, and again, the way we increase profit, increase production, increase collections, decrease costs. Those are the three levers. So look at the numbers, get your team bought in. This is a costly mistake that I don't want you to make. So commit that by Friday, you will have a KPI scorecard in place, or you're going to call Dental A Team.   TheDentalATeam.com go on over, email me, hello, book a call, whatever it is, I will help you out, but you are going to learn your numbers. There's no more excuses. It's not that hard. I promise you, our fee will offset the amount of money you are going to make. Most of our clients are like a two to one, eight to one, 10 to one ratio, meaning we are making that much more money. So a 10 to 30 % increase in production, 30 % would be a three to one ratio. Like you guys, it's insanity what we're able to do for offices. I love it. We usually pay for ourselves in the first couple of months.   So it's 100 % worth it. Know your numbers. You just knowing your numbers and tracking and measuring will make you more profitable. So don't be the person that has these costs and mistakes. You gotta take ownership. Like bottom line, the way we had this, mistake number one, delegating tasks and not having ownership. So think back to that. We gotta delegate like that office I told you about. Again, this is a $7 million practice. You wanna be like a $7 million? Do the things today to be the $7 million practice.   You've got to have the hard conversations, normalize that, have that be a part of your culture. And number three is you've got to freaking know those numbers. I love numbers, numbers love me. And if you're not great at this, that's why I've got the podcast. That's why we're here. Reach out, Hello@TheDentalATeam.com. Do not do this alone. Do not spend another minute struggling through these costly pitfalls. You don't deserve it. Your team doesn't deserve it. Your patients don't deserve it. So reach out, it's time. Hello@TheDentalATeam.com. But please commit to yourself that you're going to do this.   You're not failing. You're not clear over the failure bucket. You're just a few little shifts away from it. And again, remember success and failure are not radically different. They're just small little micro steps. You can quickly make those back and get closer to where you actually want to be. It's not huge. It's not hard. It's not all these crazy things. It's small incremental changes that are going to radically change your life. So make the call, make the changes, commit. You're worth it. You deserve it. And as always, I'm cheering you on forever and ever.   I'm here on your team. I'm here in your corner. I'm here in your air pod. Wherever I'm at, just know I'm rooting for you. You deserve it. Let's do this together. Let's have you do this on your own, whatever it's going to be, but commit to not having these costly mistakes be your mistakes. And as always, thanks for listening. I'll catch you next time on the Dental A Team Podcast.  

Delegating tasks keeps you busy. Delegating outcomes changes everything. In this episode, I break down the real difference between assigning work and asking someone to own a result—and why outcome ownership requires agreement, trust, and the right match between people and responsibility. If scaling still feels heavy, this is why. Episode Highlights 00:00 Introduction: The Managerial Dilemma 00:10 Task Proficiency vs. Leadership Skills 00:21 The Side Benefits 00:24 Common Challenges in Management 00:28 Aspiring Leaders in Organizations Resource The Board Clarity Club A monthly membership for boards that provides training and live expert support to help your board have total clarity on how to be the best board possible. Learn More >> About Your Host Have you seen Casino Royale? That moment when Vespa slides in elegantly, opposite James, all charming smile, razor-sharp wit and mighty brainpower, and says, "I'm the money"? Well, your host, Sarah Olivieri has been likened to Vespa by one of her clients – not just because she's charming, beautiful and brainy– but because that bold statement "I'm the money" was, as it turned out, right ON the money. Sarah helps nonprofits transform their organizations from failing to thriving. And she's very, very good at it. She's brought nonprofits back from the brink of insolvency. She's averted major cash-flow crises, solved funding droughts, board conflicts and everything in between… and so she has literally become "the money" for many of the organizations she works with. As the former director of 3 nonprofits and founder of 5 for-profit businesses, she understands, deeply, the challenges and complexities facing organizations and she's created a framework, called The Impact Method®️, which can help you simplify operations, build aligned teams and make a bigger impact without getting overwhelmed or burning out – and Every. Single. One. Of her clients that have implemented her methodologies have achieved the most incredible results. Sarah is also a #1 international bestselling author, holds a BA from the University of Chicago with a focus on globalization and its effect on marginalized cultures, and a master's degree in Humanistic and Multicultural Education from SUNY New Paltz. Access additional training at www.pivotground.com/funding-secrets or apply for the THRiVE Program for personalized support at www.pivotground.com/application Be sure to subscribe to Inspired Nonprofit Leadership so that you don't miss a single episode, and while you're at it, won't you take a moment to write a short review and rate our show? It would be greatly appreciated! Let us know the topics or questions you would like to hear about in a future episode. You can do that and follow us on LinkedIn.

Inefficient and don't know why? Jared will sort you out. Listen in for tips on creating and delegating workflows to make your firm's processes efficient from start to finish.  Next up, a brand new feature! In this, the inaugural edition of “Live From the Playroom,” Jared welcomes Nashville singer-songwriter Erinn Peet Lukes as the show's first-ever musical guest. Check out Erinn's music at erinnpeetlukes.com, and look for her upcoming solo album “EPL” on March 4th, available via your favorite streaming service. We loved having Erinn on so much, and wanted to share more of her scene, so we asked and she delivered. Check out this playlist Erinn put together for us featuring some of her Nashvegas friendshttps://open.spotify.com/playlist/7lNFmRUSAPrqtuj6X7QTJV?si=VlS7G3twTW2W-SwYo-C8WQ Oh, man! I bet you didn't know how much you were missing Jared's unique take on culture, legal practice, and whatever else pops into his head. But don't fret, there's plenty to go around. Jared's back with a new **WEEKLY** show, Legal Late Night, available not only on your favorite podcast app, but in living color on your neighborhood YouTubes. That's right, Jared's more than just a pretty voice. Join him and his guests in high-def 2D through the links below. Subscribe to Legal Late Night with Jared Correia on: Apple - https://podcasts.apple.com/podcast/legal-late-night/id1809201251 Spotify - https://open.spotify.com/show/0Rkik0LLMaU6u0e7AKfK9h Or your favorite podcasting app. And bask in the majesty of our YouTube here: https://www.youtube.com/channel/UCZO71dMbPZJWAKWw_-qrRRQ

Delegating is one of the hardest skills for side hustle owners to master, especially when you care deeply about your business and want everything done right. Today Renee Hastings shares why fear, perfectionism, and trust issues often stop entrepreneurs from letting go, even when they know it's holding them back. You'll learn: What tasks make sense to delegate first  How to set clear expectations so things don't fall apart Common mistakes that can derail the process If you've ever felt overwhelmed trying to do everything yourself, this conversation will help you start building a side hustle that can actually grow. Do you like what you're hearing? Consider giving it a caffeinated thumbs up. We'd really appreciate it! Need a little (and sometimes big) push to start and stay focused to grow your side hustle? Dive into my online Masterclass: How To Turn Your Thoughts Into Wanted Things. For the full show notes head on over to the home of Side Hustle Hero. https://www.sidehustlehero.com/181 Connect with Renee: Executive Help Now website Renee's LinkedIn Connect with Joan: Instagram Facebook About Joan Be on the show! Tell us about your side hustle success story!      

Artificial intelligence is everywhere—but most leaders still aren't sure how to use it effectively. In this episode of Bridge the Gap, we sit down with Tiffany Karlin and Nate Sundheimer of Wipfli to unpack what it truly means to be an AI-empowered leader in senior living.Rather than focusing solely on tools, Tiffany and Nate emphasize that successful AI adoption starts with a new mindset and self-awareness. They explore why culture, not technology, is the biggest barrier to transformation, how leaders can balance innovation with compliance, and why delegating work to both humans and AI is becoming essential.We unpack:Why AI adoption starts with leadership mindset, not toolsThe concept of the “AI-empowered leader”Delegating work to humans vs. AIOffensive vs. defensive AI strategies in senior livingMeet the Hosts:Josh Crisp: https://www.linkedin.com/in/joshcrispsocial/Lucas McCurdy: https://www.linkedin.com/in/lucasmccurdyseniorlivingfan/Connect with Our GuestsTiffany Karlin: https://www.linkedin.com/in/tiffany-karlin-b2942b Nate Sundheimer: https://www.linkedin.com/in/nathansundheimer Sponsored by Aline, NIC MAP, Procare HR, Sage, Hamilton CapTel, Service Master, The Bridge Group Construction and Solinity.Produced by Grit and Gravel Marketing.Become a sponsor of Bridge the Gap.

Anthropic's disclosure of model drift within its Claude AI system highlights growing risks surrounding governance and ongoing alignment of artificial intelligence. The company has revised its guidelines using a “Constitutional AI” approach, aiming to instill reason-based behavior and ethical boundaries, and has openly acknowledged that an AI's internal controls may shift unpredictably over time—a concern when models are deeply embedded in business workflows. This admission places attention on governance and accountability rather than just model safety, making clear that the AI a company tests may become materially different after extended deployment, especially as personalization increases.Supporting these concerns, Anthropic's research demonstrated that large language models—including those from Google and Meta—can experience personality drift, with unintended shifts in behavior due to instability of internal control mechanisms. Google's updated AI offerings, tying personal data from Gmail and Photos to generative model responses, intensify challenges around data governance and organizational control. As vendors expand AI personalization and memory features, oversight gaps can emerge, raising questions about who retains authority over information, inference, and decision-making within automated systems.Adjacent findings indicate that the anticipated productivity gains from AI have yet to reach most enterprises. According to surveys cited by Dave Sobel, over half of CEOs report failing to realize ROI from AI investments, while frontline employees describe AI integrations as sources of friction and additional workload rather than relief. In the MSP sector, widespread adoption of “agentic” AI and digital labor is delivering financial upside for some providers, but it is also shifting operational liabilities—especially as contracts and security architectures lag behind new workflow realities.The core takeaway for MSPs and IT service providers is the necessity of reexamining control, authority, and contractual obligations in AI-enabled environments. Delegating tasks to automated agents increases exposure to unpriced and unmitigated risks if governance, liability, and monitoring mechanisms do not adapt accordingly. Effective harm reduction in this landscape requires treating workflows—not just models—as security perimeters, clarifying accountability for AI-driven actions, and ensuring that contractual and operational frameworks reflect these new sources of risk.00:00 AI Governance Moves Center Stage as Models Drift and Personalization Deepen05:08 AI Boosts Executive Productivity While Frontline ROI and Employee Experience Lag07:51 AI Exposes the Real Divide: Governance Failures vs. Effective Oversight in Government Systems10:39 MSPs Chase AI-Driven Margins, but Workflow Security and Liability Define the Real Risk This is the Business of Tech.   

