Podcasts about Disc

We are joined by Renée DiResta a writer and researcher at the Stanford Internet Observatory. Renée has done a lot of interesting work on disinformation and influence campaigns. Including leading an investigation into the Russian Internet Research Agency's multi-year effort to manipulate American society in the lead-up to the 2016 election. More recently she was dubbed by the writer/conspiracy theorist, Michael Shellenberger, as the leader of 'The Censorship Industry'. In short, Renée stands accused of serving as an agent of the Distributed Idea Suppression Complex defending the Gated Institutional Narrative. So being good DISC soldiers ourselves we had to follow our orders and host our exalted leader.We discuss all of this with her and a range of other topics including how important algorithms and bots are in disinformation networks, whether contemporary influence campaigns are really anything new, and how to address debates around censorship and free speech.We enjoyed the discussion a lot and are sure that you will too... or else...Also covered in this episode: Eric Weinstein's suggestions for Twitter CEO, evidence of Lex Fridman's pilled brain, and a rather confusing review.LinksRenee's WebsiteShellenberger's Substack: Why Renee DiResta Leads The Censorship IndustryRenee's Response to Shellenberger's claimsMaking Sense Episode 310: Social Media & Public Trust (with Renee, Bari Weiss & Michael Shellenberger)Chris' old article on Cambridge Analytica on MediumDavid Pakman: Politics of Trump, Biden, Bernie, AOC, Socialism & Wokeism | Lex Fridman Podcast #375Report: The Tactics & Tropes of the Internet Research AgencyGurwinder- The Perils of Audience Capture

What happens when you're a successful engineer but lack the leadership skills to take your career to the next level? Jeremy Doran joins Jerry Dugan on Beyond the Rut to discuss the power of delegation, brainstorming, and seeing things from different perspectives. But what happens when communication styles clash and finding compromises seems impossible? Tune in to find out and be left on the edge of your seat.In this episode, you will be able to:Delve into the benefits of diverse opinions for crafting success-driven solutions.Unearth the connection between delegation and the augmentation of leadership skills and team empowerment.Develop exceptional communication, active listening, and personality analysis skills for fruitful interactions.Ascertain key priorities for time management and workload balance among leaders.Acknowledge the potential in empowering teammates to further their growth opportunities.My special guest is Jeremy DoranIntroducing Jeremy Doran, a seasoned engineering leader with a unique blend of mechanical engineering and psychology expertise. Jeremy specializes in helping engineers who have been promoted into management positions develop the necessary skills to lead people effectively. As a co-author of "The Little Kids," he shares stories from his childhood and their impact on his life and career, emphasizing the importance of understanding different perspectives. In the podcast, Jeremy discusses the crucial role that considering diverse viewpoints plays in brainstorming and finding efficient solutions to complex problems.Power of Delegation Jeremy Doran speaks about the importance of delegation in leadership, particularly in transitioning from an individual contributor to a leadership role. He advises that leaders should prioritize essential tasks and help their team achieve success by delegating responsibilities, rather than taking on every assignment themselves. By emphasizing the power of delegation, Doran advocates for investing time and effort into empowering employees, cultivating a strong and supportive work environment in the process.Impact of Personality Types on Communication Understanding different personality types is vital for leaders who aim to communicate effectively with their team. By acknowledging various communication styles and preferences, leaders can cater to individuals and create an inclusive environment that promotes collaboration. In the podcast, Jeremy Doran talks about the importance of recognizing different personality types and how they can impact communication in a group setting. He suggests using models such as DISC to assess and understand different communication styles. Doran also provides examples of how to facilitate meetings with diverse groups, emphasizing the value of including everyone in the conversation. By understanding the impact of personality types on communication, leaders can create effective communication strategies, improve team cohesion, and foster a more inclusive work environment.Beyond the Rut Podcast and The Shadows Podcast are members of Lima Charlie Network whose mission is to empower others to reach new heights in leadership, self-development, and communication by connecting our audience with a network of podcasters and thought-leaders focused on sharing tools for impactful improvement. Visit LimaCharlieNetwork.com for more information!Support the show

With days remaining until that other game comes out, Randy attempts to speedrun The Legend of Zelda: Majora's Mask. Meanwhile, D.J. Tronvestigates a Tronspiracy that could bring down the entire Troniverse in Tron: Identity. Episode Timeline (0:00) - Intro (6:29) - Zelda: Majora's Mask (34:23) - Even more Zelda (43:04) - Tron: Identity (1:02:44) - Outro  