In this episode, Steve Fretzin and Noel Andrews discuss:Prioritizing others to drive long-term successDelegation as a lever for higher-value workHiring and managing support effectivelyShifting from doing to thinking as a leader Key Takeaways:Sustainable business growth comes from helping team members, clients, and referral partners achieve their goals first. Celebrate client milestones, develop your team, and make introductions without expecting immediate returns. Focusing outward builds trust, loyalty, and lasting relationships that compound over time.Lawyers often get stuck handling admin, marketing, and operations alongside legal tasks. Listing tasks to delegate frees you to focus on work only you can do and grow the firm strategically. Delegation transforms busywork into leverage and career impact.Start with clarity: define tasks first, then map them to a role, location, and level of support. Remote talent in regions like Eastern Europe or South Africa can provide high-quality work at a lower cost. Clear KPIs, meaningful projects, and trust are more effective than micromanaging hours.Resist the urge to control every detail; hire capable assistants to own outcomes. Delegating at a high level frees time for strategic thinking and future planning. Leaders must balance action with observation to maximize impact and firm growth. "Every single time I've ever done the next stage for me, or the next step in really investing in supporting my team, particularly in their personal lives, the results are just huge." —  Noel Andrews"Profit is what happens when you get everything else right." — Yvon Chouinard, Founder of Patagonia Check out my new show, Be That Lawyer Coaches Corner, and get the strategies I use with my clients to win more business and love your career again. Ready to go from good to GOAT in your legal marketing game? Don't miss PIMCON—where the brightest minds in professional services gather to share what really works. Lock in your spot now: https://www.pimcon.org/ Thank you to our Sponsor!Rankings.io: https://rankings.io/ Ready to grow your law practice without selling or chasing? Book your free 30-minute strategy session now—let's make this your breakout year: https://fretzin.com/ About Noel Andrews: Noel Andrews is the CEO of JobRack, a global recruitment company that helps entrepreneurs and business owners hire high-quality remote talent, primarily from Eastern Europe and South Africa. With a background in online business and operations, Noel specializes in building systems that allow founders to delegate effectively, scale sustainably, and reclaim time for higher-level thinking.Through JobRack, he has helped hundreds of companies move beyond founder overload by hiring experienced, proactive team members who can truly own outcomes. Noel is known for his practical, clarity-first approach to hiring, leadership, and remote team management, emphasizing trust, accountability, and long-term leverage over micromanagement. Connect with Noel Andrews:  Website: https://jobrack.eu/LinkedIn: https://www.linkedin.com/in/noelandrews/Ashley Robinson: https://www.linkedin.com/in/ashleyrobinsongcm/ Connect with Steve Fretzin:LinkedIn: Steve FretzinTwitter: @stevefretzinInstagram: @fretzinsteveFacebook: Fretzin, Inc.Website: Fretzin.comEmail: Steve@Fretzin.comBook: Legal Business Development Isn't Rocket Science and more!YouTube: Steve FretzinCall Steve directly at 847-602-6911 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Naphtali Hoff, PsyD - President of Impactful Coaching & Consulting: Becoming the Delegating School Boss: A Principal's Guide to Reducing Stress and Multiplying Leadership. This is episode 811 of Teaching Learning Leading K12, an audio podcast. Dr. Naphtali Hoff is an executive and performance coach and trainer. He is the author of Becoming the New Boss, a leadership book that helps new leaders hit the ground running and enjoy sustained success, Becoming the Productive Boss, which helps leaders and their teams get more of the right work done, and Becoming the Delegating School Boss, which helps school leaders clear their plates and empower their teams. More about his work can be found on his website, ImpactfulCoaching.com.  Our focus is Naphtali's latest book - Becoming the Delegating School Boss: A Principal's Guide to Reducing Stress and Multiplying Leadership. Awesome conversation! So much to learn and put to use! Practical! Thanks for listening! Thanks for sharing! Before you go... You could help support this podcast by Buying Me A Coffee. Not really buying me something to drink but clicking on the link on my home page at https://stevenmiletto.com for Buy Me a Coffee or by going to this link Buy Me a Coffee. This would allow you to donate to help the show address the costs associated with producing the podcast from upgrading gear to the fees associated with producing the show. That would be cool. Thanks for thinking about it.  Hey, I've got another favor...could you share the podcast with one of your friends, colleagues, and family members? Hmmm? What do you think? Thank you! You are AWESOME! Connect & Learn More: https://impactfulcoaching.com/ https://www.facebook.com/naphtali.hoff https://x.com/impactfulcoach https://www.linkedin.com/in/naphtalihoff/ https://www.instagram.com/naphtalihoff/ https://www.amazon.com/BECOMING-DELEGATING-SCHOOL-BOSS-MULTIPLYING/dp/B0GGZJ4951 Length - 55:51

In this episode, Tim Koller, co-author of Valuation and a leading authority on corporate finance, offers a substantive examination of capital allocation decisions under real-world constraints. The discussion moves beyond theory to explore how CEOs and CFOs should approach resource deployment in mature, capital-rich companies—where investment opportunities are limited not due to lack of ambition but due to economic reality. Key insights include: - Share Buybacks as Rational Policy: Many firms undertaking significant buybacks—particularly in tech, life sciences, and consumer products—do so because they generate more cash than they can reinvest profitably. Koller argues that, in such cases, returning excess capital to shareholders is not a sign of strategic failure but of disciplined decision-making. - The Fallacy of Diversification Without Advantage: Koller highlights repeated failures by capital-rich companies that expand into unrelated sectors to deploy cash, citing historical missteps in energy, utilities, and industrials. He emphasizes the need to assess whether the firm has a genuine competitive advantage before moving beyond its core business. - Granular Leadership in Resource Allocation: Effective CEOs are directly engaged with capital allocation at the business-unit level. Delegating such decisions without maintaining enterprise-wide oversight often leads to underinvestment in high-return growth areas and misaligned incentives at the divisional level. - The Perils of Uniform Cost-Cutting Mandates: Broad directives to improve margins often result in cuts to product development and customer experience—leading to long-term degradation despite short-term financial gains. Koller stresses the importance of distinguishing between cost efficiencies that enhance value and those that erode it. - Timing and Judgment in Capital Deployment: In cyclical, capital-intensive sectors such as chemicals and energy, building capacity in sync with competitors can destroy value. Koller calls for contrarian timing, grounded in independent analysis, even when boards and markets are predisposed to follow the cycle. Additional themes include the underuse of postmortems in capital projects, the misalignment between project planners and operators, and the distinction between executional and experimental failure. Throughout, Koller reiterates that sound capital allocation depends not only on financial modeling, but also on institutional learning, leadership judgment, and clarity of strategic intent. This conversation offers practical, senior-level guidance for executives, board members, and investors who must navigate capital planning amid structural constraints, investor pressures, and organizational complexity.   Get Tim's book here: https://shorturl.at/nk7Z9 Valuation: Measuring and Managing the Value of Companies   Claim your free gift: Free gift #1 McKinsey & BCG winning resume www.FIRMSconsulting.com/resumePDF Free gift #2 Breakthrough Decisions Guide with 25 AI Prompts www.FIRMSconsulting.com/decisions Free gift #3 Five Reasons Why People Ignore Somebody www.FIRMSconsulting.com/owntheroom Free gift #4 Access episode 1 from Build a Consulting Firm, Level 1 www.FIRMSconsulting.com/build Free gift #5 The Overall Approach used in well-managed strategy studies www.FIRMSconsulting.com/OverallApproach Free gift #6 Get a copy of Nine Leaders in Action, a book we co-authored with some of our clients: www.FIRMSconsulting.com/gift

This week on Call Her BrilliantStop delegating! It's not helping you get more done. And it might be what's burning you out. Unless you make this ONE brain shift. Is Dolly Parton still working the 9-5? No. At 79-years-old she works 3-7am apparently. I'll show you how to find your brain's perfect schedule. And no you don't have to get up Dolly earlyWhat do I really think of Pomodoro timers. The timer your brain actually runs on. And a tiny habit to feel FOCUSED on demand. 

Delegating should make your life easier, but most small business owners still feel overloaded because they mix up tasks, coordination, and decisions. In this episode you will learn how to delegate effectively by understanding the real source of your overwhelm. You will discover why hiring a VA is not the same as removing decision fatigue, why project management is not operational leadership, and how to diagnose the exact level of support you need.Resources: CEO Sprint private podcast. A short binge friendly audio series that walks you through five simple steps to streamline your business and reclaim your time without adding more to your plate. You can grab it at www.ceoamplify.ca/sprintIf you have been trying to work smarter not harder but still feel like everything depends on you, this conversation will help you understand why. We break down the four levels inside every business, the surprising ways you may be hiring too low, and the real reason your team still relies on you for every answer. You will walk away with a clear self diagnosis that shows whether you need a doer, a manager, or a strategic leader to unlock the freedom you have been working toward.Key Takeaways:The difference between executing work, coordinating work, and making decisionsWhy tasks, coordination, and decisions require different levels of supportHow to spot whether you are delegating responsibilities or just handing off tasksThe four levels inside every business and why you cannot live in all of themHow a DOO or Fractional COO carries both strategy and management in small teamsA simple self diagnosis to identify your true bottleneckWork With Donna: Book a Strategic Business Reset session and get clarity, focus, and a ninety day plan at www.ceoamplify.ca/focus

Did you like the episode? Send me a text and let me know!! Beat Imposter Syndrome & Stop Burnout: Practical Strategies for High AchieversFeel like a fraud despite your success? You're not alone. In this deep dive, we unpack imposter syndrome—the psychological state where you believe you're undeserving despite overwhelming evidence of your achievements—and reveal actionable strategies to break free.What You'll Learn: ✅ Why high achievers attribute success to luck instead of skill ✅ The "survival mechanism" behind self-diminishment ✅ How imposter syndrome directly fuels chronic burnout ✅ Concrete behavioral hacks to recognize your true worth ✅ The dangerous cycle of perfectionism and overworkKey Strategies Covered:1. The Accomplishment Audit Document specific micro-actions behind each win. Don't write "closed big deal"—write "spent 7 hours cross-referencing industry standards, leveraged 3 key network intros, restructured cost model."2. Active Strength Identification List inherent skills you undervalue and connect them to your achievements.3. Evidence-Based Thought Challenging When "I'm a fraud" thoughts appear, demand objective evidence. Your accomplishment stack will dwarf your fears.4. The "Thank You" Hack Stop deflecting praise. Say "thank you" and STOP. No "but," no self-deprecation, no minimizing.5. The Success Log Maintain a repository of achievement evidence: positive emails, compliments, metrics. Reference it during self-doubt.

In this first episode of the Heart of Rural America podcast for 2026, host Amanda Radke reconnects with her friend Calli Thorne, a ranch mom, entrepreneur, and fellow speaker. They discuss the challenges and rewards of operating a USDA federally-inspected beef plant named Yellowstone River Beef, their experiences in the cattle industry, and the importance of a positive mindset in overcoming business obstacles. Calli shares her strategies for balancing multiple responsibilities, including motherhood, business, and public speaking, by using a method of delegating or ditching tasks to focus on what truly matters. The episode delves into themes of entrepreneurship, leadership, and maintaining mental well-being while managing a busy, fulfilling life.00:00 Welcome to the Heart of Rural America00:34 Catching Up with Calli Thorne02:43 Challenges and Triumphs in the Beef Industry09:09 Balancing Business and Personal Life14:16 Mastering the Art of Saying No20:42 Empowering Women in Agriculture27:49 Final Thoughts and New Year MotivationShop Red Aspen: https://redaspenlove.com/pages/incentive?srsltid=AfmBOopNOkswz8PWWlG-dJfmkmIG30focRh90PpRD91xzZowMyvRnzNJ&pws=amandaradkePresented by Bid on Beef | CK6 Consulting | CK6 Source | Real Tuff Livestock Equipment | Redmond RealSalt | Dirt Road Radio | All American Angus Beef | Radke Land & CattleUse code RADKE for $10 off your next All American Angus Beef order at www.BidOnBeef.comSave on Redmond Real Salt with code RADKE at https://shop.redmondagriculture.com/Check out Amanda's agricultural children's books here: https://amandaradke.com/collections/amandas-booksLearn more about Bulletproofing Your Direct-To-Consumer Beef Enterprise: https://amandaradke.com/products/bulletproof-your-beef-business

Empowering Conversations and Entrepreneurial Journeys with Sharon RosenbaumIn this episode of The Samantha Parker Show, Samantha talks live from her co-working space, the Bryce Room at Kiln in St. George, Utah. She welcomes her longtime business associate, Sharon Rosenbaum. They reminisce about their past experiences, including the first event they attended together. Sharon shares insights about her entrepreneurial journey, her focus on women's empowerment through masterminds, and her previous venture, She Sparks. They discuss personal growth transformations, dealing with self-doubt, overcoming setbacks, and the importance of asking for what you deserve. Sharon and Samantha touch on the importance of feedback, setting goals, and the potential they see in the coming years. The episode offers a mix of personal anecdotes and practical advice for women entrepreneurs looking to grow and scale their businesses.00:00 Welcome to the Samantha Parker Show00:29 Introducing Sharon Rosenbaum01:55 Memories and Milestones03:38 Empowering Women in Business10:05 Personal Growth and Sobriety17:05 Looking Ahead to 202623:37 Overcoming Nervousness and Embracing Social Growth24:23 The Importance of Feedback in Business25:14 Inviting the Right People into Your Circle26:35 Creative Marketing Ideas27:22 Treating Yourself Bigger in Business34:06 Delegating and Growing Your Team37:10 Reflecting on Mistakes and Learning from Them39:53 Setting Clear Goals and Revisiting Them41:37 Charging What You're Worth and Expanding Creativity42:58 Final Thoughts and Personal WinsSHARON ROSENBAUM: https://www.instagram.com/heysharonrosenbaum?igsh=MTd4ajZuYzNrMGVqdg==Step into Your Sober Era! Are you ready to embrace a life of clarity and empowerment? ✨ Check out Sam's Sober Club on Substack for journals, tips, community and more [Subscribe Now ➔] Sam's Sober CLUB | Samantha Parker | Substack Want to Work with The Samantha Parker for Content Management CLICK HERE Follow me on TikTok https://www.tiktok.com/@samanthaparkershow YouTube https://www.youtube.com/@thesamanthaparker Instagram https://www.instagram.com/thesamanthaparker/

Would you like access to our advanced agency training for FREE? https://www.agencymastery360.com/training What do you do when a business partnership fails? Do you try to engineer the perfect agreement so the exit is clean, or focus on alignment long before anyone signs anything? The truth is, most agency partnerships fail because owners rush into them without slowing down to see the cracks. Preparing for the worst is not pessimistic. It is how you protect the business you are trying to build. Today's featured guest has gone through failed starts, broken agency partnerships, and overcommitting his time as the owner for fear of losing opportunities. He'll unpack 25 years of wins, mistakes, and hard earned clarity, from building his agency and how the biggest breakthroughs came from leadership shifts rather than marketing tactics. Andy Crestodina is the co founder of Orbit Media, a Chicago based web development and optimization agency approaching its 25th year in business. Orbit has grown to a team of fifty five and more than eight million in annual revenue. Andy is also one of the most respected voices in content marketing, with millions of readers, hundreds of speaking engagements each year, and a reputation for teaching real strategy instead of recycled tactics. In this episode, we'll discuss: Slow, organic for consistent agency growth. What a failed agency partnership can cost you. The hire that gives an agency founder their time back. Learning when "yes" becomes the problem. Subscribe Apple | Spotify | iHeart Radio Sponsors and Resources E2M Solutions: Today's episode of the Smart Agency Masterclass is sponsored by E2M Solutions, a web design, and development agency that has provided white-label services for the past 10 years to agencies all over the world. Check out e2msolutions.com/smartagency and get 10% off for the first three months of service. How Slow, Organic Growth Built a 25-Year Agency Andy was working as an IT recruiter in the nineties and found himself bored at his day job. He didn't get to build anything in that position and he had a lot of ideation urging him to do something else. Luckily, the internet offered him that chance. He could build a website and channel his creative energy through that side project. But could he do it full time? He had no resume and no portfolio to present to a potential employer. He realized it was easier to get a client to take a chance on him than it was to convince an employer to hire him. So he and a high school friend started building sites. The first partnership failed fast and then the second attempt grew slowly, quietly, and steadily for 25 years. The secret was not paid ads or cold outreach. It was content. Consistent publishing, useful insights, and a commitment to organic channels long before that became mainstream advice. When Agency Partnerships Go Wrong and What It Really Costs There are many stories of successful partnerships in the agency world, but overall the disaster stories are much more common. As Jason says, you either know the bad partner or you are the bad partner. Andy lived through one of the toughest versions of that story. He had three partners for a while. One of them ran an unprofitable department. Responsibilities were unclear. Values were not aligned. And when it came time to clean up the mess, a poorly written shareholder agreement became a bigger problem than the partner himself. Andy had to mortgage his home and personally lend the company money to buy out the partner. The agreement used the wrong valuation formula. The partner dragged his feet and what should have been a difficult but clean process turned into a long, expensive, emotionally draining separation. Looking back, Andy says something most founders never admit. A handshake would have been better than the shareholder agreement they had. The real mistakes came earlier: saying yes to a partner who did not share the same values, not slowing down long enough to evaluate the deal, and being hungry for growth and ignoring misalignment. The Leadership Hire That Gave the Founder His Time Back Around this time of misalignment between partners was when a long time client turned management consultant stepped in. He saw tension inside the partner group, so he moved to do a 360 review and surfaced the problems that no one wanted to say out loud. Andy was quick to spot that he would be a great addition to the agency, and so eventually, he became the CEO. That single hire changed everything. Andy was doing all the sales and marketing. Meetings all day. Proposals all night. Burning energy on tasks someone else should have owned years earlier. Once his new CEO came on board, he built systems, built a sales process, hired strategists to handle qualification and scoping. Suddenly Andy had 20 hours a week of his life back. He poured that time into content and went right into work. He doubled publishing frequency, launched a conference, wrote a book, held monthly live events, shot videos. The brand exploded. Their reach multiplied. The inbound engine went from effective to unstoppable. This is the founder shift so many agency owners avoid. Letting go. Delegating the work that drains you. Investing your best energy into the work that grows the company, not the work that maintains it. Saying Yes, Saying No, and Protecting Your Energy Andy admits he still overcommits. He still says yes to speaking engagements because he loves the stage and it generates leads, even though the constant travel wears him down. This is something many agency owners have to face. You may want the brand, speaking gigs and reach. But you also want to protect your energy so you do not turn into the hero who disappoints people when they finally meet you. At some point, you have to choose where your yes goes. Andy chose articles, newsletters, LinkedIn, webinars, a conference, and in person events. He let go of podcasting. He narrowed his focus so he could go deeper. That discipline, more than any tactic, is what keeps his inbound engine healthy 25 years later. The Tension Between Culture and Profit How do you balance loyalty to your team with the need for profit and EBITDA? Andy is still trying to figure this out. His team has an average tenure of eight years. Some team members have been there twenty. Andy cares deeply about them and their families. But agencies face moments when bonuses, salaries, utilization, and capacity collide. Where doing right by people and doing right for the business feel like competing priorities. There is no perfect answer. But there is a direction. Take care of your people first. Trust them to help you solve the profit problems. Fix leaks. Raise rates. Tighten scope. Operate like owners. And when the agency wins, let your team win with you. Culture breaks agencies faster than anything else. Profit can be fixed. Culture cannot be patched over. Do You Want to Transform Your Agency from a Liability to an Asset? Looking to dig deeper into your agency's potential? Check out our Agency Blueprint. Designed for agency owners like you, our Agency Blueprint helps you uncover growth opportunities, tackle obstacles, and craft a customized blueprint for your agency's success.

In this episode, Molly sits down with Elijah Angote, CEO & Founder of The Best Notary, to unpack how document concierge services are transforming estate planning practices. Elijah shares how outsourcing notarization, document proofing, and delivery frees attorneys' time; how remote online notarization expands client reach across states; why precision systems reduce stress and errors; and how tech-driven workflows boost efficiency, profitability, and client experience. Key Takeaways: Full-service document support including review, printing, notarization, and final assembly helps attorneys win back hours each week. Remote online notarization makes it possible to complete signings legally across state lines, increasing flexibility for clients. Delegating notarial work improves accuracy while eliminating major administrative drag on law firm teams. Services are tailored to each firm's standards for presentation, process, and client communication. Scalable systems remove geographic barriers, allowing firms to grow far beyond their local market. Quote for the Show: "We feel like it's a social justice issue… you help more people if you don't require the clients to drive into your office." - Elijah Angote   Connect with Elijah: Website: https://thebestnotary.net/  LinkedIn: https://www.linkedin.com/company/thebestnotary/  Facebook: https://www.facebook.com/TheBestNotary/  Instagram: https://www.instagram.com/thebestnotaries  Links: Website: https://hiringandempowering.com/ Facebook: https://www.facebook.com/hiringandempowering Instagram: https://www.instagram.com/hiringandempowering LinkedIn: https://www.linkedin.com/company/hiring&empoweringsolutions/ The Law Firm Admin Bootcamp + Academy™ : https://www.lawfirmadminbootcamp.com/ Get Fix My Boss Book: https://amzn.to/3PCeEhk   Ways to Tune In: Amazon Music - https://www.amazon.com/Hiring-and-Empowering-Solutions/dp/B08JJSLJ7N Apple Podcast - https://podcasts.apple.com/us/podcast/hiring-and-empowering-solutions/id1460184599 Spotify - https://open.spotify.com/show/3oIfsDDnEDDkcumTCygHDH Stitcher - https://www.stitcher.com/show/hiring-and-empowering-solutions YouTube - https://youtu.be/TpdiRCeNFSg 

Are you holding back your real estate growth because you're afraid to let go of control? In this episode of the Real Estate Excellence Podcast, Tracy Hayes sits down with the sharp and candid Sasha Tripp, founder of Story House Real Estate in Central Virginia. Sasha opens up about her journey from independent boutique brokerage owner to partnering with Real and Place to scale her operations without sacrificing her brand. With a strong emphasis on leadership, systems, and strategic partnerships, she shares how she broke through growth plateaus and found new ways to elevate both her agents and her own career. Sasha dives into the biggest roadblocks agents face when scaling: fear of hiring, delegation paralysis, and the unwillingness to systematize. She unpacks why mindset—not just skillset—is often the reason agents plateau. From firing her first assistant nine times (yes, really) to building a scalable machine supported by backend platforms like Place, this episode is a goldmine for any agent who's tired of doing it all solo and ready to make a quantum leap. Feeling stuck in your real estate business? Stop wearing every hat and start thinking like a CEO. Subscribe, leave a review, and share this episode with someone still trying to "do it all." Then ask yourself: Who do I need to hire next to level up?   Highlights: 00:00–06:15 From Boutique to Brand Powerhouse •        Sasha's journey from independent brokerage to Real •        Keeping Story House branding through private label •        Why she chose Real and Place for scale •        Saving money while gaining backend leverage •        Layering national partnerships while staying local 06:16–13:45 Hitting a Plateau and Finding Leverage •        Five years of stagnant growth despite experience •        Why doing more didn't move the needle •        Creating scalable opportunity through Place •        Building an exit plan and long-term value •        Staying relevant in a shifting market 13:46–21:12 The Hiring Mistakes Most Agents Make •        Why most agents fail at hiring help •        Delegating without systems leads to chaos •        Overcoming fear of expense and loss of control •        Creating SOPs and screen recordings for training •        Cost of turnover vs cost of staying stuck 21:13–29:30 From Pantyhose to Property Pro •        Sasha's start in staffing and sudden pivot •        Her eye-opening experience in warehouse HR •        Learning real estate out of curiosity •        Earning trust through education and networking •        The shift from focusing on homes to focusing on people 29:31–42:40 Mentorship Systems and Real Agent Growth •        Why most agents fail in their first year •        How Sasha mentors agents with structure and care •        What new agents should look for in a team •        The real impact of splits versus systems •        The role of video and authenticity in growth 42:41–58:00 Scripts Strategy and Seller Psychology •        Handling lowball offers with logic and empathy •        Sasha's 10-minute listing appointment strategy •        Getting hired by offering a clear roadmap •        How to stand out in a 3-agent interview •        Teaching agents to prep like CEOs 58:01–01:12:30 Market Shifts Buyer Broker Rules and Confidence •        The impact of NAR rule changes on buyers and sellers •        Sasha's approach to buyer broker agreements •        How it improved agent performance and professionalism •        Navigating commission conversations in today's market •        What experienced agents still get wrong 01:12:31–01:18:10 Real Talk Rapid Fire •        What Sasha stopped doing that changed everything •        Building trust through clear systems and boundaries •        Why real estate is now an authenticity economy •        Sasha's biggest leadership lesson •        How agents can prep for success in under 10 minutes   Quotes: "You're just one 'who' away from your next leveling up." – Sasha Tripp "There are no bad hires—only bad employers and bad onboarding." – Sasha Tripp "People want to trust someone. They don't need more info—they need authenticity." – Sasha Tripp "You can't grow by accident, you grow with intention." – Sasha Tripp   To contact Sasha Tripp, learn more about her business, and make her a part of your network, make sure to follow her on her Website, Instagram, and Facebook.   Connect with Sasha Tripp! Website: https://www.sashatripp.com/ Instagram: https://www.instagram.com/sashacharlottesville Facebook: https://www.facebook.com/sashafarmer   Connect with me! Website: toprealtorjacksonville.com   Website: toprealtorstaugustine.com    SUBSCRIBE & LEAVE A 5-STAR REVIEW as we discuss real estate excellence with the best of the best.   #RealEstateExcellence #SashaTripp #RealBroker #PlacePlatform #RealEstateScaling #SoloToCEO #AgentLeverage #BrokerageGrowth #RealEstatePodcast #LeadershipInRealEstate #RealEstateHiring #RealEstateMentorship #SystemsOverStress #AgentBurnout #StoryHouseRealEstate #RealEstateTools #RealtorLife #NAREthics #NewAgentTips #ModernRealEstate

Send us a textIn this episode of Better Skills. Better Doctors., I talk about what happens when we delegate our self-trust to AI, social media, or the hive mind instead of doing the harder, slower work of thinking for ourselves. I share my own experience using ChatGPT to write podcast episodes and why it left me feeling disconnected from my content and my audience. I also unpack the deeper issue behind this habit: many of us were never taught to trust our own thinking. Whether you're outsourcing decisions to Facebook groups, ChatGPT, or strangers on Reddit, the result is the same: you weaken the very muscles you're trying to grow. This episode is a call to stop avoiding the hard stuff, stop saying “I don't know,” and start treating your own brain like the best tool you have. Because it is.If this content and material resonates with you and you would like to pursue coaching with Rebecca, please visit:tcm-hub.com/fed and schedule a Breakthrough Call.