This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍‍Guest: Amy MurrayBusiness Name: Dental Practice Management AgencyCheck out Amy's Media:‍Website: https://www.dentalpracticemanagementagency.com/‍‍Other Mentions and Links:University of TampaEaglesoftIndeedDISC AssessmentMarissa NicholsonDental IntelBraving Video - Renee BrownShrekUnreasonable Hospitality - Will Guidara ‍‍Host: Michael Arias‍Website: The Dental Marketer Join my newsletter: https://thedentalmarketer.lpages.co/newsletter/‍Join this podcast's Facebook Group: The Dental Marketer Society‍‍My Key Takeaways:Try not to talk over your patients! Instead, be an active listener to really hear the issues and concerns they have.Resumes only show technical qualifications, so always request a cover letter from applicants to really hone in on values and personalities!Always acknowledge patients when they walk in the door! Even just a smile and a wave can make all the difference.Engaging workshops and motivating projects are essential to an effective team meeting system.Having a third party coach that can see your practice from a bird's eye view is a valuable asset!‍Please don't forget to share with us on Instagram when you are listening to the podcast AND if you are really wanting to show us love, then please leave a 5 star review on iTunes! [Click here to leave a review on iTunes]‍p.s. Some links are affiliate links, which means that if you choose to make a purchase, I will earn a commission. This commission comes at no additional cost to you. Please understand that we have experience with these products/ company, and I recommend them because they are helpful and useful, not because of the small commissions we make if you decide to buy something. Please do not spend any money unless you feel you need them or that they will help you with your goals.This Episode is Sponsored by: Dandy | The Fully Digital, US-based Dental Lab‍For a completely FREE 3Shape Trios 3 scanner & $250 in lab credit click here: https://www.meetdandy.com/affiliate/tdm !‍Thank you for supporting the podcast by checking out our sponsors!‍Episode Transcript (Auto-Generated - Please Excuse Errors)Michael: Amy, how's it going? Good, how Amy: are Michael: you? I'm doing pretty good. Thanks for asking. If you don't mind me asking, where are you located Amy: right now? I'm actually in Highlands Ranch, Colorado, so right outside of Denver. Michael: Nice. Okay, wonderful.So if you can tell us a little bit about your past, your present, how'd you get to where you are Amy: today? Well, let's see. I've been in dentistry 25 years. Um, how much time do we have? So I've been in dentistry five years and it's pretty exciting. I started off as a dental assistant and then I moved my way over into administrative roles.So I was a treatment plan coordinator, receptionist, financial coordinator. Moved myself up to an office manager, decided at one point in my life I wanted to go back to college and get my bachelors degree and become a dentist, and that didn't work out very well. I actually fell in love with the topic of sociology applied sociology's degree in as soon as I graduated from University of Tampa Dentistry Concierge in Tampa.Absolutely loved it. Um, from there I had an opportunity to move to Colorado and became a technology advisor. So I'd go into dental offices, I would teach about eaglesoft conversions, um, digital CAD cam training. And then from there I started my consulting role, uh, took a little bit of a time, a break and works for a sleep apnea company for devices and integrations into practice.And now I'm back dental coaching and consulting. Okay. Michael: Wow. So you were able to, you did technology training? Amy: I did, Michael: yes. Okay. Wow. So that's interesting. A a lot of this. So then go back to applied sociology. That's what you started falling in love with more. Why? Amy: Oh, well, I took a class in inorganic chemistry, not once, but twice.And so we didn't agree with, I took a class cause I had to in sociology. My PE professor walked in and, uh, he didn't look like a normal professor. And so I, I sat back and I opened myself up to this class. And what I loved about it is that it allowed me to learn more about, race, ethnic background, gender, um, age.And it really breaks it down into how societies work and how they function with one another. And it's so applicable as to what I do today. Okay. Michael: Okay, so then, so what you do today, how does those two mesh together? Amy: How do they correlate? Well, you know, every day as a dental consultant is something new. So in saying that, I have wonderful clients that I work with.They're, they're, they're the best in the business, I feel. And what I love about them is they are female, they're male, they're different age brackets. They come from different backgrounds and they're personal influences. Their professionals, where they went to dental schools, where they did their undergrad.And so having this sociology background, I can help in understanding how they wanna grow their business and also the element of their team member. Team members come from so many different backgrounds. It's like a melting pot. So to be able to really understand them and the ways of communication and how different cultures, genders, ages, blend, that's how you get a beautiful practice.So that's how I see they've kind of correlated. Michael: Mm-hmm. Okay. Gotcha. So this all kind of stems. From the, so how does that apply when you're hiring, I guess a team, you're finding a team member, you're looking for them. We don't, I mean, do we wanna look at their like, oh, okay. Tell me more about your upbringing, or how does that work?Amy: So, you know, it's quite interesting. I love the hiring pro, uh, process that we do with the agency. Uh, we place an ad, it's typically on indeed, When, um, individuals are applying, we do ask for them to place a cover letter, because a resume only shows me where you work and what your job responsibilities are.A cover letter is huge. That's you telling me with your verbiage, who you are, where you excel, what's your background. I, I love a cover letter. That's just wonderful for me. After I received that, I actually called the doctor, or I call the applicant, and the first question I ask them is, tell me a little bit about yourself.Such a really simple question. However, it's a very powerful, whenever I ask that question, I'm not really focusing on the personal, I wanna hear about your business. I wanna hear how you've, you know, grown your career. Where are you at, things of that nature. Then I'll ask for them, what's important for you in a dental practice to be a part of a team?What is important to you? So I capitalize on those things. From there, I actually ask them if I can send them what's called a DISC assessment. And the DISC assessment actually helps me learn what is the best way that they like to communicate. Michael: Okay. So there's like a system to it, a strategy. Yeah, very much so.When it comes to the cover letter to you, what are things you look at where this is a wonderful, like this is should be framed, cover letter or one that's like, this is nothing, this doesn't tell me anything. Amy: Wonderful, wonderful. Uh, question. So in a cover letter, what I wanna look for is a, that you can spell.That's huge. Right? And grammatically, you know, actually how to place those punctuations. Cause think about it, in our industry right now and dentistry, we do a lot of emails, we do a lot of text messages as well. So grammatically, uh, you wanna be on point. Also, you wanna have a beautiful tonality as well. I want something that's really strike me.So what are the words that you're using?What wrong, uh, verbiage and powerful words are you putting in there for me to be like, okay, this person actually has like, much better, much better, has stepped up the game. So that's what I look for. Michael: Okay. Now, so it doesn't, there's no length that you're also looking for like, oh, it has to be like 10. Amy: Oh, no.Now I always say, show me what you have. Show me who you are and why is it that you are wanting to apply for this position? Michael: Okay, that's interesting. So then you, after you decided, we rewind a little bit back to you, you went to apply sociology, you learned, and then you decided to go into some positions where you're, you know, teaching technology a rep and things like that.And then you switched to consulting. Amy: I did. Why I did, I was actually in a training class. I was training a, uh, software and I had this beautiful person named Marissa Nicholson join in on my training. I had no idea who she was. Uh, her client and her, um, team members. She took me aside afterwards and she says, oh my gosh, you had such a plethora of knowledge, not only about the software, you were giving tips and tricks about how to run an administrative role.I said, yes. I said, well, that's what I used to do in my past. And she says, have you ever thought about dental coaching and dental consulting? I was flabbergasted. I said, wow, you think that I'm good enough for that? She says, I think you're amazing. Okay. And so we started working together at that point. And it's been a beautiful friendship and a professional relationship since then.Michael: And so that was the kickstart, the inspiration, the motivation to go into that? Yes. Very interesting. Yeah. Now, when it comes to an administrative role, you said, because that's, I would say that's your forte. Wouldn't that be your area of expertise? Yes. Amy: That, uh, preservation of culture in the practice.Communication. Oh, yes. Michael: Okay, so when it, well, two questions, but the first one, when it comes to an administrative role, break it down for us. What are some things we need to absolutely have to create that system for an administrative role? And then what are some things that are not as important that we feel maybe are highlighted too much in social media or other stuff?Amy: Mm-hmm. That's a good question. Uh, I would say for an administrative role, what's super important is for somebody, To greet patients, answer the phone with a smile, put a smile on your face, you change your physiology. It's amazing the verbiage and the tonality that comes outta your mouth. So I always think that it's somebody who is charismatic, who's very positive, who wants to be there, and who wants to be a team member.They want to learn from there. I would say open communication. I feel as though in our administrative roles right now, we don't have a lot of people that are considered active listeners. We have a lot of people that want to talk over, talk over the patient. The patients are calling you because they need you, and you need to be the active listener.Ask powerful and appropriate questions. Make sure that you're hearing what the patient has to say. Repeat back to the patient what you heard them say to make sure you're capturing it so eloquently, and then take care of what the need is that the patient's asking for. Michael: Gotcha. What powerful and appropriate questions can you like prep us for that normally happen?Amy: Definitely. I always like to, first I thank patients who call, so if it is calling Dr. Speedo's office, you wanna greet them and you wanna say Thank you for choosing Speedo Family Dentistry. This is Amy, I can help you. It's powerful in that introduction because A, it identifies you know who I am. Thank you so much for choosing.If you could choose anybody, and I'm the person that's gonna be able to help you. From there, I like to ask them. Well, typically at that point they tell me what it is that they need. Mm-hmm. So I'm quiet and so it's appropriate for me to ask the next question. I always like to ask, are you a patient of record?And if they say Yes, I've been there before, that's awesome. If they say, no, I've never seen this dentist before. I said, that's great. Welcome to your new dental home. I'm very happy to take care of you. How can I best support you? Or how can I help you? Mm-hmm. And then from there, again, I'm an active listener.I listen to what the patient says and what it is that they need. If they're calling for a traditional profi appointment cleaning appointment, or if they need to get in and have their emergency met, then I'm asking a more key question. What are you feeling? Can you describe to me what location of the mouth is it?So I like to ask all those fun key questions. It's like an onion. You wanna pull back the layers and keep asking and asking until you get exactly what it's. Michael: Nice. Yeah. I feel like sometimes Amy, I remember when I was in the front, sometimes it would be like I'm rushing it, you know what I mean? The phone drinking, somebody just walked in and I'm like, okay, even though we have another front office.And so when it comes to asking questions, it, two things I feel like it made me realize is one. I'm rushing it. And then the second it's like, Hey, how's everything coming along? Is it good? Is it bad? I'm, I'm giving them options to answer instead of being comfortable with the silence. So how can we be better with, comfortable with, you know what I mean?Like asking 'em a question and then shutting up. And then the second thing would be, um, how do we handle not rushing it? Amy: Definitely not rushing am it's, it's hard, right? That's a double-edged sword, especially being in, um, a very busy practice. Uh, as an administrator, you have people walking in, you have people giving you handoffs from the back.Uh, you have other lines that are ringing. I always like to say that when a patient walks in, you should acknowledge them, acknowledge them with your eyes, even if you're on the phone, acknowledge 'em with their hand, um, and smile. So they know you're gonna be with them momentarily. What's most important, especially if there's a new patient on the phone, you never, ever, ever want, stop that conversation.That's why I initially asked in the beginning, are you a patient of record? Are you a new patient? If they're a patient of record and I have all these other things that are happening, I'm very candid with the patient of record and say, you're extremely important to me. Could you please tell me what I can do to help you?And then if it's something that I can call them back, I will gladly take their number and let them know I will call you back in the next five to 10 minutes. You gotta hold it to your word though. Mm-hmm. You gotta call him back five to 10 minutes. If it's a new patient, I'll simply roll through and do what I need to do.Um, I also would hope that I would have strong enough administrators and team members that are cross trained, that if I'm focused on something, they can also help. But I believe that if you just simply smile and acknowledge and let people know, they generally get that queue and know that you'll be with them as quickly as possible.Michael: Gotcha. Okay. So it involves also like. Letting the team members know, kind of Right. Maybe would you recommend like having like a, a signal or something when you're feeling like, okay, I have too much going on, and, you know, or, or what do you think? Yeah, Amy: yeah, you could actually, I mean, we use this for hygiene all the time with the agency, which I love.We have, uh, different colored cards. So what that means is we have green, if things are going good, there's, there's no. There's, there's not a lot of time that are on this phone call. We have yellow. Yellow is like, Ooh, this is a little bit tricky. Patient's asking a couple of questions, and then we have Ray, oh my gosh.They have a whole lot of things that they wanna get across to us. So what you can do is you can have those series of cards and as somebody walks up without you mouthing anything, miss what the patient's saying. You can easily slide over a card and, and so they know. Mm-hmm. Now that's a visual cue, and then they can know that if it's yellow or red, hey, I need to take care of this patient.Our administrator is really focused. Michael: Gotcha. Okay. I like that. The card situation. Yeah. I feel like whenever you're stuck in a situation when you're with a team and you're having a hard time, there should be like a signal or something. Okay. You know what I mean? Yeah. Yes. Amy: Yeah. There totally should be. There should be.So, yeah. Uh, we help our teams with that, so it's just a fun idea. Michael: Nice. That's wonderful. And so then you also mentioned one of your area of expertise is maintaining the team culture. Mm-hmm. And so first, how do we even. Find the, like I, for example, I'm just gonna give you an example. Like if I go, Amy, I want my culture to be happy.Do we do, how do we go from there? What do we figure Amy: out? So of course I'm gonna ask you what does happy mean to you? Like, give me some more words. That's just a real general, um, description. So I said, give some more words, more specific. Are you looking for team members? Are you wanting to preserve something that people are excited to come to work day?That you're gonna be excited to, um, I don't know, answer the phone every day, things of that nature. Right. So the way that we go about preservation for positive culture in a practice is we actually do what's called observation. With the agency, which I love because this allows us to be able to float from front to back.We watch admin side, we watch our das with our doctors, we watch hygiene, and we do this because there's certain key words that we want to see how the teams are interacting with each other and then also with the patients. So that's huge. not only do we do the observations and we're very candid, we give great feedback, constructive feedback to our team members and to our doctors as well to accelerate that.We also provide monthly team meetings. Which, uh, we, as the business coaches and consultants, we run those. And what I love about them is that we have an agenda. We do fun workshops, we focus on communication. We do disc presentation, so we'll take disc off of everybody and we'll do a fun presentation on that.Um, we'll actually talk about better strategies of how information is given and received by team members as well. Michael: Okay. So then when it comes to the observation part, what are some things you've seen that you can share with us? Like the three most common, this is what happens and this is the solution for why we can stop making that happen when it comes to a problem.Amy: Yeah, so definitely one of the things that we like to observe is the handoff. Those are critical, right? We like to know exactly, uh, that. Hy I'm gonna use hygiene, for example, if that's okay. Mm-hmm. Hygienist is in with the patient, right? It's a very, uh, it's like a dance of a relationship, right? The, the patient is gonna tell the hygienist more than they're gonna tell the doctor sometimes.So what we like to do is we like to have the hygienist, uh, after they do it, the tore of the mouth. That they specifically write down things and they also tell the patient, Hey, you, I'm a little bit concerned. I see some things here, but let's confer with the doctor. When the doctor comes in. It's important, doctor. It's still great for the hygienist to say, you know, uh, Dr. Sido, today we're seeing Mrs. Jones, and what I saw with Mrs. Jones was X, Y, and z. I'm curious about this. Could you please take a look at this and then to go in if there's perio concerns or anything of that nature? there, the doctor's gonna do their dance, but the doctor is listening to the hygienist.That's the beauty of it, right? That the hygienist is actually pointing out areas. And from there, what I love is that the doctor is gonna confer. Yep. You know you are exactly right. I see what you're seeing. Let's go ahead and get this patient scheduled. I'll see you in the next week, two weeks. There's a time and urgency.That's that appointment. So now the patient's, not the patient has heard what they need to have done. Not once, but twice. And then the third time is when they're handed off from the hygienist to the administrator. So the patient is now hearing what they need three times. This is a beautiful dance because us as humans, we don't listen to things.We don't grasp them one time. So by the time we're ready to get appointed, we're now hearing it three times and we know that is an urgency because the doctor has placed that. That really helps in the scheduling of practice. Michael: Mm. It helps finalize it, right? Yeah. Yeah. Like to, to get it in there. Interesting. So do you ever feel, Amy, when you're doing the observations like. Team members act or perform kind of thing in front of you, right? And then they go back to like, because I mean, somebody watching, somebody's watching me. So I'm like, I gotta turn it on. And then maybe like somebody else is like Amy, he really doesn't act like that around here.He just, you know what I mean? Does that happen? Amy: Oh, it happens all the time. Happens all the time. Um, a lot of times myself, uh, Marissa and Nicholson and Chris Hamal, the main coaches, uh, we actually don't do a lot of the observations. We have our administrators, we have two administrators, uh, Jamia and Alexa, who actually go in on our behalf because we know how our team members act.So if it's a different set of eyes, they might get a different reaction as well. you know, we're humans, so we go straight into our automatic, it's what we know. And if we know that somebody's watching us, like you said, we can step up our game a little bit and then we kinda fall back. Um, we definitely go in.We try not to let everybody know that we're coming in so we can actually see them in their natural, uh, capabilities and where they land. Some of the times it's inevitable. If they see us, they see us. Uh, but a lot of times what we do like to do is kinda go in on the stealth mode and a different set of eyes.It might get a different return. So Michael: yeah. Okay. That's interesting. So then how can we main, we figured out how we can find the culture. How do we maintain it? Amy: Maintaining. So it's critical to have those monthly team meetings. A lot of offices, the moment you say, oh, let's have a meeting, all of a sudden people are like, no, I don't wanna have a meeting.Cause it's just by PowerPoint or there's people complaining and that's no fun, right? Mm-hmm. Uh, so I always like to say team meetings need to be motivated. Be transparent with your team about your numbers. We use a great digital software platform, Intel, and I love dental Intel. It only works with certain softwares, however, it will take within that software and put it in a dashboard, um, metric.so doctors are really transparent with their teams and you're gonna get the best outta your teams. Now, they're also held accountable for daily goals. For DR. And hygiene as well. from there I always like to do what I like to call personal and professional check-in, so gimme one one of each and everybody around the room does that.And I love it because a lot of times our teams don't have time to get to know each other, so everybody shares something great that's happened with them personally and professionally. Very clear about numbers. And then I'll actually bring in a workshop. Workshops are huge. You can go on YouTube and actually Google different type of inspirational videos.Brown is one of our. And you can pull from what she's saying and you can actually make that into a really small workshop. Ask your team powerful questions, have them work together and that is beautiful. Cause at the end of the day, you're preserving that culture cuz you're teaching everybody how to properly communicate.Michael: Yeah. What have been some amazing workshops that you've done, Amy? Well, I Amy: love disc. Disc is my favorite. When we make it really fun, we actually use the movie Shrek as a part of our disc presentation. Mm-hmm. Because, uh, you have the dominant person, you have the other person who's very interactive. You have the one that needs and the one that needs consistency. And, uh, so this has to be my absolute favorite. Second would be braving, uh, by Brene Brown. Mm-hmm. It's actually teaching everybody how to trust a team member and how a person needs to be what's called a vault. And when you tell somebody something who is a bolt, you know that they are gonna take whatever you say, to their grave.And so I love that one as well. And it's really learning how to trust one another, which a lot of times is a work in progress. Huh? Michael: Can you give us some steps right now on how we can tell our team, like you, you need to trust, you need to trust Suzy Bell, like, you know what I mean? How can we, yeah. What are some things we can do?Amy: Well, definitely I always say if you have an upset with somebody, you have to go directly to that person, right? And you have to clear the air. A lot of times it's very difficult to do. We do teach people how to do that so they feel comfortable in their own skin and to be able to go to that person. We also like to talk about how in breathing that it's super important to know that. When you set that positive culture in the practice and you know that I can go and I can talk to this person, and this person is not going to, uh, take what I say, take it outta context, share it with other people, um, we teach them that you'll have a beautiful friendship and professionalism for the rest of your life.Right, and it's really, it's learning to like and love each other. And that disc plays an important role because it's how, how can I read that person? Are they very direct? Are they mostly like a high, they're not. Listen, So it's really understanding the disc part and establishing those parameters and boundaries, um, for giving in, receiving information, and the, the three all work together, so Beautiful.Michael: Nice. When you do these workshops and assessments, or even before that, what do you do when you notice there's a team member who you're like, you don't fit, man. Like, you just don't, you're. You're negative or something. Like what? What happens with that? Amy: Ooh. Those are what I like to call crucial conversations.Mm-hmm. Right? Mm-hmm. Uh, you even see it outside of the team meeting, you can pretty much pick it up pretty quickly, right. Um, what I like to do, always like to believe in the beauty of everyone. I will ask the doctor if it's okay for me to take that team member aside and really one-on-one. I'll ask the team member, are you doing okay?That's the first thing I'll ask them. If they say, yes, I'm doing fine. Say, okay, well I've noticed that there's a little bit of, um, you're not being your best self. And what I mean by that is I see so much beauty in you. How Courtney does that sound right? Me? Just saying that I see the beauty in you. It's true though.Cause look, I just said it to you and you smiled and you left. Mm-hmm. Right? Made you feel good. I see the beauty in you and I can see that you are so much more than what you're giving right now. So how can I get the very best out of you? And usually once I do that, even if you are the highest in their D category of dominant.I can get a pretty good response back and I kinda figure out what's going on with them. Michael: Gotcha. Also, you normally see that in the dominance. Like people who are like I, you know what Do you think it's that? Because it's like somebody else is coming into here and I run it kind of thing? Or, or no? Amy: Oh yeah.Oh yeah. Some of the highs, I love them. Each category has a special place in my heart, but the highs, they're gonna tell you what they need and what they want and everything else just doesn't really matter to them. It's okay. They have a special place in this world. to teach them to be more open and better communicators.That's where I kind of land when I ask them those questions. Michael: Gotcha. I have a question for you then, because I guess what do you do when, what is the best way, if you can tell, like the listeners, this will help facilitate the coach coaching consultant team or coaching consultant practice. So much easier if you do these steps.If you don't, you're gonna put the blame on me, or you're gonna put the blame on somebody else. You're just not gonna see the results you want. What would help Amy: with that? Well, I would say definitely, uh, look at a dental coach, right? They are, I know a lot of doctors are like, gosh, you know, I have, I have so many overhead expenses, and, and it can be costly.I understand that. Hiring a dental coach is taking a third party person who is actually looking for the betterment of you for the betterment of your practice and keeping your team sustainable. And that's huge. I feel as though, uh, bringing somebody on board who has the outside perspective that can look in and be very honest with you.I am honest with all of my clients. Good, better, indifferent at the beginning of our relationship. I tell them at times, you may not like what I'm gonna say, and I understand that I am looking out for the betterment for you guys to be successful. I always tell my my wonderful clients as well, I, I don't plan on being with you forever and ever.Amen. I'm gonna teach you the tools and I want you to fly, and if you need me to come back to redirect, I'm gonna be there. but we are together for a period of time. So a lot of times doctors think, oh my gosh, I'm gonna get this consultant. They're gonna be with me forever. And sustainability and financial agreements, um, our agency doesn't operate like that.Again, we will, uh, teach you how to fish and then we want you to go up and be completely successful and we'll always be your biggest cheerleaders. Michael: Okay. So it's mainly like the communication that you want. All the time. Right to, yeah. Let them know like, hey, yeah. Be, because I remember we, we would have a lot of coaches and consultants, like even with Somewhere, I'm like, where do you come from?Like, you know what I mean? Like, I've never heard of some of these before. Like I'm just like, where are you? Right? And so I never knew what they did in the sense of, oh, now we're just taking Medicaid or Medicare. You know what I mean? Now we're just doing something else. And I would see them kind of run through the door.And I remember our office manager sometimes or other people, they'd be like, yeah, you know what, they don't know what they're talking about. Yeah. They're not gonna come in here and fix it. And I'm like, maybe if we were more flexible, it would've worked. Or maybe if they knew what they were, you know what I mean?Kinda Amy: thing. Yes, yes. It's very, very true. It's very, very true. I always love to give team members, I always like to let them know I am joining to help you grow. A lot of times when team members hear the word consultant or business coach, they automatically think that they're not gonna have a job.And that's scary. So of course their defenses are already up. So when Chris, Marissa, or myself go into a practice, we always introduce us who we are. I give them my background. I always say to administrators, I used to do what you did. I know how important your role is. Mm-hmm. And I'm here to help you.You had three things. Three things you love in this practice, tell me. And then they'll tell me. I said, okay, if you had three things that you wanna make better in this practice, what are they? And I asked every single team member that question, and let me tell you, nine times outta 10, they're all saying the same thing.They might say it differently, there's a common thread. And that's when I typically take that common thread back to the doctor and I say, okay, so this is what I'm hearing. This is what I'm seeing. But I like to let the team members know that I'm there for them. I want them to grow and for them to be successful.Michael: Mm. Okay. I like that. Three common things, you know what I mean? Yeah. Especially if they're all like, what's this one person? Then, you know, like, ok, then we gotta get rid of that one person. Whatever. Interesting. I'm kinda ok. Yeah. Yeah. So these next questions are just to get into the head of someone who isn't totally involved on the clinical side of dentistry, working every day in the mouth, right?Yeah. What would you like to see more from a dentist? Amy: Oh goodness. What I would love to see more from a dentist is, Look at your team members, be appreciative of your team members, and know that they are there every day, day in and day out to make you better and to support you. I think a lot of times as dentists, we overlook that.They are so worried about, um, overhead, right? Getting more new patients. How do I market myself better? There's so many things that they're thinking of, and a lot of times we really don't look inside and we really don't appreciate the team that is supporting us and helping us grow. So what I mean by that is I always tell my doctors once a quarter, do an activity with your team.Show them how much you appreciate them. My goodness. Um, order, coffee, things of that nature. It's the small things that really mean a lot. one workshop that we do, it's really great, we talk about value, um, morals and values, and I learn while the doctors there, what their team member values. And some of the times the doctors sit back and they're like, I never knew that that's what they needed.That's what them going in the day. So I, I feel as though that type is, um, really gonna make it better for, for the, for the dentist all the way around. Michael: Mm. Okay. I like that. Like doing activities with them, letting them know you appreciate them. Yeah. Um, understanding that it is true. You need them to, you know what I mean?You need Amy: them. Yeah. You need them. Michael: They're important. Okay. All right. So next question is right now. What do you dislike or hate about dentistry? Amy: Oh, goodness. That's a tough question. I would have to say, uh, what I dislike with dentistry right now is, um, everybody is looking for new patients, right? The, the dentist believe that more new patients I have is the bigger and better that I'm gonna grow, and they miss that.They miss what's most important. What's most important is the current patients that you're serving. So what do I mean by that? Well, when your patients walk, the first question that your administrator needs to ask is, how is your visit today? That's such an important question because that one question, if they had a great visit and the patient responds, oh, it was awesome.It was great. That is so wonderful. We are accepting new patients. Do you know of anybody who's looking for a new dental home? And then again, active listeners don't say anything. Mm-hmm. Don't say anything. And if they say, well, you know, I don't know. Here's some of our cards. We love patients just like you.So if you do, please send them our way. What a beautiful compliment you just gave somebody. Right? And positivity. They're gonna go and they're probably gonna tell other people. And by organic growth, we're getting new patients. And I think that if dentists would take a moment and take a step back and really listen to what I have to say in regards to that, you would be amazed what you would get.Mm, Michael: doing that with every single patient, right? Every single patient. Amy: And it flows, it really does flow. Uh, at first when you tell administrators to do this, they look at you and they say, I don't have enough. That's what they say. I don't enough time. You actually do have enough time. It really just rolls off so easily because you know Mrs.Jones, you know she's amazing and you want more people like her. So give her that beautiful compliment and let her know you guys are looking for new patients and when you want people just like her. Mm-hmm. Michael: Beautiful. I like that. I like that a lot. Okay, so focus on the internal marketing kind of thing.Yeah. Yeah. Awesome. Okay. And then right now, what do you absolutely love about dentistry? Amy: What I love about dentistry is, um, all the beautiful team members that I get to work with and the wonderful clients that I have. It's super important. With our agency, we focus on the quality of our clients, not the quantity.The quantity doesn't define us. What definitely defines us as the quality. I love the fact that, um, my clients know they can call me whatever time, day or night, and I'm gonna be there for them even on the weekend. I cherish them. I cherish our relationship. I love the fact that they were like a, they opened their kimona for me to come into their practice and to help them succeed.So, being an open dentist, it really does open you up to so many capabilities and possibilities. It's pretty awesome. That's what I really love about dentistry now. Nice. How Michael: does, let me ask you side note, how does that affect your, I guess, like personal life? If they're always like, you can call me no matter what, whenever.All the time. Yeah. What does that look like? Amy: Oh, it's great. It really is. Uh, a lot of times they don't always take me up on that. However, if it's a nine one emergency, they know that I'm gonna be there. You know, Chris, Marissa, myself, we do like to spend time with our families and outta town. The beauty about our working relationship is that we will cover for one another as well.Mm-hmm. So we communicate if somebody's gonna be non-available, that person, the other coach will be responsible to take those calls. So I try to kinda balance it the best as possible. But again, it comes down to the quality of my clients and not the quantity. I, I love them all dearly and I wanna take the very best care of them.So whatever it takes. Michael: Yeah, that's nice. That's wonderful. And then to you thinking of the general population, what needs to change for people to be more open to dentistry? Amy: Well, you know, unfortunately we live in a populace where we have a lot of patients who are very fearful of the dentist. And so they won't go, and I'd like to think that, you know, unfortunately, fortunately, COVID actually brought a lot of attention to this because it's the oral cavity, right?Oral cavity is the gateway to your systemic health. And so what I'm really, really hoping is, is that people will take their oral health very seriously. So where does that come from? It actually comes from, um, you know, children being in school and they have a hygienist.embrace your child to take them. Find a great dentist that suits you. as a patient, when you call a dental office, ask specific questions. Ask how long have they been in dentistry? What do they special? Do they do history? Uh, let let the administrator know. If you're high fear, you know, gosh, I just don't like coming to the dentist.Right? And find that right practice. That's going to love you and support you and help you in your dental journey. Okay. Michael: I like that a lot. And then, what's one of the best advice you've ever received that you can share with our listeners? Oh, Amy: in general. In general? Mm-hmm. In general, um, you know, One of our, uh, Chris Oval, this one is the best for me.I've gotten better. I've gotten better. I was not the person who was always on time, right? Mm-hmm. And I love philosophy. If you're on time, you're late, so you need to be early. And that's considered on time. I think that that was actually the best piece of advice she has ever given to me and has shown me.Because for me, when you're early to something, it shows that person that you're meeting, Hey, I'm here undivided attention. I'm waiting for you. I'm excited to meet you. So I always like to live with that, that theory of if I'm early, I'm one time. Yeah. And I'm winning. And it shows that person that they're very important.Nice. Michael: Wonderful. Awesome. Amy, thank you so much for being with us. It's been a pleasure. But before we say goodbye, can you tell our listeners where they can find you? Amy: Oh, yes, you can. You can go to www.dentalpracticemanagementagency.com and you will find myself, Marissa Nicholson and Chris Hamal. Awesome. Michael: So guys, that's gonna be in the show notes below.And Amy, thank you so much for being with us. It's been a pleasure, and we'll hear from you soon. Amy: Thank you so much. It was a pleasure.