In this episode, I sit down with Jason Lavender—a real estate investor and former painting contractor—who gets real about his rocky relationship with money and how Profit First finally changed his life. Jason shares the painful truth about how he ran his business by looking at his bank balance, faced constant stress despite making money, and ignored the warning signs until everything boiled over.What makes this episode so powerful is Jason's honesty. He didn't get it right the first—or even the second—time he tried Profit First. But when he finally committed, delegated implementation, and surrendered access to his own money, everything shifted. We talk about how he transitioned from a chaotic hustle into a clear, structured, and profitable business, and how you can too.Episode Highlights[0:00] – Jason's early years as a painting contractor and the shift to real estate investing[2:59] – The stress and confusion of “bank balance accounting”[4:35] – How Profit First didn't stick the first two times—and what made it click the third time[5:33] – The critical moment: giving financial control to his assistant (his daughter!)[8:44] – Going all in on real estate—and leaving the painting business behind[10:00] – “Burning the ships” and betting everything on building his investment business[11:28] – Regret and hindsight: How Profit First could've helped during his business exit[14:07] – The turning point question: “Where did all the money go?”[17:25] – Building a real business, not just a hustle—and the peace that came with it[21:06] – What a healthy business looks like for Jason today: structure, clarity, protection[24:07] – The role of coaching and audits in getting brutally honest with the numbers[29:19] – Final advice for investors stuck in the financial fog5 Key TakeawaysFalse starts are part of the process. Jason didn't get Profit First right until he let go of control and got help.Delegating finances can be your superpower. Hiring his daughter to manage the system changed everything.Profit First brings peace. It gave Jason clarity, confidence, and control over his money and decisions.You can't fix what you won't face. Financial audits and coaching helped Jason confront what wasn't working.There's no shame in getting help. Real transformation happened when Jason stopped trying to do it all alone.Links & ResourcesFollow Jason on Facebook: https://www.facebook.com/jason.lavender.787084Check out Elevate Mentoring: https://elevatementoring.coachNeed help implementing Profit First? Book a call: https://www.simplecfo.comIf this episode hit home, don't forget to rate, follow, and review the show. And share it with someone who's tired of the hustle and ready to get financially healthy—for good.

"The best way to know what you're capable of is to throw yourself in the deep end and make all the key decisions." In this episode of Architect My Business, Aya Schlachter sits down with Richard Naish, one of New Zealand's most acclaimed architects, founder and creative director of RTA Studio, to explore the journey of building a successful architecture practice. They discuss the challenges of running a firm without formal business training, managing talent shortages, and setting up systems for scalable growth. Richard shares how he balances work-life priorities, leverages creative problem-solving, and sustains a firm over decades through client relationships, mentoring, and a culture that keeps teams long-term. They also cover marketing strategies, from awards and publications to reputation building, and the importance of designing sustainable, innovative projects, from mass timber buildings to the Living House, a carbon-zero, affordable home. This conversation is full of practical insights and lessons for architects and business owners on growing a firm without compromising quality, creativity, or team well-being. Key Takeaways: Working on different project types keeps ideas fresh and innovative. Eco-friendly buildings like the Living House prove green design is possible and cost-effective. Teamwork with experts and communities leads to innovative, meaningful solutions. Architecture can tackle housing shortages, climate change, and more. Setting goals and building systems from the start allows a small team to scale efficiently. Boundaries, regular breaks, and subconscious thinking spark creativity and prevent burnout. Creating a "come home to work" environment keeps staff engaged and loyal. Training the next generation ensures design and financial continuity. Technology can assist, but architecture must respond to people, light, and space. Timestamps: 00:00 – Episode Snippet   02:36 – Early career challenges and lessons from a recession 04:34 – Working on different project types and taking the leap to start his own firm 07:30 – Designing the E-Type House for a family's life cycle 11:34 – Scion Innovation Hub 15:19 – Designing with cultural respect and functionality 17:41 – The Living House: affordable, flat-pack, climate-positive home 21:55 – Prototype success and first-home buyer story 23:32 – Timber construction: sustainability and carbon benefits 25:07 – Myths about sustainable architecture and cost solutions 29:31 – Building a practice: challenges, mistakes, and strategic planning 29:58 – Sponsor Spotlight: Need extra hands to meet deadlines? MGS Global Group provides skilled architectural professionals on demand so your projects stay on track. Visit mgsglobalgroup.com.   33:29 – Balancing family life and running a business 36:11 – Growth ceiling and gradual expansion of RTA Studio 39:31 – Dealing with rejection and building relationships 41:33 – Collaborating with other firms and the value of referrals 44:29 – Delegating management duties to focus on design, clients, and mentoring 46:48 – How to ensure financial and design sustainability 48:08 – Creating a workplace culture that attracts and retains talent post-pandemic 50:08 – Marketing through strong reputation instead of traditional ads 52:06 – AI: A tool but not a replacement for human creativity 53:47 – What is the next thing for Richard Nish? 54:51 – Keeping architecture human-centered About the Guests: Richard Naish is the Founder and Executive Director of RTA Studio, a design-led architecture practice known for work that connects people, landscape, and culture. A Registered Architect and Fellow of the New Zealand Institute of Architects (FNZIA), Richard's philosophy, "What you draw is what you mean," has guided his career from studying at the University of Auckland to working on major heritage projects in London. Since founding RTA Studio in 1999, he has focused on creating sustainable, innovative designs rooted in 'New Zealand-ness' and has earned over 100 local, national, and international awards. Outside architecture, Richard explores art, photography, and sculpture, bringing the same adventurous spirit to his creative pursuits as he does to his buildings. Connect with RTA Studio: Website: https://rtastudio.co.nz Instagram: https://www.instagram.com/rtastudio/ LinkedIn: https://www.linkedin.com/company/rtastudio/ Other links: An Architect's Own Family Home of Pavilions and Courtyards is Named New Zealand's Home of the Decade

This Week In Startups is made possible by:Northwest Registered Agent - https://www.northwestregisteredagent.com/twistCrusoe - http://crusoe.ai/buildGusto - https://www.gusto.com/twistToday's show: Delegating is its own unique skill, requiring training and a real investment of time and attention.On TWiST, Jason chats for a full hour with the founder of one of his favorite startups, Athena, which trains online assistants and pairs them with busy founders and executives. (Jason has 2!) But getting the MOST out of your executive assistants is less obvious than it looks. Jonathan unpacks some of the secrets to “Black Diamond Delegating,” and how he manages to keep 6 different high-level helpers operating at once.Plus, Jason and Jonathan look back at the Open Angel Forum days, where Jason invested in Jonathan's previous company, Thumbtack, praise the “Checklist Manifesto,” discuss the telltale signs you've achieved market pull, and lots more insights.Timestamps:(01:53) We're joined by Jonathan Swanson from one of JCal's fav startups, Athena!(02:02) Jason and Jonathan first met during the Open Angel Forum, when Jonathan was working on Thumbtack(06:44) Finding the “little touches” that can help make an app more delightful(9:47) Northwest Registered Agent - Form your entire business identity in just 10 clicks and 10 minutes. Get more privacy, more options, and more done—visit https://www.northwestregisteredagent.com/twist today!(12:05) The shift from Thumbtack to Athena was all about time(12:52) How Jonathan delegates to 6 exec assistants at once(14:22) Pricing Athena's EAs: Jason runs the numbers(15:09) Why Athena made Jason believe in hiring assistants again(18:15) Getting past the “Cardinal Sins of Delegation”(19:38) Crusoe Cloud: Crusoe is the AI factory company. Reliable infrastructure and expert support. Visit https://crusoe.ai/build to reserve your capacity for the latest GPUs today.(20:48) Will AI ever be able to replace Athena assistants?(23:41) Inside how Athena finds and trains assistants from around the world(27:01) How JCal became an Athena Ambassador… and almost crashed the system!(30:55) Gusto - Check out the online payroll and benefits experts with software built specifically for small business and startups. Try Gusto today and get three months FREE at https://www.gusto.com/twist(32:11) The magic of having assistants work on “backstop projects” and creative tasks(37:14) How to know when you have achieved market pull(40:05) Why getting the most out of delegating takes real investment and training(44:36) More praise for the Checklist Manifesto(46:26) Jonathan gives us a peek at what “Black Diamond Delegation” looks like(52:14) Jason's early experiences hiring overseas assistants, from the Mahalo days*Subscribe to the TWiST500 newsletter: https://ticker.thisweekinstartups.comCheck out the TWIST500: https://twist500.comSubscribe to This Week in Startups on Apple: https://rb.gy/v19fcp*Follow Lon:X: https://x.com/lons*Follow Alex:X: https://x.com/alexLinkedIn: https://www.linkedin.com/in/alexwilhelm/*Follow Jason:X: https://twitter.com/JasonLinkedIn: https://www.linkedin.com/in/jasoncalacanis/*Thank you to our partners:(9:47) Northwest Registered Agent - Form your entire business identity in just 10 clicks and 10 minutes. Get more privacy, more options, and more done—visit https://www.northwestregisteredagent.com/twist today!(19:38) Crusoe Cloud: Crusoe is the AI factory company. Reliable infrastructure and expert support. Visit https://crusoe.ai/build to reserve your capacity for the latest GPUs today.(30:55) Gusto - Check out the online payroll and benefits experts with software built specifically for small business and startups. Try Gusto today and get three months FREE at https://www.gusto.com/twist