Before communicating your desires in your relationships, how can you be truthful with yourself? What are your current wants and needs? Shifting your focus from complaining to what you really desire can change your relationships. But how can you discuss sex without harming your sex life? Mature and honest communication is the foundation of authentic sexuality. By assuming the best, speaking from a place of desire, and remaining curious, you can transform your relationships and develop healthy and passionate intimacy.  Tune in to this inspiring episode to learn how! As a relationship coach for 20 years, Shana James has humbly discovered the cause of disconnection and distrust in relationships, as well as how to build trust and keep passion alive. Shana has a Master's in psychology, as well as DISC and Positive Intelligence certifications. She has facilitated decades of Authentic Relating workshops based on her training in communication, mindfulness, psychology and sensuality, and specializes in helping clients date and create healthy relationships after divorce. Shana is the creator and host of the Man Alive podcast, with 250+ episodes and more than 1/2 million downloads, and has a TEDx Talk, 'What 1000 Men's Tears Reveal About the Crisis Between Men and Women.' She recently released her book Honest Sex: A Passionate Path to Deepen Connection and Keep Relationships Alive. She also published: Power and Pleasure: A Man's Guide to Becoming a Confident and Satisfied Lover and Leader.  For more information about Shana James go to: Shanajamescoaching.com For her TedX Talk go to: https://youtu.be/GGIq5_Ll4zk  For her FREE chapter of Honest Sex - What is Sex actually? Go to: Shanajamescoaching.com/honest-sex Take the "Discover Your Love Avatar" QUIZ!  You'll learn about your super power, the love blocks that hold you back and how relationship ready you are. Go to: MidlifeLoveOutLoud.com/quiz If you'd like some one-to-one coaching with Junie, apply for a complimentary 30-minute Love Breakthrough Session here: https://calendly.com/juniemoon/lbtsession today so she can support you on your love path. And don't forget to subscribe to Midlife Love Out Loud so that you don't miss a single episode. 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! To learn more about our previous guests, listen to past episodes, and get to know your host, go to https://midlifeloveoutloud.com/  and don't forget to join the FIND FABULOUS LOVE AFTER 40 group on Facebook here: https://www.facebook.com/groups/findfabloveafter40