Kiera provides very specific tips for how a visionary CEO can keep their practice(s) flourishing on multiple levels without sticking their fingers in all the pies. She gets to the quick with a single question a leader should ask anytime a new task comes across their desk: Just because you can do something, does it mean you should? 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. This is Kiera and I'm excited about today's topic and I hope you are too. Delegation, I feel like it's such a, ⁓ feels so hard. It feels like what should I do? What should I delegate? What should I not delegate? And this is for like helping you get to multi-level success. So whatever your success level is, whatever you want it to be, delegation is a huge portion of leadership. And I feel like,   especially in multi-practices, if you want to get to multi-practices, that's kind how I'm going to highlight this today. You have to ⁓ really get good at delegation. It's not about doing more. It's about doing more of the right things ⁓ and doing less of everything. And so really, really, really getting into that zone of genius, helping you out with that. So I'm excited about this. ⁓ I'll kind of work it through in a couple of different parts to make this easier for you. It's helping you know, what should I delegate? What should I keep?   and how to lead across all the locations with clarity. Because as you scale, a lot of people forget that they have to delegate, that they have to get different pieces. And so what happens is things just start to fall off the wagon. And that can get really, really scary. And then you're trying to like catch it all. And so many people, when they get into multi-practice ownership, they tell me like, I wish I would have just stayed at one. And I think, well, yes, there are benefits to staying at one. You had a call inside, you're so wanting to grow. It's just hard right now because we didn't set it up as   successful as we could have. Now, I am not one to judge. I did the exact same thing. And so I know the the taffy pole stretch of trying to do every single piece when you're a multi-practice ownership. And so this is coming from real life tactical, curious life experience of what we see with clients to give you the tips of the trade, to give you the secrets to success and doing it here on the podcast in such an open, friendly, welcoming, no judgment zone. More to just give you a hug to tell you, hey, you're doing better than you think you are. And let's give you some tactical practical tips to help you out.   So, A Team, we're obsessed with single practices, so multi-practices. We love to help owners build thriving practices at all levels. We love to work with practices anywhere from the startup zone all the way to the multi-location zone. Whether your plan is to build it into a legacy practice or to sell to a DSO or to whatever it is, there is no right answer with Dental A Team. It is your right answer. It is what is best for you, your life, your practice, and also allowing you the freedom to change that. So.   working with doctors and their teams to get to that high level success. ⁓ We are ultimately here to help you have the most profitable practice, the happiest team, the thriving practice of your dreams, and to do it on the easiest way possible. So that's what we're about. This is for ⁓ true, true, helping doctors become true CEOs, not ⁓ operators of their businesses to own their businesses to act in that seat rather than being the managers that oftentimes they are. So step one, when you're moving into this multi-practice ownership,   you are shifting and I want you just to know your identity is going to be stripped away. You're going to become the same thing that you feel very uncomfortable in because you've never done this, but this is what your organization needs and I think so often owners fail to rise to the need of the organization of what it needs and they like to stay where it's comfortable. And I remember as an office manager, I like when I truly stepped into the office manager role, I'm like,   Well, this is weird. I don't even know what I'm supposed to do. And you've got to just settle in and you'll figure it out very quickly. so helping you just know as the owner CEO of the company, what you have to own, like your true role is to own the vision strategy and culture. These are things that do not get delegated out. They're the core of the leadership. They're you setting the example. And when I realized, like, I remember one day I Googled like, what does a CEO do? Like I truly did not know.   ⁓ because I'd been a manager for most of my life. I'd been a doer most of it. I did not realize that my job was to own the vision, the strategy, and the culture. Now, not all CEOs, not owners of businesses actually enjoy the vision. You might not be a visionary and that's okay. You might just need to have somebody paired with you who's a really strong visionary. There's usually a visionary integrator according to Traction by Gina Wickman that I choose to, I subscribe to the strongest. So I'd be like a CEO and a COO. ⁓   The CEO is the visionary, the CEO always operations the day to day making the dreams happen. So it's like Walt and Roy Disney ⁓ are some good examples of that too. So when I'm looking at as a portion that you cannot delegate away, you've really got to own this vision strategy culture. That's you, you're the culture master, you're the strategy, you're the vision. So where are we headed? What does that look like?   ⁓ What's our 12 month? What's our three year? What's our 10 year target? That can still be, you set the like framework, the team builds it into a full complete picture. And then what's the culture that we want replicated across all the teams. So ⁓ when we start to get that vision strategy and culture aligned and ⁓ owners don't delegate that, you then can bring in hires faster. You can have core values. You can have KPIs like, because we know it's very clear. How do we act?   What are we going towards? And then what are the things that we need to measure? So this is truly something that when I realized like that was my job and it was the bigger picture piece, there's other people that do the day to day. It felt awkward. I'm not gonna lie. Like I was like, ⁓ I feel like I'm putting on a different t-shirt today. And like, I don't even feel comfortable. Like I don't look good in yellow. Well, you might not look good in it, but this is what the organization needs and nobody else is doing this besides you. So ⁓ the question is, if you're a multi-practice ownership and you're in this ownership role, question one is,   have I clearly communicated our vision? It's like, if Kiera or the Dental A team were to walk into my practice today and ask any team member, would they know the vision of our company? That should be a resounding yes. And if not, you have not communicated it enough and it has not been clear enough. Does your entire company know the core values and do they live them? And does every single practice know what their targets are for that practice and the KPIs they're tracking?   It's very simple way to ask yourself this. And I love to ask this and I love to come to offices. If you were to ask any member of our team member, they would be able to tell you, yes, we know exactly what our core values are. We know what the mission is of our company. We also know where we're headed. Now, I think I could be a bit more clear of where I'm headed in the three and tenure. My leadership team knows that a lot better. My core team knows where we're headed this year, what our core values are, and what the core values are of a company. We have this on a...   So some of them could rattle it off, our new team members, this is part of their onboarding. So helping you really figure that out is going to be paramount because now all your practices, all the locations are operating the same way and there's strong clarity. Step two is you're going to delegate operations for leaders. So this is kind of like the CEO versus the COO. So like realistically owners of like CEOs of DSOs and multi-practice ownership, you don't have to be a DSO for this. It can be multi, it can be private still.   I have a lot of private practices that are three, five, 10 locations. That's totally fine. You can do that, but you can't scale if you're still solving the supply issues and front desk drama and putting them. So you have to have a regional manager and a lead at each location. That's paramount. You need to have it. They need to have their KPIs and what they're tracking. They also need to know how to make decisions. Like what's the decision framework and how, what do I have decision making autonomy over at the office manager or regional monitor level versus what needs to get approval?   And then also we've got to have like training, not just tasks. So that way everybody has training of what do we need to do when we have that set up consistently. So you teach your team and you have a set protocol and process of how to run huddles. Like a system to me is something that no matter who you are, where you come from, whether you've been with us for one day or 10 years, you should be able to do the same thing and get the same results. So a huddle should have a form that everybody follows. You can have it broken down for me. I even have minutes next to it. Like this part's two minutes, part's five minutes. So it's a true 15 minute huddle.   for every single practice. Our one-on-ones have a set protocol of how do we do them, when are they run, and how often are they done, where are these things stored? We have a process of how we set up our rooms. We have a process of how we schedule. All these things that you start working on, and doctors who are owners and visionaries might not be good at these processes. So you need a really good regional or really good office manager or really good operations next to you to help build all these things so you do have confident leaders that are leading next to you. But this is everything that gets delegated out.   And there's a doctor that I worked with who's actually really, really great at checklists and operations and building. And I said, that's fine. Rock on. You got to pick which seat you want to be in. Do want to be in the CEO visionary seat or do you to be in the operations seat? Both are fine. Both are on the table. Both are doable. And you could honestly do both super, super, super well. You just have to decide which one you want to do. And this doctor, two years later sent me a message and they said, Kiera, I'm so glad you pushed me into that because as much as I was trying to do both, wasn't excelling in either.   So they moved into the CEO visionary role. They hired an amazing assistant to them. They hired an amazing regional manager and the practices are flourishing on multi-levels and they have seven locations now in their organization. But this way, there's not the bottlenecks. The CEO, the owner often creates these bottlenecks because they're not delegating those pieces. And then next up is going to be like, how do we actually systematize across the board all the locations? And... ⁓   So this is again, like we've talked about it so many times, it's KPIs, having a dashboard and a scoreboard so you know how every practice is doing, having leadership meetings with agendas and having communication that's very open amongst all practices. And then I do like a centralized training at least once a quarter, if not like once or twice a year. So that way all the teams and all the organization, I know this is a pain for people, but the more you get them all together, the more they realize that they're all on the same team, they're all there.   But like, this is not you owner, you're delegating these pieces. So you're delegating the reporting and the communication. So if you look at this really, you're not delegating the culture, you're not delegating the vision, and you're not delegating ⁓ the other piece to that is like the strategy of how we're going to get there. That's your world, that's what you're supposed to be doing. And then your job is to really rise up your leaders. But you are delegating operations, you are delegating systems, you are delegating meetings.   Like there's so much to your job that you've been used to doing that you're delegating. And me going from an office manager to a business owner, sometimes it's easy for me to get stuck in management because that's where I feel comfortable. That's where I feel good. ⁓ Vision and strategy, that's actually really hard to put on a scorecard and to account for my time to say like, yep, I put in 40 hours. Well, vision and strategy are not tasks. are, it's like fluffy clouds.   and they take quiet, they take ⁓ out of the office, they take ⁓ white noise time is what I like to call it. And it's actually very hard. And I think sometimes this is why CEOs don't like to go into this because it feels fluffy. feels, ⁓ I don't know, like so hard to track, if you will, which it is. But at the same time, if you do that job and you do it well, everything else falls into place and then you just check in on all the other pieces.   that are truly delegated. really, it feels so, sometimes I feel like it's unfair. I'm like, what? Like this is all I'm doing and this is everything else that they're doing? Tasks and vision do not get put in same buckets. They're not on a scale of equilibrium. It's not like, well, I spent three hours on vision so I should spend three hours on tasks. No, sometimes vision takes longer. Sometimes it's harder to build. Sometimes strategy's harder to build. The number of nights and times where I'm like working it through in my brain and I'm building it on paper and I'm working through like,   What does the company need and what is the culture and how am I going to show up and present and like, what are the meetings I'm going to put it in place? Just because that comes natural for visionaries does not mean that it should be shortchanged for operation that's task built and task focused. But all of this is literally delegated. So all you do is you own the vision and you delegate the operations and you delegate the systemization. Now you oversee it, you are a part of it, you can help create it. So that way it's there.   But this is how you have to start to operate in multi locations. A lot of times you are also over the hiring of new doctors ⁓ and then like the partnership portions within the company. If that's a piece of it, that's really what the owner CEO visionary C is responsible for. Yes, you might still do some clinical dentistry, but typically the more practices you build in, the more you're going to need to be overseeing the entire organization and doing less and less and less dentistry because it's something you can delegate out. No one else can do the vision, the strategy and the culture. They can't.   everything else can be delegated. And I know this feels weird. It feels awkward. And it's not always right away, but it will start to be something you phase out and phase out and phase out. And it actually becomes really fun and it becomes hard and it's a challenge, but that's what it is. Scaling is not doing all of it. It's about doing the right things as a leader. And this is something where so often we have a phrase in our company where we say, just because you can do it, does that mean you should do it?   So leaders, really want to ask the question, just because you can do it, and this is for regional managers, this is for office managers, this is for all leaders, just because you can do it, does that mean you are the best that should do it? We have some team members on our team that love to help out, and I am so grateful for that. Also though, creates that murky and muddy to where I actually don't know who I need to hire, because I've got five people doing something when two people should be able to do it, but I don't know, are they overworked or underworked, because we're all quote unquote helping. So having that.   clarity around is really going to help you. So this is a zone where when you're trying to scale multiple practices and you've got that taffy pole, it's the cue that you've got to step into the CEO level leadership and your practice might not need you fully a CEO yet. The business might not need you solely there yet. And so you've got to work on it in phases. And I think the phases are the hard part because you are taffy pulled. So you start to set up days and you start to set up blocks where this is my deep work time for CEO time. And then this is my clinical time. Then this is my...   CEO time, and then this is my culture time. This is my strategy time. And I hate the word strategy, it's the swear word in our company, but you do have to build strategy. You do have to talk to other people. have to work on those big relationships. Like that's part of what you do and not undermining it and getting you fully into the right person in the right seat for your organization is going to be paramount for you. And it does take a lot of time. And if you're someone like me, I talk to think, I don't think to talk.   So you might need somebody on the other side that works it through with you, whether that's a coach, whether that's a mentor, whether that's your manager, but being able to work through it so that way you're truly in that CEO seat. And so for this, this is strategic leadership. This is next level leadership. This isn't what you've been doing day in, day out, and it's for the next level. And so as you might even be a solo practitioner listening to the podcast today, helping you see what do I need to become and how do I evolve into this? Who do I need on the team? What players do I need to have with me?   are all going to be paramount for you to get to this great success that you have. So for this, if you're scaling, you're stuck, you feel like you're doing it all, reach out. Hello@TheDentalATeam.com. This is what we do. Our job is to make it to be simple, to be easier for you, to be more fun for you, and all around to create the freedom and the growth that you need to be successful. You have to have the space to do this. That's paramount for you to be able to do it. And we're here to help you along the way. And as always, don't do this alone. You don't have to. And just because you're learning a new role,   just like a lot of office managers are learning a new role. There's nothing wrong with that. We're here to help you. We're here to support you. You're not expected to know at all. So stop pretending like you need to and start to grow into the zones that you are truly great at. And as always, let us know how we can help you reach out. Hello@TheDentalATeam.com. Go to our website, TheDentalATeam.com book a call. Let's talk about it. Let's find your gaps. Let's give you some resources, no judgment, just massive momentum, massive clarity. And as always, thanks for listening. I'll catch you next time on The Dental A Team podcast.  