In this episode we examine and listen to Disc #8 of the V-Disc Collection.  This V-Disc features vintage music by The Vaughn Monroe Orchestra, The Four Lee Sisters and The Four V's. (E015) * All music in this podcast are Creative Commons.  Artists are credited within the podcast.

Disc golf commentators are a hot topic of discussion in the disc golf community. Some people love certain commentators, while others can't stand them. In this video, I'll explore why people have such strong opinions about disc golf commentators, and I'll share some of my own thoughts on the matter. Here are some of the reasons why people might not like disc golf commentators: They can be too biased towards certain players or teams. They can make mistakes, such as mispronouncing names or getting facts wrong. They can be too loud or obnoxious. They can be boring or repetitive. However, there are also many reasons why people do like disc golf commentators: They can provide insightful analysis of the game. They can be funny and entertaining. They can help to make the game more accessible to new viewers. They can build excitement and suspense during big moments. Ultimately, whether or not you like disc golf commentators is a matter of personal preference. What do you think? Do you like disc golf commentators? 00:00:00 Intro 00:00:16 Why Do We Hate Disc Golf Commentators So Much? 00:02:06 Give the Commentary Guys A Break! 00:08:43 More Personality in Disc Golf Commentators 00:11:45 Favorite Disc Golf Commentators! Support DGAM: https://www.patreon.com/dgam Follow on Instagram: https://www.instagram.com/discgolfanswerman/https://www.instagram.com/unclebobbyjr/ --- Send in a voice message: https://podcasters.spotify.com/pod/show/dgam/message

Move over Myers-Briggs and DISC behavioral assessments, here comes Enneagram. While studying Myers-Briggs in college, Karl Hebenstreit, PhD accidentally was exposed to the several millennia old system called Enneagram. What is The Enneagram? It is a system of personality typing that describes patterns in how people interpret the world and manage their emotions. The Enneagram describes 9 personality types and maps each of these types on a nine-pointed diagram which helps to illustrate how the types relate to one another. This method dates back to the days of Aristotle. This is a fun conversation for HR professionals, sales people and even parents.. Out of the 9 traits: Perfectionist, The Helper, The Achiever, The Individualist, The Investigator, The Loyalist, The Enthusiast, The Challenger and The Peacemaker...what's your dominant personality trait? Karl Hebenstreit: Karl is a certified executive coach, leadership and organization development consultant, author, and international speaker. His 25+ year career spans the areas of HR and OD in the biotechnology, clinical diagnostics, life sciences, healthcare, pharmaceutical, telecommunications, professional services, high-tech, and real estate services industries, having worked at Merck, Bellcore, AT&T, Lee Hecht Harrison, Cushman & Wakefield, Kaiser Permanente, EMC², Bio-Rad Laboratories, and Genentech/Roche. He holds a PhD in Organizational Psychology from Alliant International University/CSPP (where his dissertation focused on “Helping Organizations Attract, Retain, and Motivate employees with the Enneagram”), a MS in HR Management from the Rutgers Graduate School of Management and Labor Relations, an Evidence-Based Coaching Certificate from Fielding Graduate University (that led to his PCC), and is an IEA Accredited Professional with Distinction as well as an IEA Accredited Professional/Provider/Teacher. He is the author of The How & Why: Taking Care of Business with the Enneagram (now in its second edition) and the children's book Nina and the Really, Really Tough Decision. About Awakened Nation: Fueled by the passion to ignite game-changing conversations, award-winning author Brad Szollose created Awakened Nation—a podcast dedicated to deeper conversations with today's outliers and cutting edge entrepreneurs, idea makers and disruptors, bestselling authors, activists, healers, spiritual leaders, professional athletes, celebrities, politicians and rock stars...conversations that take a deep dive into the extraordinary. This podcast will challenge your beliefs. Think Art Bell meets Joe Rogan. --- Support this podcast: https://podcasters.spotify.com/pod/show/awakenednation/support

 If it's one thing about me, it's that I love a personality quiz. Categorize me, put me in a box, slap a label on me, I don't mind! I just got back from my all-company summit in which I found out that I'm a "collaborator" within the Predictive Index. I actually felt like I learned a lot about myself — and all after answering two measly questions, imagine! Anyway, join us on the podcast to learn how many times I pick up my phone a day, hear James gripe about drinking the haterade on his Twitter fyp, and get the low down on the next big thing happening in our relationship — our sharing a medical professional!Get silly with us on social:FOLLOW THE PODCASTInstagram: @pessimisticatbestFacebook: @pessimisticatbestWebsite: pessimisticatbest.comFOLLOW SAMANTHAInstagram: @samgeorgsonTikTok: @samgeorgsonTwitter: @samgeorgsonYouTube: @samgeorgsonWebsite: samanthageorgson.comFOLLOW JAMESInstagram: @daycatcher_TikTok: @daycatcherTwitter: @daycatcher_YouTube: @daycatcherWebsite: thedaycatcher.comSupport the show

Charlie Eisenhood and Josh Mansfield discuss breaking legal news from disc golf, including the end of the Prodigy lawsuit against Gannon Buhr and an escalation in the Natalie Ryan case, with a temporary restraining order filed last week (0:00). Then the guys open up mailbag about Worlds tickets, disc prices, and Jomez (24:35).