We've been conditioned to believe that being a successful woman in business means juggling everything — the kids, the clients, the emails, the laundry, the launch, the life.But what if the real power move isn't doing more… it's doing less?Sometimes the strongest thing you can do isn't proving you can handle it all, it's having the courage to ask for help.This week on the LifePilot Podcast, I sit down with Brittany Bettini—CEO, author, and the woman who went from scrubbing toilets as a single mom on food stamps to building a thriving virtual assistant agency that serves 70+ industries worldwide.Brittany's story is one of transformation, resilience, and radical self-trust. She knows what it's like to feel completely overwhelmed, to cry in the shower wondering if entrepreneurship is sustainable, and to believe that asking for help means you're not strong enough. But through her journey, she discovered something revolutionary: delegation isn't a sign of weakness, it's the ultimate act of self-leadership.In this episode, Brittany shares her "lazy CEO" philosophy, the life audit that helps you figure out what to delegate first, and why building a team became one of the most healing experiences of her life. We also talk about the myth that women have to "do it all," how to vet and trust virtual assistants, the role of AI in a human-centered business, and why giving your team permission to make decisions might be the smartest move you ever make.Whether you're a solopreneur drowning in admin tasks, a parent trying to balance it all, or someone who just knows there has to be a better way—this conversation will give you permission to stop doing everything yourself and start building the business (and life) you actually want.What You'll Learn:The biggest myth holding women entrepreneurs back and why "doing it all yourself" is keeping you stuckWhy “lazy CEO” actually means “highly strategic CEO”How to overcome the control trap and start trusting your team with the keys to your kingdomThe truth about AI vs. human support and why you need both in your business Hosted on Acast. See acast.com/privacy for more information.

If you're running a startup, chances are you're the bottleneck. Brittany Rastsmith joins Product Driven to talk through why founders constantly end up in this trap and how to escape it. She works with early-stage companies through her consulting firm, Bloom Remote, and she's seen it all. We get into how to create clarity, visibility, and accountability across your team so you're not stuck answering every question, solving every problem, or staying up all night wondering if anything is getting done. If you want your team to take ownership and drive outcomes—not just check boxes—this episode is for you.[01:00] - Why being the bottleneck it's a stage [02:30] - Choose your hard: micromanage or build trust [07:30] - How to measure what matters[10:30] - Delegating doesn't work if you dump chaos [14:30] - Explain your thinking if you want your team to carry it out [16:00] - The power of decision logs and written rationale [19:45] - Why psychological safety is key to team ownership [21:30] - Rubber-stamping is the death of progress [24:00] - Why most managers are untrained (and why that matters) [28:00] - Productivity vs. busyness: where your team might be stuck [29:15] - Inputs vs. outcomes: how to tell what's actually broken [31:05] - Where to find Brittany and learn more about Bloom RemoteLinks & Resources:Brittany Rastsmith on LinkedIn: Bloom RemoteGet the Book: https://mybook.to/productdrivenNewsletter: productdriven.comConnect with Matt: https://linkedin.com/in/mattwatsonGet the Offshore Hiring Guide: https://hirefullscale.com/offshore-hiring-guide

What It Feels Like to Lead the World's Most Successful Musical with Maggie Brohn ---------------------------- She started answering phones. Now she runs Broadway's biggest global hit. Meet Maggie Brohn, the powerhouse behind Hamilton. In this episode of Heartbeat for Hire, host Lyndsay Dowd sits down with Maggie Brohn, Chief Operating Officer of Adventureland and the powerhouse Executive Producer of Hamilton across Broadway, the West End, Disney+, multiple global tours, and international productions. Maggie shares the remarkable story of how she went from answering phones in a theatrical office to becoming an owner, producer, and one of the most influential leaders in modern theater. She breaks down how Hamilton transitioned from a groundbreaking production into a global business — operating more like a major corporation than a traditional Broadway show. We explore the art of leading creatives, building trust, setting authority, navigating strong emotions, and making mission-critical decisions. Maggie reveals what it takes to guide artists while staying grounded in business realities and cultivating a team capable of worldwide excellence. She also opens up about listening, cultural sensitivity, DEI conversations, building long-term contracts, and why the industry needs a full reset. Plus, Maggie shares what Broadway needs most right now — and how audiences can help.
   
 Timestamps
 00:00:00 Intro: The Audience's Desire for Delight in Theater
 00:01:00 Introducing Maggie Brohn: Broadway's Executive Producer and COO
00:01:58 Maggie's Journey: From Answering Phones to Producing Hamilton
00:03:23 Leading Creatives: Setting Authority and Navigating Feelings
 00:04:30 The Power of Trust and Delegating to Expertise
 00:06:00 The Biggest Lesson: Moving Theater from "Show" to Global Business
00:08:15 Adapting Hamilton for International Audiences
 00:11:59 The Current State of the Broadway Business
 00:18:24 Setting Boundaries as a Manager
 00:20:32 An Early Leadership Test: The Jack Daniels & Massage Request
00:23:46 Leading as an Outsider and a Woman in a Male-Dominated Group
00:24:49 Listening & Hard DEI Conversations
 00:26:50 Maggie's Legacy: Leading an Industry "Reset"
 00:30:22 Union Negotiations & Long-Term Contracts
 00:33:26 How to Support Theater & Broadway Today
 00:34:18 Conclusion & Final Thoughts
   
 About the Guest
 Maggie Brohn is the Chief Operating Officer of Adventureland and the Executive Producer of Hamilton on Broadway, the West End, the international tour, UK/Ireland Tour, and Disney+. Her recent credits include The Nightmare Before Christmas Light Trail at New York Botanical Garden, the 2023 Sweeney Todd Broadway revival, Hamilton in Hamburg and Australia, Derren Brown: Secret, and The Cher Show. Previously a partner at Bespoke Theatricals, Maggie general-managed major plays and musicals for over a decade. She serves on the Board of Governors and Executive Committee for The Broadway League and is a former Co-Chair of the Labor Committee. She resides in New York City with her husband and two children. 
 About the Host – Lyndsay Dowd is a Speaker, Founder, Author, Coach, Podcast Host—and unapologetic Disruptor. With 30 years of leadership experience, including 23 at IBM, she's built and led high-performing teams that consistently delivered results. She also served as a Guest Lecturer at Harvard University, sharing her insights on modern leadership and culture transformation. 

 As the founder of Heartbeat for Hire, Lyndsay helps companies ditch toxic leadership and build irresistible cultures that drive performance, retention, and impact. She's been featured in Fortune Magazine, HR.com, ABC, NBC, FOX, CBS, and over 100 podcasts. 

   Lyndsay is a two-time best selling author of Top Down Culture and Voices of Women, and the host of the globally ranked and 2X awarded Heartbeat for Hire podcast—sitting in the top 2.5% worldwide. She is also the host of a weekly live show called THE LEADERSHIP LOUNGE. Lyndsay is a frequent speaker, moderator, and guest, known for her candor, humor, and ability to spark action.
  Official Brand Partner: https://MyDeals.Page/19c3 
 To my loyal listeners - I love luxury and I love a great deal. 
 If you are looking for an amazing gift or a way to treat yourself, Go to https://cozyearth.com/ and use the code LEADWITHHEART and get 41% off. It's the deepest discount you will find anywhere and I get commission too! This brand has been on Oprah's Favorite Things 9 times!! Happy Shopping!   
 Connect with Lyndsay Dowd:  Website: https://heartbeatforhire.com
  LinkedIn: https://www.linkedin.com/in/lyndsaydowdh4h/  Instagram: https://www.instagram.com/lyndsaydowdh4h/ 
  Facebook: https://www.facebook.com/LyndsayDowdH4H
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   #Hamilton #Broadway #MaggieBrohn #HamiltonMusical #ExecutiveProducer #LeadershipPodcast #CreativeLeadership #TheaterBusiness #WomenInLeadership #BehindTheScenes #HeartbeatForHire

In this episode of RISE Urban Nation, host Taryell Simmons sits down with Renee Hastings, Founder of Executive Help Now, to explore how effective delegation can unlock sustainable growth for Black entrepreneurs. From her early roots in Madison to building a thriving global virtual assistant agency, Renee shares strategies for streamlining operations, trusting the process, and leading with intention. Perfect for solopreneurs, small business owners, and anyone ready to grow smarter—not harder. Unite. Empower. Ignite. Thank you for tuning into the RISE Urban Nation Podcast, where we go beyond conversation to fuel a movement of unity, empowerment, and transformation across the Black and Pan-African community. Each episode dives deep into the stories of entrepreneurs, innovators, and changemakers shaping culture, business, and legacy. Hosted by Taryell Simmons, a leader in Equity, Diversity, and Inclusion, the show blends storytelling with strategy to help you amplify your voice, grow your brand, and lead with purpose. Why Subscribe to RISE Urban Nation? ✨ Inspiring Stories: Learn from influential Black and Pan-African leaders making an impact.

On today's episode, Andy answers your questions on how to delegate effectively in a leadership position without losing control, how to handle negative comments from the people closest to you, and how to remain grateful while staying driven for your big goals in life.

In this episode, Steve Fretzin and Adam Williams discuss:Planning taxes proactivelyExploring creative tax strategiesBuilding a professional teamImplementing actionable year-end steps Key Takeaways:Most law firms wait until filing to address taxes, missing savings opportunities. Working with a tax strategist year-round aligns decisions with long-term goals. Proactive planning uncovers ways to reduce liabilities and strengthen financial outcomes.Techniques like the Augusta rule, hiring family members, and royalty setups save money. Advanced structures such as captive insurance can provide additional tax benefits. Knowing these options allows law firms to tailor strategies to their unique situation.Successful tax and business strategies require bookkeepers, advisors, and strategists. Delegating responsibilities reduces personal burden while improving firm performance. A strong team empowers owners to focus on growth and long-term success.Year-end is ideal for accelerating deductions and making tax-advantaged purchases. Prepaying vendors or investing in marketing can reduce taxable income efficiently. Evaluating current practices ensures every opportunity for savings is captured. "If they don't bring you ideas throughout the year, you don't have a tax strategist. You have a tax preparer." —  Adam Williams Check out my new show, Be That Lawyer Coaches Corner, and get the strategies I use with my clients to win more business and love your career again. Ready to go from good to GOAT in your legal marketing game? Don't miss PIMCON—where the brightest minds in professional services gather to share what really works. Lock in your spot now: https://www.pimcon.org/ Thank you to our Sponsor!Rankings.io: https://rankings.io/HireParalegals: https://hireparalegals.com/ Ready to grow your law practice without selling or chasing? Book your free 30-minute strategy session now—let's make this your breakout year: https://fretzin.com/ About Adam Williams: Adam started this business out of frustration with accountants who congratulated him for having a large tax bill.As a serial entrepreneur, Adam is inspired by entrepreneurship and small business, direct response marketing, non-traditional and unexpected solutions, mindset & personal development, helping create businesses that serve the owners, and high-performance driving.Adam received his undergraduate degree in Business from Penn State Behrend and his MBA and J.D. from the University of Pittsburgh. A Cathedral Prep graduate and active member of the community, Adam has served on the Board of Directors for the Erie County Bar Association, Lakeshore Community Services, the Innovation Collaborative, and the Erie Art Museum. He was named to the 2013 Erie Reader 40 Under 40, and has also been listed as a Pennsylvania Super Lawyers Rising Star in 2016, 2017, 2018, and 2019.  Connect with Adam Williams: Website: https://www.pennywise.tax/ Connect with Steve Fretzin:LinkedIn: Steve FretzinTwitter: @stevefretzinInstagram: @fretzinsteveFacebook: Fretzin, Inc.Website: Fretzin.comEmail: Steve@Fretzin.comBook: Legal Business Development Isn't Rocket Science and more!YouTube: Steve FretzinCall Steve directly at 847-602-6911 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

Jeannette looks at the intriguing concept of the "profit paradox," which suggests that doing less can actually lead to greater financial success. She addresses the common misconception among entrepreneurs that busyness equates to success, highlighting how this mindset can lead to burnout and diluted focus Jeannette explains why: Delegating tasks and using technology to automate repetitive work can free up time for strategic thinking and high-value actions, ultimately leading to increased profitability. You need to identify the 20% of tasks that produce 80% of results and concentrate efforts there Protecting your time by saying no to non-essential tasks and scheduling breaks is crucial for maintaining focus and preventing burnout. You need to consistently evaluate your weekly activities to determine which ones are moving the needle and adjust your focus accordingly to ensure sustainable growth. Subscribe to Brave Bold Brilliant for weekly wisdom on leadership, legacy, and living boldly. This episode is living proof that no matter where you're starting from — or what life throws at you — it's never too late to be brave, bold, and unlock your inner brilliant. Visit ⁠https://brave-bold-brilliant.com/⁠ for free tools, guides and resources to help you take action now

Getting Real on Delegating Sales: The Meineke Dilemma>> Get the newest LFG episodes delivered to your inbox when you Sign Up for our Newsletter.>> Get the new book beyondintakebook.comResource Links:Fast track your marketing efforts while avoiding common marketing mistakes in our new trainingEstate planning attorney? Stop guessing how to get results from online ads and grow your firm with our client-generating Seminar 3.0 Hosted on Acast. See acast.com/privacy for more information.