For six years Ashley and I coordinated the meeting of a group of young men who met weekly during the school year.  Some weeks there were four, and others there were sixteen.  All between 15 and 18 years of age and all at different stages of maturity.   We walked these young men through a variety of discussions, situations, and scenarios and even adapted a five stage growth pyramid for each to understand where they were at in their level of maturity.   For these young men we relayed the identification of those stages as  Boy Adolescent Man Mentor Patriarch Upon introduction many of the young men in our group presumed that age was the entry point to each stage.  Turn 13 and you become an adolescent.  Turn 18 and you become a man. One astute young man asked a resonating question around our communal fire pit, “at what age do you become a mentor?” It was akin to asking, “at what year do you become an expert in your field?” In 1964 US Supreme Court Justice Potter Stewart was providing an opinion on the use of obscenity in the public square  in the State of Ohio's  case vs. Jacobellis who had been reprimanded for showing what was considered by some to be an obscene movie.   Justice Stewart explains, “I shall not today attempt further to define the kinds of material I understand to be embraced within that shorthand description ["hard-core pornography"], and perhaps I could never succeed in intelligibly doing so. But I know it when I see it…” We will certainly do our best to layout helpful marks of maturity within a civil society, and yet maturity can be validated in part under the mantra of “I know it when I see it.” My response to the young man asking at what age you scale the stages of manhood?  I asked, “have you ever seen a 19 year old boy walking around in a 54 year old body?” He understood a primary principle of maturity: Maturity equals maturity. Age equals age. You can have age without maturity. You can have some maturity without age. You cannot have full maturity without the combination of age and wisdom. Wisdom is a cocktail of time, understanding, trial, error, learning, teaching, consideration and circumspect, humility, confidence, and curiosity. Wisdom gone right is shrewd and helpful. Wisdom corrupted is deception and gaslighting. The secret to wisdom is this…GO PURSUE WISDOM! How do we know what to pursue, or what a wise person, a mature person even looks like? Here are NINE marks of maturation that we can pursue ourselves and begin looking for in others.  These marks do not prove full maturity, but simply a pursuit of maturity at some particular mile marker on the highway.   First, a maturing person is someone who has written and defined principles (mission, values) for their life. We all like to think that writing things down and defining “purpose” in our lives is good for the self-help section at Barnes and Noble, but in real life we can never find time for that. The maturing person makes time to articulate the things that drive them and the things they value.  Our family has a drive to create space and be a light through adventure, wisdom, and time around the table. One of the more sacred spots in our day to day is any table we find ourselves at together whether it be our dinner table in Bluffton, a bleacher seat in Winston-Salem, a tray table in row 31 seat C, D, and E somewhere over the Atlantic, or a restaurant table in Cinque Terre.  The table is an indicator for us to limit distractions, share peaks and pits, discuss a wide range of recent events and future plans, and to play 3 rounds of a twitchy card game. It's written, we talk about it, and it has become a habit at this point. If you don't write them down, they do not exist.  Second, the maturing person invests a bulk of time into a recurring “thing” (Reps):  Distraction has become chaos' tool of choice in our modern battle to fight.  Desire is rarely the enemy that keeps us from progressing to expert status.  We have a desire to fly planes, learn a language, love yoga, travel to Siberia, or hike the Cascades.   Distraction then hijacks desire in mid-flight rendering us aloof and frustrated not being able to achieve that thing we know would satisfy and re-energize.   While at the Chick Fil A mothership in Peachtree City, GA we heard a recurring idiom that for a while felt like classic corporate goofiness and then over time was sobered up to a well trained conviction; “Full Time…Best Effort”.   It's one thing to “be at work” all day vs. “working all day”.   While we are at work all day, distraction begins hovering like sand gnats on a warm May afternoon at a southern coastal ball field.  It nips, bites, frustrates, until we either leave, or take measures to battle against.   Three hours at work is not the same as working for three straight hours.  One gives the allusion of maturity.  The other implements boundaries which lead to maturity and exponential value to you and the people you impact. When you mature to give your full time…best effort, choosing not to work in a short series of fits and starts, you are setting the stage for a mass accrual of reps in a given task or skillset providing you a valuable path to expertise and value. Immaturity always welcomes distraction.   The third mark of a maturing person reveals a sober judgment and intuition spending time looking at a “thing” from multiple angles.   For most of my life I didn't “get” art.  People would sit and look, observe, think, contemplate, review, change angles and keep looking. “What are they looking at?”, I would think with disdain and arrogance. Perspective is a hallmark in appreciating great art.  Today I would accept an invitation into just about any display of artistic creation.  One of my favorite art displays is the small, dark Museo Leonardo Da Vinci.  A two minute walk from the infamous Duomo in Florence is a unique museum displaying recreations of da Vinci's drawings.   Da Vinci was a prolific illustrator drawing fine details of human anatomy, mechanical machinery, and novel tools.  Many of these drawings were never manufactured into tangible instruments.  The da Vinci museum displays actual (in some cases life size) creations of da Vinci's drawings like a tank, a flying machine and others.  These tools in essence jump off the page into real life and the museum gives you a unique opportunity to look at aa Vinci's mind and work from multiple angles and perspectives.  What might have seemed hideous or impractical on paper is now meaningful and unique when built in real life.   Maturity is making the time to walk around and see the various angles of a thing not in hopes of proving your opinion, but instead to reformulate your convictions with great understanding.   The fourth mark of a maturing person is situational awareness; the ability to “read the room” knowing who is in the room, when to act and how to act. Walk down a terminal in most major airports and he will be nearby, the guy with the bluetooth headset talking as if Nine Inch Nails are playing a live set at the next gate down and he's got to make sure the person on the other end can hear everything he has to say. Your response, “READ THE ROOM”. Solitude is helpful, isolation less so.  We (yes, even introverts) live in a communal society with shared spaces.  It serves us well to read the room and respond in kind to the dynamics of that room.   If people are tired, frustrated, jet lagged, in a hurry, delayed, short-fused and in need of space and peace, probably best not to add volume to that chaos.  Read the room. If people are energized, fired up, ready to storm the hill and score the winning touchdown, probably best not to reveal your inner Eeyore.  Read the room. There is a time and place for everything and the maturing person is willing to reveal their “true self” in moments where their true self will be invited and welcomed.   Read the room. A hallmark of situational awareness is the ALL important SELF-awareness.  Spending time discovering the inner workings of yourself will open up a world of insight and aha's as to why you are the way you are, do the things you do, and act the way you act. Maturity in self-awareness never uses what you have discovered as a crutch to excuse preference.  “Well, I'm an ‘S' on the DISC so you shouldn't ask me to do that.”  Or, “I have no Tenacity on the Working Genius so you can't expect me to have that done so quickly.” Profiles and enneagram numbers are helpful; these are third party tools that give us objective insight into the intangible parts of our personality.  As you learn, the mature person asks, “what are the things that I naturally love to contribute, and what are the things that I need to be aware that I am not as prone to so I can push through those areas when needed?” Maturing people realize that Jim Rohn was right, “you are the average of the five people you spend the most time with.”  In fact, you are likely the average of the five books you read, the five foods you eat, the five songs you listen to, and the five things you spend your money on. A new rhetorical question that we are going to begin adding to our hiring process is this, “if I asked you to setup a dinner with the five people you spend the most time with, would you be excited for me to meet with them?” Life and business necessarily intersect.  Who you are out there, is who you will be in here.   Run with chaos out there, and you will want to burn the building down here.  Run with wisdom out there, and you will want to build up the culture in here.   Who are the five people you spend the most time with?  Would I enjoy dinner with them? The sixth element of a maturing person is they feel compelled by gratitude to reinvest the wisdom they have received into others.  This reinvestment is less about waiting until you have hit a threshold of wisdom to start giving that wisdom away, and more about immediately teaching the wisdom you have to the people you interact with immediately. Did you learn something today?  Use it today and teach it today. Seneca, the Roman Philosopher said, “while we teach, we learn”.   Benjamin Franklin said, “Tell me and I forget. Teach me and I remember. Involve me and I learn.” In just a few minutes, I will involve you in an exercise that will help teach the things I'm learning so that we can all grow and perpetuate the wisdom to our co-workers, partners, families, and friends.   The maturing person is always teaching out of the gratitude they have for being taught.  The seventh mark of a maturing person are the stress-tests they've endured.   Our family loves to hike, to walk along trails in the woods with no distractions and to simply look around and take it all in…to see what is out there and allow our minds to voyage into peaceful places.   My son has a bazaar tradition when we are hiking in the woods, if he sees a tree he thinks is dead or dying he will work to “truck the tree”.  He'll give it a few pushes casually to see if the tree is vulnerable and off balance; to see if it has some “give”. After a few pushes he then makes a highly scientific judgment call to determine that tree's “truckability”.  Can he make that tree fall if he were to deliver a linebacker like form tackle to its trunk?  Mis-judge the tree and the tree wins whilst you get an Uber ride to the Orthopaedics office.  Judge correctly and you feel like a dominant predator of the woods knocking down trees with your bare shoulders.   The maturing person has been pushed, pressed, and had tested through a variety of trials and tests both personally and professionally.  It is unreasonable and naive to think that you will live life on Lake Placid, where your waters will always be smooth and your skies will always be blue. That testing is a gift because it breeds and develops endurance.  Endurance then works itself into hope, into a light at the end of a tunnel that is opportunity, life, conviction, belief, and satisfaction.  It is said that having hope will never disappoint.   The maturing person will be aware of their response when they are rejected, or when they win. Notice the maturing person may or may not respond perfectly to rejection or to winning, but they are aware of their response and the impact that response has on themselves and on others around them. Rejection is fertile ground for shame.  Brene Brown has been studying shame for decades and describes shame as an “intensely painful feeling or experience of believing that we are flawed and therefore unworthy of love and belonging.” Each of us has unique shame triggers, events that happen that open the door for that intensely painful feeling because our flaws have been revealed. You could have just received a stern response, a cross glance, a critique on your work, a roll of the eyes in response to your contribution, or a harsh pushback from a client.   Maybe your Dad only calls when he needs something or your Mom still treats you like you were 8 years old. Maturity is not never feeling rejection.  Maturity is being aware of how you feel when you are rejected and then intentionally using emotional tools to grow from that rejection instead of self-medicating with rage, anger, return shame, substances, or loneliness.  Victory and winning are equally as important.  When you win, how do you win?  Maturity will always lead with humility, joy, satisfaction, and gratitude.  Maturity will never thrive in an environment of arrogance, stand alone pride, gaslighting, and trash talking. Humility is the currency of the wise.  On par with self-awareness, Shakespeare “A fool thinks himself to be wise, but a wise man knows himself to be a fool.” We are told it is the “foolish things of the world that are used to shame the wise, and the weak things of the world to shame the strong.” A ninth mark of a maturing person is how they respond to authority, to coaching, and to the less fortunate. The coaches you remember are the coaches that were hard, the ones who demanded more, and who were convinced that you had more to give. Dr. David Crutchley was a professor of mine in graduate school.  I studied more for his classes than I did anyone else's in the history of my education.  I never scored above a B minus on any exam or paper I turned into him. Frustrated I tried to reason with him as to why I earned higher grades.  His response echoed, “I would rather you get a C in my class and walk away having truly learned, than for you to ace my class and to learn nothing.” A life of 5.0's and 10 out of 10's on everything is a life that is ultimately not helpful towards resilience.   Karen Arnold, a researcher who followed 81 High School Valedictorians came to an eye-opening conclusion: “Even though most (valedictorians) are strong occupational achievers, the great majority of former high school valedictorians do not appear headed for the very top of adult achievement arenas….Valedictorians aren't likely to be the future's visionaries . . . they typically settle into the system instead of shaking it up.” This is not license to not work hard, to not grow in diligence, and to not give great effort.  This is motivation to seek and appreciate hard coaching, serious feedback, and honest insight.   Remember, the launching point into a life of wisdom is to simply GO LOOKING FOR IT.  If you find someone willing to do the hard, emotionally taxing work of giving you honest feedback, GO SIT WITH THEM and go get wisdom.   Wisdom will be the road sign to maturity.  

Programa oficial de la iglesia Discípulos de Cristo en el Señorial 

Thank you to our sponsor - Lombard Equipment! Selling equipment for over 30 years who not only does training IN your shop they do hands-on training ON YOUR EQUIPMENT! :)https://lombardequipment.com/Mark Olson was one of the great speakers at the SE Collision Conference. He talks about the different generations and how different each one will do something as basic as making a peanut butter and jelly sandwich. You add in the 4 different personality types which are: amiables, expressives, drivers and analyticals. He also talks about "communicating to discover and understand". That would shift the world!If you are wondering what personality type you are (or your employees) you can take the DISC profile here: https://www.tonyrobbins.com/disc/As Mark says, "If you understand how people are, then you know how to treat them, then you know how to bring them in!" This applies to your employees and your customers.Knowing this we realize that the golden rule of "Do unto others as you would have them do to you" doesn't apply in the way we think it does. People don't want you to do to them as YOU would want but as THEY would want!If you would like Mark's powerpoint presentation email Micki at:micki@mickiwoodsmarketing.comReach out to Mark Olson directly: Email: mark@vecoexperts.comLinkedIn: https://www.linkedin.com/in/mark-olson-0381b610/Website: https://www.vecoexperts.com/index.phpSupport the showFor more info on Micki's Marketing Services to help you grow your shop's revenue click here: https://collisioncentermarketing.comEmail Micki directly at micki@mickiwoodsmarketing.com Join the Body Bangin' Facebook Group!https://www.facebook.com/groups/989546031854134

Disc six of Lord Reith's "Live at the BBC" series.  Saturday Club, Two episodes of "Pop Go The Beatles" and more.    We contemplate Decca, Brian Poole and the Tremeloes, Bernie Andrews, Ian Grant, Phil Tate and consider "The Mersey Sound and the life of being several hairdressers."

Spine specialist, Dr. Troy Dreiling shares a story of a building superintendent with a low back injury that resulted in an extruded disc.  Dr. Dreiling has been providing chiropractic services to the Vancouver / Portland Metropolitan area and the families living there, for well over 23 years. The basis of his service is a caring heart and wanting to see that people in pain – especially avoidable pain – can live the kind of life they envision for themselves by getting the care they need. Resources: vancouverdisccenter.com Disc and Joint Pain Relief Complex Discat Dr. Dreiling's Previous Episode Find a Back Doctor The Cox 8 Table by Haven Medical

Welcome back to the Law School Toolbox podcast! Today we're happy to have a special guest, Givelle Lamano, with us to talk about starting and running a criminal defense law firm. In this episode we discuss: Givelle's background and career path The challenges and rewards of doing criminal defense work Working in non-profit and community organizations Building a network in law school that will help your future career Advice for law students who think they may want to start their own solo practice Resources: Linktree – Lamano Law (https://linktr.ee/lamanolaw) Criminal Defense Attorney in Oakland – Lamano Law Office (https://www.lamanolaw.com/) Oakland DUI Attorneys (https://www.oaklandduiattorneys.com/) Gallup StrengthsFinder (CliftonStrengths) assessment (https://www.gallup.com/cliftonstrengths/en/254033/strengthsfinder.aspx) DiSC assessment (https://www.discprofile.com/what-is-disc) Outliers: The Story of Success, by Malcolm Gladwell (https://www.amazon.com/Outliers-Story-Success-Malcolm-Gladwell/dp/0316017930) Podcast Episode 86: Resources for Aspiring Entrepreneurs (https://lawschooltoolbox.com/podcast-episode-86-resources-aspiring-entrepreneurs/) Podcast Episode 109: Life as a Woman Entrepreneur with Meg Keene of A Practical Wedding (https://lawschooltoolbox.com/podcast-episode-109-life-woman-entrepreneur-meg-keene-practical-wedding/) Podcast Episode 154: Building a Better Law Practice (w/Jeremy Richter) (https://lawschooltoolbox.com/podcast-episode-154-building-a-better-law-practice-w-jeremy-richter/) Podcast Episode 233: Starting a Small Law Firm (w/Guest Stephanie Everett of Lawyerist) (https://lawschooltoolbox.com/podcast-episode-233-starting-a-small-law-firm-w-guest-stephanie-everett-of-lawyerist/) Podcast Episode 333: Building an Authentic Law Practice (w/Hillary Vaillancourt) (https://lawschooltoolbox.com/podcast-episode-333-building-an-authentic-law-practice-w-hillary-vaillancourt/) Download the Transcript  (https://lawschooltoolbox.com/episode-389-running-a-criminal-defense-law-firm-w-givelle-lamano/) If you enjoy the podcast, we'd love a nice review and/or rating on Apple Podcasts (https://itunes.apple.com/us/podcast/law-school-toolbox-podcast/id1027603976) or your favorite listening app. And feel free to reach out to us directly. You can always reach us via the contact form on the Law School Toolbox website (http://lawschooltoolbox.com/contact). If you're concerned about the bar exam, check out our sister site, the Bar Exam Toolbox (http://barexamtoolbox.com/). You can also sign up for our weekly podcast newsletter (https://lawschooltoolbox.com/get-law-school-podcast-updates/) to make sure you never miss an episode! Thanks for listening! Alison & Lee

«Él nos llama a la perfección en la caridad.»

Disc jockey, public speaker, martial artist, actor and all-around nice guy Manuel "Manny" Lerma" joins the discussion for some insight into how one can do larger than life things despite so much setback at an early age. Later on, he brings his partner in crime DJ PO in for another fun recap of how they keep their internet radio show alive and well!         MAIN LINKS:  LinkTree: https://linktr.ee/JURSPodcast Facebook Page: https://www.facebook.com/JackedUpReviewShow/ Facebook Group: https://www.facebook.com/groups/2452329545040913 Twitter: https://twitter.com/JackedUpReview  Instagram: https://www.instagram.com/jacked_up_podcast/          SHOW LINKS: YouTube: https://m.youtube.com/channel/UCIyMawFPgvOpOUhKcQo4eQQ   iHeartRadio: https://www.iheart.com/podcast/269-the-jacked-up-review-show-59422651/   Podbean: https://jackedupreviewshow.podbean.com   Spotify: https://open.spotify.com/show/7Eg8w0DNympD6SQXSj1X3M   Apple Podcasts: https://podcasts.apple.com/us/podcast/the-jacked-up-review-show-podcast/id1494236218   RadioPublic: https://radiopublic.com/the-jacked-up-review-show-We4VjE   Overcast: https://overcast.fm/itunes1494236218/the-jacked-up-review-show-podcast   Google Podcasts: https://podcasts.google.com/?feed=aHR0cHM6Ly9hbmNob3IuZm0vcy9hNDYyOTdjL3BvZGNhc3QvcnNz   Anchor:  https://anchor.fm/s/a46297c/podcast/rss   PocketCasts: https://pca.st/0ncd5qp4   CastBox:  https://castbox.fm/channel/The-Jacked-Up-Review-Show-Podcast-id2591222    

The guys bring in friend, disc golfer and cannabis connoisseur David Cope to the mic to get the latest with the Fox Valley Metro Disc Golf Club, and to get serious about the role cannabis has and should play on and off the course.  David has experience as a long time professional budtender and hosts a live Youtube show called 'Peace, Love and Cope'.  He gives some invaluable insight and knowledge about this unfortunately stigmatized plant.   They discuss some of the ways cannabis can/should be used on the course, but also medically as a viable treatment and as a very powerful symptom and pain reliever.  David surprises everyone with some nuggets from shows past and proves that he has been keeping up on the UD episodes.The guys also finish the Destination Penetration bracket, but things got very real with a twist!Sean geeks out about a different podcast, and Alex doesn't really care what happens, as long as he gets to go camping.  Ryan will never trust another guest of the show, and Jason pulls back the curtain to his maniacal mind and forces the guys to play a game he just made up while sitting in traffic. 

THANK YOU for PUSHING PLAYDeep Impact, Action Movie or Drama Film?We lead off with Listener Experiences then go into a really fun  Tweaks of the Week, followed by  NEW 4K releases coming Tuesday and then Steve, John & DJ talk about their Home Theater Experiences and maybe this week……they grew up and Matured?But First…Bright Side Home Theater with the support of all their Patrons will be donating 100% of this month's listener contributions toJuvenile Diabetes Research Foundation:JDRF - Diabetes - Type 1 Diabetes Research, Advocacy, and Support To Donate Directly:Make a Donation - JDRFYou can also still get in on the SVS Prime Wireless Pro Speakers by Donating toThe Heather Abbott Foundation:heatherabbottfoundation.org To Donate Directly:heatherabbottfoundation.org/donate/Email the reciept of Donation to DJ at DJ@brightsidehometheater.comTo read more about Roseann's story, please click here:Roseann Sdoia | Author. Speaker. Survivor. | RobostrongChapters12:10 -  The guys discuss this weeks Listener Exeriences1:07:27 -  Tweaks of the Week 1:22:12 - New 4K Releases Coming April 25thHome Theater Experiences of the Week1:27:43 -Ip Man 3 Disc 4K/Dolby Atmos1:37:26 - Evil Dead Rise  in Theaters Now1:43:44 - Enders Game  Kaleidescape 4K HDR/Dolby Atmos1:55:35 - Scream V Paramount+ 4K HDR/Dolby Atmos2:00:20 - Silence of the Lambs  Disc 4K/DTS MA 5.12:06:47 - Citadel  Amazon Prime 4K HDR/5.12:11:46 - All Quiet On The Western Front Disc 4K HDR/Dolby Atmos2:18:10 - Deep Impact Kaleidescape & Disc 4K HDR/DTS MA 5.1All that and so much more!“If you can't laugh while talking Home Theater, you're doing something wrong.”Right?Push Play and hear for yourself.Follow & Say Hi to the Guys on TwitterDJ -