In this episode, Steve Fretzin and Allison Williams discuss:Developing business skills beyond legal trainingBalancing legal work with true leadership rolesStrengthening sales and client relationships with structureReducing stress through systems, communication, and metrics Key Takeaways:Law school doesn't teach the core business, sales, and time-management abilities required to run a successful firm. Lawyers must intentionally build these skills to avoid overwhelm and stagnation. Growth begins when practitioners embrace authenticity, process, and systemization.Many lawyer-owners struggle to act as both practitioner and CEO, leading to stress and inefficiency. Strong operational leaders and a capable C-suite can restore focus and improve firm performance. Delegating business responsibilities is essential for long-term sustainability.Sales shouldn't feel like auditioning for clients; the goal is to understand needs and build genuine rapport. Structured processes help qualify leads, nurture relationships, and improve conversion rates. Starting with reliable referral sources and existing channels leads to better outcomes.Systematized communication—from clear policies to automated updates—prevents client-driven chaos. Tools like workflow systems or SaneBox support better task and email management. Tracking metrics such as conversion rates and lead quality ensures informed, data-driven decisions. “Being authentic is the easiest, fastest, most profitable way for you to get to the outcome that you desire.” —  Allison Williams Check out my new show, Be That Lawyer Coaches Corner, and get the strategies I use with my clients to win more business and love your career again. Ready to go from good to GOAT in your legal marketing game? Don't miss PIMCON—where the brightest minds in professional services gather to share what really works. Lock in your spot now: https://www.pimcon.org/ Thank you to our Sponsor!Rankings.io: https://rankings.io/HireParalegals: https://hireparalegals.com/ Ready to grow your law practice without selling or chasing? Book your free 30-minute strategy session now—let's make this your breakout year: https://fretzin.com/ About Allison Williams: Allison C. Williams is the owner of not one, but two multimillion-dollar companies. She is the Founder of Williams Law Group, a full-service family law firm where she is a Fellow of the American Academy of Matrimonial Lawyers, is certified by the New Jersey Supreme Court as a Matrimonial Law Attorney, and is certified by the National Board of Trial Advocacy in Family Law. After taking Williams Law Group from a start-up to a multimillion-dollar law business in 3.5 years, she decided to help other law firm owners do the same by starting Law Firm Mentor. Today, Law Firm Mentor helps law firm owners across the country grow their revenues, crush chaos in business, and make significantly more money in less time!Allison is a LawFirm500 award winner, ranking 14th out of the fastest-growing law firms in the nation. She has also been named a Stevie Award Finalist for Female Entrepreneur of the Year in 2017 and 2018, voted NJBIZ's Top 50 Women in Business, and designated as one of the Top 25 Leading Women Entrepreneurs and Business Owners.Allison has been featured in The Law Entrepreneur, Above the Law, and Modern Solo, along with other leading legal publications. She is also the host of the Law Firm Mentor podcast, where lawyers go to learn how to crush the chaos in their business. Connect with Allison Williams: Website: https://lawfirmmentor.net/LinkedIn: https://www.linkedin.com/in/allisoncwilliams/   Connect with Steve Fretzin:LinkedIn: Steve FretzinTwitter: @stevefretzinInstagram: @fretzinsteveFacebook: Fretzin, Inc.Website: Fretzin.comEmail: Steve@Fretzin.comBook: Legal Business Development Isn't Rocket Science and more!YouTube: Steve FretzinCall Steve directly at 847-602-6911 Audio production by Turnkey Podcast Productions. You're the expert. Your podcast will prove it. 

If you're a small business owner, you are probably experiencing some degree of overwhelm in your business or personal life. Probably both. Because when you're a small business owner, business and personal overlap and intertwine. A lot.  Overwhelm can become a major obstacle to success. It can affect your business growth and your personal growth. Personal overwhelm affects your business and business overwhelm affects your personal life. How many times have you been impatient or snippy or overreacted to something because of stress in another part of your life?  So many business owners operate in a constant state of overwhelm. But it doesn't have to be that way. In this episode, I'm walking you through five things you can do to help reduce your overwhelm so you can thrive instead of just surviving.  1. Time Management - There will never be enough hours in the day to get everything done. How we manage our time is crucial to reducing overwhelm. Get more done by:  Identifying high-priority tasks. Time blocking those tasks. Removing distractions. Using a timer to stay focused.  2. Hiring, Outsourcing, Delegating - you can't keep doing business alone. This means knowing when it's time to:  Hire Outsource Delegate 3. Setting Realistic Goals and Timelines - entrepreneurs are guilty of always thinking we can get more done in a set amount of time than we actually can.  Be honest with yourself.  Plan only ONE big rock per quarter. (detailed in my Strategic Yearly Planning Workshop - linked below) 4. Getting Support - feeling supported makes a huge difference to the amount of overwhelm you feel.  How can your team support you?  How can your spouse support you?  How can your children support you?  How can your friends and family support you?  Seek out other support - housekeeper, grocery deliveries, etc.  5. Self-care - you need to take time for yourself. Don't feel guilty about it.  Plan self-care time - put it on your calendar.  Make time to spend with friends and family.  Start with one of these items and build it into your routine. Then layer in another. And another. Stop operating in fight or flight mode. Your health and the health of your business depend on it!  Join me for this episode and learn five things you can do to tackle overwhelm in your subscription box business. Take my ⁠Strategic Yearly Planning Workshop⁠.  Join me in all the places:  ⁠Facebook⁠ ⁠Instagram⁠ ⁠Launch Your Box with Sarah Website⁠  Are you ready for ⁠Launch Your Box⁠? Our complete training program walks you step by step through how to start, launch, and grow your subscription box business. ⁠Join ⁠today! 

In this episode of the Business Builder Series, Staci gets real about what it looks like to lead well when you're stuck in the “messy middle” of business, beyond the fun startup phase but not yet in a smooth, scalable rhythm. She shares how leadership in chaos doesn't require perfect systems or a cleared calendar… just intention, clarity, and small but powerful shifts in how you show up every day.Key topics covered:Why waiting “until things calm down” keeps you stuck in chaosThe power of micro-moments in leadership (and why meetings aren't always the answer)Building CEO time into your schedule—even if it starts with just 30 minutesClear communication vs. constant availability (and why the latter leads to burnout)Delegating the how while owning the why so your team can act without youEven in the weeds, you can lead with intention and plant the roots that will support your next level of growth.Staci's Links:Instagram. Website.The School for Small Business Podcast is a proud member of the Female Alliance Media. To learn more about Female Alliance Media and how they are elevating female voices or how they can support your show, visit femalealliancemedia.ca.Head over to my website https://www.stacimillard.com/ to grab your FREE copy of my Profit Playbook and receive 30 innovative ways you can add more profit to your business AND the first step towards implementing these ideas in your business!

In this episode of our podcast, we dive into Chapter Four of "Leaders Transform," focusing on the crucial theme of empowering and delegating to orchestrate high-performing teams. We explore the idea that true leadership is not about doing more ourselves but about empowering others to take the lead. I share insights on how effective delegation can transform your role from a controller to a catalyst, using a practical five-step delegation framework. This framework emphasizes the importance of clarity, autonomy, and support, allowing team members to thrive and innovate. We discuss the significant benefits of empowerment, including increased engagement, creativity, and resilience within teams. Through real-life examples, such as a case study involving a CTO in a tech firm, we illustrate how trust in delegation can lead to remarkable productivity increases and more time for strategic innovation. I also highlight the dangers of micromanagement, which stifles growth and creativity, and contrast it with the empowering culture that effective delegation fosters. We delve into the virtuous cycle of trust in delegation, emphasizing the need for leaders to resist the urge to micromanage and instead embrace healthy struggles and open communication. Additionally, I provide practical tools and activities, such as a delegation map and development plans, to help leaders redistribute responsibilities and foster growth within their teams. As we wrap up, I encourage listeners to reflect on their own delegation practices and consider how they can cultivate a culture of empowerment. Remember, leadership is about equipping others to lead and thrive, setting the stage for motivation and engagement in the next chapter. Join me as we continue this journey of transformational leadership! Learn more about your ad choices. Visit megaphone.fm/adchoices

Stop trying to do it all — it's costing you more than you think. Most women entrepreneurs wait way too long to hire help because they're worried no one can do it "as well as they do." But here's the truth: you're not saving money by keeping control… you're just slowing your growth. In this week's episode, I sit down with Cathy Baillargeon, founder of a U.S.-based VA agency, to break down: ⚙️ What to delegate first (even if you're not "ready")

Getting Real on Delegating Sales: The Economics of Outsourcing>> Get the newest LFG episodes delivered to your inbox when you Sign Up for our Newsletter.>> Get the new book beyondintakebook.comResource Links:Fast track your marketing efforts while avoiding common marketing mistakes in our new trainingEstate planning attorney? Stop guessing how to get results from online ads and grow your firm with our client-generating Seminar 3.0 Hosted on Acast. See acast.com/privacy for more information.

There is much debate among academics and policy experts over the power the Constitution affords to the president and Congress to initiate military conflicts. But as Michael Ramsey and Matthew Waxman, law professors at the University of San Diego and Columbia, respectively, point out in a recent law review article, this focus misses the mark. In fact, the most salient constitutional war powers question—in our current era dominated by authorizations for the use of military force—is not whether the president has the unilateral authority to start large-scale conflicts. Rather, it is the scope of Congress's authority to delegate its war-initiation power to the president. This question is particularly timely as the Supreme Court appears growingly skeptical of significant delegations of congressional power to the executive branch.Matt Gluck, Research Fellow at Lawfare, spoke with Waxman and Ramsey about their article. They discussed the authors' findings about the history of war power delegations from the Founding era to the present, what these findings might mean if Congress takes a more assertive role in the war powers context, and why these constitutional questions matter if courts are likely to be hesitant to rule on war powers delegation questions.To receive ad-free podcasts, become a Lawfare Material Supporter at www.patreon.com/lawfare. You can also support Lawfare by making a one-time donation at https://givebutter.com/lawfare-institute.Support this show http://supporter.acast.com/lawfare. Hosted on Acast. See acast.com/privacy for more information.