THANK YOU for PUSHING PLAYDeep Impact, Action Movie or Drama Film?We lead off with Listener Experiences then go into a really fun  Tweaks of the Week, followed by  NEW 4K releases coming Tuesday and then Steve, John & DJ talk about their Home Theater Experiences and maybe this week……they grew up and Matured?But First…Bright Side Home Theater with the support of all their Patrons will be donating 100% of this month's listener contributions toJuvenile Diabetes Research Foundation:JDRF - Diabetes - Type 1 Diabetes Research, Advocacy, and Support To Donate Directly:Make a Donation - JDRFYou can also still get in on the SVS Prime Wireless Pro Speakers by Donating toThe Heather Abbott Foundation:heatherabbottfoundation.org To Donate Directly:heatherabbottfoundation.org/donate/Email the reciept of Donation to DJ at DJ@brightsidehometheater.comTo read more about Roseann's story, please click here:Roseann Sdoia | Author. Speaker. Survivor. | RobostrongChapters12:10 -  The guys discuss this weeks Listener Exeriences1:07:27 -  Tweaks of the Week 1:22:12 - New 4K Releases Coming April 25thHome Theater Experiences of the Week1:27:43 -Ip Man 3 Disc 4K/Dolby Atmos1:37:26 - Evil Dead Rise  in Theaters Now1:43:44 - Enders Game  Kaleidescape 4K HDR/Dolby Atmos1:55:35 - Scream V Paramount+ 4K HDR/Dolby Atmos2:00:20 - Silence of the Lambs  Disc 4K/DTS MA 5.12:06:47 - Citadel  Amazon Prime 4K HDR/5.12:11:46 - All Quiet On The Western Front Disc 4K HDR/Dolby Atmos2:18:10 - Deep Impact Kaleidescape & Disc 4K HDR/DTS MA 5.1All that and so much more!“If you can't laugh while talking Home Theater, you're doing something wrong.”Right?Push Play and hear for yourself.Follow & Say Hi to the Guys on TwitterDJ -

Chatting with Alex Potts about MVP Open Satellite Tournaments (MOST), Courses and April Showers.0:00 - Intro Music Provided by Wheels0:16 - Alex Potts4:21 - Course Talk30:46 - MVP Open Satellite Tournaments (MOST)42:53 - April Showers54:38 - SkipAce Picks/DisCap Tags1:13:20 - Disc or No Disc Quiz1:33:09 - Sweet Up Hudson Valley!

Exposed: Shay X Thomaz; Pai de Xeratoba na Conquista; Fofoqueira causa discórdia entre ex-peões

Charlie Eisenhood and Josh Mansfield discuss disc golf's forthcoming re-appearance at the World Games (7:20), break down the ticketing (including the $1200 Gold Pass!) for the World Championships (13:30), and then re-rank manufacturer teams after the first chunk of the 2023 season (28:20).

Acompaña el día de hoy al Padre Roman Flecha a reflexionar sobre los discipulos de Jesus, hoy nos presenta a Ananias y su esposa Safira

Un des facteurs clefs de succès d'une bonne communication est de s'adapter aux autres. Inconsciemment, nous attendons des autres qu'ils s'adaptent à nous. Explorons dans ce podcast comment avec la méthode DISC, nous pouvons nous adapter et mieux nous comprendre ! ********* Pour vous inscrire à nos podcasts premium c'est par ici Liste des podcast cités dans l'épisode : #49 Je montre ma vulnérabilité, #31 Je communique autrement, #69 je pratique l'art de la demande, #38 J'apprends à dire non, #130 Je comprends le pouvoir des couleurs, #120 J'aime le stress ********** Retrouvez le texte de l'épisode sur notre blog. En vous abonnant sur Itunes pour recevoir les notifications et en nous laissant un avis, vous nous envoyez des bulles de bonheur ! En suivant notre actu sur FB @2minutesdebonheur et sur insta @2minutesdebonheur, vous profiterez gratuitement de pleins de trucs, d'astuces et de mises en pratique liés au podcast de la semaine. Inscrivez-vous à la newsletter, vous serez ainsi notifié de nos nouveaux épisodes et vous recevrez un bon de réduction de 5% sur notre site. Et surtout, partagez nos épisodes à tous ceux qui veulent prendre le temps d'être heureux !

Todd Kuckkahn is on a mission to revolutionize company culture and leadership. Throughout his career, Todd has done countless presentations, workshops, and seminars at local, state, national and international conferences. Todd will again be hosting Live2Lead featuring John Maxwell and other internationally known leadership speakers. He is DISC and DEI certified. Connect with Todd: - https://toddkuckkahn.com/ (business website) - https://www.linkedin.com/in/toddkuckkahn/ - https://www.facebook.com/toddkuckkahn/ (personal page) - https://www.facebook.com/toddkspeaking/ (business page) - https://www.instagram.com/toddkuckkahn/ - https://twitter.com/buckybuckets

Certified Emotional Intelligence Analyst and Certified Master Coach Karen Nutter joins The Punch List Podcast to discuss Emotional Intelligence and DISC styles. Ian, Matt, and Jen go over their personal DISC results with Karen and discuss the importance of understanding each others strengths and characteristics. You don't want to miss this episode where we explore why does Emotional Intelligence have to do with the Construction Industry. Check it out!

Introduction:  Alan McFarlane is a Scotsman now living in Barcelona. A native of Paisley, near Glasgow, he studied law in Edinburgh before becoming a commercial litigation partner of a Top-10 Scottish law firm. His interest in business development took him in 1991 to Barcelona where he gained his bi-lingual MBA from IESE Business School before embarking on a long, global multinational career which saw him lead the design and implementation of major strategic initiatives, living and working around the world in places like France, Brazil (where he served on the Latam regional exec.) and Hungary.  Alan is a published author of two books, a book on Egypt post-revolution and the seven moments of coaching published by IESE. Alan collaborates with IESE, Timoney Leadership Institute in Ireland and Human Content, the cutting edge of understanding personality in the workplace. This is the focus of our conversation today.    Podcast episode Summary:  Human Content is at the cutting edge of understanding personality in the workplace. Alan McFarlane works with Human Content and over the course of our conversation across this podcast he brings to life the potential, the human potential, housed in this body of work, a potential that often goes untapped. Alan illuminates what the instrument, B5+ aims to measure, why it is different from other more commonly known instruments and what can be achieved when this human potential is activated.  Points made throughout the Episode:    The fundamental drivers for Alan include Freedom & exploration for creativity.  As part of his journey into this work Alan shares a story from his past. As a then 16 year old in Paisley Grammar School, Alan won a competition, having come from “the back of the field”, for writing, The Reed Prize for English. Alan explains that because there was a large element of creative writing in the challenge he won over the more scholarly classmates.  It was well known at the time that Alan was going to study law but after winning this prize no one reflected or guided Alan differently.  Studying Law in Edinburgh University proved to be a complete mismatch. He shares that by his second year of study he was down or depressed and the saving grace for him was a membership to the film society at University. This membership allowed him to consume 8/9 films a week and that was his creative escape.  He graduated after 5 years and went on to pursue his apprenticeship and again there was no guidance or self-reflection to wonder if that was the right thing to do.  Another “saving grace” for Alan, in an ill-fitting career,  proved to be his involvement with the marketing committee at his then law firm. KPMG were brought in to help the firm with a reorganisation and strategy and they challenged Alan on his personal goals and he realised he did not want to be a practicing lawyer anymore.  That decision back in 1991,took Alan to Spain where he applied to IESE Business school to undertake an MBA- his best subjects proving to be organisational behaviour, Leadership Communication and Business Strategy. Alan self-confesses to have been blind to the activation in him by of his strength in these subjects and joined an Insurance Company in Spain after his MBA.  Alan is not ordered structured or planful notwithstanding the career choices he made in his career  Tomas Lovenskiold, the CEO of Human Content advised Alan to leave his employ when his role was being redirected. He told him to “get out” take the check this is not you. Despite this advice Alan stayed.  A terminal disease for Alan's father in law proved to be the lucky break Alan needed. The silver lining from this episode in Alan's life proved to be liberation. Alan used the back In Scotland to write his first book and to get in touch with his fundamental drivers.  Various collaborations later and a meeting with bureau chief of Africa, based in Cairo, of the NYT, Declan Walsh meant that for Alan he finally got in touch with his own fundamental drivers Meeting Declan meant that Alan met someone who probably held his ideal role, creative writing exploration and freedom to live and write in many countries. Alan recognised this role could have been for him if he had known or if he had been guided differently. It took 35 years before Alan was matched to his ideal career. Alan is now passionate to expand the knowledge of the Body of Knowledge that is Human Content so that people can be activated to pursue their true potential.  Alan would like to see a way where people, at 18 or earlier could be given a way to understand their fundamental drivers. The problem is that these drivers, consider them rocks on the ocean floor, are often masked by the expectations of others, situations, social norms, peer  groups or job approximations. You need some way to clear the waves and see the fundamental drivers.  Human Content is a complete fit with Alan's drivers. Human Content is the evolution of the Big Five Factor Model. Alan describes the evolution from the Big Five Factor Analysis  Alan names the modern labels for the Five Factors, two which relate to People factors 1 & 2, one where people draw energy from either their inner world or outer world and the other which measures how much people are naturally more compassionate and caring for people or more fact focused & outcome focused, making sure stuff is done at the right time. The next two factors, 3 & 5, style of work area, these include preferences on how we do things and preferences on how we think about things. The final factor measures factor number four measures emotional energy, where people are more present or absent.  Human Content is strident to say both side of any factor need to be regarded in equal light. There is no right or wrong way to be. The earlier use of the Big Five Factor model was biased in terms of the right hand side of the factor scales and  measures.  To be fully activated means a person's needs to find a role or career which aligns with the picture created the B5-PLUS  instrument (Given the context in which a person sits)  Knowing your fundamental drivers opens up the possibility for a person to tactically manage themselves at work.  The scientific approach adopted by Human Content makes it significantly different from other better known instruments such as MYERS BRIGGS, DiSC and Insights. This scientific analysis recognises the uniqueness of each human being. Other instruments are too simple. People are extraordinarily complex and Human Content endeavours to recognise the difference.  Personality Research is a largely underdeveloped area and the legacy instruments served a genuine purpose to raise awareness about the differences between people. They did not go far enough in Alan's opinion and he explains why.  Human Content is a well-kept secret because the legacy tools are well established and well publicised.  The precision of the outcome that is possible with B5-PLUS makes it attractive for organisational performance. It can drive employee engagement, You can clearly see the fundamental drivers for an individual. The fully explored factor analysis against a normed grouping gives much more exactness for role matching etc.  Growth Potential, Employee Engagement, Motivation and Understanding are some of the benefits that come from using B5+ as an instrument of choice.  The B5+-PLUS Instrument can be used to support team ambitions, understanding the needed fundamental drivers to succeed.  By taking the B5+-PLUS instrument a team discovers not only their individual fundamental drivers but also the nuances between them and the combination effects which means that they will have certain implications for how they are in the work place. This will have implications for what they enjoy doing and what they do well together and how they will interact together, smoothly or roughly.  Alan illustrates the impact of the B5-PLUS  instrument by way of a case study. B5-PLUS was used for 450 employees after a CEO decided to do a comprehensive role analysis and reformation. The employees were allowed to self-select their roles as a consequence of the rewrite using the analysis from the B5+ instrument. Customer Satisfaction as a key indicator for this firm went from 53% to 86% In another example this time from Norway, Alan shares a story about a hospital where the sickness rate was at 26%- 26% of all levels of the employee base at any one time were not available. The B5-PLUS  was deployed. People were allowed to be re-matched, where jobs or at a minimum tasks were readjusted or where people were reallocated to different departments. In four months after this work was completed the sickness rate fell to 2% Societal prejudice can blind us to the potential as expressed in certain kinds of personality or expressions of them. There is bias to seeing certain aspects of the personality spectrum as favourable.  Alan advocates that we take the B5-PLUS instrument and then acknowledge what is found. He asks that people acknowledge their fundamental drivers, embrace them and then exploit them for greater satisfaction in life.  Alan adeptly answers my question regarding the need often for people to wear multiple hats, say for example in a gig economy.  He also helped me be curious about a particular client of mine using the terminology of the B5-PLUS instrument and asked a couple of very pertinent questions that I can now explore with her at a future date.  The B5-PLUS is distinctive because of its precision as a instrument. It measures 5 personality factors and the facets that accompanies them in a manner that no other instrument does. There is a fully explored factorial analysis of the factors and facets, an order of analysis on personality that has never been done before.  The factor analysis, the design and process involved in B5+ makes it an instrument that is unique and helps others see their uniqueness too.  Alan uses his formula or 3 word frame, Acknowledge, Embrace and Exploit to encourage others to become aware of the contents of their individual B5+ report and to act on It.  The precision of this instrument allows you to confidently predict performance in the way that other instruments do not. Again this instrument can be used for recruitment and promotion that other legacy instruments advise cannot.  Alan used the last few minutes of this podcast to wish that individuals and teams at work could have their uniqueness recognised, and through that recognition for employers to make a conscious effort to match that persons uniqueness to their roles to make people, happy, satisfied fulfilled motivated & fully activated & for the employer to reap fantastic performance and growth.  Resources mentioned across this podcast    B5-PLUS Product from Human Content B5-PLUS personality assessment from Human Content www.web.humancontent.com  Linkedin.com/in/alan-mcfarlane-ob546b13 Novaturia Global SL, alan.mcfarlane@novaturia.com www.iese.edu The Seven Moments of Coaching by Alan McFarlane  Egypt's Thousand Days of Revolution by Alexander Murray (my pen name)  

Charlie Eisenhood and Josh Mansfield welcome in DGPT CEO Jeff Spring and JomezPro founder Jonathan Gomez to discuss the Pro Tour's acquisition of Jomez in a landmark media consolidation (3:55). Then they provide their own thoughts on the deal (51:20) before hitting Jonesboro Open #PurseWatch, giving their hole 18 grades, and more (1:09:45).

Rick Bowers from APEX GTS joins us this week and we discuss how to help your company grow, transform and be successful. Rick and Dave talk about creating relationships and having open communication with those you work with. They talk about different communication styles and how to adapt your style to the person you are talking to, including using words that work and eliminating words that don't work. They also touch on employee engagement and creating an excellent “employee experience” as a leader.

Programa oficial de la iglesia Discípulos de Cristo en el Señorial 

Con la participación de mi querida hermanita Aracely Quintnilla, el presente Episodio de Enciende tu Lámpara #4, trae una sencilla y básica reflexión de los primeros versículos del encuentro de los Discípulos de Emaús con el Resucitado, según la narración del capítulo 24 del Evangelio de San Lucas, con El objetivo de provocar un acercamiento y discernimiento de la pala de Dios.

Por Pr. L. Roberto Silvado.

Devocional diario de Mons. Roberto Sipols para "La Voz de Jesús" --- Support this podcast: https://podcasters.spotify.com/pod/show/lavozdejesus/support

Hola a todos!! En este nuevo programa estaremos reflexionando brevemente sobre las lecturas de la Misa Dominical, y tratando de ver qué mensaje tiene Jesús para su Discípulo MÁS Amado.

Charlie Eisenhood and Josh Mansfield check in on their fantasy teams' performance from the season and their picks so far before breaking down the top 10 finishers at the Champions Cup (0:00). Then Charlie talks with Kat Mertsch after her first top 3 finish at a major (36:55) before the guys break down the Jonesboro Open and make their picks (53:45).

Existem inúmeras formas de analisar seres humanos e tentar estudá-los, como o MBTI, o DISC que são perfis comportamentais, ou Eneagrama e agora uma classificação em 06 tipos de personalidade de acordo com o modo de viver de cada pessoa.

There are panic attacks - a - plenty in this episode titled "Lost" after something you will hear in Tuesday's entry. This one feels more like it's for the ladies so guys- you've been warned. What don't we talk about in this episode? I cover the MS walk, the backyard, the auction site, my Thrive box, the Kings, the DISC, oh boy, that's a big one. I ran into someone unexpected at the grocery store, Brett discovered Benny has THIS, and I learn that I am a phenomenal cook.

Hay muchos procesos de vida! pero la base de que resulte un avance en la transformacion es alinear la mente con el corazon y Liliana Lopez nos biene a contar como podemos lograrlo. Las verificaciones logradas en la práctica de una nueva información para conectar con mi amor propio mi paz interior he generado entrenamientos para que las personas puedan encontrar herramientas y verifiquen las que más resultados de armonía les genere y se conviertan en sus propios Gurús ✨Entrenadora en procesos de

On this week's show, Mikey and Bob discuss their March pick-ups!   Connect with us: Website Instagram Twitter

Love it or hate it, it's hard to deny this sport has seen massive success in our area.

Charlie Eisenhood and Josh Mansfield recap the first major of the 2023 season, the Champions Cup (0:00). What can we take away from dominant victories in both divisions? The guys also talk with Silas Schultz, who got his first top 5 finish on tour (33:45), before getting to #PurseWatch, the Hole 18 review, and more (59:30).

Listen in as Certified Executive Coach Lynne Powers breaks down the value and power of the personality assessment. At L2L Consulting, they use the DISC and we take a deep look at what that is and how it can help you achieve greater success and happiness at work and at home. Whether you are in leadership, management, at the top of your game or want to get here, the DISC will provide greater insights into what drives you and your team. Armed with this information, you can fine tune your communication and interaction for maximum effect.  Contact LYNNE POWERS:  www.l2lconsultingteam.com Contact JONI CALDWELL LERNER: wakeupwithjoni@gmail.com

Beginning in early childhood, we all form beliefs – which are simply ideas that seem true and real to us – based on a variety of sources, such as our parents, schooling, friends, and firsthand experiences. Unfortunately, however, some of these beliefs may be harmful, allowing self-doubt to creep in and holding us back from reaching our full potential. Therefore, it's crucial to shift these limiting beliefs — but how can we go about doing so? Tony Burgess, our guest in Episode 143 of The MINDset Game® podcast, has outlined several practical steps for changing beliefs that may be keeping you from reaching your goals. As the co-founder of the Academy of High Achievers (along with his partner, Julie French), Tony has trained and coached business leaders, entrepreneurs, and teams on powerful mental and emotional fitness techniques to help them tap into their full potential. He is also recognized for his expertise in neuro-linguistic programming (NLP), DiSC and Havening techniques, and is the co-author of “Pink Bucket Thinking” and “Beliefs and How to Change Them…for Good!”  In this week's episode, Tony discusses the concept of beliefs (including those that are self-limiting) and walks us through several steps in the belief modification process, including: Getting clear on what exactly you want to achieve when changing your beliefs Conducting a “beliefs audit” to distinguish those that are helpful from those that are no longer serving you  Asking “what if?” questions, and most importantly, using them as a way to expand rather than limit possibilities  Supporting this empowering thought process with cognitive evidence and experiential tactics   To learn more about Tony's techniques by downloading free PDF versions of his books, visit https://www.aha-success.co.uk/beliefs-book/ and https://www.pinkbucketthinking.co.uk/the-book/.  To subscribe to The MINDset Game, visit www.TheMINDsetGame.com.  

This week Tom's Guide reviews the Roku Plus Series 4K QLED TVs and Kef introduces their THX certified in-wall speakers. Then we go through the Netflix Timeline from start through the latest announcement that they are ending physical disc rentals. We also read your emails and look at the week's news. News: Warner Bros. Discovery unveils super-streamer ‘Max' Sling TV finally launches on the Amazon Echo Show 8 and 10 Has Prime Video Surpassed Netflix In U.S. Subscriber Share? Netflix to bring down the curtain on its DVD-by-mail service Roku Plus Series 4K QLED TV review: An outstanding value The Roku Plus Series 4K QLED TV is one of the least expensive TVs on the market, and it offers few fancy bells and whistles. But with a good smart interface and HDR color and sound capabilities unusual for its class, it's a surprisingly good budget buy. Full article here… Roku Plus Series 4K QLED TV 55-inch (55R6A5R): $499.99 Roku Plus Series 4K QLED TV 65-inch (65R6A5R): $649.99 Roku Plus Series 4K QLED TV 75-inch (75R6A5R): $999.99 Kef THX Certified In-wall Speakers (for the dare to dream crowd) Create the ultimate home cinema experience with the latest additions to KEF's impressive architectural speaker range; the first THX® Certified Dominus speaker from KEF, the Ci5160REFM-THX, as well as the Ci3160REFM-THX which is THX® Certified Ultra for high-impact cinema sound. These in-wall Ci-Reference speakers create a new level of entertainment in which movie lovers are enveloped in life-like sound and transported to a deeper, more thrilling audio experience. Ci5160REFM-THX key features: KEF's first THX® Certified Dominus speaker – the powerful THX performance class for the largest private cinema spaces Metamaterial Absorption Technology eliminates 99% of high-frequency distortion for pure, natural sound Bespoke 12th generation Uni-Q with MAT driver array for exceptional acoustic accuracy Four 160mm (6.5in.) bass drivers optimised for in-wall use 11mm thick precision-machined aluminium baffle designed to eliminate vibration and allows the drivers to perform at their best Discreet design with best-in-class performance Available in Aluminium Black/Grey finish Paintable magnetic metal grille that fits effortlessly into the interior Optional black cloth grille available as separate item Ci3160REFM-THX key features: THX® Certified Ultra for high impact cinema sound Metamaterial Absorption Technology eliminates 99% of high-frequency distortion for pure, natural sound Bespoke 12th generation Uni-Q with MAT driver array for exceptional acoustic accuracy Two 160mm (6.5in.) bass drivers optimised for in-wall use Discreet design with best-in-class performance Available in Aluminium Black/Grey finish Paintable magnetic metal grille that fits effortlessly into the interior Optional black cloth grille available as separate item Price and Availability: Ci5160REFM-THX: [USD10,999.99 each]/ [Available now on http://kef.com] Ci3160REFM-THX: [USD7,999.99 each]/ [Available now on http://kef.com] Timeline of Netflix Wikipedia Timeline of Netflix