At what point should a gym owner stop coaching and start leading? Knowing when to step back from the floor can make or break growth.Welcome to Gym Marketing Made Simple, the show that helps boutique gym owners grow their member base, boost revenue, and build smoother systems—without the chaos of complex marketing tactics.Episode HighlightsThis episode breaks down when it's time for gym owners to hire a full-time coach and step out of day-to-day coaching. Tommy Allen explains the key revenue and membership benchmarks that signal it's time to delegate so that owners can focus on growth, operations, and retention.Key TakeawaysA good time to hire a full-time coach is when the gym reaches 75–100 members and generates $15,000–$20,000 in monthly revenue.Delegating coaching allows owners to focus on marketing, systems, and operations that sustain long-term growth.Group sessions exceeding 15 people can impact quality—another sign it's time to bring in coaching support.Profitability, not just revenue, determines when hiring makes financial sense.Stepping back from coaching frees up time to refine processes and attract more clients.Episode Chapters00:00 Intro00:18 Question of the Day: Revenue and Coaching01:10 Delegating Coaching ResponsibilitiesCall to ActionIf this episode helped clarify when to make that next big hire, make sure to follow the show for more real conversations on gym growth and marketing that actually works.Supporting Information

Ion Feldman, CTO at Rightway, has learned to love one thing about scaling a company from a kitchen table to nearly 1,000 employees: his job completely changes every six months. In this episode, Ion shares what it means to lead engineering when the role refuses to stay still—from writing code in the early days to building product, security, and data teams, and now shaping AI infrastructure. He explains how to stay hands-on without micromanaging, why he deliberately works himself out of roles by hiring people better than him, and how to preserve startup urgency inside a heavily regulated industry. If you've ever wondered how CTOs balance technical depth with business strategy while keeping their team fast and focused, this conversation delivers.Key TakeawaysTreat change as part of the job.Ion's leadership mindset centers on adapting to wherever the company needs him most—product, security, data, or AI. He views change as an opportunity to grow, not a disruption to avoid.Hire yourself out of the role.He dives deep into an area, builds it from scratch, then brings in experts who can take it to the next level. Once the right leadership is in place, he steps back completely and lets them own it.Hands-on time creates credibility.Ion makes sure every leader spends time building. Each quarter, his team takes a week off from meetings and Slack to focus on creating something new. It keeps them close to the work and sharp as technical leaders.AI adoption needs clarity and focus.Rightway avoids vague “use AI” goals by targeting clear use cases like unit test generation and onboarding to codebases. Sharing examples and results drives faster adoption than leaving teams to figure it out alone.Fail fast and move forward.Ion builds space for experimentation but expects quick recognition of failure. The goal is not to avoid mistakes but to learn, pivot, and evolve faster.Timestamped Highlights[02:10] The zero to one mindset – Why Ion thrives on constant reinvention and the satisfaction of building new functions from the ground up.[06:41] Three pillars of AI strategy – How Rightway is transforming work through AI enablement, applied projects, and bold experiments.[08:26] Delegating by design – How going deep before handing off creates clarity and trust across teams.[15:42] Skills that matter later – Ion reflects on learning public speaking and business fluency after years of technical focus.[17:48] Creating space for risk – How to give your team agency to take on big challenges and fail fast without fear.[21:22] Preparing successors – Why the best leaders hire people who will replace them and rethink everything they built.What Stuck With Us"I don't know, maybe I just get bored easily. I think a lot of people could view it as a burden and they want to stay in their lane of expertise, but I see it as an opportunity to learn and change things up."Pro Tips for Tech LeadersTake a week each quarter to build something with zero meetings or Slack. It reconnects you and your team with what you actually love about engineering.Wait to hire senior leadership until the need is undeniable. The role becomes meaningful, and you'll attract higher caliber talent.Give your engineers specific AI examples and let them experiment from there. Adoption follows clarity, not mandates.

Delegation is motivation.

How to Build a High-Performing Sales Team in a Founder-Led Business: Insights from Nicholas LoiseFor many small and midsize business owners, sales can be both the engine and the bottleneck of growth. Founder-led sales will only take a company so far before scalability demands process, structure, and leadership. In this episode, host Josh Elledge speaks with Nicholas Loise, Founder of Sales Performance Team, who shares practical strategies for transitioning from founder-driven selling to building a high-performing, self-sustaining sales organization.Building a Scalable Sales SystemNicholas Loise explains that most founders struggle with hiring salespeople because they underestimate how different it is to sell for a small business compared to a large enterprise. Without the backing of a big brand, sales success depends on grit, creativity, and adaptability. He emphasizes that before hiring, founders must document their entire sales process—from prospecting and discovery to objection handling and closing—so new hires have a clear roadmap to follow.Once the playbook is in place, Nicholas recommends hiring two salespeople at once to increase the chances of success, benchmark performance, and encourage healthy collaboration. He also stresses the importance of investing heavily in the first 90 days, creating structured onboarding, shadowing opportunities, and clear milestones to ensure quick ramp-up and retention. Compensation should be simple and transparent, typically a mix of base salary plus commission that motivates results while providing stability during onboarding.Finally, Nicholas discusses how to maintain oversight without micromanaging. Delegating sales effectively requires trust—but also process. Regular reviews, feedback loops, and continuous updates to your playbook keep the system strong. By using objective assessment tools and focusing on cultural fit, founders can build sales teams that scale sustainably and deliver consistent performance long after they've stepped out of the front-line role.About Nicholas LoiseNicholas Loise is the Founder of Sales Performance Team and a seasoned sales strategist who helps founder-led businesses build scalable, high-performing sales teams. With decades of experience in sales leadership, Nicholas specializes in designing sales playbooks, recruiting and onboarding top-performing reps, and aligning compensation structures that drive profitable growth.About Sales Performance TeamSales Performance Team helps $1M–$25M companies transition from founder-led selling to a system-driven sales organization. The firm provides fractional sales leadership, sales team recruitment, onboarding systems, compensation design, and proven frameworks that help founders replace intuition with strategy—and build a sales team that consistently delivers results.Links Mentioned in This EpisodeSales Performance Team WebsiteNicholas Loise LinkedIn ProfileKey Episode HighlightsFounders often struggle to hire sales reps because they underestimate how different small-business selling is from enterprise sales.Documenting your entire sales process—from prospecting to closing—is essential before stepping out of the role.Hiring two salespeople at once improves benchmarking, morale, and retention while reducing hiring risk.Strong onboarding within the first 90 days directly impacts sales performance and long-term success.Keep compensation plans simple, transparent, and performance-driven to attract and retain top...

Do you find yourself holding back when showing up on Instagram or Facebook - because you worry about being “too much” or rubbing people the wrong way? Maybe you second-guess your posts, or delete your Reels before too many people see them.But here's the thing: you're not for everyone… and that's OKAY. Not everything you post will resonate with your entire audience! Some people may disagree with you. At times, people may even unfollow you. But these are the people that you were NEVER meant to serve.Because when you hide your authentic self online to try to please everyone, you're making it harder for your soul clients to find you and understand the transformation you offer! If you want to turn your social following into paying soul clients, stop hiding your light - and let it attract the people you're MEANT to serve!This week's Soul Guide Radio Soul Session features Irene Nielsen, a knitting pattern designer with incredible energy! In this juicy conversation, I help Irene release her resistance to showing up online as her authentic, amazing self and shut down the voices telling her to stay small - so she can let everyone see her leading-edge vision and unique intuitive language! Timestamps:00:00 Introduction00:36 Meet Irene Nielsen00:42 Overcoming Resistance and Social Media Challenges05:52 Energy Healing and Spiritual Guidance12:32 Connecting with the Soul Client Avatar22:28 Exploring the Deeper Meaning of Knitting23:23 Knitting as a Spiritual Tool24:18 Combining Knitting with Spiritual Abilities30:03 Embracing Authenticity on Instagram38:39 Delegating to the Divine41:45 InvitationLinks Mentioned:Follow Irene on InstagramDid you know that All the ANSWERS about your soul experience are INSIDE OF YOU. If you're ready to claim the key to unlocking them, then join me in SOUL BLUEPRINT - a certification program that reveals how to ACCESS and AMPLIFY your 5 Spiritual Gifts to CLARIFY your soul's unique blueprint, and ALIGN your energy to your soul-guided intentions so that your DREAMS come true.ENROLL NOW at allysonscammell.com/soulblueprint STAY CONNECTED: Soul Guide Circle: JOIN the Soul Guide Circle closed Facebook Group Facebook: FOLLOW on Facebook Instagram: FOLLOW on Instagram YouTube: Follow in YouTube Ready to grow a prosperous soul-guided business? BOOK a free Intuitive Consult Leave a review for Soul Guide Radio (and we'll read it on the air!)

Leadership carries with it a measure of loneliness. The leader must create a vision and motivate his people, and the tendency of the leader is to shoulder the weight alone. Join Dr. James Boice on The Bible Study Hour as he examines God's solution for Moses' overwhelming challenges, how the principles of that solution are valuable to all in positions of leadership. To support this ministry financially, visit: https://www.oneplace.com/donate/81/29

We're switching it up this week, and not just talking about stepmom stuff.   You asked, and I answered:  How do I ‘do it all'?  What health and wellness looks like in my current life My approach to fashion and style  The experience I had moving into Darren's home where he used to live with his ex  How I navigate goal setting and burnout  The biggest shift I ever made in my stepmom mindset  Making space for intimacy in a busy life PRIVATE COACHING. WORK WITH MEwww.jamiescrimgeour.com/coaching JOIN ELEVATE:www.jamiescrimgeour.com/elevate GET THE EBOOK: www.jamiescrimgeour.com/ebook  THANKS TO MY SPONSORS:  LMNT | My Go To Electrolyte Drink. Head to www.drinklmnt.com/kickassstepmom to get a free sample pack with any drink mix purchase.Cozy Earth | Go to www.cozyearth.com and use the code COZYJAMIE for 40% off of your orderMetabolic Reset Program | Get $350 off with the code JAMIE350 at https://www.jentherhn.com

Dr. Brent Top continues an in-depth look at D&C 107, explaining how priesthood organization keys and councils, from the first Presidency to the Seventy, were divinely structured to guide the Church, bless every member, and prepare the world for the Savior's return.SHOW NOTES/TRANSCRIPTS English: https://tinyurl.com/podcastDC239EN French: https://tinyurl.com/podcastDC239FR German: https://tinyurl.com/podcastDC239DE Portuguese: https://tinyurl.com/podcastDC239PT Spanish: https://tinyurl.com/podcastDC239ESYOUTUBE: https://youtu.be/OX7ry77l94gALL EPISODES/SHOW NOTES followHIM website: https://www.followHIMpodcast.comFREE PDF DOWNLOADS OF followHIM QUOTE BOOKSNew Testament: https://tinyurl.com/PodcastNTBookOld Testament: https://tinyurl.com/PodcastOTBookBook of Mormon: https://tinyurl.com/PodcastBMBook  WEEKLY NEWSLETTER https://tinyurl.com/followHIMnewsletter  SOCIAL MEDIA Instagram: https://www.instagram.com/followHIMpodcast Facebook: https://www.facebook.com/followhimpodcastTIMECODE00:00 Part 2 - Dr. Brent Top02:12 Evolution of the structure of the Church04:37 Unanimity is power09:14 Seeking to be mediocre11:43 Church leaders' private success vs. spiritual leadership16:22 Delegating keys20:02 Mission Leader Keys25:01 Finding Patriarchs28:02 Preside like unto Moses30:47 How does the organization bless the individual33:25 See progression in the temple36:00 How the Priesthood blesses men and women40:29 Learn his duty43:51 Keys and infallibility46:49 How has Church leadership blessed Dr. Top?49:29 Church basketball apologies53:04 Keep learning your duty57:09 End of Part 2 - Dr. Brent TopThanks to the followHIM team:Steve & Shannon Sorensen: Cofounder, Executive Producer, SponsorDavid & Verla Sorensen: SponsorsDr. Hank Smith: Co-hostJohn Bytheway: Co-hostDavid Perry: ProducerKyle Nelson: Marketing, SponsorLisa Spice: Client Relations, Editor, Show NotesWill Stoughton: Video EditorKrystal Roberts: Translation Team, English & French Transcripts, WebsiteAriel Cuadra: Spanish TranscriptsAmelia Kabwika: Portuguese TranscriptsHeather Barlow: Communications DirectorSydney Smith: Social Media, Graphic Design "Let Zion in Her Beauty Rise" by Marshall McDonaldhttps://www.marshallmcdonaldmusic.com